How You Can Help Your Team Be Their Best

As a leader, it’s your responsibility to guide your teams and team members to be their best. This includes taking responsibility for their failures as well as their successes.

6 Tips to Develop the Best

  1. Believe in Them. This is #1. If you don’t believe in people, you won’t be the best leader and will fail to develop the best team members. It’s important to believe in each and every person and help them develop their strengths. Use a qualified assessment to coach them and develop the right skills for their success. The right assessment will guide all of you on how to do it.
  2. Hire Right the First Time. The right people in the right jobs is the least costly and the most beneficial to the health of the team. Design and develop a strategic hiring/selection plan and follow it!. Pay attention to the results of the qualified assessments you use. Your team members will thank you!
  3. Create a 180-Day Success Plan. This should be part of the on-boarding process. Also, conduct effective performance reviews quarterly with no surprises. Focus on the skills and opportunities needed for each team member to be their best.
  4. Keep an Open-Door. It’s important to hear about issues as they are occurring instead of after the fact. This allow you to advise and guide your teams and team members to resolve conflicts, stay in action, and develop confidence.
  5. Provide an Executive Coach. This is for you and for your team members. Studies have shown that the right coach develops you and your team members to achieve unprecedented results.
  6. Encourage Training and Development. Budget for team training plus allow a specific dollar amount for each employee to use as appropriate. In addition to developing technical, financial, and project management skills, don’t forget to include integrity, accountability, responsibility, decision-making, and critical thinking ALL of these skills will develop a competent and confident team!

©Jeannette Seibly, 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for more than 27 years. Her expertise is guiding leaders to get unstuck and achieve unprecedented results. Contact Jeannette for a confidential conversation.

Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or

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How to Become a Trusted Leader

Did you know: team members that work for trusted leaders are far more innovative and achieve top-notch results?

That’s the value of being a trust leader. But to earn this reputation, you must build your credibility over time.

Right now, this can be difficult due to changes and the unexpected economic twists we’re experiencing. Yet, not trusting yourself and others will create the need to control others, micromanage, demand too many meetings, and play office politics. None of these behaviors or attitudes will earn the trust you need from others to be a successful trusted leader.

5 Key Factors to Build Trust

Trust Your Team. First, you must trust your team members. It doesn’t mean you overlook half-truths, missed deadlines, or poor quality. It means, if someone says they cannot get a task done by a certain time, listen and ask, “What do you need from me?” Teams that feel trusted will go above and beyond to get the intended results.

Learn from Mistakes. Everyone makes mistakes, including you! Yelling or expressing frustration at team members is not the way to build trust! Instead, together, conduct an objective review of “what worked/what didn’t work?” Acknowledge things they did well. Then, specifically focus on two things to improve. When you develop an ear to listen, your natural curiosity and good questions will get you to the heart of the error or failure. Then, you can create new solutions.

Embrace Tough Conversations. Most leaders would much rather avoid them. But if you do and don’t get to the underlying issues making progress on projects difficult. The team either doesn’t believe in the outcome or fear failure. Some will complain they don’t have all the resources needed. Don’t buy into the excuses. Instead, encourage their resourcefulness, brainstorm new ideas, and champion their ability to work the conflict or issues.

Be Known for Straight Talk. Say what you mean and mean what you say. This makes THE difference between your team trusting you to look out for them or feeling manipulated to get the job done. When a project has not met the customer’s needs, tell the truth about why. Avoid spinning the facts to make yourself look good and your team feel OK. Remember, they want to learn and grow.

Brag about Your Team! Sharing successes about each and every team member makes a positive difference. This requires being aware of each team member’s contribution…no matter how small. Also, it’s imperative when speaking with others that you brag about their successes and mean it!

©Jeannette Seibly 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for more than 27 years. Her expertise is guiding leaders to get unstuck and achieve unprecedented results. Contact Jeannette for a confidential conversation.

Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or

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Healthy Conflict Supports Collaboration When Done Right

Many times, when there is conflict or disagreements, we view the other team members as enemies. Then, most team members will take sides, while others will want to remain neutral. Regardless, viewing others as a friend or foe impedes collaborative actions since the focus is no longer on win-win-win results.

The added challenge is, when there is conflict, many people get fearful. They do the “ostrich approach” and stick their heads in the sand. They hope for the best since they don’t have the confidence or skills to impact the conflict. They also fear the impact the conflict will have on future job opportunities.

Conflict and collaboration impact the results of any project. They also impact the effectiveness of the team. While avoiding conflict limits your effectiveness as a leader, failure to build collaboration limits your team’s results. It also hurts your future career opportunities.

7 Tips to Improve Collaboration

  1. Set the Right Example. It’s OK to disagree and have differing ideas, values, and experiences! This awareness is key so that you and your team members don’t overreact or stop listening. The key is to listen and be open to hearing others’ points of view. As the leader, it starts with you setting the right example and expecting your team members to do the same.
  2. Brainstorm. It isn’t hard when done right. When brainstorming ideas, list ALL ideas from each and every team member. If there are concerns, ask questions for clarification, not for debate.
  3. Ensure Everyone Speaks. Call on each person for his/her perspective and ideas. Allow them to “pass” if they don’t want to share at that time. Again, ask each team member until there are no new ideas offered. Go around the team at least 2 times after new ideas have stopped to ensure no one is hiding out.
  4. Respect Each Team Member. Remember, it’s OK to not agree with others. Conflicts arise, along with voices when people do not feel heard. Get the training necessary for you and your team to feel heard. As the leader, set the example of listening while valuing and respecting each and every team member’s perspective and ideas. Remember, off-the-wall or silly ideas can spark the right ones!
  5. Stop Multi-Tasking. Have everyone leave their electronic devices and other distractions at the door. If on a remote call, remind them to shut down other programs and minimize distractions. It’s important to remember when we truly listen new ideas get generated.
  6. Address the Fear as It Arises. Regardless of all the team training, some team members will get fearful during conflicts. Fear is contagious. As the leader, it’s up to you to learn how to recognize and manage it now. Work with your executive coach to develop a mindful resilience for yourself, which inspires team members to do the same.
  7. Align for Better Results. Many companies rely on 100% consensus as their way of resolving conflicts. However, it’s a poor strategy. The hoping and waiting costs time, money, and customers! It also breeds silos and distrust. Instead, align by agreeing on the best plan for right now. Understand how it will impact the company tomorrow. Then, put together a strategy to move forward.

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker. For more than 27 years, she has been an expert in guiding leaders to excel in business and beyond.  Need help developing you and your team to achieve better results?  Contact Jeannette for a confidential conversation. Don’t forget to listen toOn the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or

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3 Bad Habits You Need to Break to Be a Confident Leader


Leaders today are facing new challenges. Remember, it’s important to build true confidence in yourself and others during this time.

Building your confidence today and inspiring confidence in your team is critical! And, given what’s going on in the world, it’s even more important now.

What inevitably gets in the way of being a confident leader? Your bad habits.

Due to all of the uncertainty, as a leader, you are under more pressure than ever before. Now, is when your leadership habits…the good, not-so-good, and bad…can either support you and your team achieving great results or not.

It’s Critical You Breakthrough These 3 Bad Habits

  1. Poor Listening Skills. This #1 bad habit will sabotage your results!   

A leader had a bad habit of checking his emails and texts during meetings. He insisted he was only multitasking and could hear everything being said. He failed to understand the human brain is wired for one activity at a time. (Multi-tasking is a myth!) It wasn’t until he missed hearing critical information that he learned this lesson the hard way. Even after the team member repeated himself, he failed to understand or question the significance of it. As a result, the budget was exceeded and timeline was missed.

Always listen as though your results (and career) depend on it…because they do!

  • Lack of Awareness. One leader constantly found fault with how others did their work. He thought he could do it better and faster. The truth was, he didn’t have the skills to do their jobs. He lacked the awareness of the impact of his comments and did not understand these comments disengaged his team and hurt productivity.  

When someone fails to achieve the required results, it’s time to inspire confidence in your team members, not criticize their work habits. Remember, during this crisis, it’s NOT business as usual.

During ALL conversations stay present and aware:

  • State the intended goal or results in 10 words or less.
  • Listen to each team member’s input and concerns.
  • Work through any push-backs in a win-win manner (think, ethical considerations, workability, impact on others, etc.).
  • Align on the work and completion dates with your team to meet your client’s needs.
  • Provide necessary resources. Remember, working from home is not the same as working from the office.  

Your awareness determines the quality and timeliness of your team’s results.

  • Know-It-All Attitude. A new leader was a micromanager, a common trait of inexperienced leaders. She wanted everything done exactly as she thought it should be done. Whenever a mistake was made, instead of taking responsibility, she blamed her team (and others) for making her feel humiliated and for letting her down.

To break this bad habit, listen to your team members’ ideas. They are working on the front lines and can be resourceful when encouraged to do so. Also, listen from compassion since they are experiencing a lot of frustration, stress, and anxiety during these uncertain times. It’s up to you to inspire confidence in them!

Building true confidence in yourself and others starts inside you.

Remember, bad habits are amplified during a crisis. They will come out and be displayed in unexpected and unwanted ways. Work with an executive coach NOW to effectively navigate through these uncertain times. It’s the mark of a confident leader who inspires confident team members!

©Jeannette Seibly, 2012-2020

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. Contact Jeannette today for straight talk with dynamic results. Don’t forget to listen to her podcasts on Anchor.FM or

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Mindful Resilience is Required to be a Successful Leader

Life.Should.2Note: This is a reprint, originally posted on June 23, 2020. Last week I conducted a Mindful Resilience webinar for the Denver Financial Professionals. Participants shared: “This is very helpful…I love it…Thank you.” Due to so many changes occurring right now in the workplace and in life, I would recommend reviewing the 6 Tips.

What can you do to handle your emotional triggers while eliciting the best from others?

We are all triggered by certain words, facial expressions, and gestures. As successful, resilient leaders, we don’t have the luxury of hanging onto our upsets.

Mindful resilience is when we develop a conscious awareness of our triggers and address our reactions in a positive manner. It’s starts with you, as the leader, taking responsibility for your triggers when they occur so they don’t get in the way. Remember, clarity of what triggered your reactions is required before you can create win-win-win outcomes.

6 Tips to Create Mindful Resilience

Breathe. Remember, everyone gets triggered. The moment you notice you are triggered, breathe in for 5 counts. Pause. Exhale for 10 counts. Repeat this practice 3 times. Why should you practice breathing? Breathing reduces the fight, flight, or freeze stress response triggered in your brain. Breathing allows you to take responsibility for your reactions (aka triggers) and is critical before attempting to resolve any issue.

Have Come-Down-to-Reality Conversations. Team members can hold onto upsets and use them to justify their poor job performance. That’s why you, as the leader, need to be aware of when these upsets are brewing and take responsibility for resolving them before they turn into a major issue. Remember to use straight talk with compassion during these tough conversations.

Get to the Heart or Core of the Problem. When you as a leader inadvertently dis someone or ignore a festering issue, upsets will be covertly expressed. It’s like a mole hill expanding into a mountain. Remember, you are human and you will make mistakes! So, will everyone else. Instead of allowing your ego to justify your actions, ask and clarify what happened with your team member or team, then, talk it out. If you don’t, the upset will become an irreversible issue that overshadows the core problem.

Be Responsible for Your Communication Style (most people aren’t)! When you use words or terminology that others don’t understand, apologize. Start over by asking questions and be curious about their responses. It’s very easy to lose people when you present the same information over and over (think, you’re probably bored). Also, when you’re presenting a new idea you’ve been thinking about for a while, remember, it’s the first time they’ve heard it. Keep in mind, people learn at different rates of speed. Be prepared to draw a graph or show them a specific example. Remember, as a leader, it’s your responsibility to slow down and get everyone on the same page.

Learn How to Forgive, Even When You Don’t Believe You Should. As a leader, you will have arrows aimed at you when team members feel frustrated or upset. But you don’t have the luxury of hanging onto these insults without them impacting your mindset and success as a leader. Forgive those that gossip, criticize, or blame you. While this is easier said than done, remember, forgiveness is for you. Remember, you don’t to say, “I forgive you” to the offender to forgive them. If you do, it may make it worse.

Hire the Right Coach. Mindful resilience requires you to expand your POV. When a sticky situation or political relationship is not going well, talk immediately with your executive coach. Listen and learn. You can make things worse and sideline your career if you attempt to do it on your own.

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel at working through difficult situations and political relationships. Contact Jeannette to improve your strategic hiring, coaching, training, and managing processes.  Don’t forget to listen to her podcasts on Anchor.FM or

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How to Develop a Great Relationship with Your Boss

building-better-relationship-with-your-boss.4Every successful leader has times when his/her boss doesn’t like them! This happens for a variety of reasons. For example, you’ve made a series of bad decisions, your direct reports are complaining about you, or your ego hurts results.

Why doesn’t your boss like you? Because you’ve made more work for him or her!

The key to developing a great relationship with your boss is resolving issues as they arise. This requires 1:1 communication. Unfortunately,  you tell yourself to wait it out. You hope that you won’t need to talk it out. Yet, this strategy rarely works and hurts your relationship with your boss. You also miss out on new career opportunities.

6 Tips to Develop A Positive Working Relationship with Your Boss

Develop Trust. If you are someone that doesn’t listen to yourself when you make promises, it’s the reason your boss (and others) don’t trust you. Learn to be present and listen when you make promises. Also, listen to your boss, especially when you think you already know what the boss is going to say! Ask follow-up questions to clarify expectations for assignments.

Develop Confidence. While you may not have confidence in your boss’s ability to make the right decisions, set this aside. (If appropriate, recommend an executive coach!) It’s important you develop your boss’s confidence in your ability to manage your team or project. To develop this confidence, work with your own executive coach and focus on the inevitable ups and downs of managing others and projects. This makes less work for your boss! The added benefit is confidence breeds likability.

Develop Integrity. Bosses value honesty and candor. But, when telling the truth, be responsible to state it in a tactful and diplomatic way. There are 2 ways (hint: use the best one based on the boss’s type of personality):

  • -Warn the boss s/he won’t like your answer and then use straight talk; OR
  • -Use a sandwich approach: share 2 positive things before sharing 2 specific issues. Then, wrap up with 2 good things.

Develop Good Working Relationships with Others. If team members complain about your management or project style, this breeds discontent. Many bosses don’t like resolving people issues or getting in the middle of conflicts! To alleviate this from happening, learn to slow down when interacting with others. Build alignment by being present in all conversations and work through conflicts. Be a champion for team success not just your own success. Work with your executive coach and learn how to elicit better responses from others.

Develop Project Success. If you fail to meet your customers’ expectations, you will create distrust. And, eventually your boss will be forced to fire you! Instead, learn how to manage projects for success. Start with developing strong project management habits, brainstorming skills, people development skills, and meeting facilitation skills.

Learn How to Brag! Most bosses have no idea what you’ve been doing, and, when they do, they only hear about problems! Learn how to brag and bring your successes and your teams’ successes to your boss’s attention. Also, learn to appreciate your boss…it makes you more likable!

©Jeannette Seibly, 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel in business and beyond. If you have a boss that doesn’t like you, get it resolved now before it’s too late! Contact Jeannette for a confidential conversation. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or

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How to Put Others at Ease During Conversations

microaggression.bizsavvycoach.3As leaders, it’s important to learn how to put others at ease during conversations. Mastering this skill opens up a world of possibilities! With conversations, you will learn about potential project flaws, how to motivate team members, and how to improve your influence with bosses and clients. And, these are only a few of the benefits!

Are you someone who:

  • -Can comfortably talk with all types of people: team members, boards, executives, and influencers?
  • -Marvels at others’ ease when conversing with anyone, anywhere, and at any time?
  • -Enjoys talking with others and have a desire to listen and learn?

Developing excellent conversation skills will make you a better communicator. If you’re willing to do the work, you can learn how to interact, motivate, and influence others with ease as a leader.

9 Tips to Fine-Tune Your Conversation Skills

  1. Be Present. Set aside all distractions before starting any conversation. When talking or listening, keep your focus on the other person. Think of them as a VIP, regardless of their title or position in the company. Whenever possible, move from behind your desk and sit in a chair close-by. When working remotely, keep your eyes on the screen. Start to notice how present you are or are not during conversations.
  2. Unleash Your Natural Curiosity. This is important when interacting with others. Instead of taking a righteous position, keep your mind open to hearing what others have to say, and create new solutions together.
  3. Allow Others to Communicate in Their Own Way. Expecting others to communicate with you in a particular way can be off-putting. You will miss out on hearing important information. Instead, allow them to communicate in a way that works for them. (To quickly understand their communication style, use the PXT Select.) Develop a thicker skin if you are easily offended. Learn how to ask questions to elicit the best from others instead of debating their POV.
  4. Have Compassion for Others’ Challenges. Be open to listening, and, when asked, provide appropriate advice. Do this without blaming them (or others) for the situation. Stay objective while being understanding of the situation. This is not a time for jokes or other humor. Be responsible for ensuring any excuses shared don’t derail a project, client relationship, or team effectiveness.
  5. Keep Your Calendar and Office Decluttered. You might ask why this matters during a conversation? It matters because a clean office is more inviting. Others feel more comfortable and are more open in what they have to say. If working remotely, remove wall art that could be offensive. Always minimize distractions. Otherwise, these can be become deterrents to having conversations and learning what you need to know in any situation.
  6. Pronounce Their Names Correctly and Use Their Preferred Names. Avoid using shortened versions (e.g., Jenny for Jennifer, etc.) or labeling others (e.g., superwoman, strong man, etc.). If you don’t remember the person’s name or don’t know how to pronounce it, ASK! “I’m not clear how to pronounce your name.” OR “I’ve met so many people recently. Can you remind me of your name?” Then, repeat the person’s name to their satisfaction.
  7. Ask Questions Without Sounding Like a Reporter. A good conversation puts others at ease. Learn how to have a conversation without first deep-diving into the who, what, when, where, and why. That’s what a reporter does. If you uncover a problem, be responsible for setting up the conversation before deep diving into it. “I’m hearing a potential issue in this conversation and need to clarify what I’m hearing. Is that OK?”
  8. Share Your Own Experiences. Team members want to know they are not alone in their challenges. When you share your experiences, start with the point of your story and end with the point to re-emphasize it. Remember, keep it short (about 1 minute) and stay focused on the topic. Most importantly, honor confidentiality.
  9. Keep an Open Mind. Stay focused on the topic at hand by taking a positive and healthy interest in their POV. Listen and respond to questions using straight talk. This encourages team members to stay at ease during any conversation. It’s how you discover what you need to hear, not what you want to hear.

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel in business and beyond. Find out how effective you are as a communicator with all types of people. Contact Jeannette for a confidential conversation. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or

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12 Tips to Get the Most Out of Your Virtual Meetings

virtual meetings.bizsavvycoach.2jpg

Many of us are now expected (and required) to rely on virtual meetings for business.

But, if you’re unfamiliar with how-to-do-it or lack the skills required to conduct effective virtual meetings, they will be unproductive, time-consuming, and disengaging!

While you may believe you are already a great meeting facilitator, others may disagree. Some of you may be self-conscious about your voice or the way you look on camera. Remember, this is a great time to blast through your self-limiting beliefs and blind spots!

12 Tips for Productive Virtual Meetings

  1. Preparation is the Critical Key. Winging it causes too many distractions! Important key points or details will be forgotten! Prepare an agenda! Send it out along with your meeting notification and link. Remember to ask for any changes in your email. Then, also ask before starting the meeting. If you don’t, the participant will stop listening.
  2. Ensure Audio and Visual Are Both Ready. Check to ensure your equipment and connections are working before the meeting! If you don’t know how to use your conferencing system, learn! Practice with a co-worker or your kids before the meeting.
  3. Minimize Distractions. Working from home has many distractions. These include pets, kids, deliveries, neighbors, etc. Create a workspace that reduces these detractors and ask your team members to do the same. Listen to By Popular Request! More Tips for Working from Home Confidently, Effectively, and Productively! for ideas.
  4. Visuals Are Important. If there are any slides, PPTs or data, send it out with the agenda. Ask someone that is familiar with “Share Screen” capabilities to share any info onscreen. Otherwise, if you make your audience wait while you are fumbling around, you will lose them.
  5. Speak Clearly. Use a mic and speak slowly since some home connections are limited and you will be hard to hear. Remember, it’s critical everyone listens, understands, and participates in the conversations. Otherwise, people will check out while pretending to listen.
  6. Use Your Business Voice When Interrupted. It’s easy to forget the tone of your voice is often different at work than at home. Be aware and breathe before responding to any interruptions. For example, if the dog starts barking at a UPS delivery truck, don’t yell and scream at the dog to stop! Instead, say, “Just a moment, there is a UPS delivery truck here and the dog is letting me know.” Then, resume your conversation. Don’t try to talk over it.
  7. Stay Focused. Multi-tasking is a myth! Reading emails or texts, playing online games, or having side conversations with housemates is distracting. You cannot listen and do other things at the same time and be productive during your virtual meetings.
  8. Team Member is Having Difficulties. During this crisis, some of your team members will be experiencing new challenges. Have a conversation with him or her off-line and before the meeting. This will ensure s/he is able to be present during the conversation.
  9. Listen to the Unsaid. It’s very easy to hideout in virtual meetings. Non-verbal cues will be more difficult to observe. Go around the group and have each team member share ideas or concerns. Use a note-taker for meeting minutes, and don’t rely on “recordings.”
  10. Using “Record Function.” This is an option if someone is absent from the meeting. But, be aware, team members may limit sharing their thoughts and ideas if they know it’s being recorded. There may also be legal ramifications in some states or communities. Check first! If you are recording, always let team members know before the meeting starts and who will have access to the recording.
  11. No Pics on Social Media! Remember, this is a business meeting, not a social one.
  12. For additional info on How to Lead Virtual Team Members

 ©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. 1st Quarter is done. Did you hit your goals? If you did, congrats! If you didn’t, regardless of the Coronavirus, you must stay in action. Join us on Wednesday mornings for dynamic results coaching.  Contact Jeannette today for straight talk with dynamic results. Don’t forget to listen to her podcasts on Anchor.FM or

How to Self-Care as a Leader…It’s Not Being Self-Indulgent

Self Care.Leaders.BizSavvyCoach

Compassion and empathy are important emotional reactions toward others during this time. Yet, for leaders, it’s also important to remember the airline quote, “Put on your own mask first before helping others.”

Many leaders, especially Type A personalities, overlook self-care as an essential practice. Too often they’re more focused on the bottom line, team members, and their own families. They believe stress and crises to be the norm.

But, during this world-wide health crisis, each of us is creating a “new normal.” It’s become even more important to create and maintain healthful practices for physical and emotional wellbeing. Awareness and practices will make you stronger and more resilient.

I recommend creating regular individual and family practices in the months and years ahead as part of your new normal. Then, share and encourage your team members and others to do the same. It’s the mark of a true leader.

3 Key Practices and How to Make Them Happen

As you read the following practices, what other practices can you create for yourself?

  1. Talk It Out
  • -Now is not the time to hibernate, especially introverts! Use online chat forums and connect with friends, family, and team members.
  • -Be available when team members need to talk voice-to-voice via phone or conferencing systems. Also, check-in on them 1:1 to be sure they are OK and see what they need.
  • -Keep all team members up-to-date with company and industry changes.
  • -Continue 1:1 interactions with your executive coach. Many new opportunities and new innovations will be created during this time. You don’t want to be left behind.
  • -Let immediate family members know where all the legal and financial documents, online and banking passwords are. Make them accessible and update them too! Don’t forget the Medical Power of Attorney docs for you and each family member.
  1. Write It Out
  • -Everyone is experiencing a lot of fear right now, consciously and subconsciously. It will be expressed through upset, anger, withdrawal, or microaggression. Become conscious of your own fears first, then, address those fears of your family and team members.
  • -Next, identify your specific fear by identifying the underlying issues. Now, how can you resolve them? For example, I’m not someone who will share my fears out of fear that someone will think poorly of me. But, I acknowledged my fear of not having access to a monthly prescription. Then, I got into action and called the pharmacist to get an “early refill.”
  • -Journal daily about your “brags,” “things and people you are grateful for,” and “today’s intentions.” Give each family member a notebook and encourage them to journal too. This exercise can help you and your family stay focused. Remember, we cannot control what is happening, but, we can control how we react to it.
  • -Send daily emails to your team members and family members not living with you. It’s critical to stay in touch. But, “sharpen your antenna” to what is being written and what is not being articulated. Pay attention when they state, “I’m fine.” This will avoid later surprises.
  • -During this time, encourage creativity. If you don’t have the supplies needed, draft a plan. Then, look for other resources to achieve the same or similar result. Many great novels, movie ideas, and other creative pursuits were created in history during times of crises.
  1. Walk It Out
  • -Instead of binge-watching TV or streaming movies, get outside and walk. Remember the 6-foot rule.
  • -If you have been directly exposed or are ill, follow community guidelines on what you can and cannot do.
  • -Take part in online dancing or gym classes. These are only a couple of ideas to get you moving inside your home.

Remember, as leaders, self-care is not self-indulgent. It’s a practice that respectfully encourages you, your family, and team members to do the same.

©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 her podcasts on Anchor.FM or

Microaggressions Will Sabotage Results Quickly


Note: Everyone is experiencing a lot of fear right now, consciously and unconsciously. It will be expressed through upset, anger, withdrawal, or microaggression. Learn how to handle these microaggressions because they will impact future interactions.

Microaggressions are verbal and behavioral exchanges that subtly marginalize others. (Wikipedia)

A microaggression could be as simple as refusing to say “good morning” to your co-worker. Another example is when someone publically refuses to support your promotion after privately telling you they would. These behaviors and words (or lack of) will have an emotional impact on you and others.

Microaggressions directed at you will challenge your leadership effectiveness and results when you don’t address them because they will continue if not stopped in their tracks.

While others may tell you to “just get over it,” it’s not that simple. Usually, microaggressors use race, gender, age, or other factors against you. These can be difficult to forget since they are important components of who you are. (Ascend, Harvard Business Review)

Years ago when I attempted to resolve an employee issue with George, a general manager in a manufacturing company, he told me, “You don’t know what you’re talking about since you’re a woman.” (Yes, he used those exact words.) Wow! That one hurt. While I knew he was used to doing things his own way, this mindset didn’t resolve the issue. Thankfully, there was an older and wiser human resource manager next door. He gave me great advice. “Go and visit his facility. Have him take you on a tour of the plant. Ask him good questions. Then, thank him for his time.” I did as I was coached to do. It was successful. Several years later when George retired, he insisted I review his retirement package before he would sign it!

3 Keys to Personally Move Past Microaggressions

While you cannot control microaggressions from happening to you, you can control your reactions and become resilient when faced with them.

Practice Mindful Breathing. When a microaggression first hits you, you may be in shock. Concentrate on breathing to release the disbelief and stress it just created. Breathe in for a count of 5. Pause. Exhale for a count of 10. Repeat at least twice. (This really works.)

Don’t Keep It to Yourself. The microaggressor’s words or gestures will fester and impact your own words, gestures, and mindset in any future interactions with the microaggressor and others. (No matter how objective you think you are!) Talk with your executive coach or mentor to expand your POV. Then, create an action plan to resolve it before moving forward.

Talk It Out. Since microaggressors thrive in unresolved conflicts, have the tough conversations required to deal with the issue now. (Yes, now.) These can be difficult since they will deny that they meant anything by the inappropriate comments or gestures. (They may not even know they did it.) Stick to the facts and be prepared for their circular logic.  If necessary, have an objective third person involved.

4 Ways to Prevent Microaggression in Your Workplace Culture

As a leader, know there are several reasons microaggressors can be disruptive. Review your company’s hiring, coaching, training, and managing practices to prevent microaggressions.

  1. Improve Communication Skills. Many people only have 6th-grade reading and writing skills and are unable to adequately express themselves. Also, as the global market expands, people’s ability to adequately express themselves in different situations will be a challenge. Focused and interactive communication workshops can help bridge the gaps.
  1. Encourage Participation. Some people hate participating in brainstorming and decision-making processes. Others love the controversy they can cause. Remember, failure to effectively coach and manage these individuals as valuable contributors will sabotage your results.

I wasn’t surprised when a team member for a new project I would be facilitating said to me, “I don’t like the group and won’t like any of their ideas.” I knew he believed he could get the program done faster and better by doing it on his own. I encouraged him to share his concerns upfront. The team listened, then, together we worked through the team brainstorming and planning processes. After the successful conclusion of the program, he admitted the results were better than he could have achieved on his own. He shifted from being a potential microaggressor to a valuable contributor by participating.

  1. Hire and Coach for Job Fit. Over 70% of employees work in jobs they don’t like or have no interest in doing. This can occur at any level within a company. Many times these disengaged people become microaggressors instead of creating a solution to their career dilemma. As the leader, use a qualified job fit assessment to objectively understand why they do not fit their current jobs. Then, realign their work responsibilities for job fit.
  1. Address Blind Spots. Everyone has blind spots. As a leader, your words and gestures speak louder and carry more weight than if expressed by someone else. Work with your executive coach and use a qualified job fit assessment and a 360-degree feedback assessment to undercover why. Also, provide this resource to each of your team members.

Microaggressions can happen anywhere at any time. These tips will help you be prepared and prevent them from disrupting the results of your team.

©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 On the Air with Jeannette Seibly, It’s Your Time for Success on Anchor.FM or