Assessments

No one is born a leader—leadership skills are built over time as a result of experience, practice, commitment and then mastery. When we attain a leadership position within our company, it’s important that we have already learned how to work with and through others to get the job done on time and within budget. Now it’s time to take those basic skills and hone them. At every level of leadership comes a new level of responsibility and opportunity. Are you ready to build on those skills to successfully support yourself and the people you lead?

7 Keys to Being a Leader Who Leads

Engage Others. Forcing others due to your job title, manipulating outcomes or attempting to out-talk your team will not support your efforts to manage effectively. Once your team and others within the company are upset with you, it becomes harder to get them to perform at their best, listen to your ideas and work with you. Acknowledge their great ideas and efforts, and work with them by rolling up your sleeves to produce intended outcomes in a win-win-win manner.

Integrity Is Key. Good people don’t like to work for someone who cuts corners and overlooks important details. Making decisions based upon how you feel rarely works out well either. Learn how to brainstorm for solutions, work through legal and financial considerations, and set up true strategies. Remember, the best solutions may not follow the easiest and fastest pathways. When a mistake is made, own it, apologize and clean it up! It sets a great example for others.

Listen for New Possibilities in ALL Ideas. Being a leader who actually leads means you have really great listening skills. You’ve put down your electronic gadgets and are hearing the spoken words and unspoken messages that are being conveyed. You are able to ask the right questions to elicit the best from others and build on their ideas—no matter how off-the-wall they may initially seem. You become a leader whom others enjoy working with to create solutions.

Respect Others. Your job isn’t to be a critical parent, particularly when some of the people you may be managing are older than you and have lots of great work experience and ideas. Learn to pick everybody’s brains and rely on them to get the job done without micromanaging. Stay aware of the results your employees produce. Acknowledge any progress made, no matter how small. Respect will build an effective team.

Keep Your Skills Sharp. Take management courses to clean out any cobwebs that impede your ability to work effectively with others—it will keep you sharp. Remember, the higher up in the corporate world you climb, the more your people skills will matter (even more than your technical knowledge). Those same skills make being a leader a lot easier too.

Take Care of Yourself. While it’s critical that you take care of your employees and ensure they have the resources they need to get their jobs done, it’s equally important that you take care of yourself. Schedule time to spend with your family and friends having fun! Get involved in activities outside of work that you enjoy (e.g., golf, reading, travel, volunteering, etc.). A happy leader is more likely to have happy and productive employees.

Great Leaders Have Coaches. Don’t be afraid to hire an executive coach to help you navigate the challenges you will inevitably face. The right one will help you make better and timely decisions. Plus, having a coach will help you understand how to be a leader others want to follow!

Being a leader who actually leads comes with a new level of responsibility to others. Review the seven keys. Now ask yourself … are you ready?

©Jeannette Seibly, 2017

Are you experiencing challenges that are causing sleepless nights? Is your team avoiding eye contact with you? Are you avoiding anyone on your team? Now is the time to talk while there is time to turn this around quickly. Contact Jeannette for a free confidential conversation at http://SeibCo.com/contact/.

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, http://SeibCo.com, or contact Jeannette for a free, confidential conversation at http://SeibCo.com/contact.

Ask yourself: The last time you made a mistake, did you try to bury it or openly learn from it?

No one likes to fail, yet managing failure is the key to success. It’s how we learn to blast through our fear of making mistakes. Bosses, leaders and executives today must inspire their employees to want to learn, take risks and be willing to make mistakes. By providing them with opportunities to build determination, curiosity and resilience—the attributes required for success—employees will learn how to work through failure and become strong team members.

When Failure Occurs, Learn from It

The Human Factor in Projects. Too often, we fall into the trap of bashing the concept or idea behind a project when it fails. In reality, people’s attitudes, abilities and willingness to learn will often make or break a project! Coach your team members (or hire a seasoned coach) to work effectively through conflicts, egos and misperceptions. Provide ongoing interpersonal skill development to ensure your employees are present, listening and building alignment in all conversations.

Conduct Effective Meetings. Meetings can be very boring! Because of this, frequently meetings are the source of mistakes and misperceptions. Train yourself and all of your employees to conduct effective meetings and encourage everyone to participate to reduce the probability of overlooking good ideas or buying into false information.

Understand Why. Qualified assessments give you the ability to manage and coach with a high degree of clarity. These superior tools provide insights into how the person (and team) communicates, works with others, sells, manages projects, etc. While nothing is 100 percent accurate, qualified assessments help bosses manage in an effective manner (and look good doing so!). They clarify why employees (and the team) do what they do. Their accuracy can turn good employees into great ones and help employees turn failures into successes.

What Worked? Instead of looking at results in a black-and-white fashion of success versus failure, objectively review what happened. What worked and what didn’t work? There will always be positive learning moments in any project if you take the time to review. Have your employees do this as a team to learn from one another. This builds awareness, clarifies misperceptions and solidifies a group of individuals into a successful team.

Teach Ethics. Integrity builds our brand and reputation … personally, professionally and as a company. It may seem easier to cut corners and develop great excuses when mistakes are made, because we usually don’t believe anyone will ever know the truth! Instead, train by example: it’s better to admit a mistake and rectify it than constantly create lies to cover up failures. Remember, the truth will eventually be told!

©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 Select^TM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.

“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 Select^TM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.

An 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 Select^TM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.

My 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 Select^TM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.

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.

Workplace accidents, theft, drug use and other issues that impact the safety and well-being of all employees need to be vigilantly addressed before they become a problem.

Because of the difficulty of finding qualified talent, companies have become lax in ensuring they have the right people in the right jobs. As a result, health and safety issues that could be prevented by good selection practices, safety training and ongoing communication are often overlooked.

 

A general manager of a medium-sized production company does not reinforce the hiring policies set by the owners, including drug testing. Since they were not used when he was hired and his mandate is to control costs, he doesn’t use these hiring policies either. As a result, one drug user has become two, and drug use and distribution are rapidly growing among employees. To make the situation worse, the GM has pushed the responsibility for documentation onto the employees and then diminishes the importance of their evidence. These ill-advised and dangerous management practices have created high turnover, poor product quality and suffering ROI.

While this may seem like an extreme case of negligence, being an ostrich and sticking one’s head in the sand will not transform poor practices. It’s everyone’s number one responsibility to ensure the safety and well-being of all employees at all times.

Prevention Practices

Proper Due Diligence. This is where employers can make the biggest difference. It’s better to keep a job open than to hire anyone with a history of theft, drug use and distribution, and other employment-related issues that can turn into safety concerns (don’t forget, white-collar crime is on the rise). Remember, good employees will research the company online, including social media postings. They are not interested in working for a company that doesn’t value its employees.

Use a qualified core value assessment that looks beyond background checks (which rely solely on public records) and into a person’s ability to arrive to work on time, respect others and speak up when there are violations of standard operating procedures. The right tool is inexpensive and will positively impact company profitability and well-being.

Job Fit Is Key. When employees are not happy in their jobs, they do the minimum work necessary to keep their jobs, and productivity suffers. In turn, they will usually find another outlet to make their work more interesting, which may not support the values, policies and safety practices of the company.

Qualified job fit assessments, when used properly, ensure people are in the right jobs. (How do you determine that an assessment is qualified when there are so many to choose from? Get your copy of Hire Amazing Employees to find out.)

Employee Orientation and Training. According to an Institute of Work and Health research study, only 1 in 5 companies provide training for a new job!

Train all employees before they start their jobs. Then, consistently and rigorously reinforce work and safety practices, including: How do they report a problem or concern? When do they do so? Who do they tell? Remember, any bullying and intimidation should be handled immediately when employees step forward to report violations or other concerns.

Vigilant Communication. When someone has the courage to speak up, OSHA citations, workers’ compensation claims and employment litigation can be prevented. It only takes one lax moment to have someone, and the company, get hurt.

Don’t forget to use different communication vehicles (wall banners and postings, department meetings, pep talks before and after shifts, texting (when not driving), etc.) as reminders. It is critical managers hold each and every employee, and each other, accountable for following standard operating procedures in a safe manner, whether or not the issue is in their department.

Safety and well-being should be #1 in any company. Ensure proper hiring, training and communication practices are reflected in this all-important commitment.

©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 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 providing qualified assessments for hiring, coaching, training and managing great employees. Check out her website, or contact Jeannette for a free confidential conversation.