Assessments

The best advice I can provide you for this new decade is to stop worshiping “busyness.”

Recently, I was talking with another coach. She was exclaiming about how busy she was and mentioned I was not talking about my busyness. Instead, I shared about launching my podcasts and the challenges and successes I’ve had. As she kept talking about her busyness, I could understand how she was sabotaging her ability to find new clients. She practiced busyness.

Many people believe being busy makes them sound more important or effective. Rather, it has the opposite effect. Do you know every time you say, “I’m so busy…,” people stop listening to you?

Why do you feel the need to create “busyness?” “People need a purpose in life.” (Stop Worrying About How Much You Matter, Harvard Business Review)

Today, people pride themselves on being busy, hoping to feel fulfilled and purposeful in life. But, instead, in this digital age, busyness has evolved into an excuse to not focus on the critical key actions for success.

One of the primary reasons we love to talk about how crazy busy we are, is we’re trying to feel something and not feel numb! (Crazy Busy: The Ultimate Numbing Strategy, Inc.)

For example, when we share our “busyness” with others, it’s not engaging them. We’re subtly telling them we don’t have time for them. (Think potential customers, family, friends, etc.)

For a successful 2020, you need to let go of “busyness” and create more effective habits.

9 Important Tips to Stop the Craziness of Busyness! Start now!

1. Find Work that is Important to You. Almost 70% of employees today are in jobs that don’t fit them (What Engaged Employees Do Differently, Gallup). As a result, many people feel job satisfaction is a myth. Use a qualified job fit assessment to objectively clarify why you (and your team members) are not engaged. Then, create the right job responsibilities and develop the skills needed. Job satisfaction occurs when you and your employees are engaged, inspired and productive.
2. Limit Social Media. Spending too much time on social media and comparing your life with others is a no-win exercise and time-waster. Most of these posts are only quick snapshots that don’t show how people are really feeling. Instead, get involved in something you enjoy. Volunteer for a cause. Help a neighbor or friend. Take a fun class or go get a certification. Do something that builds your inner self-worth.
3. Get Out in Nature. Many times taking a 20-minute walk can rejuvenate you! Don’t listen to podcasts or talk on your cell. Simply walk. Breathe. Stop the inner mental chatter. Enjoy the sights.
4. There are many ways to have fun while creating something new. You don’t have to be highly creative to paint a picture. Take photos. Build or rebuild a clock. Create code for a new online product. Cut out pictures and create a collage. The process rejuvenates your mind, body, and soul.
5. Learn to Truly Listen. Truly listening to others stops the distracting internal mental chatter. Nothing is more rewarding than the feeling of being truly heard! When you listen to others, they will listen to you…together you can create new opportunities in life and business!
6. Enjoy Silence. Instead of running off to the next meeting or task, set aside a few minutes to enjoy the silence. This helps re-energize and destress you!
7. Handle Uncertainty. Often, we clutter our minds and calendars so we feel worthy and in control of our lives. However, there is no certainty or guarantee in life. Instead, take charge of what you can by making a list of what you need to handle now. Cut the list down to the top 5 must-be-done tasks. Rank them in order of importance. Now, yes, now, start on #1!
8. Be Present Instead of Multi-Tasking. Believing multi-tasking is effective is a trap. The same can be said of busyness. Our brains are not designed to focus on more than one thing at a time. Doing so creates stress, miscommunication, and the need to procrastinate. Be present and focus on what you are doing and who you are talking with. Being present will add a rich and positive dimension to your life.
9. Simplify Projects and Follow Your Dreams. Many times we love to make the process too difficult (and at times, impossible), sabotaging our ability to accomplish our dreams. Instead, hire a coach. Get unstuck. Take focused-action steps. There is always a breakthrough ready to occur when you are in focused-action.

©Jeannette Seibly, 2020

Jeannette Seibly is an award-winning advocate for creating leaders and results. For the past 27 years, she has guided leaders and teams to excel. Are you ready for an unprecedented 2020? Contact Jeannette today for straight talk with dynamic results.

Imagine that you’re in a meeting with your boss to review your past year’s performance. Out of the blue, he reminds you of an incident that happened 10 months ago. You’d forgotten about it. Your boss didn’t mention it before now! How would you feel? What would be your response?

You might think, “Why didn’t you bring it up 10 months ago? Why are you bringing it up now?”

As the boss, when you conduct meaningful performance reviews, you must leave out the surprises. This all-important skill is required to build high-performance teams.

7 Tips for Conducting No-Surprise Performance Reviews

1. Do It Now. Don’t Wait. Once a year is not productive. Instead, conduct interim performance reviews every quarter. Look at, “What is working? What is not working?” Consider using a qualified 360-degree feedback assessment…these can provide additional insights from team members. When a critical issue arises, address it immediately because memories will be more accurate and intervention can make a positive difference in the moment.

2. Be Specific. Being prepared with specific facts and examples makes a positive impact. It encourages team members to listen to your feedback. Offer specific opportunities to support their development and growth as business professionals (e.g., coaching, training, work assignments, etc.).

3. Individualize Feedback Using a Structured Approach. Avoid using rating systems, which rank or rate each team member against one another. This approach does not promote a high-performance team. Instead, use a structured questionnaire for each team member’s self-review. Then, review their feedback with your notes and insights. Now you can have a meaningful conversation.

4. Focus on Growth and Development. Saying, “You’re doing great. I’ve nothing to add” or providing a list of criticisms is not helpful or meaningful. Remember the primary purpose of performance reviews is to provide objective growth and development feedback for each team member. Take the time to ensure they leave the performance review with one or two areas for improvement.

5. Use First-Hand Knowledge. Failing to investigate issues doesn’t let you off the hook. Neither does saying, “I heard about this issue.” Investigate and verify before adding your observations. Then, ask for their perspective. Otherwise, you will create distrust between you and the rest of the team.

6. Be Proactive. If there is problem brewing, share a story that exemplifies the potential issue and outcome. End by saying, “I’m committed that a similar situation doesn’t happen to you. This may be nothing…but, let’s be proactive. What do we need to do to get you on the right track?” Now, listen, make a plan, and follow-up to ensure progress is being made.

7. Take the Time Required. Rubber stamping self-reviews may seem faster, however, it doesn’t make you a good boss or build a high-performance team. Again, it’s up to you to take the time to conduct performance reviews that are meaningful and engage your team.

©Jeannette Seibly, 2019

Jeannette Seibly is an award-winning champion for people and results. For the past 27 years, she has guided bosses and teams to excel. Want to improve your managing and coaching skills? Contact Jeannette today for straight talk with dynamic results.

 

New Podcast! How Failure Can Shape Positive Success

Interview with Lisa Reinicke … how to learn from failure when experiencing challenges and setbacks…and create success.

http://ow.ly/qyfo30pZ2io

https://youtu.be/JZzECTTXPD8 (YouTube)

When a toxic boss finds fault with everyone, including themselves, they create a toxic workplace. Their poison is to create fear about what they will do or say next. They further alienate their teams when the team feels they must walk on eggshells.

All bosses have strengths and weaknesses. But, if your team is not producing intended results, you are not building a strong team. It’s time for you to get real about whether you are a toxic boss by reviewing the following antidotes.

8 Antidotes for Toxic Bosses

1. Success is an Inside Job and It Starts with You. Gain objective insights on why you are a toxic boss. Start with a scientifically strong validated assessment to review your thinking style, core behaviors, and occupational interests. These will answer why you are having trouble being a boss, and how to effectively overcome these challenges.
2. Build Your Self Esteem. Too often when bosses misbehave or create mischief, it’s because they lack confidence and don’t feel good about themselves. Hire an executive coach to talk you through murky challenges and confidential concerns. Also, engage an internal industry/company mentor to guide you through company politics and industry expectations. It’s important you make the time and financial commitments to work with these experts as remedies to overcome your toxic boss style.
3. Review Your Brags Daily. Use Brag! exercises daily to remind you that you have what it takes to succeed. This helps keep you on the right pathway to become a better boss when frustrations seem overwhelming.
4. Build on Team Strengths. As the boss, your primary responsibility is empowering others for success! Assigning projects or work based on who you like best at that moment creates distrust and fear. Take the time to build on the strengths of all of your team members, regardless of your feelings about them. Remember, feelings change, but, often, your team’s memories won’t forget.
5. Rely on Your Team for Solutions. Having the title of “boss” doesn’t mean you know everything, or should know everything. Don’t micromanage or base decisions on tiny bits of information without delving deeper with your team. Remember, as a boss, it’s your job to guide your team to develop solutions by asking the right questions to elicit their best ideas.
6. Value Feedback. Feedback is gold. Ignoring it will cost you your title and paycheck! Listen and learn!
7. Share Selectively. You’re not in the right job if you’re venting to anyone and everyone about what is wrong with your team members, projects, clients, and company. Instead focus on finding solutions, which will reduce your frustrations. When you need to vent, share with one or two confidants…and, of course, your executive coach.
8. Take Your Responsibilities Seriously. Great bosses hold themselves to a higher standard. While it may have been a fun exercise as an employee to gossip about others, now you are the boss. What you say and do will create a positive or toxic workplace. Focus your attention on ensuring others have the resources and support they need so everyone can excel. Remember, you are responsible for your team, client, vendor, and company successes.

©Jeannette Seibly, 2019

Jeannette Seibly is an award-winning champion for people and results. For the past 27 years, she has guided bosses and teams to excel. Want to get rid of your toxic boss behaviors and become a great boss?  Contact Jeannette today for straight talk with dynamic results.

Podcast! On the Air with Jeannette Seibly, It’s Your Time for Success!

This week: The Importance of Acknowledging and Handling Grief

Interview with Leslie Charles talking about how to handle grief and why it’s important to do so.

http://ow.ly/4wlb30pWKkh (Anchor.FM)

https://youtu.be/oCvfp_UqpPo  (YouTube)

Employee engagement is a great way to attract and keep great employees. It’s every hiring boss’s #1 concern today…or, should be.

If you don’t believe employee engagement is important, stop for a moment. Use the Cost of Hiring Calculator to get a conservative dollar value of what turnover is costing your company! Remember, you are already experiencing how hard it is to replace good employees! In the meantime, you’re losing profits, customers, and top talent while you are looking for the ideal candidate or attempting to manage someone that doesn’t fit the job.

6 Tips to Engage Employees and Create a Happier and Healthier Workplace

1. Begin Onboarding Immediately. Starting employee engagement on the day candidates apply for the job produces happier and healthier employees and reduces surprises later.

 Questions to ask yourself:

• -Am I responding quickly and in an effective manner?
• -Am I prepared for each conversation?
• -What were the promises made (e.g., when to expect the job offer, key points and salary discussed during the interview)?

Remember, candidates today have short attention spans, but, long memories of how they were treated.

2. Engage in Conversations. Instead of checking the box for each interview question, engage the candidates in all conversations.

 Questions to include:

• -What are they really looking for in this job?
• -What is their purpose in life? In work?
• -What are their goals in the next 3 to 5 years? (Don’t shy away from this question for older talent.)
• -What specific skills do they need to learn or improve on?
• -How can we provide a work/life/balance with our company?

Write down their responses and review them before each conversation. Remember, Millennials and Gen-Zers want to make a contribution that fulfills their purpose…not just pushing keys on the keyboard. Also, Baby Boomers and GenXers want to contribute…however, they will have different expectations of what the company needs to provide.

3. Use Qualified Assessments. While there are over 3,000 assessments on the market today, most are only for fun. They do not meet the Department of Labor’s Guidelines for pre-employment use. When you use scientifically validated tools with strong validation and reliability studies, you are telling candidates and employees that you value them and want to make sure they fit their job responsibilities. The right tools help you as a boss to hire, manage, coach, and train your employees effectively, while engaging them!

4. Stay in Communication. One manager said it took 9 months before he met his boss. During that time he felt he was doing a great job…until his manager told him he wasn’t, during their first meeting! It was a disempowering conversation that could have been avoided! The manager left 3 months later. Lesson? Bosses need to be available on Day #1. Schedule daily meetings for the first week, and less often as time progresses and they are on the right track!

5. Create 180-Day Success Plans. What will the successful candidates achieve? Be realistic. Include in the Plan how to build relationships, understand systems and policies, and be a contributing member of the team. Don’t forget to provide resources (e.g., training workshops, videos, or podcasts) and a mentor. During this time, provide positive daily reinforcement. This is very important and often overlooked. Remember, it’s a stressful time to learn a new job, meet new co-workers, and understand company expectations (both, written and unwritten).

6. Offer Brags! Studies have shown that bosses who provide daily acknowledgments to their employees don’t need formal recognition plans…and their employees stay much longer! Be sure these kudos are specific to each employee’s contribution to make them more meaningful.

©Jeannette Seibly, 2019

Jeannette Seibly is an award-winning champion for people and results. For the past 27 years, she has guided bosses and teams to excel. Want to improve your employee engagement practices?  Contact Jeannette today for straight talk with dynamic results.

 

New Podcast! How to Energize and Have Productive Meetings

We’ve all grown to hate meetings and feel they are a big huge waste of time. How can we turn this around and achieve the intended results?

My guest this week is Dr. Ronald Beach, author of The Virtual Divide.

http://ow.ly/kNRf30pUYfD (Anchor.FM/Jeannette-Seibly)

https://youtu.be/ux_UdwN0dPw (YouTube)

Many executives and bosses want their teams to improve.

Yet, many of us sound like a critical parent when we talk about and to our teams.

You cannot build a strong team that produces amazing results by focusing on weaknesses!

When you speak positively about your teams, you encourage better results.

When you encourage your teams to stand up and brag, they will exceed your expectations.

If You Want to Improve Your Team’s Results, Change Your Approach

Speak positively about others.  Set aside your biases to help your team members excel and improve! Focus on one or two specific things a person did well and let them know (too many will sound insincere). For example, I had a difficult employee who was prickly to work with. Yet, she could find a penny when reconciling invoices and billings. When I acknowledged her and others, she became easier to work with. I did need to remind her from time-to-time, that while accuracy was important, she needed to be careful to not overdo it.

Use a laser-approach for how-to-do-it coaching. Take time to outline your expectations and specific requirements when assigning projects to the right person. But, don’t micromanage them.  For example, I had a team member who wanted to excel but feared her co-workers would make fun of her for wanting to become a manager. I gave her a project and outlined the basics. She excelled at putting together the project and addressing the details. After I complimented her on a great job, together we addressed specific details for her to address further. She overcame her fears of what others thought and today she is working in a management position.

Acknowledge and support frustrations and upsets, instead of criticizing your team. Breakdowns are inevitable, but, team members don’t need rescuing or fixing. (Stay away from engaging in no-win emotional drama, finger-pointing, and gossip.) Treat them as successful adults.  Listen to their initial concerns and frustrations and focus on the facts, not the emotions. Ask…what is factually working? Then, what is factually not working? Acknowledge the person’s efforts before asking how they would resolve the issue. Then, fine-tune.

Did you know job fit is the #1 reason people naturally excel?  But, only if you get out of the way! According to Harvard Business Review, job fit is the #1 reason teams and individuals excel. Using the right scientifically validated tools for selection and promotion ensures fit with job responsibilities. This encourages people to improve team and communication efforts. Use the coaching report (from the assessment) to become “laser-like” and get out of the way for your team’s success.

Offer spot-on training. Everyone started their jobs not knowing how to do them. Instead of labeling team members as smart or not-so-smart, offer on-the-spot training. Remember, team members need and want to improve. But, your team members do not all learn in the same way. Some are auditory learners…provide podcasts. Some are more visual learners…provide videos. Some enjoy human interactions or hands-on experiences…provide workshops and training programs. However, the best way to develop soft skills is to mix it up when conducting face-to-face training, live webinars, and coaching.

©Jeannette Seibly, 2019

Jeannette Seibly is an award-winning champion for people and results. For the past 27 years, she has guided bosses and teams to excel. Want to improve how you engage your teams for results?  Contact Jeannette today for straight talk with dynamic results.

 

NEW! Podcast: This Week: Why is it Important to Promote Yourself?  On the Air with Jeannette Seibly … It’s Your Time for Success!

Have you ever noticed words coming out of your mouth that you vowed you would never say? To make matters worse, your tone sounds harsh or critical. Believe it or not, we often sound like our parents did when we were growing up. Imagine sounding like a critical parent when you’re speaking to your boss or teammates. Yikes!

Why Is Communication So Important?

When you fail to produce intended results and develop good working relationships, it is due to a poor communication style. Lack of respect, tone of voice, words used, and promises not kept (to name a few) hurt your effectiveness.

Instead of blaming others, take time to learn how to become an effective communicator.

8 Traits to Become a Savvy Communicator

1. Change Beliefs. You must set aside your judgments and beliefs about how people should think, act, talk, dress … ad nauseam. Remember, simply using the right words or jargon will not prevent others from “hearing” what you believe or think about them (over 80 percent of communication is non-verbal!).
2. Learn to Influence.  Instead of telling others what to do and stating how things “should” be done, ask for their input. Engage all team members by sharing the bigger picture. Now, allow them to handle the details on a project without micromanaging.
3. Listen to Learn! Develop a positive attitude and authentic belief that others have great solutions! (Really, they do!) Listen and learn from them and incorporate their ideas. Give each person bragging credits.
4. Treat People Right. Treat people with respect by listening and valuing them. Hang around effective communicators to learn how they do it. Take away insights that will encourage you to become an effective communicator. (Hint: Understand you will never communicate just like them!)
5. Understand Your Style. Use qualified assessment tools to understand “why” you talk and work well with some people and not others. Armed with accurate insights into your thinking and behavior styles, work with a coach to improve your communication effectiveness with anyone, anywhere at any time.
6. Pay Attention to Tone and Word Choices. The words and tone of voice you use tell a much deeper story than you may realize. Work with an experienced executive coach or licensed therapist to role-play any past and upcoming complex situations. These sessions can guide you on how and what to improve. As you become a more confident communicator, your style will naturally improve.
7. Journal for Clarity. This is a great way to see, in black and white, your thoughts about people and/or situations. It gives you a chance to work through complex issues faster. Then, shred. NEVER send a letter spewing your upsets, no matter how justified you believe you are.
8. Develop Confidence. Often, your innermost and deepest fear is that you are a fraud and everyone is going to find out. To awaken your “inner communicator talent,” get the book It’s Time to Brag! Business Edition, and complete the five steps to effectively communicate with confidence. Remember, there are no shortcuts!

Become an effective communicator by developing these 8 traits and enjoy the results!

©Jeannette Seibly, 2017-2019

Jeannette Seibly has been an award-winning champion for people and results for the past 26 years. She has guided bosses and teams to excel in using powerful communication tools.  Contact Jeannette today for straight talk with dynamic results.

Run more effective meetings by managing this #1 challenge:  http://ow.ly/Maox30oTBr6

As a boss, managing top performers can be the biggest challenge you will face. While some top performers can be easy to work with, many can be difficult and will push anyone in their way to the edge.

Most of these top performers know they know their stuff. Since they believe others are less knowledgeable and less capable than they are, it taxes them to listen. Even listening to their boss can be a challenge, particularly when they don’t respect him or her!

If you are the boss of difficult top performers, learning how to manage these VIPs is important. It requires you keeping them engaged and growing.

If these difficult top performers are causing you sleepless nights, it’s time for you to improve your management skills. Not, get rid of them. (Remember, we love their results!) If you’re not willing to go the extra mile, consider a different job.

6 Ways to Improve Your Management Skills

1. Address “issues” positively with straight talk. Top performers want to feel heard and valued! Unfortunately, they also create conflicts. Don’t avoid conflicts, bulldoze over them, or tell others “it’s the way it is.” This only creates animosity and more conflict! Instead, set a positive example by talking straight and listening to learn from them. Be open to new ideas since top performers have plenty of them!
2. Engage these results-producing performers with challenges and new opportunities. Stay away from giving them busywork, which they are quick to spot and resent. A real challenge can look like this: transition a top sales producer to selling in a different market or selling a new product line. First, before transitioning them into a new role, assess the person for job fit with the new challenges and responsibilities. This is critical! A top performer’s skills may not transfer well from the old job to the new one (e.g., success in inside sales does not equate to success in outside sales). Remember, if you move them and they fail, they will leave, taking ideas, results, and other top performers with them.
3. Expect good people skills. Too often, we overlook top performers’ interpersonal skills since they are top producers. The problem is they often create chaos and are typically lone-rangers. When there are relationship spats (and there will be), don’t step over or attempt to personally resolve them. Instead, expect them to reach a collaborative resolution within a set period of time.
4. Adhere to systems and policies. Too often, difficult top performers believe they are exempt from following systems and adhering to policies. If you managing this, there will be a negative impact on others. Hold them accountable and responsible.
5. Focus on developing tangible skills. Don’t manage their personalities. This bears repeating…do not manage their personalities! A qualified 360-degree feedback assessment is an invaluable guide on where to focus. Review the objective data to uncover leadership, communication, and project management skills that need improvement. Only address one or two areas at a time.
6. Remember, money is not a motivator. While your difficult top performers may demand more and more money, higher salaries will not keep them or make them easier to work with. Find other ways of compensating them based upon results (e.g., perks, vacations, gift certificates, industry recognition, etc.).

©Jeannette Seibly, 2010-2019

Managing difficult top performers can be one of the most difficult challenges bosses face.  As an executive coach, Jeannette Seibly has been championing people and results for the past 26 years. Contact Jeannette today for straight talk with dynamic results.

 Run more effective meetings by managing this #1 challenge:  http://ow.ly/Maox30oTBr6