The holidays can create a lot of stress with so many things needing to be done.

Have you considered … you don’t need to do them all?

First clarify, then, prioritize…Make a list (yes, check it twice). Now, highlight only the top two items. Stop committing to those things that aren’t going to support your priorities right now. Cross off those you are not going to do. When you have completed the top two, then, you can move on to your next two priorities, if they are still important.

Second, release. Instead of making excuses for what you don’t get done, or don’t want to do, let go of the should’s, could’s, would’s. They only sap your energy and you end up doing nothing.  Be careful of rationalizing excuses like, “It’s must not be that important if I don’t get it done.” There is always time to get done what you’re really committed to doing.

Now, take focused action. Interestingly, you are no longer overwhelmed. When you wake up each day, you are ready to get done what you need to do by focusing on top priorities. This quick three-step process will provide you with the energy you need to enjoy your holidays (and your work days).

Remember, your mental monologue is not your friend! Stop listening to it. Stick with the clarity of your top priorities and do them. Now, joy and ease can naturally occur.

Enjoy your holidays!

©Jeannette L. Seibly, 2015

Jeannette Seibly has been a business advisor and facilitator for over 23 years; she guides the creation of new solutions for business challenges and is the author of over 300 articles and 4 published books designed to help business leaders lead from excellence.  Check out her website: http://SeibCo.com or contact Jeannette at http://SeibCo.com/contact.

 

 

Working smart today does not require climbing up the rungs on the traditional career ladder — working hard, long hours and patiently biding your time until an opportunity occurs. Instead it requires career readiness, job fit and focused action to achieve sky-high success, while developing the career muscles required physically, spiritually, mentally and emotionally to support your ascent. Attempting to ascend before you’re ready can cause a descent that hinders your future.

9 career fitness work-outs to move upward

Develop the muscles for:

• Excellence. Accepting mediocrity is a cop-out. We’ve all heard about the 10,000 hours required to become a master. It’s simple. Take the time to learn your job and delve into the details to build mental readiness. You will become recognized as an expert in your profession – now the career fun begins.
• Building job depth and breadth by learning the different facets of your job. This will build natural credibility, new opportunities, fun and financial rewards.
• Eliciting the best from others … whether it is your boss, client, co-worker or vendor!
• Designing, planning and executing programs and plans. This is where many professionals fail. This requires managing a dual focus: developing the individuals on your team while superbly handling technical and others issues (e.g., budget, time, legal, systems, etc.) that arise.
• Handling success and failure! Everyone naturally wants to be successful. However, the secret to building inner strength as a leader is to deal with failure and turn it around. This develops emotional and spiritual readiness. The process helps you handle, and not shy away from, the tougher issues, the mark of a durable leader.
• Strong verbal and non-verbal communication skills. These are required to express yourself, while helping and supporting others to do the same.
• Listening to learn your occupation, company and industry.
• Bridging the gaps by taking time to listen to others’ ideas and construct win-win pathways to turn ideas into solutions.
• Helping others succeed. This helps you build your own success. Remember, givers get. Having a sole focus on yourself will hinder your upward progression towards sky-high success.

Last, but not least, remember, every up-and-coming person has a coach. Hire one today. This will provide you the ability to ascend upward at a pace that works best for you.

©Jeannette Seibly, 2015

To ensure you’re on the career path that fits you and prepares you for future opportunities, contact SeibCo.com/contact

Jeannette Seibly is an award-winning and internationally recognized business advisor. For the past 23 years, she has helped thousands of people work smarter, enjoy financial freedom, and realize their dreams now.  She has an uncanny ability to help her clients identify roadblocks, and help them focus to quickly produce unprecedented results.  Each client brings their own unique challenges, and her gift is helping each one create their success in their own unique way. Along the way, with her commitment, she helped create three millionaires.

There’s one very important career secret most people won’t tell you. You need to learn more about working well with others than learning your next technical job skill to fast-track up the corporate ladder.

One of the hardest lessons to learn in your career is how to work well with a boss who does not possess good managerial skills. And, yes, it’s up to you, as the fast-tracker, to learn how to communicate with them, not the other way around!

Communication success starts on the inside

Many employees and managers don’t take the time to learn new people skills. Many simply use the ostrich approach, stick their head in the sand when working with a boss (or co-worker) they don’t like or respect, and hope it will get better. This rarely works.

Some may attempt to emulate others’ communication styles whom they believe are successful. They usually fail.  Why? Copying another person’s communication style instead of developing their own won’t work for them. For example, a highly assertive person who learns diplomacy can make a positive difference when dealing with a know-it-all boss.  However, someone who avoids conflict with the same know-it-all boss needs to learn how to assert him- or herself by taking a stand on an issue and be heard.

Developing a communication style that leverages your strengths and fills in the gaps to elicit the best from others is required to move up the corporate ladder. Then, you can turn a perceived “bad” boss into an advocate to support your upward aspirations.

Labelling others does not make a difference

Recently I was talking with a fast-track employee. She loved her job, but, was bored. She blamed her last two managers and labelled them as “bad bosses” with poor communication styles. She felt this perception justified her lack of advancement.  And added, “Everyone else thinks they are bad too.”

So what was missing?

As a result of our conversation, she was shocked to learn she needed to take the initiative to come up with new ideas and systems that would support the company. By working with and through her boss (and co-workers), she could make them happen and enjoy her job again.

Take responsibility for your perceptions of others

One of my clients had very similar circumstances; however, he ended up with a very different result. Instead of complaining and doing nothing, he hired me as his coach! After taking a qualified assessment to understand how his communication style compared with others, he discovered his default style was to avoid conflict. His first assignment was to get on the same page with his “bad boss.” This required having a face-to-face conversation with his boss, someone he despised! He made the comment, “If I had known you were going to have me talk to my boss one-on-one, I never would have hired you!”

My response?  “Good thing you hired me. Remember, you are responsible for your perceptions of others – perceptions create your reality of who they are. Your ability to work with and through this person will help you (and your employees) get better results.  You can now have the upward mobility you’ve been craving!”

So what happened?

After doing some role-playing, he setup the conversation and amazed himself at the outcome. The added bonus was, he received positive recognition and was slated for a huge promotion by the CEO!

The truth is you will always work with and for others that you don’t like and won’t do it your way. Labelling them “bad bosses” only hinders your advancement for the next job, promotion or pay increase.

Taking responsibility to discover and improve on your communication skills will help you learn how to work with anyone, anywhere, any time. And the added bonus, these skills will make your job more fun, satisfying and rewarding.  http://ow.ly/UIeF4

PS: Are you a bad boss? Take this quiz and find out! http://ow.ly/UIjcu

©Jeannette Seibly, 2015

Jeannette Seibly has been a business advisor and facilitator for over 23 years; she guides the creation of new solutions for business challenges and is the author of over 300 articles and 4 published books designed to help business leaders lead successfully.  Check out her website: http://SeibCo.com or contact Jeannette at http://SeibCo.com/contact

Being positive has created many ideas. Being a cynic has saved companies millions of dollars. It’s important to realistically balance both ends of the scale before it decimates a business, an idea or partnership.

What do you think?

One businessman wanted a divorce. Why? His wife asked good business questions about a new venture he wanted to try. But, she wouldn’t agree because he was unable to answer the financial questions in a way that worked for her. He accused her of being negative and unsupportive.

What are your thoughts? Was she negative and unsupportive? Or, realistically looking for the right answers?

Being positive and skeptical have value. Being a Pollyanna (believing everything is great, even when it isn’t) and not realistically addressing the details can cause major problems and insurmountable challenges. It’s important to understand success requires balanced positivity.

Both positivity and skepticism provide value:

Many business leaders face the same challenges with their management/executive teams and Board of Directors.

These enthusiastic leaders (Pollyanna’s) are:

• -Thinking something will work out simply because they said so — not a viable business strategy.
• -Believing a client, business partner or investor should readily want to provide time and/or money without a viable plan, sound financial projections and the right people — not good business acumen.
• -Visualizing only a great outcome, forgetting the success or failure is in the details – not good business management.

These skeptics are:

• -Saving companies millions of dollars.
• -Asking financial, sales, operational, and people related questions about their projects or programs.
• -Focused on the how, what, when, where and why of releasing new technology, launching new vehicles, issuing new procedures or publishing new works of art.

While cynics or skeptics are not always right, there are lessons to be learned from them. And, if you’re unable or unwilling to address these questions realistically, you better proceed with extreme caution.

Balanced enthusiasm will position your company for growth:

It takes a strong leader to address the following criteria and develop a well-rounded team of committed people to work together to fulfill them.

• -Positive vision that has team alignment.
• -Declaration of the intended result, in writing (aka goal).
• -Written focused action plan, and is managed for intended results.
• -Ensure others’ concerns are addressed and appropriate actions taken.
• -Value other’s contributions.
• -Stay unattached to how the process should look.

Addressing these will make a significant difference when balancing the skeptic’s and Pollyanna’s contributions to achieve the intended outcome, saving you time, energy, and innumerable dollars.

Jeannette Seibly has been a business advisor and facilitator for over 23 years; she guides the creation of new solutions for business challenges and is the author of over 300 articles and 4 published books designed to help business leaders lead successfully. Check out her website: http://SeibCo.com or contact Jeannette at http://SeibCo.com/contact.

©Jeannette Seibly, 2015

It’s the trademark of many successful business leaders.

Here’s why we don’t ask:

• – We rationalize we don’t have time to ask for help.
• – We are afraid to ask for clarification of a project due to our pride.
• – We naively believe we know what our boss, company and clients need without asking them for their input.

As a result, we lose countless hours of productivity and fail to achieve intended results. These lost opportunities cost companies millions and may sabotage your career!

A true story! Someone was late for a meeting due to lack of planning on where the restaurant was located. They couldn’t find the restaurant and simply gave up. They didn’t ask for help or use technology (411 (directory assistant), GPS, or MapQuest), and, the restaurant was only 2 miles away!

Question: Would you want to work with someone who won’t ask for help? 

Answer: Probably not. And, we’ll never know the opportunities they lost out on!

Get in action. Stop rationalizing why you are afraid to ask others for their input. Asking questions of others takes less time and energy than rationalizing! When seeking advice, we become more competent and confident. The process helps us resolve issues, move forward to complete stopped projects, or achieve our intended outcome faster. Asking for help allows us to follow through and sets us apart from our competition.

Work smarter, not harder, means asking for clarification up front. Ask relevant questions, truly listen and stay on point in the conversation. It can take less than two minutes to ask a question, and that simple act can save mega time, money and frustration so you don’t do unnecessary work. Although the response may take 20 minutes, pay now or pay later. (Think, 20 minutes now vs. 20+ hours later attempting to resolve the issue and save the relationship.)

Plan ahead for 100% success. Ask your advisor, vendor, co-worker or boss about potential breakdowns and pitfalls. They are a reality. Known challenges will not stop you when you plan for them. It’s the unknown that limits our ability for a successful outcome.

Don’t be afraid to stretch the limits. Use technology, ask people, meet with advisors and review systems for new opportunities that allow you to push the envelope. But, don’t have them cost you price, service or functionality. New ideas are great, but, may not be beneficial if implemented without the proper due diligence and asking enough questions of the right people.

©Jeannette L. Seibly, 2010-2015

 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. Her unique combination of strategic and tactical people and business experiences includes being execution-oriented, customer-focused and business results-focused. She has guided the creation of three millionaires and countless million-dollar results for companies and not-for-profits. She is an innovator who loves producing amazing results with and through others, on time and within budget, as a team.

• Are your employees scared or apathetic about sharing ideas?
• Do they simply tell you what you want to hear?
• Are your ideas the only good ones?
• Do you cling to your decisions, even when they are clearly wrong?
• Do you allow your frustrations with others to get in the way of being effective?

Stubbornness is simply being attached to your point of view and unwilling to entertain other alternatives. Good leadership is about being clear, moving forward, and at times being flexible. Yet, too much flexibility makes you a poor leader, especially when it takes you off track from fulfilling your goals.

No one likes to be wrong. Your team will get frustrated, and at times angry, when you are being stubborn and insist your way is the only right one. Your fears, insecurities and other control issues will limit your ability to create a profitable company with great people.

Three keys to being less stubborn – and becoming a more effective leader

Openness. Allowing others the opportunity to share ideas and recommendations without fear of being told they are wrong is important. No one person has all the answers. No one person knows all the right questions to ask. No one person is right all the time. Working together collaboratively will open up strategic opportunities and resourceful ways to be successful.

A vice president was a terrible boss and always seemed to know what was best. In his arrogance, he would go through the motions of soliciting others’ ideas. Then, he would disregard any idea that didn’t support what he had already decided to do. Because he was afraid of losing his job, he was very controlling and refused to listen to others’ input. He was fired a few months later.

Confidence. Some falsely believe that being confident and stubborn are the same. This couldn’t be further from the truth. Confidence is not insisting that your way is the only way. Confidence is being open to hearing new ideas, while working with and through others to determine workability and ROI. Remember, there are 100’s of different ways to wash dishes, manage a profitable company and achieve great results. Have the confidence in yourself and listen to your team.

One business owner wasn’t open to others’ ideas. She insisted that her way was the right one due to her fear of failure. She would fire anyone that disagreed or failed to do it her way. The problem was she had very high turnover and was continually looking for the “right” employees. She never found them and had to close down her business.

Clarity. It’s important to stay focused on your plan and the actions that will support fulfilling it. This is where perseverance (often confused with stubbornness) pays off. When we are not clear, too often our employees will create mischief. The problem occurs when we fail to address their unwillingness or inability to take focused action. It’s important for both leaders and their employees to learn how to trust themselves and each other. Don’t be afraid to get the coaching and training required.

Years ago I had a boss who wasn’t open to anything new. His ideas often were reactive. Proactive ideas were normally considered time consuming and an unnecessary expense. When I approached him with a plan to help employees feel comfortable about their pension benefits, due to the pension plan being terminated, he thought it was a stupid and time-consuming idea. He was right about it being time-consuming. However, a well-designed communication process is rarely stupid. In this case, it helped employees feel less fearful about their future pensions. Interestingly, years later, he showed me a system he thought was brilliant. I smiled and reminded him that it had been my idea, and the work I had done!

Your stubbornness can be transformed into an effective leadership trait. Trust yourself and learn how to work with and through others for amazing results! Contact a coach today!

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. Her unique combination of strategic and tactical people and business experiences includes being execution-oriented, customer-focused and business results-focused. She has guided the creation of three millionaires and countless million-dollar results for companies and not-for-profits. She is an innovator who loves producing amazing results with and through others, on time and within budget, as a team.

©Jeannette Seibly, 2015