Business

What does it take to become a courageous leader?

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    1. Break outside the constraints of how it’s been traditionally done – required to achieve amazing results.
    2. Build on everyone’s ideas — listen and listen some more.
    3. Provide unbeatable service to internal and external customers — each time.
    4. Express your thoughts and feelings responsibly — apologies work wonders.
    5. Manage your ethics and integrity – the impact can last forever.
    6. Oversee your projects for the human experience — not just the product creation and execution.
    7. Enjoy gratitude for everything and everyone – regardless of the circumstances.
    8. Being respected usually outlasts likeability — people’s feelings can be fickle.

Jeannette Seibly has been an international business coach for over 20 years. She has guided the creation of three millionaires. Are you the next one? http://SeibCo.com/contact

What Do You Allow to Stop You?

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You have goals, dreams, desires and wishes. Too often, you allow fears, doubts, lack of self-worth, and other circumstances to stop you! They get in the way of your commitments. You find excuses for not moving forward. Some people create black and white expectations of what must happen first. There are times these demands work, but usually they get in the way of seeing new ways to pursue your future. As a result, you are usually left feeling limited and your real potential is not fully realized.

What is stopping you from taking action? Take a few minutes. Create a list of your top five fears and write down the reasons why they are fears.

You could have the:

  • Desire for a promotion and your fear is leaving your current employer.
  • Goal to earn more money and you doubt your ability to find a better job.
  • Dream to live in a particular geographical area and you’ve never been there for fear of moving.

The challenge for many of you is that you are waiting until your children get older, or you no longer have to be a caregiver for others. So you use them as the excuse to not take action.

Regardless of the seemingly valid reason, create your list. Now, turn it around! What are the top five reasons it could work! Then, list ideas to bridge the gaps between now and achieving your results. Talk them over with a committed coach, friend or acquaintance to see where you are making it harder than it needs to be.

Jeannette Seibly has been an international business and executive coach for over 20 years. She has guided the creation of three millionaires. Are you the next one? http://SeibCo.com/contact

Why wait? Do It Now!

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Goals, dreams, desires and wishes. We all have them. They could be related to business, professional, personal, financial, spiritual, etc. Yet, we love to wait, talk about it and think some more before we do anything. Many times, after years of contemplating, we talk ourselves out of it!

Recently a friend let me know she had bought a RV. She’s in her 50’s and has wanted to travel for many years – however, her husband doesn’t like leaving home. Then, she shared with me her progress: the places she had scheduled to visit, notification to her employer of her last day and letting her husband know of her plans. She was excited and nervous. She would be travelling solo; however, she would continue the part-time retail business she had created during the past couple of years to earn money while on the road!

It reminded me of a time when my mother wanted to go to Hawaii. My dad didn’t. So, my mother finally purchased tickets for herself and a good friend. They went and had a great time. My dad never let my mother travel again without him!

We all have dreams that have been percolating for a long time. It took me years before I finally decided to move to Colorado from Michigan – I had been talking about it for years – I had setup my business so I could live anywhere – yet, it took time before I finally said, “yes.” I remember driving down Highway 69 and still contemplating turning around!  However, after I arrived, I noticed an inner confidence that naturally developed after making the move – it boded well for achieving my next set of goals.

So, whatever it is you’re thinking about doing … do it now!

Jeannette Seibly has been an international business coach for over 20 years. She has guided the creation of three millionaires. Are you the next one? http://SeibCo.com/contact

Self-Reliant Superstars – Slow Down!

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True future executives and budding entrepreneurs have a strong self-reliance and resourcefulness that many of their peers do not possess. Many times they will surpass their bosses in taking initiatives and achieving results!  They crave freedom to make their own mistakes, yet, ironically, are afraid of failure. In their quest to be able to say, “I did it myself,” they will ignore overt instructions from their bosses.

If you believe you are one of these future business leaders, slow down.

Before you rush forward, learn the skills that you will need for your next position! While you may focus on developing your technology, sales and financial savvy, the two places where most fast-rising-stars sabotage themselves is in people and project management.

Here are questions to get you started. Use them as a starting point for your executive development. Answer them yourself, and, then, ask (and listen) to your boss’s and coach’s input. A qualified 360-degree feedback assessment could also be very helpful.

How do you:

  • Motivate yourself when you become bored?
  • Listen and hear what your employees, customers and bosses are saying?
  • Correct mistakes?
  • Engage others when they are not on the same page?
  • Keep the team spirit alive when plans are not being followed?
  • Accept criticism?
  • Share the recognition and rewards?

Being a successful self-reliant superstar means others are willingly following you! Take the time now to learn how to work well with anyone, anywhere. For faster results, hire an external coach.

Jeannette Seibly has been an international business coach for over 20 years. She has guided the creation of three millionaires. Are you the next one? http://SeibCo.com/contact

Want to advance quickly?

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Learning how to work with bad bosses is a must. Recently I was talking with a fast-track employee. She loved her job, but, was bored. What was missing? She was shocked to learn she needed to take the initiative. Instead, she blamed her last two managers and referred to them as “bad bosses.” She felt this perception justified her lack of advancement.  And added, “Everyone else thinks they are bad too.” One of my clients had very similar circumstances; however, he ended up with a very different result. He hired me as his coach! His first assignment was to get on the same page with this “bad boss” by having a conversation face-to-face! He made the comment, “If I had known I needed to do this, I never would have hired you!” My response? “ Good thing. Because now you can have the upward mobility you’ve been craving!” He did the work. Received the praise and was slated for a huge promotion by the CEO! The truth is you will always work with and for others that you don’t like, and won’t do it your way. Labelling them “bad bosses” only hinders your advancement for the next job, promotion or pay increase. Jeannette Seibly has been an international business and executive coach for over 20 years. She has guided the creation of three millionaires. Are you the next one? http://SeibCo.com/contact

Are your next leaders ready?

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Many companies today are starting to feel the squeeze of needing experienced leadership and looking for it in all the wrong places. It starts with vetting and onboarding your future leaders now and providing them the learning opportunities they need to build business acumen. (Read more on this topic is my eGuide “Companies and Executives Need to Vet and Onboard Each Other!” http://ow.ly/qYzMB)

Onboarding your leaders in new jobs require:

    • An inside mentor and outside business advisor (or executive coach)
    • Building upon strengths and providing opportunities to develop and grow
    • Developing initiative, resourcefulness, and an ability to work with and through others to achieve results through collaborative opportunities
    • Very importantly, coachability. Hiring know-it-alls will only limit their ability to grow, be promotable and your company’s ability to attract and retain top talent.

Use a strategic hiring process to ensure the candidate can do the job now and appears to have the objective ability to be promoted in the future. Qualified selection and coaching assessments along with qualified 360-degree feedback can make a significant difference in selecting and developing the right person, one with executive potential, regardless of past work experience. (http://SeibCo.com/assessments)  

When interviewing candidates for employment or promotions, drill down—most candidates are adept at telling you what you want to hear. Ask the right tough questions and listen to their responses and examples. Many times candidates truly believe they can handle job responsibilities and don’t take into consideration other life commitments, a different work culture, or different expectations required in the executive office. Devise a structure to ensure that if candidates fail, they aren’t automatically fired. You’ve invested a lot of time and money in employees’ success—simply restructure their upward movement in a lateral direction. (For additional insights in how to interview, get your copy of Hire Amazing Employees: Second Edition (http://BizSavvyHire.com)

You Are a Champion

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In many companies, employees are expected to “dummy down” and not share their accomplishments. Statistically women, more than men, have a very difficult time sharing their achievements, since most were taught as children that it’s impolite to brag. The result? Because employees don’t give voice to their successes, they don’t receive the promotions, pay increases, and business recognition deserved. Business owners don’t get the contract bids and industry reputation required to succeed because they don’t tout their accomplishments. There is an art to learning how to brag in a business-savvy manner. Get your copy of It’s Time to Brag! and complete the five simple exercises. Share your successes, and experience increased success. (http://TimeToBrag.com)

(c)Jeannette L. Seibly, 2013

Peaks and Valleys

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Every business has it peaks and valleys. Instead of fighting against it, welcome them! The valleys allow you time to get in touch with the innovative ideas that can come as big waves or skim quietly across your mind.  Your mind-set is crucial to ensuring you don’t quickly dismiss an idea without discussing it with others, or grab on to “the next best thing” too quickly without proper review. Stay focused on your company’s primary stream of income and run a parallel system with your new business idea.  Stay focused on quarterly milestones to ensure both sets of plans are on track and that weekly-focused action plans are being implemented.  For additional help, contact http://SeibCo.com/contact

(c)Jeannette L. Seibly, 2013

Culture is the fall guy

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Why do so many executives fail in new jobs? While many blame company culture, I would suggest that culture is the scapegoat. Poor cultural fit simply amplifies or points out what the C-suite or board members on the hiring committee failed to uncover during the vetting or onboarding process!

Instead of blaming culture, management teams should take the time to think through and write out a strategic hiring process that works, and design it to ensure that each party explores and investigates the other. They should use qualified systems and tools, trust the process, and follow it. Remember, more conversations will be required when hiring an executive to ensure consistency of philosophy and provide deeper exploration of issues and potential solutions. If you follow a well-designed system and use it in the spirit in which it was intended, you will know that you’ve done your best to ensure a positive partnership—even though there are never any guarantees. Excerpt from Companies and Executives Need to Vet and Onboard Each Other! http://SeibCo.com/books/eguides   

(c)Jeannette L. Seibly, 2013

Are Your Company’s Values Meaningful?

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Everyone brings their own set of personal values into a company, whether it’s when to pay bills, if and when to respect authority or follow rules, or even what’s an acceptable time to arrive at work or an event. Some employees’ values will naturally fit into your organization’s culture, while other employees won’t align with your written business practices and unwritten business expectations. (Qualified core value assessments can reduce selection errors so you hire the right people with values that match your organization. [http://SeibCo.com/assessments ])

The purpose of having a written set of company values is to get everyone on the same page in order to create a workable structure for open communication, clarity of expectations and ethics, respect, trust, and so on. For values to have a positive influence, all employees and managers within an organization need to feel free to voice their concerns and learn how to interact without fear of retribution. Creating meaningful workplace values contributes to reducing turnover, increasing sustainable profits, and building a positive business reputation, since everyone is working from the same set of company principles.

(c)Jeannette L. Seibly, 2013