Hiring Assessments Can Revive Your Bottom Line

 HireRight“If it weren’t for assessments, I would hire the way I always do and  get the same bad results!” — President, Engineering Company

 

Many companies today are focused on increasing sales, saving money and improving profitability. They spend a lot of time evaluating equipment and systems to ensure the best ROI. However, they fail to take the same amount of care when selecting the right resources to hire and manage their most important asset – their employees!  The result is, they miss many opportunities to hire the right people, and often lose top talent and customers due to their mistakes – costing them time, money and market share.

Cost of Poor Hiring Practices

Many executives know their turnover rate – some are proud that they are below industry standard. However, they have not quantified the financial impact to the bottom line and are in denial that they can do anything to improve it.

When you take the time required to tabulate the cost of a bad hire, promote the wrong person, or lose a talented employee, you will realize you must objectively assess potential job candidates for job fit, core values and required skills.  Using qualified assessments can significantly lower theft, cost of turnover, workers’ compensation, unemployment and other employment/liability claims when used appropriately. Remember, include intangible costs such as loss of reputation, quality, customers, vendors and other important factors in your calculations, since all of these can negatively impact your bottom line.

Select Qualified Hiring Assessments

There are over 3,000 publishers of assessment products in the market. Most assessments do not comply with the Department of Labor’s guidelines for pre-employment use (See: Testing and Assessment: An Employer’s Guide to Good Practices, Department of Labor). High-quality tools will have technical manuals (not just a letter from a law firm) to ensure each assessment meets the validity and reliability specifications for pre-employment and selection purposes. Ask for the technical manual and refuse to use an assessment for pre-employment purposes without one.

Assessments with High Validity and Reliability are Incredibly Accurate

Many assessments used for training or coaching purposes will show differences in people. However, they usually do not comply with higher statistical requirements for pre-employment tools. Not only is using the right assessment of legal importance, using tools that actually have the highest validity and reliability will measure people accurately and objectively – a requirement to predict future success. The best assessments provide you the ability to become a laser-like coach. Also, due to their accuracy, you will improve your selection process and reduce costs. Remember, any tool, system or process used during the hiring or promotion process must comply with pre-employment requirements.

When you select the right qualified assessments and use them as directed, they work and will positively revive your bottom line.

©Jeannette Seibly, 2015

Source: “Hire Amazing Employees,” Chapter 11, Assess for Job Fit—Use Qualified Assessments http://BizSavvyHire.com

Jeannette Seibly has been a business advisor and facilitator for over 23 years; she guides the creation of new solutions for business challenges and is the author of Hire Amazing Employees.  Check out her website: http://SeibCo.com. Or, contact Jeannette @ http://SeibCo.com/contact

Can you make six-figures in sales?

Sales.5

 

 

 

 

 

 

 

Yes, if it’s the right career for you.

According to a Glassdoor Blog, some of the highest paying jobs are in sales!

Sales people are the backbone of any company — they are instrumental in making or breaking the success of any product and service the company provides. However, before you fly onto the job boards to find a job in sales, conduct a critical analysis of your thinking style, core behaviors and occupational interests by using a qualified career fitness assessment*. Know upfront, and objectively, whether or not you have what it takes to sell and the type of company that will help you succeed. Remember, many sales people fail to achieve 6-figure incomes due to poor job fit and the unwillingness to develop the discipline required.

How do you find the right job for you in sales?

Step 1: Determine if sales is the right career path for you. Are you able to “sell” by “closing a sale” on a consistent basis? Do you possess similar traits that highly successful sales people have? This can only be ascertained by using a qualified career fitness assessment* and looking at your past sales metrics.

Step 2: Find the right type of sales position. There is a BIG difference between handling incoming orders vs. finding sales opportunities through cold calling and networking contacts. Don’t forget to investigate customer service, marketing and account executive/manager type jobs that may provide better job fit and are normally paid hourly or salary plus commission. Be sure you have the required interests in the product or services, willingness to learn the company systems, excellent people skills and discipline to consistently network. Success in these jobs requires lots of patience, follow-up and follow-through when answering questions, educating customers, and resolving system/product/service issues.

Step 3. Armed with your career fit information, research the industry, company’s culture, and types of products/services offered. Clarity, based upon feedback from your career fit assessment*, will let you know if you have the level of competitiveness, tact and team attitude required. Also, determine if the pay structure (e.g., straight commission vs. base + commission; and, type of bonuses and other perks) works for you. If you are risk-adverse, be sure the base is bigger than the potential commission.

Step 4. Know the company’s hiring practices. Beware that many companies do a poor job of hiring anyone, particularly in sales. Too often hiring managers rely on the candidates’ ability to sell themselves, tell them what they want to hear, and look the part! Being offered the job does not guarantee a six-figure income. You may or may not fit the culture or job requirements.

To increase the probability of succeeding if you are hired, spend time networking for insider information (not found on the Internet) before the interview and conduct your due diligence during the interview(s) by preparing good questions. (For help, read Chapter 12 in the book, It’s Time to Brag! Career Edition, http://Time2Brag.com) Remember to ask about training programs and on-going coaching to help you develop your skills in lead generation, relationship building, prospecting, and closing techniques. If the job is offered, be willing to say, “No, thank you.” if it doesn’t appear to be a good career fit for you. Be honest – taking the job and losing it makes it harder to find the next one.

Ask yourself the most important question.

Do I want a job and career where I will be happy and satisfied? If the answer is yes, studies have shown that you are more likely to be happier and more satisfied when your job responsibilities fit you. The truth is, many times sales people job hop, or are laid off because they were unable to meet monthly or quarterly quotas, or due to territory or company restructuring. Finding the right career (whether or not in sales) will provide greater financial rewards in the long-run. There are no short-cuts to getting rich quickly. Expect to put in the time, learn the company, industry, product/service, and develop long-term relationships regardless of the job.

*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

For companies wishing to improve their hiring processes, go to: http://SeibCo.com/contact

©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.

 

Is Impatience Hurting Your Results?

tortoise-and-hare.2

 

 

 

 

 

 

 

 

Remember the fable, the tortoise and the hare? The hare, due to his impatience and cockiness, failed to do what needed to be done to win the race. The tortoise won — slow and steady made it happen.

You, like many business executives, want to move forward faster to capture new business and other opportunities. Often overlooked are the required systems, people and practices that allow you to grow and be competitive. When you become impatient, you have a tendency to make poor decisions. Poor planning, if any, and overlooked details will negatively impact your bottom line, business relationships and reputation. Other issues that arise: You burn out. Deadlines are missed. People do not fit their jobs. Customers or potential clients are dissed. The importance of following-up and following- through on promises are marginalized.

How do you build a faster moving company?

Build a strong foundation. It won’t happen overnight. While opportunities in this fast-paced global market can happen quickly, taking them on when you don’t have the capacity to do so can actually hurt you more than help your business grow.

Set aside your impatience.

Take time to develop good relationships with your employees, management team and Board. Steadiness allows your team to utilize their experiences and create win-win strategic and tactical outcomes – it provides the opportunity for everyone to get on the same page with you. Build on what you and your team do well. Utilize a business advisor and executive coach to keep you focused on the right things, and doing them the right way.

©Jeannette L. Seibly, 2013-2015

Jeannette Seibly is a business advisor for business owners and executives of $5MM to $30MM enterprises creating million dollar results, and along the way created 3 millionaires. Contact her at JLSeibly@SeibCo.com for a free consultation of how to achieve amazing results.

What do I really want to do for a job?

 

“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.

Successful Leaders Share the Spotlight

Every generation of leaders likes to believe they invented the newest and most effective way to manage people, build profitable companies, and “build a better mousetrap.”  The reality? We don’t do it alone. The achievements of our businesses, inventions, and other ideas are an outcome of effectively working with and through others to achieve the intended results.

True leaders are humble and take great care of their teams. They set aside their egos, hubris, and other personality impediments to pave the pathway forward to open new doors and achieve their intended results. If they’ve made a lot of money, they share it appropriately. If they created a lot of press, they generously brag about others’ contributions. (http://TimeToBrag.com)

Why are these traits important?

  1. When you understand that your success stands on the shoulders of your mentors, Board of Directors, business advisors, bosses, and team members, you become humble knowing you didn’t go it alone. This awareness makes it easier for others to want to work with you and share their knowledge and experiences, since it’s not all about you.
  2. It’s never solely your idea or creativity that makes the system or product work. Sharing the credit works wonders for current and future undertakings. Asking the right questions, listening and building upon ideas, and making available (or creating) the required resources are key traits of leaders. They ensure others stick with you during the design, launch, and refinement processes of your projects. Also, they are less likely to bolt when things may not go well.
  3. Documentation of your process, including charts and graphs, helps others visually understand the progress. They can then see potential glitches and possible solutions, and not rely on any overly optimistic feelings of triumph you might have. Documentation also provides a foundation for you, and them, to build on for the next venture.

Remember, share the spotlight. That will help you build on previous successes and learn from past failures to create the next victory.

 

©Jeannette L. Seibly, 2013-2015

Need to transform your leadership practices? Contact me before it’s too late! http://SeibCo.com/contact

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.

Avoid the Career Mistakes that People Regret

A question many people ask themselves is, “How do I determine the best career for me?” The bottom line is, most people fail to focus on their best skills and talents. They forget, or do not understand, that career success is an inside job. They blame their boss and employers (and others – including their parents) for their careers being less than satisfying and rewarding.

Recently, I was talking with a friend as she shared about her cousins’ human services jobs. When she started making disparaging comments about her occupation, I said, “Stop it! Every job provides value in our world today. It doesn’t matter if it’s a social worker, a realtor, a server at a fast food restaurant, or a corporate executive. Each is important – and provides a service to so many.” There was a pause before she responded, “Thank you. Really, thank you. You’ll never know how much I needed to hear that!”

8 Common Errors in How We Choose Our Careers*:

1. Doesn’t require too much effort. This usually leads to job-hopping due to boredom. After a while, too many different jobs will limit getting better paying ones. Find work that keeps the mental engine revved and the laid-back style engaged.

2. Money, money, money.  Most people want to make a lot of money, for a variety of reasons. By focusing on the dollar signs, we forget that our core behaviors, thinking styles and occupational interests (along with life experiences) may not support our successes in those careers. When we fail at these high-paying jobs, our future work prospects may become limited.

3. Great job title. Career success is an inside job! (Yes, I’m repeating this phrase!) Focusing on job titles or other external factors to determine our occupational choices usually gets in the way of finding  work we enjoy doing on a daily basis. The fact is, people will be more impressed by our true happiness — it doesn’t have a job title!

4. Because the boss recommends it. Many times companies don’t put a lot of forethought into promoting or transferring their employees. (See The Most Expensive Mistake Executives Make, http://wp.me/p2POui-Ug) When people hit their proverbial career ceiling (aka Peter Principle), they feel the need to leave their employers. These employees usually look for similar work and often are not successful there either. It’s an expensive lesson for everyone.

5. Because of mom and dad. Following blindly in our parents’ footsteps or attempting to fulfill their dreams of becoming college grads, usually does not work. Not everyone needs a college degree to be happy and fulfilled.  Many people who attend college never graduate (they change majors, run out of money, or lose interest) and incur debts that can negatively impact them for the rest of their lives, and possibly their parents too.

6. Friends or other’s recommendations. Remember, career success is an inside job. (Are you getting it yet?) While it’s important to learn from others’ experiences, it’s also important to remember they are not us! Studies show that when people have the interests, core behaviors and thinking styles that fit, they are much more likely to succeed! One study conducted by the Harvard Business Review found “job fit” to be the ultimate career success indicator.

7. Failure to conduct due diligence. Use objective information to develop reality checks with intuition. Conduct network meetings and attend educational venues to determine the right career options. For example, people who are talented working with numbers do not necessarily make good CPAs or CFOs, particularly, when they lack the interests to do so.

8. Entitlement. Many young Generation Y’s and Z’s have been brought up to believe they can do anything they want. While trying out different careers can be fun, it can lead to disillusionment when they believe the next job is the ultimate “right one” and it’s not.

The solution is, find a career path that fits you: 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

*Resource: Crown Financial Ministries (reported by Business News Daily (August 21, 2012)

©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.

The Most Expensive Mistake Executives Make

Our major successes in business involve helping our employees, our most valuable asset, grow and develop, and enjoy job satisfaction. Unfortunately, we fail to use objective information to help determine the best job fit and career path fit when making staff promotions or lateral career moves. The same problem exists when we’re choosing our successors.

The greatest unrealized expense executives make is taking good employees and promoting them (or moving them laterally) into jobs that they are not ready for, don’t want or don’t have the skill sets to be successful. Many employees will readily take on these opportunities due to promises of bigger paychecks and desires to please their bosses – with sad results.

One fast growing company wanted to reward a good employee. They moved him out of customer service and into sales. Within 90 days, he was failing and no one knew what to do. They spent the next six months providing ongoing training, one-on-one counseling, and motivational podcasts. After many sleepless nights and daily frustrations, the employee left. A couple of clients and several top producers left with him. Unfortunately, the significant costs of these types of mistakes are not calculated (therefore, are not realized): high cost of training, loss of customers, loss of employees and proprietary information, and other tangible and intangible costs.

Unfortunately, we spend more time buying electronic gadgets than using the same due diligence and taking the same care with our people — our most valuable assets!

How to create successful moves for our employees to avoid costly mistakes:

  1. Create a 180-Day Success Plan. Keep it simple and smart. Wanting to have too many things accomplished while they are learning a new job will only create unnecessary stress. First, write it all down (See Hire Amazing Employees, Chapter 5, http://BizSavvyHire.com) Second, make sure to include conversations they need to have with key leaders and individual contributors to better understand the realities of what needs to be accomplished and how to go about getting the intended results. Third, remind them to listening will get them further than talking! (See Companies and Executives Need to Vet and Onboard Each Other! http://ow.ly/OZxJj)
  2. Use a qualified assessment. Objectively review their thinking styles, core behaviors and occupational interests by using a qualified assessment and qualified 360-degree feedback tool. (Qualified assessments are those that comply with the Department of Labor Guidelines for selection purposes.) While past accomplishments are important, they will not provide enough good objective data to predict future successes. The right interests and thinking styles account for people’s successes 50+ percent of the time.
  3. Conduct due diligence. Talking with previous managers and employees that worked with them. How did the person handle setbacks? When do they use good people skills (e.g., only with bosses, or do they also know how to respect others)? Do they manage projects on-time and within budget? Of the projects executed, how many produced intended results? What type of facilitator are they?
  4. Train them how to ask and answer the right questions. Everything is a conversation! Train the hiring managers and prospective employees on how-to-have authentic conversations, which includes probing into job responsibilities and expectations. After several conversations, put in writing what has been agreed to and what is expected. This written document will ensure clarity and the win-win outcome required.

©Jeannette Seibly, 2015 All Rights Reserved

It can be lonely at the top! An experienced business advisor, always accessible and at a nearby desk can make a positive and powerful difference for you, and your employees. My goal is to be your in-house advisor, your ally and sounding board as you navigate the complex world of your business! (Contact Jeannette: JLSeibly@SeibCo.com OR 303-917-2993)

 

8 Requirements to Be a Successful Professional!

As you advance in your career, or climb up the corporate ladder, it’s important to learn to be open to new ideas and people. Unfortunately, we love to judge others, often too quickly and negatively. As a result, we lose our effectiveness and close the doors to new opportunities.

Success is an inside job and requires improving your people skills. Developing these skills takes time, practice and discipline, and will enable you to work with and through others to achieve your goals, develop an amazing team, become competitive, and improve your company’s bottom line.

8 Key Requirements:

  1. Do what you say you’ll do on time and as promised. Apologize when you “drop the ball.” Then, adjust your attitude and systems to ensure you’re not continually “dropping the ball.”
  2. Develop the discipline to do the right things the right way. Remember, your decisions will impact today’s situation — and tomorrow’s too.
  3. Get to know what is of interest and/or concern to your customers, internal and external. (This includes your boss and Board of Directors!)
  4. Learn to listen to new ideas and new ways of achieving results.Great ideas can “erupt” from anyone, at any time – if you’re open to hearing them!
  5. Respect everyone on the team regardless of his/her opinions and/or personality. Stop negatively judging others because of how they speak, how they present their ideas or how they disagree with you. Everyone can be a contribution to your success, if you’re open to learning from them and value their input.
  6. Acknowledge others for their time, efforts and contributions. Make it a practice to say “Please” & “Thank You.” (A disappearing courtesy that needs to be revived.)
  7. Keep confidences. (Hint: Sharing secrets and gossiping are two of the fastest ways to sabotage your career.)
  8. Forgiveness. Take the time to forgive others, and, more importantly, yourself. Learn from your mistakes and theirs too! Success is an on-going process, not a one-time event.

Successful people have learned these 8 key requirements, and use them to advance professionally.

©Jeannette L. Seibly, 2015 All Rights Reserved

Need to transform your management practices? Contact me before it’s too late! http://SeibCo.com/contact

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.

Want to play more and get more done?

Several years ago I had an executive client, he just didn’t seem to be able to get things done. He was into work before anyone else and stayed late. My coaching — he could not arrive before 7 a.m. or stay after 7 p.m.! I recommended boundaries for him to work within. Not only did he get more things done, he developed a relationship with his wife and kids! He was my first millionaire!

Ask yourself:

  1. Do you want to have more free time to do the things you love to do?
  2. Be part of your family’s life?

Most people would answer, “Yes!” The challenge is, you know you have a multitude of things that need to be done and don’t believe you have time to play.

Answer: Schedule it. (I know it sounds simple and it’s not always easy!)

Process:

  1. Write down everything that needs to be done (yes, everything!), everywhere in your life.
  2. Highlight the top two items.
  3. Schedule them, take focused action and get them done.
  4. Celebrate! You deserve it.
  5. Repeat.

Yes, it is that simple! Other benefits:

  1. You won’t have time to overthink things — you will actually get them done. (Remember, there are only two!)
  2. You’ll learn how to delegate and not be so picky! (Your employees will thank you for these new opportunities.)
  3. You will learn to prioritize and focus on the important things. (Not the busy-work, which doesn’t provide the results you want.)

The key: Honor your schedule! 

This is a very simple process.

Remember, I did not say it would be easy.

The challenge: Do it for one week and let me know the results.

©Jeannette L. Seibly, 2015

Need to transform your management practices? Contact me before it’s too late! http://SeibCo.com/contact

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.

 

Three Styles that Will Ensure You’re Doomed as an Executive!

Growing a business requires developing your people! Without them, you are doomed to fail as an executive! To be successful and effective, you must be able to elicit the best in others and focus on what’s important.

Three styles that will doom your effectiveness:

  1. Failure to motivate. While you cannot motivate others that are unwilling to move forward in their careers, you still have the responsibility to offer them opportunities. Laser-like coaching can make a positive impact. Remember, you’re responsible for each team member’s success. When you believe in each person — even when they don’t believe in him- or herself — unprecedented results can occur.
  2. Assess blame. While you are busy finding fault with others, they are busy doing the same! Taking responsibility trumps blame every time! Hold yourself and others accountable for results, as a team. Remember, straight talk, not what you believe others want to hear, is the key to moving forward together.
  3. Micromanage the team. When you become a cog in the wheel of progress, mischief happens. The wheel breaks down. Focus on the results and trust your people to get their jobs done well. Spot check by asking the right questions to ensure systems are being followed and updated when necessary. While it’s important to keep your eyes on the goal, having a well-trained team that takes focus action is also critical for success.

By developing your ability to effectively manage and motivate others, you and your employees will flourish and thrive.

©Jeannette L. Seibly, 2015

Need to transform your management practices? Contact me before it’s too late! http://SeibCo.com/contact

Jeannette Seibly is an 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.