career saboteurs

Your job may be ending soon.

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Is your employer is in the red? If yes, it does mean your job may be ending soon if you don’t get in action now. As a leader, it’s important that you network to determine what can be done to change the organization’s financial situation before sending out your resume. (You’re right: This process should have started prior to now.) Are there new markets to pursue? Tweaks required to keep current customers? Additional training of staff? Get busy … urgency is the key! Waiting only encourages more procrastination.

A confidence builder for employees is to put together brag statements for the business—i.e., what you’ve achieved as a group—and share them with your network. Second, put together brag statements outlining what you’ve done for each customer and share those statements with them. Most customers stray because they don’t know what you’ve done for them lately. (http://TimeToBrag.com) If you have been ignoring customer demands, immediate and progressive changes are required, but first you need to ask your customers what those changes should be. Be responsive and make it happen. Along the way, it may be time to network for your next position, send out resumes, and learn how to brag about your own achievements in a business-savvy manner. (http://TimeToBrag.com)

(c)Jeannette L. Seibly, 2013

 

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

Being righteous is a career saboteur.

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Leaders may win the battle but lose the war with their need to be right. Relying on a management style of browbeating employees or being condescending to clients is a lonely fight. Disheartened employees will find a way to invalidate your directives, and your clients will find another resource.  As a leader, it’s your job to learn how to listen to others’ ideas, even if they don’t appear to have merit, and build upon them for solutions. Being righteous is a career saboteur! Creating win-win outcomes is one of your most important jobs.

Where have you won the battle but lost the war in your career?

(c)Jeannette L. Seibly, 2013