How to See Your Blind Spots as a Leader

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Every leader has blind spots and they are costly when not identified.

These blind spots will sabotage any leader’s impact and results while causing others to question the directions being taken.

What Are 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 we try to be self-aware and mindful, we’re not always able to identify our blind spots.

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

The challenge is to get the right help to uncover your blind spots before they disrupt or damage your success.

Top 10 Leadership Blind Spots

While some blind spots may be easy to spot, according to Leader’s Beacon here are the top 10 to be on the lookout for.

Which ones do you recognize for yourself?

These 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”

As a leader, seeing your blind spots will help you move forward faster and more effectively.

6 Tips on How to See These Blind Spots Quickly and Effectively

  1. Use assessments and 360-degree feedback to discover your inherent strengths and weaknesses. There are three types of assessments: 1) assessments that uncover how you want to be seen, 2) assessments to show how you truly are, and 3) assessments that show how others see you. All three provide you with great 20/20 vision. But, now, the real work. Work with a qualified executive coach to review the assessments and guide you in creating a plan for focused-action.
  2. Hire an executive coach and listen. Hiring the right executive coach is crucial to distinguishing your blind spots and improving your leadership skills. It eliminates the normal trial and error that otherwise occurs. Hire one that supports you in taking action. Do NOT focus on conceptual conversations regarding the merits and demerits of your blind spots.
  3. Engage with an industry mentor. The right mentor is an invaluable source of information and is knowledgeable about your company, management team, industry, etc. The 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 to share their insights and feel comfortable doing so.
  5. Dial-up your humbleness. Take part in an emotional intelligence workshop since egos are the biggest challenge of any leader and where a lot of blind spots reside. Remember, practice is required to achieve mastery! The goals are to dial down the ego. Create awareness of your impact on others. And, guide you on how to create win-win-win outcomes.
  6. Improve your all-important communication skills. Your ability to write, speak, and talk with others is crucial to your success. Improve these skills by recognizing your biases (and, yes, your blind spots). Take responsibility for how you speak differently to different people. And, don’t forget to improve your writing style…because the last thing you want to do is leaving others baffled as to what you really mean.

Embracing these 6 tips will fast-forward your ability to uncover your blind spots and exponentially improve your leadership results.

©Jeannette Seibly, 2020

Jeannette Seibly is an award-winning dynamic results coach and keynote speaker. For the past 27 years, she has guided the creation of leaders to excel in achieving results. Are you ready for an unprecedented 2020? Contact Jeannette today for straight talk with dynamic results. Don’t forget to listen to NEW podcasts on Anchor.FM or YouTube.com.

Firing People May Not Be the Right Answer!

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We have all worked with people we dislike, or, even, hate. There are many reasons. It could be they don’t follow-up or follow-through. They make projects harder than they need to be. Or, they may be having too many personal challenges.

But firing them is rarely the best answer!

Why? It could be due to legal considerations. They may have expert product knowledge and/or work well with clients. And, in today’s business environment, it can be difficult to replace them.

So, you hang on and hope for a miracle. Or, you seethe, blaming them for any or all of your challenges.

George was having trouble working with Kelly, a good employee who was no longer doing the job she was hired to do. Rather than involving the correct team member, Kelly, like many employees, had taken on tasks that were not in her job description and skill set. Unfortunately, because of this, she was failing!

Understandably, George was upset with Kelly’s performance. However, he wasn’t clear on whether to fire Kelly or find another solution. While her job fit assessment showed a good job fit with the original job responsibilities, it also showed “why” Kelly was currently failing.

My advice was, “You can fire her, or, make her successful.” George decided to make Kelly successful. The key was to have consistent and straight conversations about her job responsibilities, and, address “why” the team was not working together.

It wasn’t easy for either George, Kelly, or the team! But, the time and effort paid off. Kelly is now a successful employee again!

If You Can’t Fire Them, Help Them Succeed!

Clarify “why” the person is failing. Make sure you use a qualified job fit assessment when coaching, managing, and training to determine a person’s true behaviors, thinking style and interests. Also, you can use the same tools in the future when hiring.

Be clear about your needs and expectations. Then, be consistent in your communication. Take the time to clarify what you need now and in the near future from each position. Be able to answer who, what, where, when and why questions. Also, follow a 180-day Success Plan to ensure a person’s success.

Training and coaching will make a difference. Bill Gates said that “everyone needs a coach” and that includes you! Look at how you can have all your employees trained and coached to develop their “soft skills.”

Address ethical issues immediately. Sometimes, people simply don’t know that they don’t know. Or, they are aware but think their actions don’t matter. Educate them now. Review policies with them. Then, coach them on how to better handle sticky situations.

You’re not a counselor, you’re a coach. If an employee is having personal difficulties, send them to HR or to your employee wellness provider. Remember, unless you are a health care provider, you do not have the skills to suggest medical help to anyone!

Be a leader FIRST. Many times, leaders make friends with their employees. This can make performance challenges more difficult to manage. Be clear when working with “friends” that you are their boss during business conversations and when addressing performance issues.

Temper your temper. The issue may be you! Consider it may be time for you to take a sabbatical or leave of absence. If you’ve experienced a difficult situation and haven’t taken time to grieve or process a loss, it can come back to haunt you at an inappropriate time. Be kind to yourself. When you return, you will have a new perspective and the same situations and people will look different.

Develop your emotional intelligence (EI). Yes, developing your EI can help you excel, especially when working with difficult team members! Most issues can be resolved through effective communication. But, you need to develop the ability and patience for these conversations to be effective. Learn how by attending workshops and hiring an executive coach.

©Jeannette Seibly, 2020

Jeannette Seibly is an award-winning dynamic results coach and keynote speaker. For the past 27 years, she has guided the creation of leaders to excel in achieving results. Are you ready for an unprecedented 2020? Contact Jeannette today for straight talk with dynamic results. Don’t forget to listen to NEW podcasts on Anchor.FM or YouTube.com.

Why You Need to Develop Your Team to Excel

Business team drawing a new complex project on wall
Business team drawing a new complex project on wall

Mediocrity has become a new standard today (The Standard, 2019). But, it’s costing companies time, money, top talent, customers, innovation, and reputation. And, the list continues!

Many leaders feel there is nothing they can do to change a team’s output from mediocre to great.  Some even believe team collaboration and intended results happen by accident.

These leaders believe they are powerless to change the trajectory of the results.

When teams get stuck, and they will, you as the leader need to roll-up-your-sleeves. It’s your responsibility to get the team unstuck, engaged and moving forward!

Leaders Step Up

Leaders step up to improve the quality of their teams’ results. Remember, these results don’t happen by accident. To excel, results start with how you hire, manage, coach, and train your team members.

Scary Stats

  • -10% of teams today excel. These leaders have a strategy in place to train and develop their people to go beyond the norm and out of their comfort zones.
  • -40% of teams are dysfunctional. When leaders give up so do their teams! They lack the training to align and build win-win-win outcomes required to achieve intended results.
  • -50% produce only small incremental improvements. Unfortunately, this is the norm! Many leaders are simply afraid to push their teams to excel.

(Stats taken from How to Improve Team Effectiveness, Skip Prichard, May 2019)

A team shared with me they wanted to build on the previous year’s event since attendance was down. But, the truth was, the leader wasn’t willing to do the work, release control, and brainstorm. All are requirements to excel! The result….attendance went down, even more, the next year.

How To Improve Your Team’s Results Now

Select the Right Team Members. This is the first and least expensive place to improve your team results. Job fit is the #1 reason (Harvard Business Review) teams succeed or fail! As a leader, it’s up to you to objectively look beyond the technical skills and assess the “soft skill” qualities. Use qualified assessments to select the right team members based on job fit: thinking style, core behaviors, and occupational interests.

Jack Welch, former CEO of GE, once said, “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” (Forbes, February 2015)

Develop and Train Team Members. Don’t assume you know to conduct productive meetings. It’s up to you to ensure all team members and you are energized and receive training. Skills development must include how to conduct effective meetings, resolve conflicts, and execute projects. To get the most out of these training and coaching sessions, use real-life challenges and engage in developing real solutions.

Build Trust And Engage Your Team. Under your leadership, teamwork happens or it doesn’t! Real teamwork requires you to be available and engage your team in brainstorming true solutions. This can be a slippery slope since often, too many times everyone latches onto the first good idea. This will shut down further conversation and the development of better ideas. Continue brainstorming until you have built team alignment on the best solution.

Acknowledge Team Members. Don’t forget to acknowledge each team member before, during and after any process.

Get Real about Solutions. As the leader, you must be unafraid to challenge your teams to excel. But, it’s not easy. There is always a difference of opinions and resistance to doing something new. But, and this is a BIG but, innovation needs encouragement and commitment from you. Remember, resilience and flexibility are required since there will be challenges along the way.

Improve Coaching & Mentoring Opportunities. Successful leaders have coaches and mentors who are company and industry savvy. Mentors often focus on working through company politics and guide you to connect with the right people. Executive coaches are external to the organization and confidentially guide you through complex situations and how to proactively avoid them.

Effective leaders don’t accept mediocrity. The ones that do, damage their careers, businesses, and financial bottom lines. It’s up to you to be the type of leader that has their teams excel and achieve dynamic results!

©Jeannette Seibly, 2020

Jeannette Seibly is an award-winning dynamic results coach and keynote speaker. For the past 27 years, she has guided the creation of leaders to excel in achieving results. Are you ready for an unprecedented 2020? Contact Jeannette today for straight talk with dynamic results. Don’t forget to listen to NEW podcasts on Anchor.FM or YouTube.com.

How to Bridge the Generation Gap by Being a True Leader

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A survey of nearly 1,000 leaders by Carey Nieuwhof reveals there are deep mistrust and discouragement between younger and older leaders about how they feel towards one another.  Younger leaders feel older counterparts are stubborn and inflexible in decision-making and accepting change, while older leaders believe younger people are entitled, don’t work hard and think they have all the answers.

“Ok, Boomer!” Younger leaders often express this sarcastically about older leaders, believing their POV is “old school.”

Conversely, older leaders often complain about younger leaders “not getting it” and “wanting to move too fast without all the facts.”

The tension between these two groups of leaders can hurt companies, bottom lines, results, and the ability to attract great talent (of all ages).

No generation has all the answers!

Bridging this generation gap now is important. Otherwise, it will become too wide and too deep.

According to a study done by Carey Nieuwhof, here are the 5 key issues:

  1. They’re not open to change. Younger leaders feel older leaders are stuck in the past or fearful of rocking the boat.
  2. Older leaders are inflexible. The traditional power style and attitude from the past don’t work today.
  3. They think they know everything. Everyone believes their POV is right!
  4. Too many rules. Younger leaders dislike rules, and will ignore them, until it’s too late.
  5. Too slow. Embracing change takes time and impacts decisions being made.

As a Leader, How Do You Bridge the Generation Gap?

  1. Communication is Everything! Yes, this can be difficult for both sides to hear! “If only they would see it my way, there wouldn’t be a communication issue.” Everyone needs to slow down and learn how to listen and communicate in a respectful way so that others can hear you. I promise, you will find commonalities within your disagreements. These commonalities can be used to bridge generation gaps and build win-win-win outcomes. But, only if you’re willing to take the time.
  2. Build Win-Win-Win Outcomes. Many times, we believe our judgments and biases are right. We hurt relationships and sideline our careers because we haven’t learned how to create win-win-win outcomes. Take workshops (yes, more than one) on how to understand where your judgments and biases come from. With this new awareness, you can positively impact your decisions, communication, and ability to work well with others!
  3. Appreciate and Understand Others. Use a qualified assessment tool to do this. This will help you better understand yourself and others. You will learn not everyone thinks or behaves as you do! They have their own interests. Appreciating differences and learning how to value them will bridge widening generational gaps.
  4. Critical Thinking. Many people rely on information posted on the internet and sound bites offered by thought leaders. They believe these statements are the truth! These leaders (both young and old) fail to engage in a healthy sense of skepticism and question the validity of what they are reading or hearing. Take the time to get to the truth. It will save your company customers, time, money … and even your career.
  5. Be Open to Learning. Too often we are not open to learning what we don’t know. Mostly because we don’t know what we don’t know! (Yes, reread that one!) Attend workshops and training programs with an open mind. Be a sponge. Then, learn from your coach, mentor, and other leaders how to use these insights to bridge the generation gap.

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning dynamic results coach and keynote speaker. For the past 27 years, she has guided the creation of leaders to excel in achieving results. Are you ready for an unprecedented 2020? Contact Jeannette today for straight talk with dynamic results. Don’t forget to listen to NEW podcasts on Anchor.FM or YouTube.com.

Knowing How to Lead Virtual Team Members Is a Required Skill

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One company decided to set up a remote office for one of their sales reps who had done well in the home office. The employee wanted to move back to his hometown in another state. The relocation expenses were costly, but, the company believed they would recoup their costs within a year.

But, after a year, no new sales had occurred and the sales manager was at a loss. She didn’t know how to manage a remote sales rep. Finally, a business advisor clarified the problem. When the sales rep worked in the home office, he was available for inside sales calls. That’s how he developed a good sales portfolio. Now, he needed to prospect and generate interest for new sales where he lived. However, he didn’t have the skills or interest to do so. After a year, the sales rep left to work as an inside sales rep for a local company.

Currently, over 66% of companies allow remote or virtual work, and 16% are fully remote (Remote.co).  Because of the reduced cost and commuting times for employees, along with other benefits, this trend is skyrocketing.

This is why it’s important for leaders to learn how to manage virtual team members. Remember, leading remote teams present unique challenges that are very different than leading a team that works in your office.

What is a Virtual Team?

virtual team (also known as a geographically dispersed team, distributed team, or remote team) usually refers to a group of individuals who work together from different geographic locations and rely on communication technology such as email, FAX, and video or voice conferencing services in order to collaborate. Wikipedia

Benefits

  • 80% of employees would be more loyal if they had flexible and work-from-home options (FlexJobs’ 2019 Super Survey)
  • Easier to hire the best no matter where they live and keep good team members that are relocating
  • Less expensive due to reduced overhead
  • 36% of employees would choose to work from home over a pay raise (Global Workplace Analytics study)
  • Encourages healthier lifestyles since remote workers can incorporate physical exercise into their day, instead of commuting

6 Tips for Leading Virtual Teams

Hire for Job Fit. When hiring or promoting, always use a qualified assessment tool to assess job fit. This assessment provides objective insights into how the person will handle working remotely. Required skills include good communication, high emotional intelligence, an ability to work independently, and the resilience to recover from the snafus that inevitably arise. (Harvard Business Review, 2014)

Build and Maintain Relationships.  Fostering trust is crucial. To achieve this, engage virtual team members 1:1 via conferencing at a minimum of at least once a month. And, be available via text, email and cell so you can be easily reached when necessary. During these monthly calls, spend time reviewing what’s been working and what’s not been working. Don’t forget to ask them about their career goals and other projects they want to participate in. Then, ensure these opportunities happen.

Set Clear Standards and Accountability. Many employees, particularly younger ones without office experience, look at working from home as an extension of their current life. If there are young children, unruly pets, smoking or drugs, or other distractions, it can be difficult for them to operate at the same professional level as expected in the office. Remind them how to handle distractions that get in the way. Also, hold them accountable for meeting product and service standards, along with adhering to company policies. If you want to learn more about how to listen for these concerns, contact Jeannette Seibly.

Frequent Communication is a MUST! Communicate expectations frequently, especially during interviews and onboarding processes. During meetings, you will need to be present and listen at a new level to proactively catch issues. Don’t be afraid to ask questions and deep dive into any concerns. Always be available to guide them through client challenges.

Team Building. Host a required-attendance team conference meeting monthly and quarterly to learn about each person’s accomplishments. Acknowledge them individually on these calls. This creates comradery and has each team member feel valued and part of a team.

Training and Development. Whenever possible, have remote team members attend on-site workshops and training programs. During these visits, schedule face-to-face and 1:1 or small group meetings to improve working relationships and build a stronger team.

© Jeannette Seibly 2020

Jeannette Seibly is an award-winning dynamic results coach. For the past 27 years, she has guided the creation of leaders to excel in achieving results. Are you ready for an unprecedented 2020? Contact Jeannette today for straight talk with dynamic results. Don’t forget to listen to NEW podcasts on Anchor.FM or YouTube.com.

Why the Busyness Trap Sabotages You and How to Change It

Avoid Costly Mistakes

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.

How to Provide Performance Reviews That Engage Your Team

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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.
  1. 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.).
  1. 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.
  1. 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.
  1. 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.
  1. 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.
  1. 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)

8 Ways Toxic Bosses Can Stop Creating Toxic Workplaces

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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 bossContact 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)

Alert! What Your Employees Need from You to Be Engaged!

team.results.positively speak

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)

Want Better Results? Speak Positively About Your Teams

team.results.positively speak

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!