How to Stop Tactless Remarks from Hurting Your Leadership

“Words matter … so choose your words responsibly.” Jeannette Seibly

It only takes a second to blurt out a tactless remark, but it can take hours, weeks, and even years for your team, boss, or customer to forget … if they ever do.

As a leader, your words reverberate throughout the company and impact your team’s results. You have a choice … your words will either inspire or deflate others.

The words you choose will impact the results you, your team, and your business strive to achieve.

Words Matter to Achieve Team Results

Here are 7 common tactless remarks guaranteed to create conflict, frustration, and poor results. So again, choose your words wisely.

Yeah, but…! This only invokes debate, defensiveness, and poor solutions! Listen with an open mind and heart. You will learn something new!

“That’s stupid.” This tactless remark is a great way to block others from wanting to share their ideas and solutions! While you may not want to hear their ideas, get over it. It’s your job as a leader to listen. Instead, ask, “That’s interesting…how would that work?” Now ask yourself, “What new insights did I learn?”

“I have the wrong team.” Although this is a common remark, it’s doubtful you have the wrong team! In reality, there may be one or two underperforming team members not committed to the goal or causing team conflict. It’s your job to get everyone on the same page. While training and developing your team, you will uncover the real issues that have hindered progress. Now, it’s time to have the tough conversations without blaming others.

“I hate this project or customer.” Expressing this remark hurts your team’s ability to produce intended results. When you “hate” something, you limit new ideas and make bad decisions. It also limits your ability to be a positive influencer. Work with your executive coach and a mentor to transform this mindset.

“I never liked working here.” Did you know, according to Gallup, that over 70% of employees are in jobs that don’t fit them … including leaders? (Numbers are now climbing!) Use a qualified job fit assessment to clarify the reason for your dissatisfaction. Now, get back in action and build the leadership skills required to engage your team and produce dynamic results.

“My team or customer or boss is a moron…jerk…narrow-minded (the list is endless)” Insulting someone’s intelligence or labeling them hurts team productivity and results. And, unfortunately, your team (and others) will mimic you! Remember, there will be times you must effectively work with and through others to achieve win-win-win outcomes. So, make it a practice to facilitate good working relationships along the way!

[absolute silence].  When tragedy, terminal illness, or a life difficulty happens to a team member, saying something is better than saying nothing. Pick up the phone (don’t text or send emails). Let the person know, “I’m sorry” or “My thoughts are with you” and “Let me know if you need anything.” You only have this one chance to let the person know they are valued. Your effort, or lack of, will impact your team members and their results for a long time. In these situations, silence is not golden.

©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: How to Stop Tactless Remarks from Hurting Your Leadership. Every leader has made tactless remarks, even if it was only one time. While it may only take a moment to make a tactless remark, it can take hours, weeks, and even years for the team or person to forget. Apologize immediately when this happens. If the issue is still hanging around, call me now for a confidential conversation … let’s get it fixed now before it’s too late!

Know you’re making a difference by being a positive influencer. Learn how to share so that others will listen. Get 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

How to Be a Strong and Effective Facilitator and Leader

“What does your company need to address to meet the new people, technology, and global market demands? Learn how to facilitate these changes to elicit the best from everyone.” Jeannette Seibly

The #1 way to become a strong and effective leader is by facilitating good working relationships, regardless of the person, situation, or other factors.

Years ago, a general manager told me I didn’t know what the “bleep” I was talking about because I was a woman. Yes, he really did say those words. Fortunately, I had a smart male co-worker guide me through how to respond. He said, “Go visit with him … listen and learn!” Even though I didn’t want to do that, I did. From that point forward, I was on only person the general manager would work with!

At the time, it would have been easy to claim discrimination. And that would not have resolved the underlying issue. The general manager didn’t trust working with women at a managerial level! But, because I was able to set aside his remark and meet with him, I learned about his goals and how I could facilitate guiding him to achieve them. This meeting started the positive process of building a strong and effective working relationship.

Here’s what I’ve learned during my career.

5 Tips to Become a Strong and Effective Facilitator

Develop Strong Skills and Competencies. Get back to basics and develop a solid working knowledge of your profession. Learn how to work with and through your team to get the answers needed for great results. You will become a great results-producer and an expert facilitator by doing this. And others will now see and listen to you differently.

Learn How to Self-Promote. Be present to your results and the impact they have on others. This ensures that your efforts, and those of your team, do not go unnoticed … a great confidence booster! Share your results with your boss; on your resume, bio, and performance appraisals; and during interviews.

Give Respect to Get It. Treat others with respect. Yes, this can sometimes be hard … especially if you get triggered by what someone said or did. Remember, taking responsibility for your reactions and triggers instead of blaming others is critical. It’s the primary hallmark of a great facilitator who can create positive change.

Become an Influencer. Be For, Not Against. Complaining or rallying against something or someone will only create more resistance. For example, stating a negative creates more negative reactions. So instead, create a positive mantra, “A strong team excels together.” Now, make sure your actions and words support the new mantra.

Be Coachable. Take workshops, hire an executive coach, and read history. It will help you understand that you are not alone in your quest to be a strong and effective facilitator and leader. In addition, lifelong learning will help you develop the objectivity and compassion needed to work with people with different points of view.

©Jeannette Seibly 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 becoming a strong and effective leader. The critical success factor I’ve experienced over and over in my almost 30 years of being an executive coach and facilitator is that those who excel as leaders develop excellent facilitation skills. These skills normally translate into excellent working relationships. Becoming a master facilitator takes work. If you’re stuck and unclear on what to say or do in difficult situations, contact me for a confidential conversation.

Want to be an influencer? It requires more than standing up and speaking up. Get your Eight Tips to Increase Your Ability to Influence

Build Confidence by Not Allowing Self-Doubt to Sabotage Your Career

“Overcoming self-doubt requires believing and trusting in yourself … as you are … right now.” Jeannette Seibly

Have you ever wanted to do something and the “little voice in your head” said, “NO! You’ll fail! You can’t! You’re not smart enough! You’re too old! You don’t have what it takes to succeed?”

Everyone has self-doubts. They occur when fear or uncertainty creeps in! But don’t let your self-doubt become the predictor of your goals, career choices, or leadership.

Building confidence is an inside job and erases self-doubt. It’s developing a belief and a trust in yourself each day … where you are … right now.

7 Ways to Erase Self-Doubt and Build Confidence

  1. Replace Negative Self-Talk with Your Brags! Internal mind chatter often gets in everyone’s way, especially when attempting something new. To overcome this, complete the Brag! work in It’s Time to Brag! Business Edition. Wow! Look at what you’ve already achieved! Remember, no matter what you’ve accomplished in life … and you’ve already accomplished a lot … self-doubt can sabotage your career if you allow it! So now, before you second-guess yourself, again, offer your idea, manage team conflict, and/or ask your boss for that promotion and pay raise!
  2. Banish the Fear of Feeling You’re Not Good Enough. We all experience the “Imposter Syndrome” when not feeling confident, especially women. This happens regardless of all the credentials and other awards you’ve won! When it occurs, talk it out with your executive coach. Uncover the real reason for your fear (e.g., getting your boss’s approval, managing a difficult team member, hiring the right person, etc.).
  3. Be Willing to Learn Something New. Yes, everyone started their career “not knowing how to do or accomplish something!” However, the ones that succeeded were willing to set aside their ego, admit they didn’t know, and learn the basics. They were also ready to practice and become masters while working through mistakes! Remember, when you set aside your ego, you learn at a faster and more advanced level!
  4. It Doesn’t Need to be Perfect … Just Very Good. This can be difficult for successful people to grasp … and, it doesn’t mean overlooking mistakes. Also, it doesn’t mean accepting mediocrity. Remember, perfectionism creates unnecessary stress, team conflict, and missed milestones. So relax, trust in the process, and allow your team to work their magic!
  5. Use the “Rule of 3” to Make the Best Decision You Can. Create 3 must-haves for your project, new vehicle, or next job. Now, get three different quotes or create three options for fulfillment. When selecting a book editor, I remember I found three viable candidates and had each submit their proposal. Then, I decided on the one that met my criteria. Remember, the cheapest isn’t always the best one!
  6. Accept Negative Feedback Graciously. When you receive negative feedback, instead of allowing self-doubt to take hold, get the specifics of the issue. Be open to feedback. It’s how you improve. Ask, “What were your 2 specific concerns and why are these important?” Listen and learn. Now, incorporate these as appropriate. If you’re not willing to learn from negative feedback, your self-doubt will win!
  7. Just Because You Fail, It Doesn’t Mean You Should Stop Trusting or Believing in Yourself. Of course, there will be times you fail (we all do). But it may be time to get real. If you’re unwilling to take focused-actions designed to achieve the results, work with your executive coach for other options. For example, if you’re reluctant to sell, being a financial planner will not be a successful career choice today.

©Jeannette Seibly 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 became 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 erasing self-doubt. Everyone experiences self-doubt when faced with uncertainty, especially when attempting something new. Learning to erase these fears builds confidence now and guides you in future endeavors. Are you stuck and uncertain where to begin? Contact me for a confidential conversation.

Want to be an influencer? Have your ideas heard and valued by your boss and team? Get your Eight Tips to Increase Your Ability to Influence

 

Leaders Today Must Increase Trust to Reduce Workplace Stress

“Building trust as a leader requires a daily practice of mindful awareness.” Jeannette Seibly

Many leaders today are uncertain and confused by what they need to do to keep top talent.

The key is to be a trustworthy leader. When you are, you will reduce the workplace stress on your team members. They can trust you to not over-react to mistakes … be fair when handling conflict … and, support them in developing skills for their next job or career.

Employees in high-trust organizations are more productive, have more energy at work, collaborate better with their colleagues, and stay with their employers longer than people working at low-trust companies. They also suffer less chronic stress and are happier with their lives, and these factors fuel stronger performance. Harvard Business Review

How to Build Trust and Reduce Stress

  1. Have Compassion. Empathy, optimism, and understanding can go a long way towards building trust. Team members will know that you care by what you say and do. Remember, over-the-top optimism can backfire … be positive without becoming a Pollyanna.
  2. Develop Mindful Awareness. Subtle gestures, words, and tone of voice (aka microaggressions) can diminish trust fast! Hire an executive coach to guide you in developing a positive and diverse workplace culture.
  3. Build Credibility. Use brags, share acknowledgments, and encourage the self-promotion of team members. This encourages them to trust their successes and understand the impact they have on others. In turn, they will trust your leadership.
  4. Self-Care. Take care of yourself. This may be the one area that is most often overlooked. When you take care of yourself, you set a positive tone for team members to develop trust in you as their leader. In turn, the team will relax, take better care of themselves, and create a health-focused workplace culture.
  5. Talk Straight. Conversations that make a positive difference are focused on feedback needed to achieve objectives and results.  Listen! Ask questions! Get them talking! These conversations are also “trust-building” opportunities to show that you are “there for them!”
  6. Walk the Talk. Practice doing what you say. If you’re a stickler for having team members arrive at meetings on time and prepared, you need to do so too.
  7. Be Fearless. Resolve conflicts or poor teamwork habits NOW. Your team members are watching to see if and how you’ll resolve these workplace saboteurs. How you handle these situations will either calm their stress levels or have them send out resumes.

©Jeannette Seibly 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 executive coach, management consultant, and keynote speaker. Recently, she became an Amazon Bestselling author of her first novel, The Old Wooden Rocker. Have questions? Need a speaker or facilitator? Contact Jeannette for a confidential conversation.

A Note from Jeannette about becoming a trustworthy leader. Trust is more important today than ever. If you’re a trusted leader, then team members’ stress levels will be low. But you need to develop “trust” over time and do the right things the right way each time. If you don’t, trust will disappear. Are you uncertain how to get started? Contact me for a confidential conversation.

Frequent Conversations Are Required to Achieve Intended Results

“Frequent conversations that are productive stay focused on moving forward.” Jeannette Seibly

Have you ever wondered why we need frequent conversations to achieve intended results? Especially, if you’re a leader with too many demands.

Due to many team members working from home and frequent changes in business, staying focused and staying in communication can be hard.

And, the best way to keep everyone focused on the objectives and key results is through frequent conversations. It encourages progress, keeps everyone productive, and allows for innovative ideas.

How to Have Conversations that Achieve Intended Results

  1. Meet Weekly. When working on any project, meet every week. This encourages team members to get their work done and keeps everyone focused on the objectives and key results.
  2. Keep Meetings On-Point. Put together a short agenda. Review before starting the meeting. Remember, general meetings are a time to keep everyone updated, not a time to tell someone how to do their work. Effective meetings focus on the who, what, when, where, and why of a project.
  3. Use Check-Ins. Instead of meeting with the whole team, meet 1:1 with the team leader and/or team members to stay updated. Also, this is a good way to address specific issues and get resolutions faster.
  4. Create Accountability. At the start of each project, no matter how big or small, create the goal and milestones. Once done, assign each team member to their area of expertise to manage. Now, as a leader, have frequent conversations to review progress and stay updated on any changes.
  5. Stay in Communication. When a team member becomes confronted by an issue, don’t allow the person to isolate. It’s important for everyone to rally together as a team by using straight-talk conversations to help members move forward. And, if the issue is of a personal nature, offer assistance.
  6. Listen to Learn. Instead of listening to rebut (which most of us do), listen to learn. Ask questions. Don’t be afraid to request examples (e.g., show me). This keeps lines of communication open and avoids surprises.
  7. Brag! It’s meaningful to acknowledge each and every person with kudos and congrats on the steps taken and the results achieved. When you sincerely acknowledge someone, your results will magically improve!
  8. Give Meaningful Feedback. Instead of saying, “This needs improvement.” Say, “There are a couple of things I would recommend changing. Can I share them with you?” Then, keep it simple and on-point. Don’t tell them how to do it (unless they ask). Also, be open to their feedback regarding the changes you have asked to be made.
  9. Develop Trust. Trust is critical. It starts with straight talk. Say what you mean and mean what you say.

©Jeannette Seibly, 2021 All Rights Reserved

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 having frequent conversations to achieve intended results. With many team members working remotely, it’s important for you to have frequent conversations with team members. If you don’t, it will negatively impact achieving intended results. If you want to learn how to manage conversations with a diverse and remote workforce, contact me for a confidential conversation. Your team and customers will thank you!

 

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!

Appreciate Others Everyday by Saying, “Thank you!”

“Appreciating others provides a greater reward than anything else you can do!” Jeannette Seibly

Saying, “Thank you!” isn’t hard to do … but many fail to do it! As a result, team members feel less valued and underappreciated. When you don’t say appreciate others, you appear to your team, vendors, and boss as stingy, rude, or Grinch-like.

Today it’s more important than ever for leaders, bosses, and team members to say, “thank you” and/or “I appreciate you.” Studies show these simple expressions on a daily basis are more impactful than bonuses or other perks.

7 Easy Ways to Let Others Know You Appreciate Them

Listen to Their Ideas. Yes, this is a silent way of saying, “I appreciate you.” It requires you to set aside your internal mental chatter and electronic distractions. Just listen!

Ask for Their Ideas. Introverts are not as likely to volunteer ideas and solutions … but it doesn’t mean they don’t have good ones. Be sure to ask each and every team member for their input before making decisions. It says, “I value your contributions.”

Coach Them to Solve Problems. Every job has its challenges. When team members share their frustrations, ask, “How would you recommend resolving it?” Then, coach them to put in place the recommendation. Be sure to follow up to hear about the outcome. This follow-through speaks volumes and lets them know they matter.

Let Them Make Decisions. Give each team member the ability to schedule time off, sign up for training programs, or create brainstorming sessions without your OK. This way of showing trust is an important way of acknowledging them.

Give Praise Often. Too often you look for what is wrong and not working. This will always be getting in the way of others feeling valued. Ask team members to share how they got a project or job done. Be open and curious … encourage them to share any Herculean efforts. This praise will boost their ingenuity, commitment, and perseverance while building their self-confidence.

Encourage Participation. Recommend to your team members they get involved in a service project, lead a team meeting, or attend trade/industry association meetings. This provides opportunities to build their skills and show your confidence in them. Be available to provide coaching and feedback when they feel stuck.

Say “Please” and “Thank You”. These magical words probably seem too simple to make a difference. Yet they speak volumes and let team members (and others) know they are valued. Use them frequently.

©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 appreciating others. It’s so easy. But many leaders, bosses, and managers fail to say, “thank you” and/or “I appreciate you.” This leaves team members feeling less valued and appreciated. Need help to develop this very important habit? I have a great exercise that helps teams feel valued. Contact me for further details.

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.