“We are biologically wired to resist change … it’s why change fails.”

—Dr. Britt Andreatta, author of Wired to Resist

 

Many of us have heard or used the phrase “The definition of insanity is doing the same thing over and over again and expecting a different result.” Yet most of us rely on the same process when creating a new product, service, program, business plan or book—whether or not we’re happy with the results. Then, when we’re unhappy, we blame situations outside ourselves for failures or less-than-adequate results. Whether we realize it or not, we are continually resisting change and operating with our familiar way of doing things.

A group of employees were in charge of an upcoming company event. While they all said they wanted something new and different, they resisted making the required changes. They allowed their mindset to pull them back into their comfort zone. Creating new ideas requires changing how the group normally operates. It takes courage to push beyond the first idea everyone likes and keep everyone focused on future results.

Transforming Our Relationship with Change

Be Present. Many people are not conscious of what they are doing, saying or thinking. It feels safer to keep doing what will create known results, even when there is a need or desire for different outcomes. Stepping into the unknown creates new opportunities. To take that step, we must become conscious of and acknowledge the truth. For example, upgrading an entrepreneur’s accounting system from a shoebox to QuickBooks can evoke fear. This change forces the entrepreneur to see the facts in black and white! (This can be a good thing, or not.) However, the new awareness creates new opportunities: the ability to apply for a loan, determine profitability to help win contracts, and reduce unnecessary expenses.

Expand Comfort Zones.  We often resist doing anything outside our comfort zones, since our brains are wired to keep us safe. Yet outside the comfort zone is where unprecedented results can occur. To rewire and reinforce new habits, make one change a day. For example, take a different route to work, try out different types of coffees, say “Hi!” to everyone in the office, etc. These new actions will push the raw edges of one’s comfort zone.

Take Focused Actions. Achieving better results requires focused actions beyond what we are comfortable doing or thinking. Unfortunately, if we don’t enjoy the process or we don’t believe there is an immediate reward, we resist or give up. Conscious expansion is required. One recommendation is to talk with someone who has achieved the same results. Ask the question “What was one thing you did that helped you achieve your results?” Listen and learn. Before taking action, modify what you will be doing. Remember, just because it worked for them does not mean it will work for everyone. Each person has different thinking styles, core behaviors and occupational interests. Talking with a business coach will create customized actions and more powerful results.

Celebrate Each Change. While people can welcome change, or they can fear taking unfamiliar actions, everyone can benefit from making the right changes for themselves. Celebration or acknowledgment of what you have done reinforces positive experiences and a positive inner voice. One great habit is to take a quick inventory of the successes you experience each day and write them down.

Change is not easy or hard. Real change depends on your ability to make the right choices to expand your comfort zone and achieve the intended results.

©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 sharing your successes. Remember, no one will do it for you. The truth is, bragging in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. 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. She also has extensive experience helping create the right strategies, teams and actions to achieve unprecedented results. Check out her website , or contact Jeannette for a free confidential conversation.

 

“It’s a fact: People don’t like hearing contradictory or negative information.” —Author Mark Murphy, Truth at Work: The Science of Delivering Tough Messages

 

 

 

Whether you are a leader or employee, it’s critical you learn how to hear and deliver the truth.

If you are like many leaders, your failure to talk straight comes from wanting to be liked more than respected. You tend to gloss over issues out of fear of hurting someone’s feelings, but it’s at everyone else’s expense. The truth is, failure to talk straight will actually cause people to dislike you and distrust you.

The additional challenge is sticking to the facts when your work culture doesn’t support it and wants you to remain silent. However, silence is costly: it can lead to low employee morale, productivity delays, working on bad ideas and customers leaving. It can also cause you to lose your job or derail your career.

Financially successful companies have learned how to tell the truth appropriately. How can you?

How to Stick with the Facts

Deliver Bad News Respectfully. Many leaders only want to hear what they want to hear. Because no one will tell them the truth, they are surprised when competitors overtake them and clients leave. When the work culture is focused on “going along to get along,” it needs to shift so managers learn the importance of how to listen and hear the facts. Otherwise, they will be blindsided.

How to do it:

• -Don’t shoot the messenger—make it easy for others to tell you what is happening.
• -Share bad news by first saying, “I’m pretty sure you’re not going to like what I’m about to say.”
• -Factually fine-tune your message so that the truth is meaningful for your boss (for example, some executives will listen if you talk about the financial loss of a customer, but not if you discuss low employee morale — even though this leads to expensive turnover).

Overcome Fears. Bosses do not like to hear contradictory or negative information. However, safety, health and well-being issues need to be handled regardless of how others feel about operating in a safe manner. Employment and financial problems need to be addressed head on with real information. The courts, Department of Labor and other governmental agencies do not care about the company’s aversion to the truth or the fact that you may have been lucky up to this point.

How to do it:

• -Get real and stick to the facts, even when some co-workers (and bosses) make it difficult.
• -Conduct audits on policies, practices and tools used to ensure your company is in compliance and update them.
• -Address up front the importance of new operating procedures using various communication channels (for example, intra-communications, online and group training, and FAQ boards).

Train for Straight Talk. Many employees and bosses don’t know how to talk straight with one another due to lack of training or a culture that focuses too much on harmony. These poor communication skills often result in miscommunication, lack of clear directives and engaging in poor ethical practices at every level of your organization.

How to do it:

• -Design learning modules that include face-to-face interaction exercises.
• -Include all levels of the company in all training programs.
• -Learn the difference between facts and feelings, opinions and thoughts.

Take Responsibility. Telling the truth when fixing broken systems or handling sensitive employee issues can be challenging. It’s one of the top reasons executives and leaders fail in implementing solutions. This can be due to sacred cows, higher-ups not wanting to rock the boat, employees fearing changes in work responsibilities or reliance on solutions that are not viable.

How to do it:

• -State the facts and review them with your business advisor, CPA or attorney.
• -Document facts and the costs/benefits of potential solutions.
• -Share this information with your boss or board and keep talking until it is resolved.While people are afraid of the truth, you can help them learn to have straight conversations and lead by example.

©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 sharing your successes. Remember, no one will do it for you. The truth is, bragging in a business-savvy manner will help you close sales, receive promotions and increase your paycheck. 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. She also has extensive experience training leaders to tell the truth and creating strategic solutions for unprecedented results. Check out her website , or contact Jeannette for a free confidential conversation.

The old mindset of how to identify a new leader has changed. Due to technology advancements, geographical influences, and financial and people demands, there is a need for a new type of leader. Many companies are having a difficult time finding and developing the right ones.

How do you identify the future leadership for your company? How do you develop them?

First, Identify and Qualify Them

Competence. Are they results producers? Where is the gap in the skills they currently have and what is required? Do they have the people savvy to talk and work with anyone, anywhere, at any time?

Qualified Assessments. Use them. Start now. They help uncover what you don’t know about a person—the kind of information that can come back to haunt you. Due to their incredible accuracy, qualified assessments are invaluable in helping guide the development of future leaders in your company.

Oust Biases. Identify your own biases and set them aside. This practice is the only way you will identify future leaders in a new business era.

A business owner was having a hard time hiring the right person to take over running his company. He had failed several times. His bias was to hire people he liked who had the right title and came with the right connections. If they had a one-time winning experience, that helped too. Unfortunately, using these biases as criteria for a leader does not translate into actually being able to effectively run and build a financially successful company!

Don’t Promote Too Soon. This is a company’s biggest hidden expense. When managers promote someone who is not ready, lacks the resilience to handle challenges or conflicts, or does not have the interest in developing the skills to be a leader (regardless of what they tell you), they leave. Often, they take training skills and materials, clients and key contact lists, proprietary information and key employees with them when they go. Use incremental titles to help keep Millennials who are impatient to get ahead.

Second, Develop Them

Recognize Lone Rangers. Many leaders refuse to take advice. These DIYers will take the company and management team down with them rather than ask for help. Provide them board and management team training designed to teach them how to work with and through others, manage conflicting opinions and execute changes. If they are unwilling to participate, look now for a different future leader.

Preparation. Assign them team projects and have them participate in trade association events and boards. Include them in high-level discussions and ask their opinions. This will help them understand there is more to leadership than having a title. They will either relish the opportunities or dread them. Do not overlook their readiness to assume the next leadership role.

The Right Coaching. The laser-like ability to develop talent is a critical skill many current leaders, executives and business owners do not have. Provide key employees with an internal mentor and an external coach to help groom them as future leaders. Help establish attainable goals for each quarterly coaching program and check in to ensure they are on the right track.

Delegate Projects. Provide written expected outcomes, a budget and team members for the projects you delegate. Check on progress weekly and ensure situations, people and outcomes are not being overlooked. Remember, success is a process of working through issues, not an event where results magically occur.

What If Internal Candidates Are Not Ready?

There may come a time when you need to bring in someone from the outside to get the company on track and build future internal leaders. The problem is where to look. One option is finding a current executive, but they are often happy in their current job and must be promised job security to move. Another option is a consultant, but they are often overlooked because they have gray hair. Other factors could be candidate biases or that they are only willing to work part-time. Ask your network for introductions. Ensure the new leader is able to develop a successful succession plan, work past family business or existing succession plan biases, and navigate internal company politics. Don’t forget to negotiate a win-win exit plan for them when the internal candidates are ready.

©Jeannette Seibly, 2017

What are you waiting for? We’re on day three of the next quarter! The question is, are you in action to accomplish your 2017 goals? If not, why not? If you are stuck, contact Jeannette Seibly. She will provide you the insight required for you to move forward powerfully!

There is an art to bragging. Learn how to share your successes and teach your team to do the same in a business-savvy manner that will inspire others, build credibility and close the sale! Get your copy of It’s Time to Brag! Business Edition.

Jeannette Seibly has been a business advisor and executive coach for 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. She also has extensive experience coaching leaders and future leaders for unprecedented results. Check out her website , or contact Jeannette for a free confidential conversation. Need a presenter who engages your audience? Remember to get your copy of her 5th and newest book, It’s Time to Brag! Business Edition.

Truly successful leaders have learned how to get issues addressed and job activities they detest done with minimal stress. They are great at working with and through others to achieve positive results through delegation. They know (sometimes having learned the hard way) failure to delegate will sabotage the successful growth of their company, ability to hire and retain great employees, and profitability.

Delegate the Right Way!

Select the Right Person. Delegating to employees that have the interest, skills and business acumen can create great working relationships. Give the task or project to the best qualified person, without basing the decision solely on longevity, job titles and non-critical factors. Make sure they have the resources needed. They will amaze you with the results they produce!

Create a Culture of Learning. When new opportunities present themselves, consider delegating them to your employees so they can learn new skills and broaden business awareness. In turn, this will improve job satisfaction and overall results. Don’t forget to make sure their current job responsibilities are getting done too!

Mentoring and Coaching. Create a positive work environment, where employees feel comfortable asking for help. Encourage cross-training and participation in group projects to develop each of your employees. These processes can boost their morale, build their confidence to try new things, and generate profitable ideas. Remember, to listen to their ideas with an open mind.

Delegating will promote positive and profitable results.

©Jeannette Seibly, 2017

What are you waiting for? In 3 days, Q1 will come to an end! The good news is there is still time to get started and enjoy a successful 2017. The bad news is continuing to wait will not bode well. Take action, now! Contact Jeannette Seibly. She will provide you the insight required for you to move forward powerfully!

There is an art to bragging. Learn how to share your successes and teach your team to do the same in a business savvy manner that will inspire others, build credibility and close the sale! Get your copy of, It’s Time to Brag! Business Edition

Jeannette Seibly has been a business advisor and executive coach for 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. She also has extensive experience coaching leaders for unprecedented results. Check out her website , or contact Jeannette for a free, confidential conversation. Remember to get your copy of her 5th and newest book, It’s Time to Brag! Business Edition.

Have you ever noticed that the leaders you respect are also the ones that don’t hesitate to apologize? “I’m sorry …” “Oops, my misunderstanding …” They take full responsibility for what they hear and what they say. Understanding the secrets of a powerful apology and developing this all-important skill is required of everyone in any leadership role.

Since we are not mind readers and cannot control how someone listens, taking the time to clarify what others hear will reduce misunderstandings and conflicts. It requires learning the art of an apology to move everyone onto the same page, encourage everyone to share their ideas, and keep minds from straying when conflicts of opinions arise. Powerful authentic apologies also develop a positive work environment, trust and job satisfaction.

The Three Secrets

Honesty. When people always believe they are right, they can be difficult to work with. However, allowing your ego to get in the way of having a beneficial conversation often causes further misunderstandings and trouble. Apologize for not understanding and share the prep work you completed that may provide a different perspective. Take a step back and be emotionally unattached to the outcome during the conversation. Truly listen to build win-win results using persuasive listening skills. To learn these skills, contact Jeannette.

Respect. When others don’t apologize for their lack of preparation or late arrivals, we often feel disrespected. Many times they have armed themselves with a variety of excuses to elicit sympathy. Respect for others requires that you stop making excuses and simply apologize. Remember, your excuses will fall on deaf ears and are considered inauthentic. Respect for yourself and your team requires taking a stand.  First apologize for how others may interpret what you about to say; then, say it. For example, “I apologize upfront if someone doesn’t hear this as I intend. However, it’s important that everyone arrive at all meetings prepared and ready to go at the scheduled time. Any questions? “

Courage. Admitting a mistake or taking responsibility for a poorly completed assignment takes courage. First, apologize. Then, ask questions. The questions are not to defend what was done or not done. They are to clarify what you missed in the conversation and what was overlooked. Remember, 80% of any interaction is non-verbal; so, stay focused during these discussions and set aside any mental chatter that will distract you from truly listening and resolving the problem.

©Jeannette Seibly, 2017

What are you waiting for? In 10 days, Q1 will come to an end! The good news is there is still time to create a great 2017. The bad news is it’s not going to happen unless you take action, now! Contact Jeannette Seibly. She will provide you the insight required for you to move forward powerfully! The clock is ticking …

Learn how to brag. Share your successes and teach your team to do the same in a business savvy manner that will inspire others, build credibility and close the sale! Get your copy of, It’s Time to Brag! Business Edition

Jeannette Seibly has been a business advisor and executive coach for 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. She also has extensive experience getting everyone on the same page! Check out her website , or contact Jeannette for a free, confidential conversation. Remember to get your copy of her 5th and newest book, It’s Time to Brag! Business Edition.

Making a commitment to rock the boat in any company requires an ability to take a risk and handle the consequences. The challenges are, not everyone will agree with you; and, not everyone will support you, even if you are correct. So, it requires courage and confidence that your efforts will create better results.

It begs the question, “Why bother?”

If you’re not willing to rock the boat, who will? Many people behave like ostriches with their heads in the sand. Some excuses are, “I need to keep my job.” “It’s time for my performance appraisal.”  And, “It doesn’t bother me, so it shouldn’t bother you.”

The problem is, most ostriches eventually get bit … hard … in the proverbial butt … when the company is heavily fined for violations, a product is prematurely launched, an employee is hired without conducting proper due diligence or someone fails to speak up about health, safety or quality concerns.

It Takes Courage

It’s not a matter of IF, it’s a matter of WHEN the issue or problem can no longer be ignored. Many companies are so busy with the 30,000-foot-high-view they often overlook the legal, financial, or moral implications of their decisions. Or, business owners, boards, executives, and employees may make decisions based on their own financial, personal and professional interests, which may be detrimental to the company.

Rock the Boat the Right Way

Speaking up and having the willingness to take a stand is not easy. Remember, your commitment is to achieve better results and not be emotionally attached to what you believe the outcome should be. So, be prepared since the decision-makers may not listen to you, even with the right data. Don’t give up. But, keep in mind, while the squeaky wheel gets the most attention, some may attempt to sabotage these efforts if they their ego feels threatened.

1.Voice your concerns in a positive tone. Remember, some of the team members will be unwilling to change after a decision has been made or direction established. If you offer a conflicting opinion, you may be viewed as negative. So, no one listens to you. This will be cited as “the reason why they didn’t listen.”

A business owner had initial success with her business idea and was approved as a vendor by a major retailer. So, when she offered an idea to a different group, they quickly accepted it based on her recent success. The problem was the idea went against the organization’s mission statement. So, when someone rocked the boat by asking questions about a conflict of interest, they immediately labelled the “questioner” as being negative (whether or not the person was). The board continued to base its decisions on following their feelings about what they wanted to do and disregarded objective input. Eventually, the organization had to close its doors.

2.Brainstorm Solutions. Instead of believing you must already know the solution, brainstorm to create one. Be careful not to select the first idea or an idea that resonates with the team. Instead, take the time to have someone play “devil’s advocate.” By asking the right questions based on good business practices, you are able to uncover areas requiring objective data. The process overcomes reliance on someone’s overly optimistic point of view.

Examples:

• “Have you seen this work before? When and where?”
• “What were the circumstances — the same or different?”
• “Why do you believe it will work here?”
• “Who will be responsible for implementing it? Specifically, what is their experience?”
• “When was the cost analysis done? How were the resources budgeted?”
• Very important note! Remember, just because an idea or best practices worked in another company does not mean it will work well in your company.

3.Implementation. Even when an idea, plan or program is approved, the person responsible may not have the ability or the interest to executive it. Set up a meeting to talk with them: What has been done? What do they view as the next step? What, if anything, has stopped them from taking that action? Do not come across as accusatory, or they will get defensive and have a myriad of excuses. Rather, offer positive solutions that give everyone the opportunity to win.

A company director only had one more action to take for his team to get their bonuses. He had many excuses as to why he wouldn’t or couldn’t get it done. After sharing those reasons with his coach, she had him delegate that one activity to a key employee. As a result, the team celebrated with quarterly bonuses!

It’s important to note, when you choose to rock the boat, be aware that company policies or legal requirements may need to be addressed first. Talk with the right person (or people) to strategize how you can move forward before taking action.

©Jeannette Seibly, 2017

What are you waiting for? In 17 days, Q1 will come to an end! The good news is, there is still time to create a great 2017. The bad news is, it won’t happen unless you get into focused action. Contact Jeannette Seibly now. She will coach you on how to move forward faster to achieve your 2017 goals! The clock is ticking …

Learn how to brag. Share your successes and teach your team to do the same in a business savvy manner can inspire others, build credibility and close the sale! Get your copy of, It’s Time to Brag! Business Edition

Jeannette Seibly has been a business advisor and executive coach for 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. She also has extensive experience helping others make the right decisions. Check out her website , or contact Jeannette for a free, confidential conversation. Remember to get your copy of her 5th and newest book, It’s Time to Brag! Business Edition.

Recently a colleague attempted to work with a vendor that just couldn’t and/or wouldn’t respond in a timely manner. He wouldn’t hear from the vendor for weeks, and then, out of the blue, they would send the information requested. When he “fired” the potential vendor, they wrote back saying, “we didn’t need the opportunity — our business is doing extremely well!”

Confident leaders inspire others to work smarter, share ideas and work in a win-win-win manner. They attract other like-minded people who want to work with them. Unfortunately, when leaders become over-confident, particularly after a big sale, completion of a project, or winning a promotion, they can become cocky. When their egos get in the way, others stop following them. Their influence is diminished and their career or business falters — sometimes for a very long time.

Be the Leader Others Want to Follow

Be Present. Wearing your Bluetooth as jewelry, watching your newsfeed on your cell, or playing games on your electronic gadgets during meetings (one-on-one or groups) is verboten! Instead, listen to others, encourage the exchange of ideas and incorporate others’ opinions to develop a better product, service, presentation or system.

Inspire. Cocky leaders often feel entitled and allow their egos to get in the way of common courtesies. They fail to inspire others. Get back to your everyday work activities as soon as possible! Failing to follow-up or follow-through on texts, emails and phone calls, or fulfill promises, will hurt your reputation now and in the future. Enjoy the great feelings of your win right now and humbly respond to others in a respectful way.

Be Respectful. Many well-respected business owners, executives, entrepreneurs and presidents of not-for-profits are more humble than egotistical. They learned long ago (and sometimes the hard way) that being a cocky leader could, and often did, come back to haunt them. The key is balancing your ego with being humble and showing respect to one and all.

Have Compassion. Many times up and coming leaders do not have compassion for others. Learn to dial up your awareness and compassion, while dialing down your ego.  Volunteer to work for not-for-profit organizations as a “worker” in addition to serving on their Boards.

Check Your Ego at the Door. No one is so special that they cannot be replaced! Remember, every business goes through cycles of up’s and down’s. Keep your teams working with you and for you – share the spotlight.

Acknowledge Others. Learn how to lead others by acknowledging their efforts and brag about them too! Also, accept their congratulations to you graciously.

Brag! Learn how to share your “wins” in a business savvy way. And, teach your team how to do the same. It’s a very important skill that can be developed. Take the time to complete the five amazing steps in, “It’s Time to Brag! Business Edition.”

By developing these skills, you will be the leader others want to follow.

©Jeannette Seibly, 2017

Believe it or not there is still time to create a powerful 2017. Contact Jeannette Seibly and she will guide you through an amazing exercise designed to complete 2016 and move forward faster to achieve your 2017 goals! The clock is ticking … contact her now.

Why is it important to learn how to brag? Sharing your successes and teaching your team to do the same in a business savvy manner can inspire others, build credibility and close the sale! Get your copy of, It’s Time to Brag! Business Edition

Jeannette Seibly has been a business advisor and executive coach for 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. She also has extensive experience working with cocky leaders! Check out her website , or contact Jeannette for a free, confidential conversation. Remember to get your copy of her 5th and newest book, It’s Time to Brag! Business Edition.

Have you ever seen or experienced this?

A salesperson says, “Please tell me about your company” and the prospect excitedly starts talking. After about 1 minute, the sales rep starts playing with his tablet (later he said it was to find the company’s website – he should have done that before the meeting). After about 3 minutes, the prospect got up and walked out the door. It took the sales rep a few minutes to realize that the prospective 6-figure sale had just walked out the door too, never to return.

This article isn’t a slam against cell phones or other electronic gadgets! I love mine! They help us work faster and smarter. However, there is a time and place for them. Rarely is the time or place during a business network or sales meeting! The above story cost the company over 6-figures in revenues and the sales person his commission. This is not a rare occurrence for sales people in today’s high tech world!

Buyers rarely forget that your cell phone was more important than them!

What Did You Really Lose?

Money Lost? While it can be difficult to calculate sales that never happen, add up the known revenues from the potential sale, and the loss of company reputation and future opportunities to get a ball-park figure.

Time Lost? Many sales people, consultants, business owners and executives are unaware that their cell phone etiquette or Bluetooth is also costing them time. Their failure to listen to the promises they make causes failure to follow-up and follow-through. These are often the primary reasons prospects fail to buy! Relying on repeated calls and emails to prospects take time and rarely result in a sale. The time and opportunities lost cannot be recovered.

Trust Lost? We have a myriad of excuses as to why the phone (or other gadgets) is an integral part of how we conduct business. A popular one is, “I may need to take a call from an important client.” This tell your prospects they aren’t that important. It is not a way to build a trusting relationship.

Listening Generates Money and Saves Time!

No one wants to work that hard to be heard!

The truth is it’s rare to be able to sell anything if you’re not listening and instead are absorbed in watching the newsfeed scroll on your gadget!

Be Present. This means putting away anything that is a distraction; your phone, paper to doodle, etc.

Listen. The fact is many humans are poor listeners. Younger people falsely believe listening is simply absorbing information and regurgitating it back out when needed, like their electronic gadgets do. Listening is actually 80% more than that! Hearing the words is important. Watching nonverbal cues and becoming aware of the unspoken concerns provide 80% of the information required for a positive and profitable difference!

I had a similar experience when meeting with a prospective vendor. She literally kept looking at her watch every few minutes. When she would catch me catching her glances, she would explain she didn’t want to be late for her next meeting! Needless to say, I did not want to work that hard to be heard!

Careful Note Taking. Many gadget users rely on the excuse, “I’m taking notes.” Ironically, only your younger millennials could honestly use that excuse. They are as proficient using electronics as a trained court stenographer is when recording testimony. The rest of us are too busy hunting and pecking to find the right letter on the keyboard on such a small gadget! We miss out on so much due to our lack of concentration! Use paper! Only write down selective information (you should have already read their company website and social media feeds). It works every time!

Listen to Learn. You cannot close a sale if there isn’t an issue or challenge the prospect wants and needs to have handled. Uncovering this information requires listening and probing to find it. If you don’t master this skill, you will always be on the hunt to find your next customer, without a lot of success.

Get Real! Relying on practiced responses and company rhetoric is a turn-off! Everyone knows you are not really listening! Practice listening everyday with family, co-workers and bosses to become a more competent listener!

Excuses Be Gone! Responding to someone’s comment about putting away your gadgets, “I’m an adult. I should be able to do what I want, when I want, if I want” rarely works! (I know it is hard to believe, but, I did not make this one up!) Remember, one of the reasons 90% of entrepreneurs fail and salespeople have to prospect a lot is due to their failure to connect with others. Consider, think about your teammates and family — they are counting on you to close sales too!

I’m not blaming gadgets for everything! They help us to work smarter! Find information faster. And, initially connect easier. However, they are costing businesses time and money! Put them away during meetings! (Hint: Your emails, texts and newsfeeds will still be available later!) Your paycheck and career opportunities will thank you!  And, so will your family!

©Jeannette Seibly, 2017

Believe it or not there is still time to create a powerful 2017. Contact Jeannette Seibly  She will guide you through an amazing exercise designed to complete 2016 and move forward faster to achieve your 2017 goals!

Why is it important to learn how to brag? Being aware of your successes helps you take actions consistent with your commitment to achieve amazing results! Get your copy of, It’s Time to Brag! Business Edition

Jeannette Seibly has been a business advisor and executive coach for 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. Remember to get your copy of her 5th and newest book, It’s Time to Brag! Business Edition.