Combat Energy Zappers to Avoid Sabotaging Results

“Many people allow boredom, stress, and toxic people to zap their energy. But being responsible for these feelings can renew your energy and improve your results.” Jeannette Seibly

Our ability to feel good and maintain high energy levels is crucial for productivity and overall well-being. This includes engaging in activities we enjoy, such as spending time with loved ones or pursuing hobbies. However, it’s equally important to be aware of situations or people that drain our energy. This self-awareness is the first step in combating energy zappers and taking control of our energy levels.

Our most significant energy zapper is often our own excuses. The belief that things are the way they are and we can’t change them is a self-imposed trap. When we allow stress, boredom, or toxic people to affect us, it can lead to unhealthy habits like overeating or excessive caffeine consumption, further depleting our energy. Recognizing and taking responsibility for these factors is key to breaking this cycle and improving our relationships, performance, and results.

6 Strategies to Stop Energy Zappers

Schedule. One effective strategy to combat energy zappers is to manage our time efficiently. Whether it’s using an online or handwritten calendar, scheduler, or planner, the key is to schedule tasks and commitments. Treat these as appointments with a VIP—yourself. This simple act of scheduling can bring order to your day, boost productivity, and lead to a sense of accomplishment, all of which contribute to increased energy levels.

I remember using an online planner to write and publish my first book (and subsequent ones, too). I mapped out everything that needed to be done. Then, each week, I would set my goal and honor it. It was energizing to see my work pay off with three Amazon Best Sellers!

Do It or Delegate It. Just because you don’t want to do it doesn’t mean others won’t welcome the opportunity. Delegate and remember, they won’t do it the same way you would do it. But often, they do it better than you would because they enjoy it – it energizes them!

I have an antique lamp that hasn’t worked in several years. I’ve been contemplating whether to get rid of it or fix it. One day, in my neighborhood magazine, there was an ad for lamp repair. Without thinking more about it, I called. The man came, fixed it, and I wrote a check for $38! No more energy zapping regarding the lamp. He was energized, too, since he loves fixing lamps!

Set Aside 20 Minutes. When you dread doing the work, stop seeking excuses—the resistance drains your energy and creates inner frustrations. Instead, set a timer for 20 minutes and focus solely on the task. If you need more time at the end of the 20 minutes, keep going or schedule more time within the next 24 hours. It’s energizing to get those hateful tasks done.

One sales rep avoided making his calls and following up with potential customers. His excuse was, “They don’t want to buy from me anyway.” When his sales manager demanded he schedule 20 minutes twice daily to follow up and follow through, his sales improved dramatically.

Hire a Coach and Find an Accountability Partner. Yes, both can guide you towards achieving your goals. While you may want to resist these conversations and be uncoachable, set aside those normal behaviors and attitudes and do the work. Getting into focused action is priceless, and the results can be naturally energizing. Also, work with an experienced executive coach to guide you through complex situations and relationships that are substantial energy zappers. Once resolved, your energy is beyond priceless!

Write It Out, Walk It Out, and Talk It Out. These three activities will help you overcome the average day-to-day energy zappers experienced when working with people who cannot be trusted, over-demanding bosses, and lack of workability in a project. Just be sure you’re not the one creating those people!

Pamper Yourself. Yes, take time to have a facial (women and men), read a book you love, and listen to the music you enjoy. One or more of these types of scheduled bliss is well worth your time to uplift your natural energy. Being outdoors in nature is also a natural energizer.

© Jeannette L. Seibly, 2010-2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Natural energy doesn’t lie! Relying on caffeine, sugar, or other energy enhancers can sabotage your results and relationships at work. But how do you combat energy zappers? Be aware and responsible for them while learning how to work through them. Are you having challenges getting the results you want? Are your excuses getting in the way? Let’s talk before you’ve deep-sixed a great idea or project! Contact me!

Now is the time to get into focused action! Are there days you dread doing what is needed to manage your people, projects, and team’s financial performance? You’re not alone! Everyone has those days! But continuing to hide behind excuses only hurts you and your future promotability. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully – this includes getting you out of the way and working with and through people effectively to achieve the results required. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

 

Be a Bold-Committed Listener Who Achieves Stellar Results

“The #1 quality people remember about their bosses is the feeling of being heard and valued.” Jeannette Seibly

Mastering the art of being a bold, committed listener is not just impressive, it’s a game-changer in your role as a boss and leader. This skill doesn’t go unnoticed. It empowers you to create an environment where team members, customers, and even your bosses can express themselves freely, without fear of you becoming defensive or offended. They feel truly heard and valued, which is a powerful tool in your leadership arsenal.

As a bold listener, you hold the key to unlocking your team’s potential. You can turn a problematic situation, conflict, or poor performance into a positive outcome. Often, the solution is right there, waiting to be heard. By simply listening, you empower your team to find their own solutions, boosting their confidence and satisfaction in their contributions.

Being a bold, committed listener isn’t hard, but it takes your willingness to listen, especially when you don’t want to hear what is said.

How to Be a Bold, Committed Listener Who Values Others

Identify Your Biases. Identifying and acknowledging your biases, snap judgments, and instant assessments about others is essential to becoming a committed listener. (Yes, we ALL have them.) We all have biases, and it’s important to be aware and set them aside when listening to others. This self-awareness is a crucial aspect of effective communication and understanding.

Encourage Face-to-Face Conversations, either on-site or via online conferencing. Relying on emails or texts will cause miscommunication, and people (including you) will not feel heard. Poor communication is often due to reliance on emojis, misused jargon, inability to articulate true thoughts and feelings, and abbreviations.

Be Present. Do not drive while having a conversation! I cannot say this enough: multi-tasking is a myth. (If you don’t believe me, use a search engine to read about how the brain is wired.) Set aside electronic distractions and anything else that distracts your attention, including internal mental chatter!

Choose Your Words. Be responsible for the words you use when responding to others. Labeling people never goes well and can be offensive. One of the most common labels right now is “narcissist.” Encourage others using these labels to “use their words” to describe their issues and concerns instead of using labels or catch-all phrases.

Silence is Golden. Allow others to use you as a sounding board, which is part of your job as a boss and leader. Ask open-ended questions to direct the conversation and guide them to find the answers for themselves.

Tell Stories. People love stories when they are brief and on-point in the conversation. A well-told story will be what the person will remember for a very long time. Note: Keep the people’s names and other identifiers confidential.

Celebrate Unrecognized Achievements. Too often, people downplay what they’ve accomplished. Be the type of leader who not only hears the successes but also says, “Congrats!”

©Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Being a bold, committed listener can turn a problematic situation, conflict, or poor performance into a positive outcome. But it takes your willingness to listen, especially when you don’t want to hear what is said. Are you having challenges listening to others? Let’s talk now—before it’s too late. Contact me!

Now is the time to get into focused action! Are there days you dread doing what is needed to manage your people, projects, and team’s financial performance? You’re not alone! Everyone has those days! But continuing to hide behind excuses only hurts you and your future promotability. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully – this includes getting you out of the way and working with and through people effectively to achieve the results required. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Are You a Defensive Leader?

https://seibco.com/defensive-leader/

Many leaders and bosses today run away from unsolicited feedback, helpful criticism, and being told they failed or made a mistake. Instead of listening and learning, they become defensive by justifying or excusing their behaviors. This bad habit makes it challenging to have conversations for improvement and to create positive outcomes for situations or relationships.

When Collette received negative feedback from her male co-workers, she seethed underneath but pretended to handle it well. After all, she knew her profession better than they did. To feel better about herself, she shared her concerns with Pam, a female co-worker in a different department. The conversation went well until Pam asked for positive support from Collette about her issue. Collette due to her need to feel superior blamed Pam for the problem instead of offering sound advice.

Defensive leaders often feel the need to hurt others to feel superior, which limits their ability to address their own insecurities and challenges.

Do you become defensive when you have:

  • Waited too long to address issues?
  • Relied on facts that others dispute?
  • Taken comments personally, even when they are meant as compliments?
  • Refused to work with a coach or mentor, fearing they will only tell you what you are doing wrong?
  • Failed to set expectations, which includes policies and procedures?
  • Blamed others for wasting time offering new ideas or solutions you don’t understand?

While leaders and bosses can be level-headed, emotionally intelligent, and good listeners, when feedback is offered, these same people can become defensive by blaming others, creating a myriad of excuses, and overreacting (sometimes for hours and days).

Consider that your defensiveness as a leader/boss will derail your career, especially when your inability to hear what you don’t want to hear costs the company customers, top talent, and required results.

Tips to Overcome Being Defensive

First, Calm Down. Your effectiveness is limited when you are snarky or defending what you’ve done or not done. Breathe and become mindful of what triggered your reaction. Then, talk with a trusted confidant to learn how to move forward. (HINT: When listening, stay away from “Yeah, but!”)

Work with An Executive Coach. Many defensive leaders and bosses fail to hire a coach. Why? They believe their defensive reactions are reasonable and that a coach will tell them they can control and manage their emotional intelligence. The right coach will provide objective data to help address “why” and solutions to improve your working relationships. Also, consider hiring a therapist to work through the feelings that erupt when team members, bosses, or customers confront and upset you.

Use the What Worked? / What Didn’t Work? Exercise. Take time to complete this exercise to gain insights into the true issue. It clarifies what happened and diminishes your emotional reactions (and attachments) so you can address the facts. Now, have a conversation to resolve the mistake, failure, or conflict.

Ask for Actionable Feedback. It can be unpleasant when people offer feedback that is too general or based on others’ feelings. Ask for specific facts so you can learn what the actual issue is. This makes it easier to hear others’ concerns and to know what to do in the future.

Ask Open-Ended Questions. When feeling confronted, ask for their side of the issue or upset. Listen. Stick with the facts and not your or their emotional reactions, which can and does change with each telling of the story.

Don’t Respond to Emails/Texts. Sadly, too many people today lack the communication skills necessary to share their concerns in a helpful manner. Don’t interact in an email or text (emojis and AI cannot address the real issues). Instead, schedule a 1:1 conversation and ask questions. Listen and be open to their point of view. (Remember, you can agree to disagree.)

Don’t Threaten or Call Others Liars. STOP when you want to lash out at others to express your anger! Leave the situation and talk with your coach, boss, or human resources rep to address the problem.

What Do You Do to Move Forward? Apologize. Understand trust has been broken and it may take a long time to regain trust with your bosses, team members, or clients. If your defensiveness continues, it’s time to seek a different job. Being in the wrong job or working in a poorly run company is stressful. Act now to avoid YOU gaining a bad reputation.

©Jeannette Seibly 2024  All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Due to the many demands on leaders/bosses today, many are defensive when offered coaching or essential feedback. This reaction will limit career opportunities and the ability for others to work with you. It’s time to get objective input via the PXT Select Leadership Report! This invaluable assessment will provide critical insights for your growth and improvement! Let’s talk now — before it’s too late. Contact me!

Now is the time to get into focused action! Are there days you dread doing what is needed to manage your people, projects, and team’s financial performance? You’re not alone! Everyone has those days! But continuing to hide behind excuses only hurts you and your future promotability. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully – this includes getting you out of the way and working with and through people effectively to achieve the results required. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Do You Focus on Workability?

“Workability in a project, situation, or relationship allows for opportunities to achieve intended results.” Jeannette Seibly

Today, our focus often gravitates towards the ‘ideal’ of our goals and dreams. However, we overlook the crucial element of workability and the practicality required to achieve them. Instead of waiting for the perfect moment, let’s focus on working smarter, not harder – step-by-step.

All leaders and bosses today are busy pursuing their goals and the goals of their business or company. However, when we become too fixated on the big picture, the crucial details often get overlooked. This can lead to avoidable problems that hinder our progress and even damage our reputation.

Tips to Create Workability

  1. It Requires a Team. Don’t try to do what you don’t do well. Hiring the right team is essential to achieving the desired results. It starts with following a strategic job fit system to ensure the right person is in the right position on the team!
  2. Honor Financial Obligations. Years ago, I met a self-proclaimed enlightened business owner who claimed he had a million-dollar business. But he kept his financials in a shoebox. Hiding important details will hurt you and have others question your credibility. Schedule time weekly to keep your A/R, A/P, and taxes up-to-date and paid. Remember, the IRS doesn’t care about your excuses.
  3. Trust Others to Get the Work Done. Complaining about how others do their work limits creativity and innovation; it does not make a difference in achieving results. #1—Stop micromanaging since you’ve not done the work and don’t know the details involved. #2—Hire for job fit to ensure they have the interest and willingness to do the work as it needs to be done.
  4. Honor Feedback. Instead of being defensive when unsolicited comments are made, lean in and learn more.
  5. Focus on Integrity. Cutting corners, overlooking quality concerns, not proofing documents, and ignoring safety precautions will get you in trouble and hinder workability. This is because your team has to work around you, often with less-than-stellar results. For example, reading the fine print is required, and having a good business attorney review documents before signing them is essential!
  6. Hire a Coach. I know, I say this often! “Every successful leader has a coach!” The right coach guides you through the details and offers alternatives, regardless of your feelings. The coach also helps you organize your goals, so you have time to live a healthy lifestyle simultaneously.
  7. Express Gratitude. Appreciate what you have and express it instead of focusing on what you don’t. This will make you a more accessible leader and person to work and live with! Your family and employees will appreciate this more than you imagine… along with your cat and dog!
  8. Stay Connected. Schedule 1:1 and group time with the people in your life. Put away electronics, and don’t allow other distractions to get in the way. Remember, there will always be high and low points in life. Your relationships will help you through both if you prioritize the time now.

©Jeannette Seibly 2022-2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Due to the many demands on leaders and bosses today, it’s important to create a workplace culture (home and office) of workability. It supports achieving goals faster and more effectively. Are you having challenges getting everyone on the same page? Let’s talk now—before it’s too late. Contact me!

Now is the time to get into focused action! Are there days you dread doing what is needed to manage your people, projects, and team’s financial performance? You’re not alone! Everyone has those days! But continuing to hide behind excuses only hurts you and your future promotability. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully – this includes getting you out of the way and working with and through people effectively to achieve the results required. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

This book (“Hire Amazing Employees“) by Nancy Schick, NY Employment Attorney and Mediator, can help you improve your hiring process. I met Jeannette Seibly a few months ago In this Together Round Table, where I also learned about her book, Hire Amazing Employees. Since my clients frequently struggle with this task, I bought myself a copy and gave several as gifts. The book contains many helpful tips for avoiding the impact of hiring errors. Read the full testimonial here.

Can Mistakes Be Resolved?

“Saying, ‘I apologize’ is easy – but if you don’t take responsibility for what you say or do, the apology is meaningless.” Jeannette Seibly

While the answer is “yes,” too many bosses and leaders derail their careers when they make mistakes, experience failure, or find themselves in conflict. Then, to make matters worse, they attempt to rectify it too quickly, lie about it, or fail to take responsibility by blaming others or the situation.

Remember, the same mindset that created the problem should not be used to solve it—it will only make it worse.

Have you:

  • Used a disrespectful tone of voice or become upset with your boss when s/he is critical of your work? Or the work of your team?
  • Lost your patience with a customer or team member? As a result, do they now refuse to work with you?
  • Offered inappropriate or incorrect solutions and then denied doing so? As a result, your co-workers are upset and want you fired.
  • Used microaggressions (e.g., men are more intelligent than women) when talking with your team. Result? They are offended.
  • Been given feedback by your boss or team, and you were defensive and rude?

While these may sound extreme, too often, you have done a version of them. (We all have.) When these issues occur, you can derail your career or job promotion opportunities without knowing it!

How to Resolve Avoidable Mistakes

Pause and Breathe. Mindfulness is important. Say to yourself, “I will work through this and get the help I need to improve.” Now, take action to resolve your mistake, failure, or conflict.

Contact Your Executive Coach as soon as possible before you make the mistake, failure, or conflict worse. Complete the “What Worked? / What Didn’t Work?” exercise to provide objective insights.

Take Responsibility. After devising a plan with your coach, talk with your boss. Map out who, what, when, where, and why it needs to be done. Remember, “hoping the issue will go away” is a strategy for failure! This is a golden opportunity for you to be the boss and leader who can make a positive difference – failure to do so will result in irrevocable loss of trust.

Apologize. Offering apologies will be the next thing to do. Saying, “I apologize” is easy.  But your apology must be genuine so your boss, co-workers, team members, and customers can hear you! While these two words seem simple, you may resist saying them! Remember, pay now by taking responsibility or later when you’ve been fired.

Do It! Enough talking about it. Get into action. Be willing to dance (be flexible) in the conversation—remember, the actual discussion will be different than the conversation you mapped out in your head. Listening to their concerns can turn around their negative feelings towards you and get you on the right track. Yes, you must take the time and offer the patience to solve the mistake, failure, or conflict. Remember, keep talking to your executive coach throughout the process.

©Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Mistakes, failures, and conflicts can be resolved if you’re willing to do the work and get into action. But if you act too quickly, depending on the problem, it will only make it worse. If this has happened to you recently, now is the time to talk it out using my 31+ years of leadership and management issues to resolve it — before it’s too late. Contact me now!

Now is the time to get into focused action! Are there days you dread doing what is needed to manage your people, projects, and team’s financial performance? You’re not alone! Everyone has those days! But continuing to hide behind excuses only hurts you and your future promotability. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully – this includes getting you out of the way and working with and through people effectively to achieve the results required. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

This book (“Hire Amazing Employees“) by Nancy Schick, NY Employment Attorney and Mediator, can help you improve your hiring process. I met Jeannette Seibly a few months ago In this Together Round Table, where I also learned about her book, Hire Amazing Employees. Since my clients frequently struggle with this task, I bought myself a copy and gave several as gifts. The book contains many helpful tips for avoiding the impact of hiring errors. Read the full testimonial here.

What Gets in the Way of Achieving Amazing Results? It’s Probably You!

“Getting in the way of results is human; blasting through these challenges requires leadership.” Jeannette Seibly

Achieving intended results can be fun and rewarding as a boss and leader. Yet, too often, we get in the way when things don’t look like we believe they should! (Yes, that “s” word gets in the way too often!)

But there are times (sometimes too often) when you get in the way! This hurts team productivity, client satisfaction, and the bottom line.

Remember, intended results don’t happen by accident. They happen because you pay attention to the process, are a resource, and most importantly, you trust and value your team members to do their work effectively. This empowerment is key to achieving amazing results while staying out of the way!

6 Keys to Ensure Amazing Results

Be Present and Hear What Is Said. It’s not just about being physically present, but about actively listening and understanding. Too often, you believe you’re listening. Instead, you’re multitasking (a myth), and it significantly reduces your effectiveness. The truth is that your brain can only handle one thing at a time. So, you lose effectiveness, miss out on essential cues (80% of communication is nonverbal), and make poor decisions. Your team members, stop being engaged and stop talking! (Not a good sign!)

Ask Open-Ended Questions. Then, repeat what you heard to their satisfaction before building on their ideas and comments. Use this approach when offering feedback, if the team is stuck, or if you need more clarity about actual progress. Value these types of discussions, and they’ll positively change the results!

Be Flexible without Sacrificing Results. Only delve into how the work is being done if it’s clear the person is off in the weeds or stuck. Clarity and communication of the milestones keep everyone (including you) on track. Be prepared to talk big picture, and be able to get into the details, when necessary, by bringing in an expert (e.g., if someone is tasked with setting up a dashboard and it’s not done – chances are good they lack the experience, shy about asking questions, and/or need someone to guide them through the process). Now, manage accordingly.

Make the Tough Decisions Quickly. This can be hard but necessary when someone hurts the team’s ability to work together due to unmanaged conflict, differing opinions, and false accusations. If you wait, the issue will get worse.

Jane requested a meeting with a team member, Mimi, to discuss the legality of a new idea. Mimi sent Jane the conference link to the meeting, but when Jane clicked on the link, it didn’t work.

Three minutes past the scheduled time, Mimi emailed Jane to inform her that she’d been waiting for 10 minutes and that it was rude to keep her waiting. When Jane emailed back that the link wasn’t working, Mimi accused her of lying, lacking integrity to tell the truth, and made other accusations.

When Jane shared this with Mitch, her boss, he immediately removed Mimi from the team. To Mitch’s surprise, the team applauded when he shared the change. They had also experienced challenges working with Mimi and her aggressive behaviors when she was frustrated or upset. 

Set Aside Your Ego, and Don’t Let the Project’s Success Be About You. This can be hard if your job, bonus, or next promotion depends on the intended results. But remember that you must be an effective project manager to build credibility and promotability; this includes managing the technical and people sides of the project. When you find yourself about to blame others or the situation, stop. Learn diplomacy, ask questions for clarity, and build resolutions. Remember, technology does have glitches, and it’s not always user error! Work with an executive coach as a sounding board to make a positive difference.

Celebrate Each Milestone and Success – individually and as a team. Appreciation, acknowledgment, and applause work wonders to keep team members engaged and working above the norm. Be sure it’s frequent and genuine.

©Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Achieving results can be fun and rewarding as a boss and leader. Yet, too often, we get in the way when things don’t look like we believe they should! (Yes, that “s” word gets in the way too often!) You’re not alone if you’re frustrated about a project, team member, or working relationship! Let’s talk and use my 31+ years of resolving leadership and management issues before it’s too late. Contact me now!

Now is the time to get into focused action! Are there days you dread doing what is needed to manage your people, projects, and team’s financial performance? You’re not alone! Everyone has those days! But continuing to hide behind excuses only hurts you and your future promotability. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully – this includes getting you out of the way and working with and through people effectively to achieve the results required. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

This book (“Hire Amazing Employees“) by Nancy Schick, NY Employment Attorney and Mediator, can help you improve your hiring process. I met Jeannette Seibly a few months ago In this Together Round Table, where I also learned about her book, Hire Amazing Employees. Since my clients frequently struggle with this task, I bought myself a copy and gave several as gifts. The book contains many helpful tips for avoiding the impact of hiring errors. Read the full testimonial here.

How to Improve Your Legacy as a Boss and Leader

“Do you want to leave a legacy of being a great boss and leader? It means getting real about what is required.” Jeannette Seibly

As a boss or leader, have you ever wondered if you’re the right one for your company? It’s a common concern that often goes unanswered due to fear and a reluctance to admit you need help. But remember, every great boss and leader started somewhere, and with the right guidance and self-reflection, you can grow into the role that your company needs.

The added challenge often overlooked is that when bosses and leaders are hired or promoted, the company focuses on today’s skills and overlooks the talents, skills, and natural abilities required to excel at the next level.

Decades ago, Timothy, a former company president, and his partner, Susan, started a company to fulfill their mutual dream. But when Susan suddenly passed away 10 years later, Timothy took over running the company. But he did not have the talent or interest to do the job—he did so out of ego, pride, and fear of being humiliated if he didn’t.

The consequences of not aligning talents with leadership roles were evident in Timothy’s case. He and several of his key people lacked the required level of integrity and competence, failing to develop the trust of others. This led to a toxic and discriminatory environment, costing the company money, people, and credibility. Ultimately, the company was forced to shut its doors.

Today, Timothy still believes he successfully built his dream due to his wealth. However, he has failed to recognize that most people do not positively remember him or the company—all because he was not the right leader for his company. This serves as a stark reminder of the consequences of not being the right leader, a lesson that every boss and leader should take to heart.

Most bosses and leaders want to be effective and be remembered for their contributions. Achieving this requires becoming and then continuing to be the right leader. This journey starts with self-awareness and self-reflection, empowering you to identify your strengths and areas for improvement.

Are You the Right Leader for Your Company?

Get Real About Your True Talents. In an ideal world, everyone could do any job they wanted. In the real world, it doesn’t work that way. If you don’t have the interests, thinking style, and core behaviors to fit the job, forcing yourself (and others) into jobs or positions where they struggle, is a disaster on many levels: loss of results, revenues, reputation, and retention. It’s not just about your personal success, but also about the success and sustainability of your company.

Too often, we attempt to mimic others who have talents that we don’t possess. We take jobs that pay more or provide a better job title even when the job doesn’t fit our natural talents and strengths. The result? It will derail our career ambitions.

I’ve talked with many talented business people who rely on circular logic to rationalize why they dream of and pursue the wrong jobs! In the meantime, they’re sacrificing their health, well-being, family time, reputation, integrity, and quality of results. As most former bosses and leaders will tell you, “It’s not worth the price they had to pay!”

To avoid this problem, work with an executive coach who uses a qualified job fit selection assessment and has the experience and insights to help you get real. Focusing on what you really, really, really want to achieve and pursuing it is well worth the investment of time and money.

Accept Jobs Based on Job Fit. We often accept job offers, job promotions, or job transitions that are not in our best interests, although we tell ourselves the ‘big lie’ that we can fake it. Do you know of or remember “The Peter Principle? It is the observation that people tend to be promoted to their level of incompetence.” Don’t let this happen to you! Reread Get Real About Your True Talents in the paragraph above.

Trust has two dimensions: competence and integrity.

We can forgive mistakes of competence.

Mistakes of integrity are harder to overcome. Simon Sinek

Develop Trust in Yourself. Do you honor your word to yourself? Your family and friends? Or can they count on you offering the same old, same old excuse of being too busy, not having enough money, or some other common rationale?

If you wish to develop into a trustworthy boss or leader, the ‘proof’ is first honoring your word to yourself. Start small. Do one thing without fail and continue to build from there. Remember, one day at a time – and consistency is required.

Develop Trust with Your Team. As a boss or leader, it’s no longer about you! It’s about your ability to hire the right people for job fit and then get out of their way so they can excel. You’re there as a resource, guide, and advocate!

Building trust requires honoring your commitments to the company and its people. Your decisions and actions must align with the company’s mission and values, and you must consistently, without fail, hold everyone accountable (including yourself).

Questions to ask yourself:

  • Am I someone others want to work with?
  • Do I have the competence required?
  • Am I able to develop others to excel?
  • Am I able to ask for help, even when I don’t think I need it?
  • Do I fail to take trusted advice and do it my way by cutting corners?
  • Do I blame others for my poor decisions?

Be Happy. Too often, we become fixated on the type of job, job title, and pay/perks we believe will make us happy. But the truth is that happiness comes from using your inner power, developing self-confidence, and respecting your natural talents, gifts, and strengths.

Years ago, an executive told me, “Everyone is unhappy in their jobs. So, it shouldn’t matter if I fit the job or not.”

Sadly, many of you would agree! But the truth is, many opportunities are available today to create career paths that honor your talents, gifts, and strengths. It just takes you doing the right work!

Summary. In the long run, satisfaction and happiness are more important than a larger paycheck. You’ll learn that your health and well-being matter most — instead of waiting until you experience irreparable burnout to learn this invaluable lesson. Otherwise, it may be too late to make the needed changes as a boss and/or leader and leave a positive legacy.

©Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Do you want to improve your legacy as a boss and leader? It’s not too late to become the right boss or leader. If you’re frustrated or confused about how to make needed changes, you’re not alone! Let’s talk and use my 31+ years of resolving leadership and management issues before it’s too late. Contact me now!

It’s time to talk it out! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes during 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

This book (“Hire Amazing Employees”) can help you improve your hiring process by Nancy Schick, NY Employment Attorney and Mediator. I met Jeannette Seibly a few months ago In this Together Round Table, where I also learned about her book, Hire Amazing Employees. Since my clients frequently struggle with this task, I bought myself a copy and gave several as gifts. The book contains many helpful tips for avoiding the impact of hiring errors. Read the full testimonial here.

How to Really Listen to Advice and Achieve Amazing Results

“We want to realize our dreams, yet we make it difficult to do so by not listening to others.” Jeannette Seibly

You have a choice in ‘how’ you listen to advice! Jeannette Seibly

We all love to give advice … solicited and unsolicited. But many of us don’t enjoy receiving it, and even when the advice is valid, we fail to use it to improve the issues, situations, or relationships we are grappling with.

The problems with giving and receiving advice:

  • We are overconfident about our own perspectives
  • We fail to define the actual problem, which creates circular reasoning
  • We fear hearing what we don’t want to hear
  • We learn we are not committed to doing the “real” work required

Charlie was excited when he accepted a job with Justin, a well-respected boss. However, when Charlie shared the successes of his first assignment, Justin gave unsolicited advice for future improvements. Charlie felt offended and unappreciated. He’d wanted to impress Justin by succeeding without help or advice.

When Charlie shared his upset with Jude, his coworker, she laughed. “Here’s the deal. You can listen to his advice and run with it. Or modify it. Or, give factual reasons it won’t work. But I would recommend listening to his advice with an open mind. At this company, we focus on delivering great results and are open to learning. FYI … You won’t last long at this or any other company if you’re uncoachable and often feel offended.” 

As results producers, your willingness to listen to advice is how you and your teams achieve results that matter.

How to Move Your Career, Projects, and Results Forward

Set Aside Your Ego. There’s a saying, “Dial up your humility and dial down your ego.” If you remember nothing else from this article, remember to set aside your ego. When you are open to advice, regardless of how it’s offered, you’ll succeed further and faster in your career. Stay humble, and don’t let your blind spots derail you.

Ask Open-Ended Questions. “Can you please clarify what you mean? I want to be sure I understand.” OR, “Can you show me an example?” Don’t be obtuse … listen and be open to learning. Then, thank them. Now, either take their advice, modify it, or discard it.

Be Coachable. Get a third-party opinion from your mentor or executive coach, especially if you need help understanding what changes must be made or are emotionally attached to doing it your way. Remember, the recommendation offered can be a catalyst for your success, or it could be naysayers expressing their opinions based on their own experiences or observations.

Set Aside Being Offended or Annoyed. Being offended is not for professional people, and being annoyed is something you can train yourself to stop doing. Why? There is usually a gold nugget when you truly listen. But, of course, if someone is deliberately offensive, move on.

Be Prepared When Asking for Help. You’ve seen people overwhelmed when asking for advice on social media. Instead, talk with one or two trusted advisers (your executive coach or a mentor). First, share the problem in 20 words, briefly outline what has been done, and then ask, “What’s missing?” Now, listen without being defensive. Remember to take notes and take focused action!

How to Give Valued Advice

First, Ask. “Are you open to hearing advice?” If the person says, “No,” move on. If you’re the boss, ask if you can provide insights into a challenging issue, situation, or relationship they are experiencing. They usually will say “yes” and are now more open to listening to you. If they say “no,” you may need to make an unpopular management decision if the challenge persists.

Offer Only One or Two Valid Points. If you offer more, you’ll lose their willingness to listen or their ability to comprehend the information. Either use the sandwich approach or the straight talk approach, depending on the person.

Talk Privately. Remember the old saying, “Praise publicly, offer constructive guidance privately.” Follow it.

Be Open to Taking Advice. When you are willing and open to receiving advice, your advice will likely be considered “valuable.”

©Jeannette Seibly 2022-2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: If you are easily offended or annoyed when someone offers you advice, it’s time to reconsider how you listen. Successful leaders are open to receiving solicited and unsolicited advice and move forward faster in their careers and projects, achieving intended results. Feeling uncertain how to handle advice? You’re not alone! Let’s chat now!

It’s time to talk it out! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes during 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

This book (“Hire Amazing Employees”) can help you improve your hiring process by Nancy Schick, NY Employment Attorney and Mediator. I met Jeannette Seibly a few months ago In this Together Round Table, where I also learned about her book, Hire Amazing Employees. Since my clients frequently struggle with this task, I bought myself a copy and gave several as gifts. The book contains many helpful tips for avoiding the impact of hiring errors. Read the full testimonial here.

Are You Using Your Talents Effectively?

“Why does 30 to 40 years seem like a long time to work? Because you are not working in a job or career that supports your natural talents.” Jeanette Seibly

Many would say, “sort of.” Or, “I guess.” Or, “I don’t know.”

The challenge? Many people today are unaware of their talents, gifts, and natural abilities! This includes everyone at every level in a business, nonprofit, entrepreneurship, or other workplace.

Unfortunately, most people fail to recognize and develop the skills and strengths necessary to support their natural talents. Instead, too many people waste time wishing for, being frustrated by, and being jealous of others’ talents.

If they spent that time learning about their own talents, they wouldn’t have to spend money on coaching and training to support goals that don’t honor their talents (e.g., 1099 employee v. W2 employee). The result? They feel like failures instead of winners!

Talents are natural abilities that someone is born with, while skills are learned abilities that come from practice and experience. Upwork

A financial planner worked hard to become a Certified Financial Planner (CFP) and accomplished her goal. She commented, “If someone studied that hard to become a CFP, they must be in the right job.”

Sadly, no. People can achieve degrees and certifications because they must keep their jobs or be eligible for promotions. Or it is due to parental or others’ expectations that they do so. Or because their friends or people on social media said it was the best career choice! (It may have been for that person – but not for you.)

The truth is if you want to grow in your career and life, focus on developing your unique talents, gifts, and strengths to pursue your goals. But first, ensure the goals you are pursuing honor you!

How to Honor Your Talents

It’s essential to identify your natural talents and strengths through:

Self-Reflection: Ask yourself what activities, tasks, projects, classes, and interactions give you joy and satisfaction. They usually feel engaging and fulfilling, and time passes very quickly. You want more of them.

Example: If you love crafting, gardening, or coding, ensure your job or hobbies include a creative outlet!

Feedback from Others: Talk to friends, family, co-workers, mentors, and bosses who know you well. They can provide insights into your strengths and talents that you might need to be made aware of. But don’t buy into everything they tell you since their advice may be more of a reflection of how they achieved their success.

Example: Years ago, a CFO asked if I would work for him in his department. I said, “Thank you, no.” While I have excellent math skills, crunching financials wouldn’t use my talents or support my interests. Just because you’re good at something doesn’t mean it’s the career path for you.

Job Fit Assessment:

  1. Take a job-fit assessment that provides objective data: occupational interests, thinking style, and core behaviors.
  2. Review your strengths with an executive coach.
  3. Beware of myths that often get in the way of recognizing your talents.

Examples of Myths:

  • Buying a franchise is easy and guarantees you success. The reality? Too many people buy a franchise and fail. Why? They are uncoachable and think they know how to run a well-established brand better! (Hint: Their thinking style, need to be creative, and/or do it their way got in the way.)
  • I’m good at math, so I should be an accountant, engineer, or financial planner. Too many people believe this, and what is often overlooked is that they don’t have the interest to do that type of work. (Hint: There are so many occupations that require logical thinking and the ability to use numbers and metrics; don’t narrow your options!)
  • I’d love my job if I had the right boss. That is categorically incorrect! (Hint: If you don’t enjoy your job responsibilities and fail to use your talents, it won’t matter who your boss is or how much you like them.)

Example of Honoring Your Talent: A woman worked hard to graduate as an engineer because her parents and teachers believed it was “the right career” for her. When she received her degree and got her job, she quit two months later. In a moment of insight, she realized she needed to follow her true passion and got a position in human resources where she could work with people daily.

Recognizing Moments of Being in the Zone: Reflect on times when you’ve been so involved in an activity that you lost track of time. These moments can indicate a natural talent, skill, and interest. Look specifically at what you enjoy about the task or project. What is the best way to incorporate this into your current or future job aspirations?

Example: Auto, bike, or computer repair. Working with your hands is a valued talent that pays very well.

Exploring Your Passions: Your passions can often lead you to your natural talents. Think about what excites you and how you can pursue those interests further. Talking with a career coach or executive coach can also be very helpful.

Example: You are great at attracting money for your favorite animal shelter. What would it take to do this full-time or in other nonprofits?

©Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Are you using your natural talents, gifts, and strengths effectively? Finding work that honors your talents is important to enjoying your job! If you’re frustrated or confused about how to discover your talents, let’s talk. I have 31+ years of guiding people to uncover and pursue their talents, gifts, and strengths. Contact me now!

It’s time to talk it out! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes during 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

This book (“Hire Amazing Employees”) can help you improve your hiring process, by Nancy Schick, NY Employment Attorney and Mediator. I met Jeannette Seibly a few months ago In this Together Round Table, where I also learned about her book, Hire Amazing Employees. Since my clients frequently struggle with this task, I bought myself a copy and gave several as gifts. The book contains many helpful tips for avoiding the impact of hiring errors. Read the full testimonial here.

Shameless Self-Promotion is Key to Achieving Results

“If you cannot self-promote your achievements, you cannot sell your ideas, products, or services…or be taken seriously.” Jeannette Seibly

Many women and men today downplay their value, success, and awesomeness! Why? It’s not socially acceptable to share what you’ve accomplished. However, the good news is that this is quickly changing!

“Although self-promotion (communicating one’s past accomplishments and positive characteristics) is important for obtaining career and educational opportunities, women feel uncomfortable when doing it, which limits their self-promotion success.” (Sage Journals, 2019)

In my many years of delivering the award-winning “Get Your Brag On!” presentation, many men have also shared that they lack the skills to promote themselves effectively.

The misconception that you can rely on others to promote your achievements has proven to be a costly mistake for many. It’s led to missed job opportunities, lost sales, and overlooked awards, all because they didn’t take the initiative to showcase their own worth!

Stop Downplaying Your Accomplishments!

Why? We’ve been taught since we were very young that it’s wrong to brag! Baby Boomers and GenXs were often shamed by their parents, teachers, and others when they promoted themselves. Millennials and GenZs have peer group pressure to maintain the “We,” excluding the individual “I” from recognition.

Today, self-promotion in interviews, sales presentations, and award nominations is critical. Using “I accomplished” is also important. Yet, many deserving people shy away from doing so and, as a result, are not offered the job or contract or win recognition. Often, less qualified people achieve these results because they brag in a business-savvy manner.

Fill the Confidence Gap. In my experience, both women and men fear sharing their accomplishments. (I continue to emphasize both genders since many articles only focus on women.) While there are gender biases (e.g., men need to talk powerfully, but when women speak powerfully, they are seen as bossy), shameless self-promotion does build natural inner confidence when done in a business-savvy manner.

Inner power and mindful awareness naturally communicate confidence; most people want to work with winners!

I didn’t say it was easy … or that others would readily acknowledge your successes. I’m saying stand up and speak up about your accomplishments. It makes a significant difference in getting pay increases, job promotions, and closing sales.

Feel the Fear and Do It Anyway. Let go of your fears. If someone doesn’t like you, bragging won’t change their opinion. If others are jealous of your success, they won’t suddenly want you on their team. Get over trying to win others’ positive opinions.

Remember, do you only want to be liked and make friends in business? Or do you want to make money and achieve needed results? The irony is that when you build your true inner confidence, people are more likely to like you and do business with you!

Get Guidance on How to Share Your Successes with Others. One reason potentially successful people fail to brag is that they don’t seek out an industry mentor or hire an executive coach to help them learn the art of self-promotion. And it is an art! The other challenge is that many overlook the need to know their numbers, metrics, and other accomplishments. Instead, they take the latest saying or blurb and attempt to fit their accomplishments into it. The problem? It lacks authenticity and truth!

Start by completing the 5 simple exercises in the book “It’s Time to Brag!” Then, work with a good marketing or executive coach to fine-tune. Remember, the key is to differentiate yourself so that others readily understand what you’re saying and who you really are.

  • Saying, “I’m a coach.” It does not differentiate you since there are 1,000s of coaches.
  • “I’m a coach that inspires business professionals to succeed and win.” It uses words that are overused and fails to differentiate who you are.
  • Saying, “I’m a Leadership Results Coach and, along the way, guided the creation of 3 millionaires.” It brags! Focuses. Differentiates. Attracts clients.

Be Authentic, and Don’t Exaggerate. Recently, I presented “Get Your Brag On!” A woman in the audience was livid and stated emphatically, “Everyone lies and cannot tell the truth about their accomplishments! They over-exaggerate!” In my experience, I find that most people struggle to be authentic and tell the truth about what they’ve accomplished. The lesson? Be honest – if someone finds out you lied, it will hurt your credibility now and in the future.

While many people are taught to tone down their achievements (or dumb them down), doing so is usually at their own expense. You want to keep your self-promotion and smart without using words that most people don’t readily understand (e.g., generous v. magnanimous). Plus, use accurate numbers, metrics, and estimates that reflect your successes.

Remember your goal — acknowledge your greatness, then share your self-promotion effectively.

Grab my book, “It’s Time to Brag! Business Edition,” and start bragging and self-promoting today!

©Jeannette Seibly 2019-2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Learning to self-promote or brag about your accomplishments is critical to winning the opportunity, job, sales contract, or well-deserved award. But too many people downplay and hide their achievements at their own expense. If you’re stuck (and most people are), contact me now for 1:1 coaching (after doing the exercises in the book “It’s Time to Brag!”) or to schedule me for the award-winning presentation Get Your Brag On!

It’s time to talk it out! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes during 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

This Book (“Hire Amazing Employees”) Can Help You Improve Your Hiring Process, by Nancy Schick, NY Employment Attorney and Mediator. I met Jeannette Seibly a few months ago In this Together Round Table, where I also learned about her book, Hire Amazing Employees. Since my clients frequently struggle with this task, I bought myself a copy and gave several as gifts. The book contains many helpful tips for avoiding the impact of hiring errors. Read the full testimonial here.