Assessments

Creating Your 2023 Success Starts Today

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“We all have what it takes to succeed. But many of us do not want to do the work required.” Jeannette Seibly

It’s that time of the year when everyone is busy creating goals. The problem? In about 30 days, all those good intentions for success will be for naught! Many of you will have forgotten, become disillusioned, or didn’t realize how much work was involved. But there is an easier way … so get started today to create your 2023 success.

The Key Ingredients to Get You and Keep You in Focused-Action

  1. Set your goals. Before setting your 2023 goals, complete 2022! Take time to review What worked?/What Didn’t Work? Acknowledge your successes and lessons learned. Then, create no more than 3 BIG goals for personal and professional success. Yes, they need to be big enough to stretch from where you are now to where you want to be later this year. For example, if you’re already slated to be a team leader, creating that as a goal is not a stretch! Yet achieving the intended metrics and results with the team would be a stretch for any team leader. It’s inspiring too.
  2. Hire the right coach. Nobody achieves their goals alone. And asking for help is a good thing to do! But not every coach is the right one to guide you to success. So, select the right one and hire the person now.
  3. Address your inherent challenges and clarify your blind spots. Use qualified job fit and 360-degree feedback assessments. Why? These validated tools help you discover your core strengths to build on. For example, a maple tree’s roots are the core of it growing into a strong maple tree. But its strength would be diminished if it tried to be a palm tree. It’s the same with you. Build on your strengths! Using qualified assessments will show you who you are (aka your “core”) and not how you want to be seen. Work with your coach to review these valuable reports, stay focused, and willingly receive feedback from others.
  4. Put together the right team. Some people call them accountability partners. Pick one or two people with BIG goals that need your support. Have an upfront agreement to keep you and them in action and not let excuses get in the way!
  5. Schedule time to journal and meditate. These actions keep you focused on moving forward. It’ll also unveil whom you need to talk to and work with while using your strengths to stay in action. Make sure to use an easy system that works for you, even if it’s only 5 minutes per day.
  6. Have fun and celebrate. Every achievement, no matter how small, should be acknowledged. These brags build confidence. They also keep you in action when you want to quit (and you will), especially after you’ve made a mistake or find yourself in a difficult situation.

©Jeannette Seibly 2023 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a three-time Amazon Best-Selling Author!

A note from Jeannette about creating your 2023 success today: We all have the best of intentions when we make our goals. However, those intentions will go by the way-side over 90% of the time without using the 6 key ingredients to get you and keep you in focused action now. Need help getting started? Want to stop before you even get started? (Yes, this happens frequently.) Contact me.

To learn more about goals, listen to my podcast, The Entrepreneurial Leader, with guest Deb Eckerling.

How Do You Improve Being Coachable, Especially When You Don’t Want To?

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“Why have a coach? Because a coach has you do what you don’t want to do so you can become amazingly successful!” Jeannette Seibly

Note: This is a reprint of the #1 article for 2022.

We’ve all been coachable and uncoachable. It’s part of being human.

Being coachable: You listen for feedback from people regardless of your feelings about them.

Being uncoachable and challenging to work with: You refuse to listen to others even when they are great results-producers.

Why are you uncoachable? It could be your:

  • Readiness to hear feedback or advice
  • Humiliation of what occurred (e.g., poorly done presentation)
  • Low self-esteem or ego
  • Workplace environment views coaching negatively
  • Need to do it your way or on your own

Regardless of your reasoning, developing your listening skills and being coachable is critical.

The bottom line is that every successful leader, boss, and high-performance person has a coach! Think of the NBA, business leaders, and sales teams with excellent sales results. They know that while the advice and feedback may not be delivered flawlessly to their liking, it’s important to be coachable. Setting aside their ego avoids costly errors, team conflict, and poor customer results.

How Do You Improve Being Coachable and Achieve the Success You Really Want?

Be Present and Make the Time. “Is it an appropriate time to talk?” For example, bosses may call you when your kids demand your attention, or you’re in a department store. When this happens, ask, “Can I call you back in ½ hour when I can hear you?” Then, make the call in ½ an hour! Why? When distracted, you cannot present what is being said and will overlook critical feedback details.

Listen to Feedback About You. Listen carefully when the feedback originates from a team member, customer, or executive. There is an important lesson to learn here. To be coachable, listen without defending your actions, words, or thoughts about the person who complained. Instead, a couple of questions to ask: “Can you be more specific?” and “What would you recommend that I do?”

Transform Your Mindset When You Make Mistakes. There will be days you don’t do your best, create team conflict, or say the wrong thing. When someone complains, your ego will feel the need to defend your actions and blame others for the results. Breathe! Apologize! Stick with the facts, not your feelings about the person, situation, or other factors. Instead, ask, “What can I specifically do to change the outcome?” Remember, your future career options require taking responsibility and being coachable!

Review All Project Results Before, During, and After. Too often, you’re open and ready to hear feedback when a project is working. But when a project has or is about to fail, you become defensive, stop listening, and turn it into a debate. Remember, there is always room for improvement. In preparation for these crucial conversations, complete this exercise: “What Worked?/What Didn’t Work?”

Seek Out Coaching When You Need Clarity. There is a myth that you need to know the answer before asking for help. It’s not true! Instead, be open to listening to the feedback and be coachable. For example, ask, “Do you have 5 minutes? I’m unclear on what I need to do to make this project work?” Share the specifics about the goal and actions taken. Always say, “Thank you.” Even when you don’t like their answers be coachable. It could make the difference between successful results and failure.

Listen for the Gold … especially when the little voice in your head is chirping, “I don’t want or need to hear it.” It takes practice to master the skill of being coachable. In turn, you will accelerate your leadership development, relationships, and business results.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a three-time Amazon Best-Selling Author!

A Note from Jeannette about being coachable: Successful leaders have coaches. Being coachable isn’t hard if you’re open to feedback and asking for help. Start with your coach to resolve a challenging situation or relationship today. These issues rarely disappear on their own! Do you feel stuck? Not clear what the real problem is? You’re not alone. Contact me for a confidential conversation.

When was the last time you got honest about your leadership issues? Many employees today do not trust their bosses and leaders. Many leaders believe they already understand their blind spots. But they fail to get objective data to help them do the right things correctly. It’s essential to get actual objective data to improve your leadership. Click here for details.

Leaders, You Need to Regain Trust Now

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“Trust is the foundation in any relationship, especially when you are the leader.” Jeannette Seibly

Which leader are you? Which leader would you want to work for?

  1. A leader was well-known by his employees for spending money on his own personal interests. As a result, there were no pay increases, and bonuses were infrequent and minor. Finally, when the leader sold the business and stayed, the employees demanded that he be fired. “We couldn’t trust him as our leader, and we don’t trust him as a team member.”
  2. Another leader led his employees without allowing his ego to get in the way. He also pursued self-interests, but not at the expense of his employees. He hired right and made sure they had the tools and resources needed. He made himself available to guide them through making decisions, resolving conflicts, and handling sticky situations. His employees trusted him.

During these past several years, employees have stopped trusting their leaders to do the right things the right way. While many people like to blame the economy, pandemic, and other outside factors, the truth is that these leaders do not talk straight, renege on promises, and hire and promote people that don’t fit their jobs.

As a leader, you must regain your employees’ trust NOW. The longer you wait, the harder it will become; eventually, trust can never be regained.

Here Are Three Ways to Regain Trust

Talk Straight. Instead of talking around an issue or subject, tell the truth.

  • Talk directly with the employee to provide performance feedback and coaching.
  • Expect resolutions to conflicts and be proactive in getting them resolved.
  • Value relationships by talking straight while being kind and compassionate.
  • Straight talk does not mean unleashing your anger or upset on another person.
  • Stop waffling around decisions. Make them fact-based, and include relevant human factors that are consistent with company values. This includes win-win-win outcomes for the customer, employee, and company.

Make Promises and Keep Them. Level up your ability to listen and listen to yourself when speaking. Too many leaders don’t listen well (or at all) or remember their promises. When making an agreement, write it down! Send an email … This is my understanding … Be open to negotiations within reason. Remember, respect, valuing others, and integrity are non-negotiable.

Hire and Promote for Job Fit. One of the most significant and often unrecognized issues that cause employees to stop trusting their leaders. When leaders hire using the instinctive/intuitive/gut approach, it doesn’t work (and never did). Many exhausted employees hate the constant turnover of new employees that cannot and will not do the job. Then, having their leader/boss manipulate them to “keep at it” and “make it work” upsets them and no longer works. You cannot force a square peg into a round hole! Instead, design a well-thought-out strategic selection process. Use qualified assessments that ensure job fit and tools to safeguard safety and well-being.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a three-time Amazon Best-Selling Author!

A note from Jeannette about regaining trust as a leader: During these past several years, employees have stopped trusting their leaders to do the right things the right way. Now is the time to transform this belief before another year goes by. Are you uncertain about what to do? Do you need to talk it out? Contact me for a confidential conversation.

When was the last time you got honest about your leadership issues? Many employees today do not trust their bosses and leaders. Many leaders believe they already understand their blind spots. But they fail to get objective data to help them do the right things correctly. It’s essential to get actual objective data to improve your leadership. Click here for details.

Healing Our Inner Power Determines Our Leadership Success

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Grateful Giving: Happy holidays! In appreciation to my readers, I will give an additional one-hour of coaching for 50% off during the month of December, 2022. To participate, complete your Leadership PXTS Report and one-hour review, then, schedule your extra hour. Here’s additional information and link: Your blind spots limit what is possible in your career and business. Too often, we get stuck in how we look at a problem or a relationship. It defines our results! As a leader, it’s critical you discover your blind spots and reclaim your ability to influence and inspire others before it’s too late. Learn more by clicking here.

THE ARTICLE:

“Our inner power needs care like every other aspect of our health and well-being.” Jeannette Seibly

Inner power is the quiet force within you that knows when to act and when to move and gives you the strength to do so. (Psychology Today)

Many leaders experience a loss of inner power during professional and life challenges. Inner power helps you stay resilient and resourceful and bounce back after a loss. But when there is the experience of the loss of a job title, money, family status, zip code, or health, many leaders attempt to hide their feelings of guilt or shame. Instead, take the time to recognize what occurred and do the work to move forward. (An excellent way to objectively discover what happened is to complete the worksheet “What Worked? / What Didn’t Work?)

How to recognize a loss of inner power or strength. When you feel ineffective, or no one cares, you are controlling and challenging to work with, or you are feeling fear due to a person’s upset, you’ve lost your ability to influence and inspire others.

Healing Ideas to Reclaim Your Inner Power

  1. Make the Decision. Nothing can genuinely change until you become responsible for where you are now and then commit to moving forward. In my many conversations with leaders who have experienced a loss of inner power, they remember this declaration. It became the line in the sand of before and after. It’s when they get into focused action to move forward.
  2. Hire a Coach. The best way to move past a business or career loss is to get help. Work with the right coach to guide you in the right direction without the devastating ups and downs of trial and error. Please don’t make the common mistake of doing it yourself to avoid feeling shame or guilt. It’ll be harder to move on and achieve the needed wins.
  3. Know Yourself. Many leaders believe they do know themselves. But forget they have blind spots and talents they are unaware of. Now is a good time to discover them and learn new ways to develop these strengths. Remember, you cannot build your inner power on weaknesses.
  4. Build Healthy Relationships. Take the time to build sound professional, personal, and family relationships. Spend time with like-minded people by reaching out and taking the time to learn about them. Don’t forget to offer help as appropriate.
  5. Get Focused. When a loss occurs, take time to grieve. If you don’t, it’ll come out unexpectedly and hurt your progress. For example, if your loss of power is due to a job or financial loss, it may be time to review the direction or path you’ve been pursuing.
  6. Hire a Therapist. It can speed up the healing process. Take the time to conduct a “brag” inventory, and include strengths and successes you’ve experienced. This helps you focus on “what’s next” instead of living in the past.
  7. Be Mindful. Practice mindful breathing and learn to be present during conversations. It’s where the aha’s occur! Love yourself for who you are and who you are not. Now is a great time for self-reflection. Journalling will help you learn from the experience.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a three-time Amazon Best-Selling Author!

A note from Jeannette about healing an inner loss of power: During this economic uncertainty, it’s easy to experience a loss of inner power. Pause and take the time to look at what’s working and what you are grateful for. Are your goals and life in conflict? Now’s the time to talk it out! Contact me for a confidential conversation.

Your blind spots limit what is possible in your career and business. Too often, we get stuck in how we look at a problem or a relationship. It defines our results! As a leader, it’s critical you discover your blind spots and reclaim your ability to influence and inspire others before it’s too late. Click here for details.

Many Employers Are Feeling the Pressure to Increase Wages

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“Everyone thinks money keeps employees. But they forget money doesn’t motivate!” Jeannette Seibly

A friend had demanded a pay increase from his boss and got it. He felt excited to get the money until he realized it put him in a new tax bracket. So now, he’s looking for a different motivator to continue doing a job he doesn’t even enjoy.

Everyone wants to make more money. They believe it’ll motivate them to like their jobs! The truth is, if they are in the wrong position due to poor job fit, it won’t matter what you’re paying them. They’ll still experience job dissatisfaction. Therefore, employers must become innovative and create new ways to compensate their employees, along with fair wages.

The BIG question is, “How can I compensate and motivate employees to attract and keep them?”

9 Ways to Compensate and Retain Employees to Improve Job Satisfaction

Job Fit. Yes, I know, I mention this a lot. But the fact is, studies show that when people fit their work, they thrive. They are less likely to focus on money to offset job dissatisfaction. Use a strategic selection process and qualified job fit assessments to improve your selection decisions for new hires, rehires, and job transfers and promotions.

Ask. Ask, “What do you really really really want?” It’s the best place to start. You may be surprised that their requests are not about increasing their paychecks! (Unless you’re paying below industry standards.) If you do this, you’ll be surprised by what you learn.

Benefit Options. Provide spending dollars and options for additional vacation, childcare, personal time off, working remotely, and fun activities.

Perks and Gift Cards. Provide prizes for different challenges. Remember, some will enjoy group prizes, while others value individual recognition.

Education with Accredited Schools. Many are looking for education reimbursement or the company paying for tuition and books up front. This allows your employees to grow.

Company Workshops. Provide 1:1 training and development programs, both online and in-person. These should include technical, leadership, and soft skills training. Provide a certificate of completion and have it noted in their HR record.

Other Learning Opportunities. Partner with local experts to provide personal courses: money and financial management, how to buy your first home, Medicare options, and how to brag. These courses should include certificates of completion.

Provide Expanded Opportunities: Interdepartmental Teams, Association or Trade Boards, or Community Outreach Programs or Boards. These opportunities provide growth and development and are highly favored among many employees. They provide invaluable ways to develop and gain leadership skills and confidence in using them. Be sure they have a mentor to work through the sticky situations and political relationships in these groups.

Train to Be Coaches. Offer experienced employees the opportunity to coach newer employees. Provide a well-designed training program and certificate for these new coaches. The selling point is that these are invaluable skills to learn and develop and can be used on the job, at home, or in community activities.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a three-time Amazon Best-Selling Author!

A note from Jeannette about different ways to compensate and retain employees: Many employees today want more money. But they fail to realize that money is not a motivator. However, other perks, benefits, and opportunities can be. Not sure where to begin? Contact me for a confidential conversation.

Do you know if you’re doing a poor job of managing others? Would you like to know whether or not you are? As a leader or future leader, you must learn how to get the job done by working with and through others for great results. To learn more, click here.

Effective Leaders Focus on Workability

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“You’re never too important or busy to handle the details in your life.” Jeannette Seibly

I returned from an inspiring weekend and was feeling good. I woke up smiling on Monday morning, ready to take on life. Then, I sniffed. Whew! I let go of my ego and laughed. “This is what pursuing my goals looks like … it includes details like cleaning out the cat litter box!” LOL!

When leaders, entrepreneurs, and business owners are busy pursuing their goals, they often ignore details and get overwhelmed when life and business aren’t working. Or their ego gets in the way. They forget or become irritable when the dishwasher needs to be loaded/unloaded. The dog requires walking. And the kids and significant others demand quality time. Sound familiar?

Workability occurs when you acknowledge the necessary details in your life and focus on getting them done in a way that honors others and your goals. (NOTE: If there’s a conflict between your goals and your life, reach out to your coach!)

Take the time this holiday season to reflect on and organize what needs to be done. Share your goals with your family and employees, and listen for the details you’ve overlooked. Delegate, and understand that others will not do things the same way you do! Remember, there are over 100 ways to wash dishes!

Tips to Handle the Details to Create Workability

  1. Honor Financial Obligations. Years ago, I met a self-proclaimed enlightened business owner that claimed he had a million-dollar business. But he kept his financials in a shoebox to avoid his ex-wife knowing how much his company was worth. First, I questioned his million-dollar claim because of other factors. Second, hiding the details and hoping no one will discover them will come back to haunt you. Schedule time weekly to keep your A/R, A/P, and taxes up-to-date and paid. Remember, the IRS doesn’t care about your excuses.
  2. Hire a Pro. Don’t try to do what you don’t do well. Hire a professional bookkeeper. Hire a cleaning person or caregiver. Hire a qualified engineer that fits the job. When hiring, use legally qualified tools and systems to ensure compliance with local, state, and federal laws.
  3. Trust Others to Get the Work Done. Complaining about how others do their work only causes an exodus of top talent at home and in business! Remember, these are the people who are handling the details! #1 – Stop micromanaging since you’ve not done the work and don’t know the details involved. #2 – Hire for job fit to ensure they are interested and willing to do the work as it needs to be done.
  4. Focus on Integrity. Cutting corners, overlooking quality concerns, not proofing docs, and ignoring safety precautions will get you in trouble. It doesn’t matter what your excuses are. You need to make the time and pay attention to the details or suffer the consequences. This includes reading the fine print! This is where a professional (aka an attorney) is essential.
  5. Hire a Coach. I know, I say this often! “Every successful leader has a coach!” The right coach guides you to handle the details, no matter how you feel about them. The coach helps you organize your goals and live a healthy lifestyle simultaneously.
  6. Express Gratitude. Have an appreciation for what you do have and express it instead of focusing on what you don’t have. It makes you an easier leader and person to work and live with! Your family and employees will appreciate this more than you imagine … along with your cat and dog!
  7. Stay Connected. Schedule 1:1 and group time with the people in your life. Put away electronics, and don’t allow other distractions to get in the way. Remember, there will always be high and low points in life. Your relationships will help you through both if you prioritize the time now.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a three-time Amazon Best-Selling Author!

A note from Jeannette about focusing on workability: When we are busy pursuing our goals, we forget or ignore the details that need our attention. The dishwasher still needs loading and unloading. The dog cannot walk itself. We put off spending quality time with family. Take the time during this holiday season to create workability in your life by addressing the details. Are your goals and life in conflict? Do you need to talk it out? Contact me for a confidential conversation.

Your blind spots get in the way of attracting and retaining top talent. When you ignore hiring and retention issues, achieving the intended results takes time, money, and energy. Instead of becoming a hamster on a wheel, address the real problems now! It’ll save you customers and give you a healthy bottom line. Click here for details.

When Leaders Get Lonely at the Top …

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“Traditionally, leaders tend to keep to themselves and feel lonely. But today’s leaders need to stay connected with others.” Jeannette Seibly

Many leaders report feelings of loneliness, with more than half believing being lonely at the top hinders their performance, as cited in several studies. Whether they are a boss, team leader, or executive, the traditional design of leadership keeps them apart from their teams.

But given the challenges in business today, it’s time for today’s leaders to minimize this unspoken issue of loneliness and get connected. If they don’t, they will negatively impact results! Leaders need to learn how to connect and communicate with others in a new way. Otherwise, essential cues about upcoming business and people changes will be missed.

How to Minimize Loneliness as a Leader

Number 1! Set Aside Your Ego. You’re not the only leader feeling lonely, and your challenges are not unique to you. Reach out and connect with others without your ego running the show. People will stop ghosting you when you connect and start telling you what you need to hear.

Stop Favoring Top Performers. Although every leader loves their top performers, they often ignore the rest of the team. Focus on each and every team member by meeting 1:1 and acknowledging the small and big successes, individually and as a group. Don’t forget to include your remote team members. This will keep you from being lonely and excite you about new possibilities.

Develop a Strong Team. Strong teams don’t happen by themselves. It requires you to be involved, hire the right people, and encourage everyone to speak up while listening and coaching all team members to deliver the intended results. The process frees you from the office and removes you from putting out all the small fires.

Be Present. When interacting with the team, be present. That requires you, during all conversations, to put away your electronics or stop thinking about other concerns. Being present makes others feel valued and respected while encouraging a robust discussion. This is key to not feeling lonely.

Live a Life Outside of Work. Life is not 100% work. Yet, many leaders have an unhealthy relationship between living to work and working to live. It’s a mindset! Cultivate a healthy one since healthy pursuits eliminate loneliness.

Join Professional, Trade, and Industry Groups. Participate and make long-lasting connections. This is a great way to build a strong network with other leaders dealing with similar issues.

Create or Join a Management Group. Sharing your challenges with colleagues, either within your company or not, is valuable. Remember confidentiality.

Be Part of a Community Group. Join one that touches your heart (e.g., cancer, Alzheimer’s). It’s a great way to expand your social network.

Take Part in Family Events. Be sure to attend your kids’ events … you won’t get another chance. Keep in mind that other leaders will be there too.

Make Friends Outside of Work. Having friends outside of work When the only other people a leader interacts with are work-related, it limits their conversations. And can create problems. Expand your horizons.

Hire a Coach. Feeling lonely is believing no one else understands your challenges. Hire an executive coach (all successful leaders have one) to share your challenges and successes freely. Usually, talking out loud with a committed listener has you focus on what’s next and feel you’re not alone.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a two-time Amazon International Best-Selling Author!

A note from Jeannette about being lonely at the top: This applies to bosses, team leaders, and executives everywhere! Today’s leaders cannot risk being lonely at the top. Instead, they need to minimize this phenomenon and learn how to connect in new ways. Not sure where to begin? Contact me for a confidential conversation.

Many leaders feel isolated from others due to blind spots in their management style. It’s essential for you, as a leader, to uncover them now. Otherwise, you’ll lose important connections with your team, customers, and industry and company leaders.

Stop Quiet Quitting and Create Solutions

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“Boredom results from not stretching beyond your current skills.” Jeannette Seibly

According to Fortune, 82% of GenZs and Millennials are quietly quitting. When I shared this shocking stat with a friend, she talked about a young family member ignored by her bosses! The GenZer would like to take on more challenging work and has often asked for more opportunities. But each time, she continues to be dismissed. So, she quietly quit her job.

As a member of any generation, you can be part of the problem or part of the solution, whether you’re the boss or employee. When employees of all ages feel bored, not challenged, or experience long-term job dissatisfaction, it creates quiet quitting! Remember, problems always have solutions. Left unaddressed, quiet quitting can sabotage your profitability and results too.

Bosses, remember, GenZs and Millennials are our future. Now is the time to train, develop, and coach them to create good work and results-producing skills … not discourage them further.

Two Points of View to Prevent Quiet Quitting

1. First, learn about career blind spots.

Boss: Create a strategic selection system to collect objective, valid, and reliable data for your hiring, job transfers, and promotions, and rehire decisions.

Employee: While you chose your profession for various reasons, you’re suffering because the job doesn’t fit you! Before you keep job hopping, discover your blind spots and focus on job fit. Talk with an executive coach. It’ll save you from career disillusionment and giving up on yourself or pursuing jobs that don’t fit you.

2. Do your homework.

Boss: Stop relying on the interview as your primary source during the hiring process. Using a strategic selection system will improve collecting objective, valid, and reliable data.

Employee: Before taking a job, conduct your due diligence by asking questions of the interviewers and your professional network. Talk about training, education reimbursement, and other opportunities available to grow that are important to you. Remember, you will have many career options during your lifetime … it’s your responsibility to build on these and not blame your employer for your lack of success.

3. Create Depth of Knowledge.

Boss: Many employees hate repetitive work or being micromanaged. Look for opportunities to allow them to make mistakes and learn.

Employee: Ask for opportunities to dig deeper into accounting, human resources, marketing, etc. Start with learning the basics (e.g., math, accounting, sales, hiring and assessment legalities). The knowledge and ability to use this information correctly can promote you further faster.

4. Create a Breadth of Awareness.

Boss: Provide new opportunities for upskilling, reskilling, and training and development as part of your team members’ career path.

Employee: Take an active role in interdepartmental teams addressing company-wide issues. Listen, ask questions, and learn. This helps you develop and use your knowledge and skills to positively impact the company and its clients.

5. Stay Current.

Boss: Provide weekly department meetings and monthly 1:1 sessions. Discuss what’s working, what’s missing, and the resources needed. Don’t forget to include coaching on taking initiative and being resourceful.

Employee: It’s easy to get bored. But actually, it’s easier to make an effort to learn more and expand your knowledge about your current job. It’s up to you to take the initiative!

6. Attend Professional Association and/or Trade Meetings.

Boss: Provide budget dollars and opportunities for employees to attend these events.

Employee: Don’t be shy. Get out there to meet and greet others. Ask and listen to current and future issues in the industry you work in … or wish to work in.

7. Stop Hoping for Job Satisfaction and Create It.

Boss: It’s up to you to provide appropriate initiatives or challenges for each employee to enhance their job satisfaction.

Employee: Hope is not a strategy. Grab your “Brag” book and complete the 5 easy steps. Now, share your brags with your boss and create action steps for what’s next in developing your career path. Yes, you need to take an active part! PS: Use your brags during Performance Appraisals and work reviews too.

8. Keep Learning!

Boss: Provide budget dollars for ongoing training and development. Include online and onsite workshops. Remember, you’re creating the next generation of leaders!

Employee: Your brain loves to learn. Even if you have a degree or trade certification, take advantage of company training and workshops. Primarily focus on skills required for career growth:  emotional intelligence, communication, project management, and leadership. (Yes, even before you need them.) Don’t forget critical, often overlooked education: financial planning, money management, technical certificates (for non-technical people), etc.

9. Hire a Coach!

Boss and Employee: Find the money. Hire the coach. Remember, successful people of all ages have coaches.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a two-time Amazon International Best-Selling Author!

A note from Jeannette about how to create solutions for quiet quitters: The challenge is that all employees need to take the initiative to develop their technical and other skills to have job satisfaction. As the boss, it’s your responsibility to get into action to guide the development of these needed skills. Not sure where to begin? Contact me for a confidential conversation.

Quiet quitters often have unrecognized blind spots that get in the way of job satisfaction. It’s essential for you to uncover them now, before you quit or are transferred or promoted to new positions (remember the Confucius quote: “Where ever you go, go with all your heart.”):  https://bit.ly/BeEffectiveLeader

Learn How to Spot Toxic Future Employees During Job Interviews

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“Toxic employees diminish trust while sabotaging the company, customers, and team.” Jeannette Seibly

A leader recently asked me, “How do you spot a narcissist during a job interview?” He’d just fired one. I shared that they and other types of toxic employees can be challenging to spot. “It’s why using a structured interview approach, and a qualified assessment tool are important to help you spot them.” My recommendations are shared in this article.

Learning how to spot toxic future employees before hiring them can be tricky. However, it becomes easier when you use a well-defined strategic selection system and interview process. The challenge is, listening and not explaining away apparent signs.

“Toxic employees create discord, crush morale and reduce coworkers’ productivity.” (Insperity)

Many toxic workers have the skills to do the job. But due to “you owe me” attitudes, poor emotional intelligence, and not being coachable, they create unhealthy work environments. As a result, they diminish trust while sabotaging others’ work and the company’s growth.

Tips to Conduct Interviews to Uncover the Truth  

Listen and Be Present! You are more likely to spot toxic behaviors and attitudes if you do.

  • They change their story or lie about the facts
  • They answer your questions with questions
  • They are evasive in their answers
  • They tell you what you want to hear and blame others
  • They are always right
  • They make snarky or inappropriate comments

These job seekers may have the job skills but rarely fit into a healthy workplace.

Use a Structured Interview Focused on Job Skills. Their responses reveal their actual ability and interest in doing the work. Use the Rule of 3 to deep dive to understand their responses. Avoid asking about favorite colors, books read, or music they enjoy! Their responses can be misleading and cover up their genuine willingness to do the job.

Ask Interview Questions That Invite Negativity. Allow candidates to share experiences they’ve been coached not to talk about. But don’t ask more than two of these types of questions to prevent true top talent from ghosting you!

Two great questions:

  • “Tell me about a conflict you had with your boss or coworker.”
  • “What did you do when you received feedback you didn’t like from your boss or team?”

Listen for: blaming others, being unable to admit mistakes, or how people “should be.” Or conversely, “I always get along with everyone.” These are red flags!

Use a Qualified Job Fit Assessment. These tools have behaviorally based interview questions to help you uncover a person’s fit with the job. While they are not designed to state if a person is “toxic or not,” the questions help you learn more about the essential qualities the person will bring to the job.

I recently talked with a job candidate for a manager position. The person had an answer for everything and frequently spoke about enjoying conflict and debates with others. While these traits can be great in negotiations, most employees will revolt working for this type of boss.

Don’t Rely on Only One Interview. Many toxic people love to gossip or have other problematic attitudes they can turn on and off. Conduct several well-structured interviews instead of relying on your intuition or gut. During the process, you’ll learn more about the person’s true beliefs, work ethic, and ability to work with and through others to achieve intended results. Use a well-designed strategic selection system and follow it; most toxic future employees are less likely to stick around.

Don’t Dismiss Warning Signs. People’s choice of words conveys their thoughts, feelings, and opinions. Many poor job performers use negative words when talking about coworkers and bosses. They speak as the victim, are judgmental, and cannot empathize. They talk in absolutes: always and never. Don’t overlook their choice of words or explain them away.

Remember, toxic employees cost you time, money, and sleepless nights. A well-designed strategic selection system is a powerful tool to help you avoid hiring them.

Source for this article: Hire Amazing Employees: How to Increase Retention, Revenues and Results!

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a two-time Amazon International Best-Selling Author!

A note from Jeannette about how to spot toxic future employees during job interviews: The challenge is that they often have the skills to do the job. But due to poor attitudes, being self-centered, and not being coachable, they can create unhealthy work environments. Need help upgrading your hiring practices? Not sure where to begin? Contact me for a confidential conversation.

Leaders need to influence others to be successful. But many times, their blind spots speak too loudly and get in the way. For actual professional growth, use objective data to discover your blind spots now, before it’s too late:  https://bit.ly/BeEffectiveLeader

How to Use Failure to Grow Your Success and Opportunities

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“Failure can lead to new successes and opportunities … are you ready?” Jeannette Seibly

Many leaders and bosses fear failure. Why? They want to look good in the eyes of their team, boss, and customers and be well-liked. The problem is that when leaders fear failure, they can become locked in a myopic point-of-view of what can be accomplished and how it should be done. This limits their successes and opportunities. Another result of being fearful is that team members and customers leave.

How to Attract New Career Success and Opportunities

Rock the Boat. Rocking the boat doesn’t mean someone or something has to go overboard! Instead, it means stretching outside your everyday thinking and including your team during this process. It strengthens everyone’s ability to brainstorm, use critical thinking, and disrupt the common limitations that hurt results. The key is to rock the boat without negatively impacting others.

When You Make a Mistake, Own it. What did you learn? Use “What Worked? / What Didn’t Work?”  individually and with the team to develop clarity. Then, share with your boss and customer.

Apologize. This reduces defensiveness when a mistake has been made. Remember, you must address the “elephant in the room” before you can have a straight conversation and make a positive difference. For example, “I’m sorry this project went over budget. Here are the facts about why it happened and what I/we learned.”

Be Proactive, Not Reactive. Mistakes and failures are often avoidable when you are “present” in conversations. Learn to listen with an open mind. Then, ask questions for clarification about the impact new ideas could have on systems, people, and the bottom line. Be a guide for your team to be resourceful, resilient, and flexible when addressing change.

Hire the Right Team. You cannot achieve success alone. Let me repeat that you cannot achieve success alone. And hiring the wrong person for your team is the fastest way to fail! So instead, hire the right team the first time by using a qualified job fit assessment as 1/3 of your selection process. Included will be a coaching guide to develop your team and you and show you how to improve results now and in the future.

Uncover Your Blind Spots. Every leader and team has them. Your ability to recognize and work through them makes the difference between success, so-so results, or failure. Use a qualified job fit assessment and executive coach to move forward faster and with clarity.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a two-time Amazon International Best-Selling Author!

A note from Jeannette about using failure to grow your career success and opportunities: Many leaders and bosses fear failure. They want to look good and be well-liked. The problem is that they become locked in a myopic point-of-view of what can be accomplished and how it should be done. This fear hurts career growth and opportunities for new projects. Not sure where to begin? Contact me for a confidential conversation.

Leaders need to stretch themselves beyond their perceived limitations for professional growth. It starts with distinguishing your blind spots: https://bit.ly/BeEffectiveLeader