Stop Sabotaging Your Results with Busyness

“Busyness is the #1 bad habit we need to disrupt for an amazing 2022!” Jeannette Seibly

The best advice I can provide you this new year is to stop busyness from sabotaging your results!

But how? What is getting in the way?

You have dreams and goals you hope to achieve someday. Some of you want a job promotion, early retirement, to travel, or to write a book. Consider that someday is today!

That’s why busyness must need disruption.

Busyness is a mindset, a bad habit. People pride themselves on being busy. It’s their way of feeling fulfilled and living a purposeful life. But they lose sight of what really makes them happy, fulfilled, and living a life on purpose.

Yesterday I wrestled with my own “busyness” and resisted writing this article/blog post. So, I took my own advice and went for a walk! It was just the disruptor I needed. I came back and wrote two articles, including this one! Then, I completed the other items I resisted that were on my list too!

For a successful 2022, let’s make it a year of success now and stop sabotaging future results with today’s busyness!

7 Ways to Stop Busyness from Sabotaging Your Results!

  1. Find Work that Is Important to You. With the Great Resignation, there are many employers today begging for employees. The challenge? Over 70% of you hated your job because it didn’t fit your natural thinking, core behaviors, and occupational interests! So first, use a qualified job fit assessment to clarify what engages you objectively. Then, work with your executive coach to design the job and goals that engage and inspire you into action.
  2. Limit Social Media. It’s a big-time suck! The biggest issue? You compare your life to others and become depressed, which gets in your way of taking the required actions. Remember, these posts are only quick snapshots of a moment. They don’t reflect the efforts needed! Do something you enjoy for a few hours a week if you feel stuck. Not social media. Volunteer for a cause. Help a neighbor or friend. Take a fun class or get a certification. This “feel-good” will expand into other areas of your life and inspire you to do the work necessary to achieve your results!
  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. Walk. Breathe. Stop the inner mental chatter. Enjoy the sights. Now, you’re refreshed and ready to focus on the next step in your action plan. Just like I did yesterday.
  4. Create Something New. Don’t be afraid to stretch and create a new process, product, or book. But don’t let it take you off-track from your goal (which often happens when you allow busyness to intercede). You don’t have to be highly creative. Instead, ask yourself, “How can I simplify this to save time?” This question energizes your mind, body, and soul to expand, which they love to do!
  5. Truly Listen and Engage in the Conversation. 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 fantastic 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. Taking the time will reenergize and de-stress you while making you more alert for the next meeting or task.
  7. K.I.S.S. Keep It Simple and Smart! We often love to make everything too complicated (and, at times, impossible). It sabotages your self-confidence and the results needed to achieve your dreams and goals. Number 1! Hire the right coach for you to get unstuck and create clarity. Number 2! Take focused action. It’s the best way to overcome the busyness saboteur! Number 3! Start right NOW!

©Jeannette Seibly, 2020-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant, and keynote speaker. Recently, she was able to add another brag. She has been an Authorized PXT Select Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time. Have questions? Need help? Contact Jeannette for a confidential conversation.

A Note from Jeannette about achieving results now and overcoming the busyness saboteur! You have dreams and goals you hope to achieve (e.g., a promotion, early retirement, travel, writing a book, etc.). The question I have for you … “Why can’t you achieve them now?” The answer … You allow busyness to get in the way and use it to sabotage your results. Do you feel stuck and not clear on how to get started? If yes, contact me for a confidential conversation.

You are an influencer! But when you lack awareness of your intentions, it sabotages your results. 2022 is the year to be a positive influencer! Get started today with your FREE copy of Eight Tips to Increase Your Ability to Influence.

Leadership in 2022 … What Skills Do You Need to Embrace to Become Great?

“Every leader, no matter how talented, has skills to develop. What are you doing in 2022 to grow as a leader?” Jeannette Seibly

Do you want to develop as a leader and go from so-so to good to great? Leadership in 2022 is changing how companies grow beyond crunching numbers and using data. Great leaders embrace developing themselves and their teams in less than obvious ways.

7 Key Tips to Develop Your Leadership

Pick one or two areas to focus on with your coach, and enjoy your progress!

Developing emotional intelligence (EI) is crucial. With a record 4.5 million Americans quitting their jobs in November (Business in San Diego), workers want leaders that develop them! But first, you need to create a genuine interest in their dreams and a willingness to help them achieve their goals. The key is to use objective data from a qualified job fit assessment as a foundational guide. This is the fastest and easiest way to appreciate each and every team member for who they are, not whom you think they should be. Sharing the results will create a new level of EI for you and others.

Stop relying on your job title to win people over. Many customers, teams, and businesses are no longer impressed by a person’s job title! In addition, titles say nothing about your character. Instead, focus on showing others you are trustworthy, have integrity, and achieve the results you promised. Remember, focused-actions and results speak louder than words!

Be able to spot shifts and be proactive in making needed changes. Being able to spot shifts in the market, financials, and the company’s culture can help you get ahead of the curve. Conduct meetings by asking good business questions and listening. This is not the time to be a know-it-all. Compile the data to support changes needed and think from a win-win-win perspective (e.g., customer, company, team).

Only give advice when asked. There are way too many people giving unsolicited advice today. People have stopped listening even if you’re an influencer and trusted leader. Realize advice or feedback or coaching often falls on deaf ears. People will resent you for it, especially when you’re right. EXCEPTION: As a leader and boss, it’s your job to offer feedback and make it specific, on-target, and actionable, whether requested or not! For help, contact your coach now.

It’s what you say, not how you look. Looking professional is essential. But building credibility is much more critical. Your credibility is how you engage and call your teams into focused-action. This is where your choice of words matter. Develop clear messages and share a plan to resolve problems. Remember, work with your coach to ensure nonverbal gestures, tone of voice, facial and other body movements convey the same message as your words.

Learning begins with listening. Talking too much is the fastest way to derail your credibility, and ultimately your career. While this isn’t new, leaders often feel the urge to say or post their opinions and feelings on social media. Many call it being authentic until it gets them in trouble. Remember, as a leader, it’s no longer about you. You represent your customers, team members, and company. Listen first.

Self-talk impacts your results. Remember, completing your brag work on a weekly or monthly basis facilitates healthier self-talk and self-confidence.

©Jeannette Seibly, 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, her brags include being an award-winning international executive and family business management consultant, and keynote speaker. Recently, she was able to add another brag. She has been an Authorized PXT Select Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time. Ask questions? Need help? Contact Jeannette for a confidential conversation.

A Note from Jeannette about being a great leader in 2022. As a leader, your work is never done. That includes embracing and developing new skills needed to be a results-producer for your company, customers, and team. Do you have a question (or two) about how to get started or where to focus? If yes, contact me for a confidential conversation.

2022 is the year of the influencer! Become one by learning how. Grab your FREE copy of Eight Tips to Increase Your Ability to Influence.

How to Develop Your Blind Spots into Savvy Leadership

“Undistinguished blinds spots sabotage your ability to be a savvy leader.” Jeannette Seibly

Are you impatient? Fearful of conflict? Easily triggered? Turn your blind spots into strengths and grow your leadership savvy.

All leaders have blind spots. These are complex and many times impossible to distinguish. Yet, left unidentified, these weaknesses can be costly to you, your company, your team, and your customers. You will sabotage your impact, results, and career options. Therefore, it’s critical to identify them and develop your leadership savvy by working with your executive coach.

How Do You Define Blind Spots?

Leadership blind spots are the specific areas where a leader … even a very successful leader … is missing something. A blind spot can be a lack of attention to a certain area or a part of your skillset that never really developed. ALL leaders have blind spots. Exceptional Leader’s Lab

No matter how hard you try to be self-aware and mindful, you cannot readily self-identify your blind spots.

Self-analysis is of little value since, by definition, it’s nearly impossible to know what your blind spots are and the impact they have on others.

The challenge is to hire the right executive coach to uncover your blind spots before they damage your leadership reputation and future opportunities.

What Are the Top 10 Leadership Blind Spots?

While some blind spots may be easy to spot, according to Inc. Magazine, here are the top 10 blind spots.

Which ones do you recognize for yourself?

Top 10 blind spots are:

  1. Going it alone
  2. Being insensitive of your behavior on others
  3. Having an “I know” attitude
  4. Avoiding the difficult conversations
  5. Blaming others or circumstances
  6. Treating commitments casually
  7. Conspiring against others
  8. Withholding emotional commitment
  9. Not taking a stand
  10. Tolerating “good enough”
“Identifying your blind spots and overcoming these hurdles are critical to developing your savvy leadership.” Jeannette Seibly

How to Flip Blind Spots into Savvy Leadership

  1. Use assessments and 360-degree feedback to discover your inherent strengths and weaknesses (aka blind spots). There are three types of assessments: 1) assessments that uncover how you want to be seen, 2) assessments to show how you really are, and 3) assessments that show how others see you. All three provide you with great 20/20 vision. But, now, the real work begins. Work with a qualified executive coach to review the assessment results and guide you to develop a laser-focused action plan.
  2. Hire the right executive coach and LISTEN. Listening is crucial to improve your influence and leadership savvy. It eliminates the typical trial and error that otherwise occurs. Do NOT focus on conceptual conversations regarding the merits and demerits of your blind spots. Just listen, and then, implement.
  3. Engage with an industry mentor. The right mentor(s) is an invaluable source of information and will be knowledgeable about your company, management team, and industry. The right mentor can also guide you through complex situations and sticky political relationships.
  4. Listen to your team’s feedback. Your team does want you to succeed. However, while you may believe you want to hear feedback from your team, honestly, in many cases, you’d rather not. Use a qualified 360-feedback assessment to encourage your team, and yourself, to talk through the feedback results. Then, most importantly, learn from and implement these invaluable insights.
  5. Dial-up your humbleness. Take part in emotional intelligence workshops. During these programs, set aside your ego since it can be your most significant hurdle to overcoming blind spots and developing savvy leadership. Remember, authentic practice is required to achieve mastery!
  6. Improve your all-important communication skills. Your ability to write, speak, and talk with others is critical to your success. Don’t fall into the trap of “I have it all handled.” Instead, take workshops designed to recognize your biases (aka blind spots) and develop your inner confidence.
  7. Identify triggers and biases. We all have them. To uncover triggers and biases, work with your executive coach to talk through the issues and develop ways to handle them when they arise. (Note: You may also need to work with a licensed therapist to remove the very stubborn barriers.)

©Jeannette Seibly, 2020 – 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals for almost 30 years. Her brags include being an award-winning international executive and family business management consultant, and keynote speaker. Recently, she was able to add another brag. She is now an international Amazon Bestselling author of, The Old Wooden Rocker. Have questions? Need a speaker or facilitator? Contact Jeannette for a confidential conversation.

A Note from Jeannette about how to develop your blind spots into savvy leadership. If you are impatient, fear conflict, and easily triggered, keep reading! Even if you believe you’re not, it’s essential to realize that ALL leaders have blind spots. An important goal for 2022 is to turn your blind spots into strengths and grow your leadership savvy. If you’re stuck and uncertain about how to get started, contact me for a confidential conversation.

Want to grow your career? Be offered new career opportunities? Be ready for promotions? Become an influencer! Get your FREE copy of Eight Tips to Increase Your Ability to Influence

Create a Practice of Feedback and See Your Results Improve

“Want to achieve dynamic results? Then, give and receive feedback.” Jeannette Seibly

Why do we hate giving or receiving feedback? Why are we so attached to doing things our own way … even when we produce mediocre results?

The answer is, feedback triggers our brains to react in flight, fright, or freeze mode. When our boss or team member (or someone else) provides any feedback, our points of view and self-perceptions often feel threatened. Yes, it’s unwarranted. But these fears get in the way too often … and our results suffer.

Many leaders and bosses hesitate and avoid giving needed feedback out of fear of retaliation. Jeannette Seibly

Why is feedback so important? It gives you the ability to …

  • Grow as a successful leader
  • Take your team results from good to great
  • Work with different types of people, including “difficult team members

Remember, feedback requires tact and diplomacy and requires practice. Otherwise, you will escalate a conflict, create hurt feelings, or derail your career.

6 Tips to Give and Receive Feedback

1. Be Open to Receiving. People will provide feedback, whether you ask for it or not (or want it). Strong leaders listen to feedback regardless of their feelings. If you don’t, you will miss hearing important information. Ask questions for clarification while not sounding defensive. Then, review the feedback with your coach before making any changes.

2. Use a Qualified Job Fit Assessment. Objective feedback about your inherent leadership style is a gift! Take a qualified job-fit assessment and review the results with your executive coach. You will gain job clarity, uncover blind spots, and gain insider career insights into how to effectively work with others while appreciating their differences.  

3. Value 360-degree feedback assessments and conversations. Use these quarterly, annually, and/or after major projects. These tools provide confidential feedback when done right. Make sure to select the right tool that has the validation and reliability to provide laser-like feedback. 360-degree assessments are invaluable tools to provide feedback and improve results.

4. Ask for Feedback. This simple question can make a profound difference in your results. After a project, conduct a team debrief … or after a meeting, ask for feedback from the team and event host. Start by asking “What worked? and “What didn’t work?” Listen. Take notes. Then, review with your coach before making any changes.

5. Develop a Straight Talk Approach. When offering feedback, talk straight. If you filter too much, you camouflage the true issue.

For example, Dave, a VP-HR, provided feedback to Judy, a VP-Marketing, about her gossiping with employees and vendors. During the next coaching call, Judy’s coach could tell that she didn’t understand what Dave had said. He had sugar-coated it. Straight talk is important in order for behavioral changes to happen. Developing the skills to give and receive feedback takes practice … just like any other leadership skill.

6. Learn Different Feedback Methods. The same approach doesn’t work for everyone! Here are two good approaches to get you started:

a. Direct Approach works for people who want you to bottom-line it. Be clear about the facts and share them, after getting their permission to do so.

For example: “Josie, are you open to feedback from your presentation this morning?” She nods yes. “Super. There was too much information on your slides and you read it to us. It’s important to engage the audience, not lecture them, to learn about these new safety procedures.”

b. Sandwich Approach is for less tough-minded people. Share 2 positives, 2 specific areas that need improvement, and wrap up with 2 positives.

For example: “Joe, you’re a valued member of our team and we appreciate your involvement.” (2 positives)

“And, we need you to read the minutes before each meeting and put away your phone during the meeting. It’s very distracting when you’re not fully engaged in the conversation. Remember, multitasking is a myth.” (2 specific areas for improvement)

“Again, we appreciate your commitment to the project and look forward to hearing your ideas.” (2 positives)

©Jeannette Seibly, 2020-2021

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags include being an award-winning executive coach, management consultant, and keynote speaker. Do you have questions? Contact Jeannette for a confidential conversation.

A Note from Jeannette about giving and receiving feedback. Many of you hate giving or receiving feedback even though you have a commitment to achieving dynamic results. Have you ever asked yourself, “Why am I not open to using this valuable leadership tool?” If you want to improve your ability to give and receive feedback, contact me for a confidential conversation. Your career will thank you!

Get Unstuck and Find Clarity to Pursue Career Opportunities that Fit

“Being stuck in a job that doesn’t fit you doesn’t mean you should leap to the next one.” Jeannette Seibly

There’s been a great awakening during the past year for many workers. Work and business as usual no longer exist … The Great Resignation (Google for additional info) has occurred because many now value and are prioritizing their time, family, and life pursuits. The problem? Many remain stuck trying to figure out what they’d like to do. When you gain clarity, you will be able to pursue career opportunities that fit your talents and honor your newfound values.

Millie was fired from her job for no clear reason. For the next 7 years, she felt stuck. Because of her past successes, the first thing she decided was to become an entrepreneur. She started a company, but it failed because the work requirements didn’t line up with her desire to have more free time and do things her own way.

After this failure, she took any type of job she could find for the next few years. She also took free online assessments and listened to motivational techniques, but felt even more stuck and less clear about what she wanted to do with her career.

Finally, after all those years, she took the advice from a trusted friend. She hired an experienced coach and took a qualified job-fit assessment. With her new clarity and commitment, she quickly found a job she enjoyed.

Her comment, “Wow! The truth is, finding work that fits my values and talents isn’t hard … but it does require coming down to reality and developing clarity about jobs that fit me.”

Note: Millie represents many people I’ve worked with over the years that became resigned and stuck after leaving successful and unsuccessful jobs.

4 Tips to Get Unstuck, Find Clarity, and Confidently Move Forward

Talk It Out. Share your concerns with only a few trusted people and your executive coach. Too many opinions keep you stuck. First, complete this exercise by focusing on your career to date, “What Worked?/What Didn’t Work?” Second, share selected results with a trusted listener. Listen to the feedback and ask, “What do you hear?” and “What do you recommend?” Get into action immediately!  Critical note: Stay out of the common traps of overthinking it, believing what they did will work for you, or, grabbing on to every new idea presented!

Get Your Brag On. Many of us have no awareness of the results and the positive impact we’ve had during our careers to date. It keeps you playing small in your career and not pursuing jobs you’d enjoy. Use the five steps outlined in the book, The Secret to Selling Yourself Anytime, Anywhere: Start Bragging! These steps awaken awareness of your talents and build confidence in “selling you” to win new career opportunities.

Write It Out. Every job … no matter how well it fits you … will have times when projects, situations, and/or relationships become murky and confusing. Before you do anything, stop! Breathe. Take the time to write by hand your thoughts, feelings, and commitments to gain a broader perspective (e.g., no one is perfect and you cannot win every sale). Another way to gain clarity is by writing with your less dominant hand (e.g., if you write with your right hand, use your left hand). Ask a question. See what answers pop up. Now, take action to move forward with your new clarity (e.g., it’s better to work well with others than be right about how it should be done).

Hire the Right Coach. There are 100’s of coaches that promise you results. The key is to find the right one for you. Be sure to use a qualified job fit assessment to clarify why some professions are good fits for you, and why others are not (e.g., not everyone should be a financial planner or insurance agent or tech consultant, etc.).

©Jeannette Seibly, 2011-2021

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags include being an award-winning executive coach, management consultant, and keynote speaker. Do you have questions? Contact Jeannette for a confidential conversation.

A note from Jeannette about getting unstuck. We all experience being stuck about figuring out what is the right career or job for us. Today, over 85% of workers are in jobs that don’t fit them. (It’s shocking, right!?) That has created The Great Resignation with many quitting their jobs. The problem? Too many leave without a plan and then stay stuck! The answer? Ask for help, listen, and take the right actions before taking the leap. Need help finding clarity? Contact me for a confidential conversation now.

Do You Need to Hire Salespeople … What Are 5 Key Tips?

“Hiring the right salespeople impacts your customer’s experience and fulfillment … and your bottom line.” Jeannette Seibly

Hiring salespeople can be a challenge. Many will look and/or talk the part. But when hired, fail to produce the required results.

Remember, it’s always faster and easier (and so much less expensive) to determine their ability to sell before you hire them. If you don’t, you’ll spend too much money and energy, and face sleepless nights attempting to fix them (and this never works out well for anyone).

5 Tips to Improve Your Selection Process

1. Are They Listening? Can they hear you? Do they respond appropriately? Ask the candidate to summarize the interview or various parts of the conversation by asking, “Tell me what you heard?”

2. Do They Ask Questions? Do they have questions about your company, product, management style, etc.? If not, move on. Candidates that don’t ask questions lack the curiosity and skills to inquire further.

3. Are They Calm and Patient? Does the person squirm in his/her seat? Does the candidate rush the conversation or attempt to finish your sentences? Does the candidate look at you when speaking or listening? While closing is a required skill and requires the ability to not be too patient, failure to have the prospect feel comfortable is critical.

4. Do They Fit the Job? To determine key traits, most salespeople need prospecting, presenting, and closing. Use a qualified job-fit assessment. Can they do these things? Will they do these things? And, can they do these things for your company and product?

5. Do They Tell the Truth? To objectively answer this question, first, use an honesty/integrity assessment to uncover omissions that are not part of a public record. It saves time and money by not talking with candidates that stretch the truth (think, customer expectations and fulfillment). Second, with final candidates, check background, education, and other accomplishments.

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags include being an award-winning executive coach, management consultant, and keynote speaker. If you continue to struggle to hire salespeople who can actually sell, now is a great time to contact Jeannette for a confidential conversation.

A note from Jeannette about hiring salespeople that can actually sell. Many candidates for sales positions look and/or talk the part. The problem is, they fail to produce the required results. It’s up to you to improve your selection process to uncover salespeople that can actually sell your product and service. Need help? Contact me to improve your hiring and selection processes.

How to Improve Hiring Results Using Job Fit Assessments

“Using the right job fit assessment can improve your hiring, coaching, training, and managing results…and your own career opportunities!” Jeannette Seibly

It’s been a difficult year for most hiring managers. Ghosting has become the norm and qualified job candidates overlook employers due to a myriad of reasons. One of the critical reasons is how employers select and use ‘job fit’ assessments during the hiring process. Right now, with so much competition, it’s more important than ever to improve your hiring results.

Q4 is fast approaching. Let’s get real and learn how to use “job fit” assessments to improve your hiring results.

First … What is Job Fit?

The most effective job fit assessment measures learning style, core behavioral traits, and occupational interests. The right assessment goes beyond the resume, application, interview, reference checks, education, work experience, and background checks.

It can also create a diverse workforce that has the key skills required to improve your hiring and business results.

It answers three important questions:

  • Can the person do the job?
  • Will the person do the job?
  • Can the person do the job successfully here?

7 Tips to Use Job Fit Assessments to Improve Results

Think Outside the Box. It’s critical to know what you’re looking for. The problem is too many are dusting off job postings and reposting! Not updating your job posting it’s crazy with all the changes that have occurred due to the pandemic. Get real: Take the time to brainstorm the results you’d like to achieve with the position. Then, add a job title and positive opportunities to entice them! Now, you’re ready to use a job fit assessment!

Select the Right Qualified Job Fit Assessment. Every assessment sales rep will tell you their assessment is the right one!* Of the 3,000+ publishers in the market today, most do not meet pre-employment requirements. Get real: Review their technical manual and compare it with the Department of Labor guidelines for pre-employment tests. Pay close attention to the number of people in the study, and the predictive validity and reliability of the results. The higher the numbers the better the hiring results.

*NOTE: While many test vendors market their tests as validated, just because the vendor says the test was validated, [this] does not mean that the test’s validation will in fact comply with the Uniform Guidelines.” (Source) Alissa Horvitz, Attorney, Roffman mentioned in June, 2016 SHRM article)

Create a Job Fit Pattern. Every qualified job fit assessment has a job fit pattern to help you determine the best fit for the job. Get real. To set up a job fit pattern, conduct a study of current talent that you’d like to hire more of OR create a new job fit pattern using a job analysis survey. This process saves time, money, and a lot of energy pre- and post-hire. If you’ve ever hired a sales rep that said all the right things, but couldn’t sell your products and services, you know the value of a good job fit pattern.

Couple Job Fit Assessment with an Honesty/Integrity Assessment. Using an honesty/integrity assessment along with a job fit assessment makes good business sense. Get real: Job fit tools have a “distortion indicator,” but do not assess for good work ethic and integrity. Qualified honesty/integrity assessments go beyond public records when conducting background checks and can reduce WC, UEC, and turnover costs.

Assess for Skills. The purpose of a skill assessment is to avoid surprises when the applicant states they have the skills required. Use these tools after assessing for job fit. Get real: Use skill assessments to determine the skill level the applicant currently has. When the person is hired, plan to provide online workshops, mentors, and coaches to improve these skill levels where needed.

Don’t Shortcut the Procedure! This happens way too often when someone says all the right things and your ‘spidey-sense’ says, “This is the one.” Then, the candidate is rushed through bypassing your company’s procedures. The problem? The candidate is rarely the right one! Get real. Train all hiring managers to follow the system and read the job fit assessment reports. Ask ALL the interview questions in the selection report for the job fit assessment. It will improve the interview and hiring results.

Don’t Overlook Challenge Areas! Many hiring managers have been embarrassed after hiring the candidate only to find the job fit assessment report indicated challenge areas. Examples include prospecting, closing, working well with a team, etc. Get real. Read the full report. Yes, read the full report! If you don’t, you will miss critical information. Remember, you cannot fix and change a person, no matter what they tell you in the interview!

Qualified job fit assessments provide in-depth insight into the whole person and their fit with the job. Choosing the most effective job fit assessment will make your job as the hiring manager much easier to attract qualified diverse talent and improve hiring results.

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach, management consultant, and keynote speaker for over 28 years. Her focus is getting leaders and their teams unstuck and able to achieve dynamic results. Contact Jeannette for a confidential conversation. 

A note from Jeannette about improving hiring success using job fit assessments. Why should you care about job fit? Qualified job fit assessments provide in-depth insight into the whole person and their fit with the job. Choosing the most effective job fit assessment will make your job as the hiring manager much easier to attract qualified diverse talent and improve hiring results.  Contact me for a confidential conversation on how to streamline the process for success.

 

How to Turn Negative Feedback into a Positive Learning Experience

“Successful leaders listen to negative feedback and turn it into a learning opportunity. When they don’t, they lose the respect of and the ability to lead their teams.” Jeannette Seibly

No one likes to hear negative feedback about themselves. It feels demotivating. But negative feedback can turn into a positive experience when you listen to learn and improve your productivity.

When you welcome all types of feedback, you will get promoted faster, make more money, and be on the fast track for new opportunities. It also builds stronger relationships with team members, management, and customers.

9 Tips to Turn ALL Feedback into Success

1. Listen with Intention. If you listen with the intention of learning, you will keep your mind open to hearing what is said. The key is to avoid debating who’s right and who’s wrong; instead, ask clarifying questions.

2. Let Go of the Past! When you hang on to negative feedback, you will get stuck. Immediately after receiving negative feedback, talk with your executive coach and/or mentor to turn negative feedback into a positive learning experience. Then, create a plan of action and take the first step within 24 hours.

A VP told a young manager that “…he was stupid for making such a suggestion…that he didn’t know what he was talking about.” When a director overheard the conversation, he coached the young manager on how to learn from the negative feedback. The young manager took the coaching and got into action. He was able to turn the relationship with the VP into a positive one and was promoted six months later.

3. Remember, It’s Not Personal. This can be hard to believe when you receive negative feedback. If you’ve lost out on an opportunity or promotion, schedule a 1:1 meeting. Ask, “What is the most important thing I can learn from not getting this job (or promotion)?” Remember, you may have the skills and experience, but the opportunity didn’t work out for you at this time. Learn from it and be ready for the next opportunity.

4. Release Emotional Attachments. Like many people, you love doing things your own way. You rely on your own ideas and sometimes fail to welcome or take into consideration your team’s opinions. When you blow off negative feedback and fail to learn from it, your team and results will suffer. Eventually, your career will be sidelined.

5. Stay Away from Always and Never Statements. When receiving (or giving) negative feedback, do not use these triggering words! “I’m always on time.” “I would never say that!”

6. Stop Making It Mean Too Much! When receiving negative feedback about a goal, work effort, or interaction, don’t hear it as criticism. (Yes, it can be difficult to do.) Instead, ask yourself, “What can I learn from this?” Remember, negative feedback is about a specific issue, not about you as a whole person!

7. Use a Job Fit Assessment to Clarify “Why.” When someone says you are not a good fit for a job, use a job-fit assessment and work with an executive coach to find out why. You may find that financial planning, sales, and/or customer service jobs do not fit your strengths! It’ll be the best money you ever spent and can save you countless disappointments in the future!

8. Get Your Brag On! When you learn how to brag or promote yourself, it is a huge confidence booster. Don’t fall into the trap of sharing the negative feedback with everyone that’ll listen! Instead, share your “brags” to showcase your coachability to take feedback and use it.

9. Develop Mindful Resilience. Don’t allow negative feedback to sabotage your self-care. Take positive actions for your professional development by turning your internal monologues into dialogues with your coach and/or mentor.

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach, management consultant, and keynote speaker for over 28 years. Her focus is getting leaders and their teams unstuck and able to achieve dynamic results. Contact Jeannette for a confidential conversation. 

A note from Jeannette about turning negative feedback into positive learning experiences. Paying attention and listening to ALL feedback is critical for professional growth. If you only listen to the positive, you’ll lose the opportunity to learn the truth! If you hate receiving any type of feedback, it’s time to get over it before you are bypassed for a promotion or pay increase! Contact me for a confidential conversation.

How to “Coach Your Boss” (and Keep Your Job)

“If you want to be an effective coach, and want others to listen and use what you have to say, first, you must be coachable.” Jeannette Seibly

When your boss gets stuck and could use your insights and coaching, it may be time to coach your boss.

“First off you may not want to use the term coaching. Consider it an open and honest conversation with your boss that focuses on feedback. Framing it this way opens the door for more honest dialogue.” (Forbes)

But beware! If it’s not done diplomatically, you could find yourself sidelined in your job.

A director hated his boss, a VP. When the executive coach asked the director to have an honest conversation with the VP, he resisted. He used the excuse “Everyone else hates the VP since he is difficult to work with.” Under the guidance of his coach, the director had an honest conversation to clear the air with the VP. Afterward, he started treating his boss with more respect and appreciating his boss’s insights when stuck in projects. Soon thereafter, the director became viewed as one of the very few people who could work well with this VP. If the director hadn’t been open to the coaching he received, he could have been sidelined in his job instead of being promoted.

Many team members today have insights, concerns, or problems with their bosses. The challenge is learning how to have an honest conversation to create a positive outcome.

Note for bosses and leaders: Encourage your team members and co-workers to give you honest feedback. It’s the only way you learn and grow, and catch those blind spots before they get in your way.

6 Tips to Coach or Have an Honest Conversation with Higher-Ups

  1. Be Diplomatic. Egos get in the way. So, it’s important to be diplomatic and set aside your own ego. Remember, there are always at least two sides to any issue. Be open to hearing what your boss has to say before offering your insights.
  2. Be Clear About the Issue. Take time to write down the specifics about “why” this conversation is important. Rehearse in front of the mirror until the person looking back at you feels comfortable and confident. Otherwise, your boss will dismiss what you have to say.
  3. Visualize the Conversation. Take the time to visualize or mentally think through the entire conversation. If you hit a snag, rewind, and replay in a positive manner.
  4. Breathe to Calm Your Nerves and Anxiety. Breathe to calm down the urge to go in too strong. Remember, being assertive is important; but, being aggressive will only limit your future job opportunities. Breathe in for a count of 10, pause, then, exhale for a count of 10. Do this at least 3 times before your conversation. This simple exercise will reduce stress and positively impact your results.
  5. Work Through Your Anger or Righteousness First. It’s natural for you to feel that your boss won’t understand or get what you have to say. But if you go into the meeting assuming your boss won’t understand and feel angry or righteous, your boss will only defend his/her actions. Work with your own executive coach first and role-play the conversation. Write out an agenda outlining facts and key points. Stay on-point during the conversation.
  6. Ask Permission. Start with a soft approach to get your boss’s attention. “I have something I need to talk about with you. And, I’m nervous about doing this. I fear you’ll hear it the wrong way.” Do this in a respectful manner. The boss is more likely to hear what you have to say.

©Jeannette Seibly, 2021 All Right Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach, management consultant, and keynote speaker for over 28 years. Her focus is getting leaders and their teams unstuck and able to achieve dynamic results. Contact Jeannette for a confidential conversation. 

A note from Jeannette about coaching your boss (and keeping your job): Everyone can benefit from feedback. This includes your boss! Your challenge is the boss may not appreciate how you “coach” them. Instead, take the time to prepare for an honest conversation. If you know you need to have a difficult conversation with your boss but don’t know how contact me for a confidential conversation.

How to Be an Effective Coach

“If you want to be an effective coach, and want others to listen and use what you have to say, first, you must be coachable.” Jeannette Seibly

Many believe being coached is no big deal when they are the coach. Coaches love giving advice and it provides an ego boost. The challenge is, many have learned from a traditional approach of, “Do as I say, not as I do.” Or, they lack the confidence and insight required to be an effective coach.

Do you experience (check all that apply):

  • Giving advice that doesn’t reflect the person’s struggles?
  • Coming across as critical about how it should be done?
  • A lack of insight into what the true issue is?
  • Not having credibility in the listener’s eyes?
  • People ignoring your coaching and doing it their way?

If you answered “yes” to more than one question, it’s important to keep reading!

Today, it’s critical that leaders and managers effectively coach team members for success. The quality of the coaching provided impacts business growth, team member retention, and customer satisfaction.

Remember, if you lack the skills to effectively coach others, it can tarnish your working relationships for a very long time.

Nine Essential Coaching Skills to Improve Your Effectiveness

1. Set a Positive Example. Leaders, bosses, and managers are not perfect. But ethical issues, being late for meetings, or multitasking during conversations (to name a few) hurts your credibility as a coach. Improve your effectiveness by working with your executive coach to address these issues and blind spots.

2. Visualize a Positive Outcome. Take the time to visualize or mentally think through what you want to say. If you hit a snag during this visualization process, rewind and restart to ensure a positive outcome. Read Dr. Lynn Hellerstein’s newest book: Expand Your Vision: How to Gain Clarity, Courage, and Confidence for more information.

3. Be Specific. Write down the specific issues to organize your thoughts about why you need to coach a team member. Saying you found problems with the sales report or you don’t like a graphic is of no value. Instead, be specific about where the report is inaccurate or why the graphic doesn’t have visual appeal. Remember to manage the task, not a person’s personality.

4. Use a Job Fit Tool for Clarity. These tools often include “coaching” reports guiding the leader to be on-target when providing feedback.

One company president uses the coaching information when talking with his direct reports. When there is a problem, he scans the report for insights and adjusts his coaching style. By doing this, the other person feels valued and becomes coachable.

5. Talk Straight and Stay On-Point. Talking in generalities or going off on tangents leaves the team member or co-worker confused and frustrated.

A human resources director (HRD) counseled a financial director (FD) to stop the negative gossip about a vice president (VP). A week later, the FD continued to make negative comments about the VP. FD’s coach said, “I thought HRD had counselled you to stop making negative comments about the VP.” FD’s reply, “No… he stated we need to operate as a team. I was unclear what his point was since I am a team player.”  

This level of confusion is what happens when you speak in generalities.

6. Keep It Confidential and Private. Criticizing a team member in public has repercussions, even when the person says, “No problem. I don’t care if anyone else hears this.” If the person has a public negative reaction, it will often reflect negatively on you. Instead, set up a 1:1 private and confidential meeting immediately after an issue or problem has occurred. Don’t share publicly. During the 1:1, remember to share facts, not opinions. Otherwise, what you say will not be heard as objective feedback.

7. Choose the Appropriate Coaching Approach.

a. When to Use the Direct Approach. Be clear and concise with those that can handle or want that style of feedback. Keep in mind this approach will always depend on the situation (e.g., illness, passing away of a family member, etc.).

“Good report. But when including numbers in a report, you need to include a graph and bullet point the numbers. Any questions? How soon can you get this report updated and back to me?”

b. When to Use the Sandwich Approach. Talk straight and be specific. Use this approach when the situation may cause an emotional reaction, or the person is easily triggered. Share 2 positive actions the person has taken, 2 specific areas for improvement, and close with 2 positive actions the person has taken.

“Your proposal was good. The numbers supported the importance of this project. But when providing this type of information, it’s important to include a graph so the reader can visually see the value. And, bullet point the numbers to make them easier to read and understand. Again, good proposal and I appreciate you getting this done so fast. Any questions? How soon can you get this report updated and back to me?”

8. Have Compassion. Everyone has challenges, especially during this ongoing pandemic. Be empathetic, while sticking to the point.

“It’s hard when a family member has COVID. My heart goes out to those struggling during this pandemic. But when providing written reports, the information and spelling need to be proofread before submitting. Let me know what you need and how I can help.”

9. Share a Story. An effective way to coach others is by sharing a story about your own similar challenge and what you did to work through it. Then, offer one or two ideas for them to implement.

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach, management consultant, and keynote speaker for over 28 years. Her focus is getting leaders and their teams unstuck and able to achieve dynamic results. Contact Jeannette for a confidential conversation. 

A note from Jeannette about how to be an effective coach: Successful people have coaches. When leaders and others talk with their coach regularly, their productivity, confidence, and results improve. The challenge is, many don’t believe they need a coach, and hear feedback as criticism. As an entrepreneurial leader, make a commitment to coach others for success by being an effective coach. Want to get started, but don’t know how? Contact me for a confidential conversation.