Want to Be Successful? Be Coachable.

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coachable3“A coach has you do what you don’t want to do so you can be successful!” Jeannette Seibly

Most people want to be successful in their careers, jobs and companies. Those who have risen quickly hired a coach, either on their own or else their company provided one for them. However, having a coach and being coachable are not the same thing. Successful key employees, leaders and executives know the difference: If the coach asks you to jump, you ask, “How high?” Uncoachable people debate and share all the reasons why the coach’s recommendation shouldn’t, wouldn’t or couldn’t work. Learning how to overcome this resistance and become coachable will uncover your blind spots and expand your leadership, communication and project management skills successfully.

A director hated his boss, a VP. When the coach asked the director to have a conversation with the VP, he resisted, using the excuse “Everyone else hates the VP since he is difficult to work with.” Under the guidance of his coach, the director had a conversation to clear the air with the VP and started treating his boss with more respect. Very quickly, he became viewed as one of very few people who could work well with this VP. Others began to come to him for guidance. The president of the company saw this new and profound difference and, as a result of the director being coachable, offered him a lucrative opportunity.

How to Be Coachable

Note: For the best results, hire a coach to tackle a large project or goal that is beyond the norm for you. Also, rely on your boss and internal company mentor for additional insights. Use a qualified assessment to ensure your boss, mentor and coach see who you really are and not only how you wish to be seen. Why is this important? You cannot build a solid foundation of success based on false data and perceptions!

Overcome Fear. In general, we tend to be afraid of other people and what they think of us. One of the top fears is feeling humiliated. These are difficult blind spots to see! As a leader, it’s important to learn how to work through the internal mental chatter of thoughts and feelings that egg on our fears.

Listen to Learn. Many key employees who want to move up in their careers fail to truly listen. Most successful leaders and executives will tell you that listening and being present in conversations, no matter how boring, make the ultimate difference. It is important to listen to your coach’s advice and hear the feedback from your boss, co-workers and employees. This is a great opportunity to use a qualified 360-degree feedback assessment. The objective information it gives you will help clarify and fine-tune the skills required for your success.

Develop Mastery. Many busy professionals today fail to learn the basics. They falsely believe they can build on what they know about a product or resolve a difficult situation with little experience. Mastery requires diligent practice in developing the right habits in how you treat others, handle good and bad situations, and move forward with new opportunities. It takes time! The quality of your practice will determine your success now and in the future.

Take Advantage of Your Coaching Resources

Select an Internal Mentor. Select someone who has a pulse on the inner company politics and has industry experience. He or she will know how to navigate around challenges to help you get the job done, build a positive reputation and develop a solid network.

Hire an External Coach. An external coach can tell you what you need to hear and maintain confidentiality so that any information you share won’t come back to haunt you in the future. Select a coach who has worked in corporate America, successfully moved up career ladder(s) and has achieved great results. Beware of those who are “certified” without qualified experience in the workplace.

Treat Your Boss as a Valuable Resource. Even if you have a bad boss, you can still learn from him or her. Regardless of your point of view about the boss, find ways to interact in a positive manner—it will build your success! If your boss does not enjoy coaching or does not have the skills to do it, recommend using a qualified assessment that provides managerial-employee and coaching reports. This is a win-win for both of you!

Remember, being coachable is critical key to becoming successful! Why wait … get started today!

©Jeannette Seibly, 2017

Are you a results producer failing to produce intended results? Are you a leader or executive who needs to fine-tune your management style? Contact Jeannette for a free confidential conversation. She has helped thousands become successful due to her uncanny ability to pinpoint concerns and provide insights on how to be successful.

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires and million-dollar results for employers across the United States and Canada. Also, she is a PXT SelectTM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.

Want to Attract Better Candidates and Great Employees?

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strategic hiring

Companies today are experiencing difficulties attracting the better candidates they want to hire. As a result, great employees leave because of their frustration with the employer’s turnover, disruption of services and other issues. These issues can be easily avoided by using first-rate hiring systems and selection practices. The question is, are you doing all the right things to strategically improve your company’s results (regardless of the size and revenues of your company)?

Strategically Fine-Tune Your Systems for Better Hiring Results

Did you know that top talent is 3 to 6 times more productive than your average employee? Experiencing actual results and the positive difference great employees provide will have you wanting to hire more of them! Unfortunately, many companies today are failing to attract and select the right people because they rely on gimmicks, post poorly written job ads and use non-qualified assessments. It’s a costly problem that can be resolved by strategically reviewing how to attract better candidates and retain great employees.

Ask yourself the following questions:

Do You Know Your Numbers? Get real about the company’s numbers! Unfortunately, many companies do not effectively track the cost of turnover, administrative and training time, and the impact on their customers (to name a few of the tangible and intangible costs of bad hires). Believing you’ve done all you can do when your company’s turnover is less than the industry average is foolish. It only hurts your company’s bottom line and its ability to attract better candidates and retain great employees!

Who Are You Really Seeking? Clarity can help you attract and select better candidates. Focus on what you really need now and in the near future. Too often we simply dust off the job description when someone leaves. Take the time (it doesn’t need to be a long, drawn-out process) to brainstorm and uncover what the company really needs. Hire a facilitator and select a couple of top employees to objectively uncover the traits, job responsibilities and other competencies that will make a true difference in growing your business.

Do You Have the Right Online Presence? Take time to review third-party sites for postings about your company from former employees, then, address them. A company’s negative online reputation is often caused by disgruntled employees, bad bosses and non-competitive pay! This can limit the ability to attract better candidates!

Do You Use the Right ATS? Finding the right job candidates, including passive job seekers, requires that you do your homework. Not all automated tracking systems (ATS) are created equal (like anything else in life). Avoid bells and whistles (aka gimmicks), since they can actually inhibit better candidates from applying.

ATS enhancements you want to have:

  • Use a fast and easy application process that works on mobile devices … if you lose applicants now, they rarely return.
  • Use systems that push job ads to job boards and provide search engine optimization—do not rely on your company’s name and website to draw traffic to you.
  • Better candidates want to know more about the company. Include quick and short bullet-point information about the company, very short (1- or 2-minute) product videos and video testimonials from great employees (remember, applicants today have shorter attention spans).

Are You Posting the Right Job Ads? Applicants today are attracted to on-the-job training, rapid advancement and a competitive salary, so include this information in all job ads. Candidates will overlook your company when job ad titles are misleading, boring or jargony—it’s why companies receive too many non-qualified applications. Remember, it’s important to use the company’s name and address, since blind ads do not attract potentially great employees.

Are You Using Qualified Assessments? Getting to know the real person is critical to hiring great employees who fit the job and company culture! While assessments have been around since the beginning of humankind, most are not compliant with the Department of Labor’s 13 requirements for pre-employment and promotion use. Relying on information from non-qualified assessments only shows you how candidates want to be seen NOT who they really are. When you use smoke and mirrors to hire, you cannot expect to hire top talent!

What Do You Talk About in Your Interviews? The purpose of job interviews is to talk about the job requirements, your company’s goals and the candidate’s ability to excel at the job and in your company. The biggest challenge is that many hiring bosses don’t take the time to improve their interviewing skills and rely on biases and inappropriate interview questions before making job offers. As a result, today’s top talent will simply say no to working for these bosses.

Is Your Due Diligence Thorough? Improving your hiring successes requires collecting the right objective data. While collecting public data from background checks is important, relying solely upon it creates avoidable hiring mistakes. Statistically, 75 percent of resumes and applications contain inaccurate information (and you only have about a 15 percent chance of discovering it during the interview). In addition to conducting background checks (these should include every state in which the applicant has worked), include qualified core value assessments (which measure values such as honesty and integrity), education and employment verifications, and employer and professional reference checks to uncover non-public information.

Remember, great employees are out there! Your success in attracting better candidates requires improving your company’s hiring systems and selection practices. Ask and answer the above questions so you can do the right things in a strategic and cost-effective manner.

©Jeannette Seibly, 2017

Does your company need a strategic review of your hiring systems and selection practices? Contact Jeannette for a free confidential conversation regarding how to get the best answers to the above questions. With over 35 years of experience in hiring, she can pinpoint and resolve issues to positively impact your bottom line!

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires and million-dollar results for employers across the United States. Also, she is a PXT SelectTM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.

Inspire the Best from Your Employees

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images0VAIFKU3An administrative assistant hated her new boss—a woman who was her age but made a lot more money than she did. The assistant’s husband suggested she learn from her new boss instead of hating her. With his coaching and her boss’s ability to manage with laser-like effectiveness, the assistant was given a project that she excelled at. The boss (and her husband) congratulated her on a job well done. With this newfound confidence, she enrolled in college courses, was promoted within her company and eventually became the manager of the department. All it took was creating the right career path instead of relying on the normal trial and error used by many bosses to develop good employees into great ones.

Too often, good employees become dissatisfied with their jobs and blame their bosses for their unhappiness. The truth is, employees fall victim to media messages about how to be happy and successful, with catch phrases like “be your own boss,” “work for yourself,” “become a millionaire overnight” and “get the promotion you deserve.” While these sound good, they don’t work when employees’ career paths don’t align with them or when employees are not willing to acquire the required skills.

How to Develop Good Employees into Great Ones

First, clarify the path to inspire great employees

  • Use a qualified assessment to assess job and career fitness. Putting a good employee into the wrong job is a very expensive mistake. You cannot coach and train people to be something they are not. Instead, develop career paths where employees have the opportunities for job satisfaction. For example, without having a defined career path, putting a good employee who wants to move from marketing into sales can be a disaster if they do not have the assertiveness required.
  • Define job requirements. Take the time to clarify the job responsibilities and the type of person who will excel at them. Set up a 180-day success plan and outline the skill sets that need to be developed. Use qualified assessment products to clarify the competencies needed for the position. This will help your employees know exactly what is expected of them. The assessment tools will provide great insight into coaching, mentoring and inspiring your employees to keep them focused, and they’ll help you guide them through inevitable challenges.
  • Create realistic expectations. One major pitfall is that today’s employees have been told they can do anything they want. Make sure to engage in reality-based conversations with those wanting positions that don’t fit them. Instead, provide other opportunities for them to grow. Be open to creating new positions that meet the company’s needs and are a good job fit for the employees!

Second, provide opportunities for growth … NOW

  • Understand what inspires them. To understand anyone, you must first talk with them. Have conversations over a period of time that clarify what they want to do and why. For example, if they wish to become a manager, provide them leadership opportunities on department projects or cross-company programs. Encourage them to participate on trade boards and committees. Share the importance of these activities and how it will develop more effective leadership skills.
  • Learning is key. Provide training for both technical and “soft” skills. Have employees shadow higher level managers, meet with customers, and/or be part of a temporary task force to solve a problem. Also, make sure they are aware of their successes and boost their confidence by completing the five exercises in the book It’s Time to Brag! Business Edition.
  • Mastery requires practice. Today, attention spans are shorter than ever. It’s typical for someone who doesn’t see an immediate payoff from their effort to give up. To help good employees develop great habits and interpersonal skills, acknowledge their efforts and successes, no matter how small. Be patient. Coach them through boredom or arrogance (this usually occurs when they believe they shouldn’t have to do the task). Remember, understanding the technical aspects of a job does not mean they have mastered how to use the information in a variety of situations. Practice allows them to do so.

©Jeannette Seibly, 2017

Need to create a 180-Day Success Plan? Contact Jeannette for a free confidential conversation.

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires and million-dollar results for employers across the United States. Also, she is a PXT SelectTM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.

Why I Love Assessments – The Million-Dollar Difference

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imagesUPSTJIS0My goal is to provide products and services that build sustainable growth for your company.

I love using qualified assessments and have been using and providing them to my clients for over 25 years. I have seen firsthand the value of how using (or not using) the right tools can make a significant difference in resolving people and management issues. Qualified assessments can help create positive outcomes.

An IT manager was having difficulty managing his people; in addition, due to many complaints about his brusque manner, he experienced high turnover. After using a qualified assessment that gauges thinking style, core behaviors and occupational interests, he found he learned quickly despite the fact that he had never completed high school. As a result of this insight, coupled with coaching on how to manage meetings and handle questions, he excelled. He completed his GED, enrolled in business management courses and became a key influencer in his company.

Why Are Assessments Critical?

Using the right assessments the right way helps companies hire, coach, manage and develop great talent while easily resolving issues involving employees, teams, salespeople, boards and executives. The clarity and value of qualified assessments are incredible … assessments provide the million-dollar difference when used appropriately. They help you achieve your intended results, coach with confidence and turn good employees into great ones!

All Assessments Are Not Created Equal

One of the biggest challenges employers face today is discerning a qualified assessment from a non-qualified one, and using assessments appropriately.

First and foremost, a qualified assessment meets the 13 standards in the Department of Labor’s (DOL) guidelines for using assessments to hire and promote employees. (This becomes important to you when the DOL knocks on your door.) To find out if the assessment tool you are using meets these requirements, get a copy of the DOL’s guidelines (request a copy) and a copy of the technical manual for the assessment. Don’t be surprised if your assessment provider cannot provide a technical manual, and do not rely on a letter from a law firm writing about EEO, ADA and other legal compliance. The scientific data, legal compliance and other important information are ALL contained in the technical manual.

Second, understand that most assessments do not meet the DOL’s standards for pre-employment and promotion purposes. There are over 3,000 publishers of assessments in the market today. Most do not meet the DOL’s guidelines—despite what the provider tells you. These guidelines are critical in ensuring accurate, predictive and usable results that produce better hires, and for promoting the right talent into successful roles.

Other Factors to Consider

Three primary reasons non-qualified tools are popular:

  • They are quick to use and inexpensive to purchase.
  • They can provide fun social interaction in a training event (e.g., characterizing employees using colors, royalty titles, behavioral labels, etc.).
  • They offer Face Validity, in other words, the results show how you want to be seen.

The biggest push-back often comes down to cost. Why do qualified tools seem to cost more?

  • The truth is, they save you money, time and sleepless nights when you factor in the high cost of hiring mistakes and potential litigation from using non-qualified tools to hire and promote!

Qualified assessments provide bosses and employees with critical information:

  • Objective data about the culture and job fit of the person—the key reasons people, performance and profits fall short in an organization
  • The strongest validity and reliability studies, along with periodic retests, keep the tools up-to-date
  • Predictive validity that allows you to strategically build a solid foundation for a growing business, now and in the future
  • The ability to gauge the accuracy of the results
  • Selection, coaching, leadership, sales and other important reports for hiring, coaching and training with confidence and clarity

The million-dollar difference is that qualified assessments help build a strong foundation for business growth. These objective tools can replicate results, provide clarity and make a positive impact on the bottom line. Otherwise, the foundation you are building will rock, roll and crumble.

That’s why I love assessments! Why not find out the million-dollar difference they can make for you?

©Jeannette Seibly, 2017

Need to create a strategic hiring system? Get your copy of Hire Amazing Employees, or contact Jeannette for a free confidential conversation.

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires and million-dollar results for employers across the United States. Also, she is a PXT SelectTM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.

Effective Leadership Does NOT Need to be Stressful

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leadership stress3Effective leadership requires we balance everyone’s wants and needs. Working with customers (meeting their deadlines, concerns about quality, and sometimes, unrealistic demands), along with the expectations from your team, boss, and board, can create a lot of pressure to make everyone happy. Effective leadership does not need to be stressful when you manage with clarity.

7 Keys to Reduce Stress and Manage with Clarity

One: Create Clear Expectations. Overpromising rarely works when you are unable to deliver … instead it creates unrealistic expectations. To keep customers happy, and employees happy and productive, when you make promises, honor your commitments and keep them.

Two: Brainstorm! This one word can create a new world of clarity and excitement for your team and customers when managed correctly. Take the time to gather all ideas first … then, delve into the details of how to make one or two of them work.

Three: Establish Realistic Deadlines. Nothing is worse for team morale then “hurry-up and wait” or “pulling all-nighters”. This can usually be avoided when true goals are created, focused action plans are managed and the team is committed in fulfilling the outcome.

Four: Encourage the Team Ongoingly. Being a 30,000-foot-high helicopter boss is rarely an effective leadership style, and will create a lot of stress for everyone. “Roll-up your sleeves” and stay in communication with your team on a consistent basis (e.g., weekly or biweekly meetings, individual reviews, weekly updates, etc.). Never stop managing the team, which includes listening to elicit their best and acknowledging each one for their actions — no matter how small.

Five: Develop a Laser-like Coaching Style. Be open to receiving coaching to uncover your blind spots, along with giving specific hands-on coaching to your team members. Use qualified assessment products to ensure that what you are seeing and what they see can move the team forward and keep you on the same page.

Six: Always Be Listening. Remember to ask, “How I can help you?” Then, listen … follow-through … and listen again. Then, repeat.

Seven: Communicate Frequently. It’s easy for your team to lose sight of the purpose or “Why are we doing this?” while handling everyday tasks. Never stop sharing the vision and reminding each and every person (including yourself) of their value and the importance of their contributions. Remember, attention spans are shrinking so keep your messages frequent, short and on-point.

These 7 keys will increase clarity, reduce stress and improve your effective leadership style.

©Jeannette Seibly, 2017

Tired of the same old boring trade association events? Inspiring participants at a trade show can be easy and fun when you have the right presenter. Contact Jeannette.

Selling yourself in less than 20 words builds immediate and important credibility. Without it, it’s like talking to a wall (think, interviewer, buyer, judge of a RFP/RFQ, etc.). Learn the art of bragging because no one can do it as well you can. Master the 5 critical steps and brag with confidence. Get your copy of It’s Time to Brag! Business Edition. 

Jeannette Seibly is laser sharp at identifying the leverage points that will build a team and move it to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. Check out her website, or contact Jeannette for a confidential no-obligation conversation.

SeibCo Now Offers the Market’s Newest Selection Assessment Tool, PXT Select™

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Jeannette Seibly, principal of SeibCo, LLC, recently added the innovative new selection assessment PXT Select™ tool to her business offerings, and completed its certification process. Jeannette Seibly, principal of SeibCo, LLC, recently added the innovative new selection assessment PXT Select™ tool to her business offerings, and completed its certification process.

 

 

 

SeibCo now offers the market’s newest selection assessment tool, PXT Select™

New tool provides insights into candidates’ cognitive abilities, behavioral traits and interests for smarter hiring

DENVER–June 26, 2017—Jeannette Seibly, principal of SeibCo, LLC, recently added the innovative new selection assessment PXT Select™ tool to her business offerings, and completed its certification process. The new hiring assessment tool empowers organizations to navigate the competitive talent landscape with confidence and ease.

“We are proud to partner with SeibCo to bring this new assessment tool to market,” says Scott Allison, Vice President and Director at Wiley. “Our partners are trusted advisors to their clients and have a powerful impact on organizations. Great organizations know that success begins with hiring the right people. By working with PXT Select and SeibCo, organizations of all sizes and industries experience greater insight and confidence in their hiring process.”

Too many organizations make crucial hiring decisions based solely on impressions rather than data. Powered by the latest advancements in assessment technology, PXT Select provides the hiring manager with insight into a candidate’s cognitive abilities, behavioral traits, and interests, including tips about the candidate’s potential job fit and relevant job-specific interview questions.

“People are like icebergs: they only let you see what they want you to see,” explains Seibly. “What you don’t see is more significant than what you do see! As a result, the PXT Select answers the ‘why’ many business owners, executives and managers have about their employees and their business results. When businesses hire and promote the right people, they improve their staff, profitability, and performance results.

“For example, a company recently hired a sales manager who had a great resume, interviewed well and seemed to be a team player,” Seibly continues. “After a few months, the company realized he preferred to work alone, wasn’t concerned about the progress of others, and was slow and inaccurate with figures. The company could have known these things about him by using PXT Select in the hiring process.”

About PXT Select

PXT Select makes the very human decisions about hiring simpler and smarter. Combining over 20 years of research with powerful assessment technology, PXT Select and its intuitive suite of reports helps fill the gap between the resume and the interview. This powerful selection assessment provides organizations with actionable, objective data about candidates and employees in a simple to understand format that help them to interview better and hire smarter. PXT Select is available exclusively through the PXT Select Authorized Partner network. Learn more at www.SeibCo.com/contact/ OR https://www.pxtselect.com/SeibCo

About SeibCo

Seibly has been an award-winning, internationally recognized business advisor and executive coach for over 24 years, and is designated as a PXT Select™ Certified Professional. Along the way, she has guided the creation of three millionaires and helped over 25 companies produce million-dollar results. Seibly’s publishing credits include: Hire Amazing Employees and It’s Time to Brag! Business Edition. Contact her at http://SeibCo.com/contact or 303-660-6388.

You Are Your Most Powerful Message

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CommunicationA new commercial Realtor wanted to become very successful. He asked his managing broker what the one secret was that would help him become wealthy. She replied, “Be present.” With that secret, he learned how to listen and worked on clarifying the messages he conveyed verbally and non-verbally to others. As a result, he became one of the top commercial Realtors nationwide.

Presenting yourself in a powerful manner becomes more important as you climb the corporate ladder or advance in your profession. Gone are the days of hiding behind your technological or financial knowledge.

You are your most powerful message. It’s easy to forget that we are constantly communicating with others through what we say, how we say it and when we say it—whether we realize it or not. Today, you need a business-savvy manner to be able to work, communicate and socialize well with others.

6 Ways Your Message Defines You

Your Attitude. Do you convey a can-do attitude? Or is it a negative, cynical view of situations, projects and team members? Your inner views about life, people and opportunities show on the outside (you can’t hide them). Your hidden attitudes can be transformed by unravelling past experiences that unconsciously shape who you are today and get in the way of who you want to become.

Your Awareness. Being aware is very important. Put away your electronic gadgets during all meetings and interactions. Be present for the other person, what you are working on and what is going on around you. This mindfulness will speak volumes when you hear and address items that you otherwise would have missed or overlooked.

Your Appearance. Fashion changes quickly and is often determined by geography. However, business attire always needs to be clean, neat and appropriate for the specific location. Don’t forget your nails, shoes, hair, makeup and jewelry. Get professional advice on how to best express yourself. This alone can make a difference in the type of career opportunities and financial rewards you will receive.

Your Non-Verbal Gestures. 80 percent or more of what people hear comes from non-verbal gestures rather than the words that are spoken.

  • Do you speak, stand or sit with confidence? (See It’s Time to Brag! Business Edition.)
  • Are your gestures welcoming or off-putting?
  • Do you know how to make appropriate eye contact?
  • Do you know how to shake hands when introducing yourself?

These skills are not as common as they should be. Work with an executive coach to become aware of your blind spots.

Your Choice of Words. Become aware of the words you use when engaging your audience. Always avoid jargon. This awareness will provide you a powerful ability to interact with anyone, anywhere at any time.

Your Ability to Listen. Listening requires more than just hearing words. You must use persuasive listening skills to interact with others and elicit the best from them. For example, do you acknowledge what others are saying in a positive manner or do you diminish their comments? Are you able to build on others’ ideas to create a win-win-win outcome? Truly listening is the most important skill you will ever learn.

You are your most important message … communicate it well!

©Jeannette Seibly, 2017

Do you need to inspire your participants at a trade association event? Do you need an engaging presenter? Do you need a facilitator to help address a difficult company issue? Contact Jeannette.

The truth is, sharing your successes in a confident and business-savvy manner will help you close sales, receive promotions and increase your income. Learn the art of bragging, because no one will do it for you. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. Check out her website, or contact Jeannette for a free confidential conversation.

Inspiring Leadership Is All in the Communication

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Leader comm

Recently I overheard a business owner telling an employee, “You’re wrong, wrong, wrong!” The employee simply dropped his head in embarrassment and said nothing. A few days later he quit after finding another job.

Many times when team members feel misunderstood, not heard, or humiliated – they quickly become cynical of the project, company, boss and some of their team members. While employees also have the responsibility for clearing up any misunderstandings, the ultimate responsibility falls on the leader to continually inspire his or her team and elicit the best from them – it’s all in the communication.

Communication is Everything

Each Word Conveys a World. Choose your words carefully. Everyone has their own interpretation of what a word means due to their experiences, education and learning styles. Take the time to explain what you are saying when others don’t readily understand. This may include using a picture, showing them the specific item, writing down an outline or details, etc.

Listen Past Emotional Filters. We all have them when we listen to someone. For example, some employees may listen to you as a critical parent, while others may find the same statements inspiring. The challenge is to be aware of the words you choose to use, your tone of voice and other non-verbal expressions. Rely on your business coach to help uncover the filters that are getting in your way.

Be Open to the New. You don’t know everything … no matter how many years of experience you’ve had in your job. For example, you may understand a company’s system; but, may not understand how to improve it to save time and money. Brainstorming new ideas and aligning on the details creates new results.

Be Present with Others. Many times miscommunication can be prevented when we put down our electronic gadgets. This includes during meetings, impromptu get-togethers, phone calls, emails (yes, we attempt to multi-task when we are reading), etc.

Build Win-Win Outcomes. I once observed a high-level boss who could take some of the strangest remarks and turn them into the most insightful comments he had ever heard. He did this authentically and as a result, all of his team members felt valued. Learn how to listen for new possibilities and build win-win outcomes. Remember to brainstorm and establish a goal before delving into the details of producing the desired outcome.

Clean- up Misunderstandings Now. It’s important to quickly uncover and resolve any miscommunication. It will only take a few minutes to check back with your team or employee to clarify what they heard you say. Otherwise, it may take hours or months to rectify the issue.

Be Humble. Listen to understand an employee’s dilemma instead of mentally thinking of how to fix it. Then, after they have vented (and, before you start offering your advice), ask what they believe the best course of action may be to resolve it.  Then, brainstorm and select the intended result before putting together the details.

Help Others Understand Each Other. Use qualified assessment tools to help your team members gain an objective perspective of their own and others’ communication styles. Then, take it a step further and provide communication skills training. These efforts will pay dividends for years to come! (For more information, click here.)

Remember, inspiring leadership requires powerful communication skills.

©Jeannette Seibly, 2017

Do you need to inspire your participants at a trade association event? Do you need an engaging presenter? Do you need a facilitator to help address a difficult company issue? Contact Jeannette.

The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your income. Learn the art of bragging because no one will do it for you. Get your copy of It’s Time to Brag! Business Edition

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She Check out her website, or contact Jeannette for a free confidential conversation.

Are Your Millennials Ready to Lead Now?

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Millennials Lead.2Millennials have surpassed Generation X as the largest workforce in the United States, and Baby Boomers are retiring at faster rates. As a result, employers are finding they have waited too long before investing in the next generation of leadership! If Millennials are not mentored before they go into senior-level roles, they often will create havoc for employees, customers and business results because they are ill prepared.

Not everyone has the true interest or capability to be an effective leader in your company, regardless of what they tell you (and regardless of their age group). Often, people seek these coveted opportunities for more money, industry prestige, professional power and other personal desires. So it’s important to identify the qualities and experience the company needs before developing future leaders. Being proactive when investing in high-potential Millennials can guarantee a better quality of leadership for the future.

Proactively Prepare Your Future Leaders

Clarify Leadership Skills. What competencies are required in your company to be a great leader? Some companies expect their leaders to have excellent interpersonal skills, while others require a stronger technical or financial focus. Remember, no one can have strong abilities in everything. Be clear what type of experience, skills and interpersonal traits (e.g., behavioral traits, interests and thinking styles) are required. When you provide a clear path and opportunity to develop the required skills, future leaders can excel. Don’t forget to define a secondary path for brilliant technical experts, highly creative individuals and other gifted non-leader-type employees, with appropriate compensation and perks.

Qualified Assessments. Use qualified assessment tools to objectively benchmark the qualities you need. Then, compare with the employees’ traits, current skills, abilities and willingness. These tools also provide coaching, leadership perspectives and 360-degree feedback information for your managers and top-level executives to help develop and mentor their potential successors with laser-like precision.

Close the Gap. Waiting until the day a position opens up to develop a future leader prevents the company from having someone ready to assume the job responsibilities and be effective. This is why potential leaders fail. Select high-potentials to lead projects for the company now. Encourage them to take on trade association board and committee work. Hire an external coach for them, and select an internal mentor. All of these actions will prepare fast-track Millennials by uncovering their blind spots, developing their effectiveness and teaching them the unwritten characteristics of good leaders.

Coachability. Offering regular and meaningful feedback is critical. Many will not ask for it, and may be unaware of how to handle feedback. Be clear … if the person is not coachable, it’s time to reevaluate whether or not they will make a good leader in your company. Some may do well in their current position but may not have the emotional intelligence or ability to work well with others, execute projects or programs to achieve intended results, etc. Promoting people beyond their capabilities and interests can be one of the most expensive lessons a company experiences. And, it’s preventable.

It’s time for companies to get serious about readying Millennials for future leadership roles now. They will be happier, and so will you!

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to bragging. Remember, no one will do it for you. The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your income. Get your copy of It’s Time to Brag! Business Edition

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website, or contact Jeannette for a free confidential conversation.

Want to Be a Great Leader? Make Great Presentations!

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LeadershipPresentatonAre you a new leader and want to be seen and heard in a positive way? Successful leaders use presentations to engage others and showcase their depth of knowledge about a topic. Whether the presentation is for the company’s employees, management team, board or future clients, great leaders take the time to learn how to make great presentations.

So, shake off your nervousness, set aside your ego and get into focused preparation.

10 Preparation Tips

One: Know Your Audience. What is the audience looking to learn? Are they looking for how-to-do-it’s or a 30,000-foot overview? Or something in between? Talk with the event organizer (whether it’s a boss, HR department, board or association) to find out. Be clear and plan your presentation by keeping it simple and smart (KISS). Clarity is key. Never assume you know the audience’s needs (even if they are your employees or co-workers) or the purpose of your presentation without asking the event organizer each time.

Two: Write an Overview. If you have been asked to provide information about what you will speak on, first create a one-page overview of the issue and why it’s important. Then, write out the three key learning points (or takeaways) plus a short bio about yourself. (Don’t forget to use your brag statements. http://BizSavvyBrag.com) It’s critical to ask for input to be sure the overview meets the organizer’s needs before sending it.

Three: Clarify Who, What, When, Where and Why. If the organizer has sent you an email outlining their specific needs for the presentation, follow it carefully and in a timely manner. You may want to request a short meeting to ask clarifying questions. Write down the responses! This is a great opportunity to build your reputation as a leader through the type of questions you ask and your ability to deliver what is expected. Always debrief with the organizer after the event. Ask, “What worked?” and “What didn’t work?” Listen and learn.

Four: Stick to the Allotted Time. Failure to keep your presentation within the allotted time frame is one of the biggest detractors from the quality of the material and your ability as a presenter. Shorten your talk to allow for Q&A, and do not engage in long-winded debates or tangents. Remember, many groups do not allow extra time since they have other speakers and activities scheduled for their audiences.

Five: Provide Easy-to-Read Handouts. Be sure your handouts and/or PowerPoints are ready, proofed and delivered as requested. Print them on light-colored paper stock with an easy to read font. Leave plenty of white space to ensure participants can easily take notes. Many organizations today are saving on paper, so make sure your audience has easy access to a digital format.

Six: Practice, Practice and Practice. Get in front of the mirror or other people several times (not just once) to deliver your entire talk. Practicing it out loud will make you aware of points or stories that can make a positive difference. Don’t wing it! If you do, you will usually forget something important, go off on a tangent or fail to deliver on the requirements of the presentation. It’s not unusual to make incorrect statements or inappropriate comments when you lack preparation. If you do, your boss or board will be hesitant to ask you to present again!

Seven: Have a Customer-Friendly Attitude. Write down your checklist of everything you need to bring to your presentation. Then, use it. Compare it with the expectations of the event organizer. Call about a week before your presentation and review each item to ensure you’re ready! This process is a great relationship builder if done correctly.

Eight: Follow Up and Follow Through. If additional information is requested from your audience, get the information to the right people within 24 to 48 hours. Remember, their experience working with you before, during and after your presentation counts!

Nine: Know the Rules about Selling Your Book, Product or Service. If you have been asked to present on behalf of your company at a trade event, be aware that most associations ban selling from the front of the room. Be clear about what they consider a sales pitch. One effective way to reach out to your audience is to have them complete an evaluation and ask for their contact information. Make sure to ask for their permission to follow up (and how: in a face-to-face meeting, LinkedIn or e-news distribution). If you are able to sell from the back of the room, have a co-worker run credit cards so you can stay focused on the people who want to talk with you.

Ten: Have Fun. First and foremost, enjoy meeting the audience before, during and after the event. Listen and learn. Refrain from any gossip or negativity. Being too serious is a detractor. If you’re nervous, walk one mile the day before and limit your intake of caffeine and sugar.

Presentations are great opportunities to build your leadership skills by listening to others talk about issues and potential solutions for your company, industry and profession.

©Jeannette Seibly, 2017

Need an engaging presenter for a trade association event or a facilitator to address a company issue? Contact Jeannette.

There is an art to bragging. Remember, no one will do it for you. The truth is, sharing your successes in a business-savvy manner will help you close sales, receive promotions and increase your income. Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website, or contact Jeannette for a free confidential conversation.