Avoid career derailment

“I don’t know what I want to do!”

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“If you don’t know where you want to be in five years, you’re already there!” Elizabeth Gilbert

 

“When my daughter graduated from college years ago, she was uncertain what she wanted to do.  She had worked in an office and a restaurant. Now, she was looking for a career, not a job.

Due to her initiative and her conversations with me, I referred her to Jeannette Seibly, SeibCo. (Jeannette had been helping my company with hiring and management concerns for several years.)

In less than a month of working with Jeannette, she was ready! She had clarity of what she wanted to do, would be good at and the type of companies to look for. Armed with all this information and coaching, she chose a position in sales. Because of her career preparation, she only considered companies that provided training that fit her interests.

It’s now 11 years later and she has worked in three different sales positions in two different industries. She has earned a six figure income for many of those years and has always been one of the top two performers in each company.

Because she took the time to clarify her career direction and utilized the right tools, she had the information she needed to get on the right career path for her – and, she’s had a very successful career. Jeannette customized the process for my daughter — worth every penny.  My daughter’s initiative has paid her (and me) back 1,000 fold.”   DP, Executive and Very Happy Mother

Many employees today are unhappy and dissatisfied with their careers, work responsibilities and job prospects. Statistically, about 63 to 79 percent are in the wrong job, career, industry, profession, company, etc. Yet, many fail to take the time, expend the energy and make the investment to find the right career path that fits them for the long term. They believe in the myth that there is a right time to find the right career path; and it will happen … someday … in the future. Or, they are waiting for their employer, parents or others to provide that information to them. The problem is, it never happens without taking the initiative and doing the right things for ourselves.

The solution to determining career fitness

The Pathway PlannerTM uses the same assessment information (based upon the world’s largest validation and reliability studies) that thousands of companies use to hire. (Contact http://SeibCo.com/contact.) This educational and career planning tool helps people discover what career possibilities best suit them at any age (16++). The key, like anything, is taking action and learn about different career paths that may fit. SeibCo provides the how-to-do-it in the book, It’s Time to Brag! Career Edition, (Time2Brag.com). This book also includes networking and interviewing advice for success.

To get career fit, contact SeibCo today: http://SeibCo.com/contact

To purchase the book, “It’s Time to Brag! Career Edition” go to: http://Time2Brag.com 

©Jeannette Seibly, 2015 All Rights Reserved

Jeannette Seibly is an award-winning and internationally recognized business advisor. For the past 23 years, she has helped thousands of people work smarter, enjoy financial freedom, and realize their dreams now.  She has an uncanny ability to help her clients identify roadblocks, and help them focus to quickly produce unprecedented results.  Each client brings their own unique challenges, and her gift is helping each one create their success in their own unique way. Along the way, with her commitment, she helped create three millionaires.

What do I really want to do for a job?

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“Would you tell me, please, which way I ought to go from here?’

‘That depends a good deal on where you want to get to,’ said the Cat.

‘I don’t much care where -‘ said Alice.

‘Then it doesn’t matter which way you go,’ said the Cat.

‘- so long as I get SOMEWHERE,’ Alice added as an explanation.

‘Oh, you’re sure to do that,’ said the Cat, ‘if you only walk long enough.”             

― Lewis Carroll, Alice in Wonderland

Many remember this story from the book, Alice in Wonderland. Unfortunately, even when people “walk long enough,” looking for the right job – they still don’t find careers that make them happy, productive and successful. Why? We base our career or job choices on lack of information or misinformation and fail to do what we need to do to get somewhere we want to go.

Example: A young woman graduated from college with a degree in architecture. She declared that as her major because a copy of Architectural Digest was on the table, next to her chair, in the counselor’s office. She graduated and quickly found work. She loved the paycheck and hated the job! After many unfortunate attempts to find a job she enjoyed, she called me, her coach. By working together and using the appropriate tools, very quickly, she found out she wanted to be a math teacher. She had resisted this career path since her dad had suggested she pursue being a math teacher! (Parents are not always right – but, they are not always wrong either!) She did the work to get a teaching certificate and has been an exceptional math teacher because she loves what she does!

The reality is 63 to 79 percent of employees are in jobs that don’t fit them! They feel trapped and their productivity, job satisfaction and upward career mobility are limited. The truth? We don’t develop the practice or discipline to use the current job as a stepping stone. Instead, we hate what we do and fail to learn the basics required to succeed in any profession.

Your career path does matter! Find work and job options that interest you. Studies show that if you have the interests, core behaviors and thinking styles that fit, you are much more likely to succeed!

The solution: the Pathway PlannerTM uses the same assessment information (based upon the world’s largest validation and reliability studies) that thousands of companies use to hire with predictive success. (For further information, contact http://SeibCo.com/contact)

This educational and career planning tool helps you discover what career possibilities best suit you at any age (ages 16+). The key (like anything) is to get into action! Read through your results and learn about different career paths that may work for you. Next, investigate the realities of those types of occupations by networking. As opportunities in those professions open up for you, prepare for a job-winning interview.

SeibCo provides the how-to-do-it in the book, It’s Time to Brag! Career Edition, (Time2Brag.com). To get started, contact SeibCo today: http://SeibCo.com/contact

©Jeannette L. Seibly, 2015 All Rights Reserved

Jeannette Seibly is an award-winning and internationally recognized business advisor. For the past 23 years, she has helped thousands of people work smarter, enjoy financial freedom, and realize their dreams now.  She has an uncanny ability to help her clients identify roadblocks, and help them focus to quickly produce unprecedented results.  Each client brings their own unique challenges, and her gift is helping each one create their success in their own unique way. Along the way, with her commitment, she helped create three millionaires.

Superiority is a Career Stopper!

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There are times in any leader’s career when they will believe they are superior to others. This arrogance can erupt when they’ve had sudden success or made a poor decision. Some may characterize superiority by using the old adage, get off your high horse; you aren’t as smart as you think you are.  

Beware of these characteristics:

Being defensive and refusing to listen. Ignoring facts and only talking to yourself will only provide the same information, not new solutions.

Know-it-alls. When bosses think they know more than they do and only listen to themselves, they are often surprised by the facts. They rely upon their past successes, don’t allow input, and rationalize with their excuses or sense of entitlement.

Bull-dozing. Inflexiblity, righteousness, disregarding other’s thoughts, feelings or opinions will cause unnecessary hardships on everyone.

Boat-rocking. Change for the sake of change is rarely cost effective.

Labelling others. Calling people lazy, irresponsible, slackers or stupid will limit everyone’s effectiveness and diminish a strong team.

Gossip-mongering. One of fastest ways to hurt your team is to participate in or allow gossip. Using this passive-aggressive style to alleviate one’s frustrations almost always has a boomerang effect.

You may not see yourself in any of the examples provided above. However, as a leader, there will be times when you will exhibit one or more of these traits, and others not mentioned (whether you know it or not). Superiority is a career stopper, which can be avoided when leaders, and upcoming bosses, become responsible for their managerial styles.

How can you be responsible for those times you get on your high-horse?

Listen to what others have to say. Objectively focus on what works and what doesn’t work for a project or situation. When you only listen to yourself, you lose your objectivity and competitive edge.

Talk positive about others. Gossip hurts organizations. If there are work or performance issues, talk directly to the person(s) that can get the problem resolved.

Be open to learning something you didn’t know! Know-it-alls rarely succeed in business.

Receive ideas with openness and appreciation. Creating hurdles for others to jump over or coming up with reasons, “why not”, stops even the most generous people.

Support everyone, whether you like them or not. Encourage and support others to succeed in your organization – it builds profitability and growth, both personally and professionally for you and them.

Incorporate good advice.  Listen to suggestions and facts as helpful, regardless of how they are presented.

Remember …. be open to hearing what you don’t want to hear — it could save your business or job or client.

Jeannette Seibly has been an international business and executive coach for over 20 years. She has guided the creation of three millionaires. Are you the next one? http://SeibCo.com/contact

@Jeannette L. Seibly, 2015

Avoid getting fired.

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Almost 40 percent of executives today find themselves fired from or sidelined in their new jobs within six to eighteen months! Why? They have failed to acclimate to the company, build relationships, and have unknowingly stomped on sacred cows.

What needs to happen?

  • First, get to know your new coworkers and build relationships. If your boss mandates certain changes, make them happen in a manner that doesn’t get you fired. For example, if the boss requires certain people be removed from the organization, request this be completed prior to your first day on the job.
  • Second, be truly clear of expectations. Both C-suite executives and the applicants they interview lie during the interview process! It happens for many reasons; some stretch the truth knowingly and others falsely believe their own rhetoric. Learn how to probe into what is said—don’t be afraid to play the devil’s advocate to assess the truth. Then, talk with your networks, both internal and external, and use a litmus test to determine the veracity, cost and likelihood of succeeding.
  • Third, if you have made a mistake, hire a coach and be coachable! Urgency is the key. Many times executives become lone rangers who are demanding and control others because of their fear of failure and loss of faith in their own abilities. With the right coach, these perceptions can be turned around. If you are coachable, i.e., willing to change your old ways of doing things, you can succeed at interacting with others and working with your boss. You won’t keep your job on your own! (Read more on this topic is my eGuide “Companies and Executives Need to Vet and Onboard Each Other!” http://ow.ly/sEcSN)

(c)Jeannette L. Seibly, 2014

Have you been sidelined?

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Many times executives and key players are sidelined and no one has told them about it! It can be devastating to learn you were not invited to an important meeting or are no longer included in making important decisions. It can be hurtful when coworkers and employees avoid you and refuse to buy in to your ideas or plans.

First, talk with your boss and find out what happened. Be willing to apologize for any misunderstandings or inappropriate comments you may have made. Even though it can be difficult to hear the truth, you cannot fix what you don’t know for a fact. If your boss doesn’t know why you are being sidelined or is unwilling to get involved in rectifying the situation, insist nicely that you need to know what happened. Remember, it won’t help you keep your job if you burn a bridge!

Next, hire a coach immediately to determine what can be done to salvage your job, reputation, and paycheck.

Third, set aside your denial and take action now. Urgency is the key! The longer this situation goes on, the less likely it can be turned around. Yes, it is your responsibility to make the needed changes, determine what needs to be done for the company and boss, and seek the resources required to make the necessary changes! (http://SeibCo.com/contact)

(c)Jeannette L. Seibly, 2013

Are you running away from your employer?

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When you leave a job, company, or department, are you running away from coworkers or bosses you don’t like or respect? Or are you moving forward toward a goal? Many times people make job and career transitions for more money, but they are not any happier. Or, they switch jobs to find a better boss, only to find the new bosses have issues too.  Or, they falsely believed bigger is better. Remember, the grass isn’t necessarily greener at another company—it simply looks different from the outside looking in, but there will be similar problems. Take time to clarify your goals and life needs: it will make a difference in selecting the right employer for you. (http://TimeToBrag.com).

(c)Jeannette L. Seibly, 2013

The importance of careless words

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Sticks and stones may break my bones, but words will never hurt me. This attitude often hurts careers and ruins companies’ reputations. It’s important as a leader that you pay attention to what you are saying and when and with whom you are sharing your thoughts and ideas. Racial, ethnic, or gender slurs can and will get you in trouble with others, as will gossip about employees, clients, and competitors. Remember, many careers are derailed and companies reputations tarnished by the wrong person overhearing your words from the next table, or the next room.

(c)Jeannette L. Seibly, 2013

Be a Kick-Butt Warrior for Your Career

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Developing clarity and focus is the key to becoming a kick-butt warrior for your career. Stop waiting or relying on your boss or company to pay for workshops, seminars, or one-on-one coaching. Take matters into your own hands and pay for them. The return-on-investment will be significant — these activities have consistently helped others land on the career path of their choosing.

(c)Jeannette L. Seibly, 2013

5 Attitudes to Fast Track Career Derailment

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Wonder why so many business professionals, executives and biz leaders are included in the ever increasing statistic of job shopping? These qualified professionals live under the false illusion that finding the perfect career or job will automatically have them earning mega-bucks, working for a great boss, while having fun in life!

  1. I can do anything. Sixty-three to seventy-nine percent of the workforce toil in jobs that don’t fit them. They continue seeking similar work with similar responsibilities only to achieve similar dissatisfaction.  (Think, do the same thing over and over, yet expect different results). Or they leap into a different type of industry that poorly suits them while arrogantly thumbing their nose at their past employers. Stop blindly seeking job satisfaction at the expense of your resume. Build bridges, don’t burn them.
  2. Gimme, Gimme. Most people jump for extra pennies or dollars in their paycheck, but leave those jobs because they are unhappy! Job gratification is personal. Satisfaction can be achieved meeting deadlines within budget, completing work to customers’ needs, etc. Your fulfillment comes from within you by building on your strengths to stretch your skills. 
  3. Grass is Greener. All companies have similar problems. The list is long: bosses who are poor managers; compensation and benefit packages that need improvements; economic focuses on financial results that negates a balanced work-life style. Job fit is critical to minimize these concerns. Employees (and executives) in the right job are much more productive and tolerant than others with the same challenges.
  4. Not My Problem. If you’re someone who creates elephants for your bosses and co-workers, or is continually putting the monkey on someone else’s back, no one wants to hire you! Learn how to handle issues by turning monologues into dialogues with the right person who can make the difference. Be part of the solution. Clean up your elephant tracks. 
  5. More is Better. A bigger company does not mean it is better run, regardless of their bigger budgets! Don’t assume your boss will be more understanding or the tools you need to do your job will be readily forthcoming. Millions of dollars are spent each year obtaining more certifications and more education, hoping this will transform people into fitting their work requirements. If people are not in jobs that fit them, additional education will not transform them into rock stars.

Rather than believe you’re stuck in a job or career, recognize you’re there because of your unwillingness to make an actual and real difference! Only you are responsible for your work-life happiness!

It’s an attitude. The time is now! Take charge of your career. Professionals who hire a career advisor have a competitive edge, with their current employer or their next one. They don’t wait for someone else to show them the right direction. They take a qualified assessment to clarify job fit. The assessment determines thinking style (major component in job satisfaction), core behavior (how they use their job skills vs. how the company needs the job done) and occupational interests (little or no interest equals poor quality, iffy results). They learn to how sell themselves in a biz savvy manner (http://TimeToBrag.com). They write down the top three qualifiers for their next job. The result? New opportunities appear quicker. They are sought after by their next employer or boss. They are on the right track to fulfill their career goals. (http://SeibCo.com)

©Jeannette Seibly, 2012

Responding to Mistakes

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Everyone reacts differently to mistakes. Some have no fear and admit them. Some learn from them and move on. Others regurgitate the facts to place blame on others. Ignoring your mistakes can have a detrimental effect on client and/or co-worker relationships. It’s a sure-fire way to derail your career now and can prevent future opportunities. The next time you make a mistake, or your team fails to fulfill a project’s intended goals on-time or within budget, resist the temptation to find excuses and blame others or situations.

What worked? What didn’t work? Take time to objectively review the elements of the project. Start with objective (factual) items that did work. There will always be some. Then, focus on objective items that did not work. (Objective facts can usually be quantified.) Come up with resolutions with your team. Then, present these results to your boss for  approval to resolve and move forward.

Talk it out with boss or coach. Sometimes we make things mean more than they do. Other times we may be obtuse and not accept the seriousness of our words or actions. Feeling bad does not erase the impact of the mistake. But failing to resolve it and hoping it will go away can be detrimental to your future with the company.  It’s better to talk it out with someone who has more experience and will provide learning opportunities. Resist starting a gossip mill in an attempt to place the blame elsewhere. Not only will doing this limit your ability to positively impact the concerns, you will loose your credibility as a leader.  

Stop mind-reading. Ask! Do not assume you know what others think. Gather their feedback. Allow them to vent, appropriately, if warranted. Actively listen so they will share their experience of the impact on them, or their company. Apologize first, then explain your own actions and intentions. Offer an equitable resolution. Give them time to think about it and set a time to come back to the discussion. The key? Keep communication lines open. Don’t stop talking until the issue has been resolved to their satisfaction, whenever possible. Failure to resolve the mistake sadly means this type of issue will occur again and again, until the lesson has been learned.

©Jeannette Seibly, 2011