Many times we don’t listen and ask good business questions. We fear others will become upset, and many times they do. Their emotion signals their attachment to what they’ve already spent time working on and how they think about it. However, not asking the “What if …?” questions can prevent an adequate project from becoming great, a poor ROI from being wildly successful, or an OK employee from becoming a top performer.
(c)Jeannette L. Seibly, 2013
Being a leader requires that others follow you. Making promises that you don’t keep ensures career derailment. Be clear regarding what you are promising and the deadline you are willing to abide by. Then, make it happen. This will be inspiring, since many leaders don’t honor their word!
(c)Jeannette L. Seibly, 2013
These five words can make a big difference when meeting with a client, employee, or prospective vendor. As business owners and executives, we usually think others should be focused on helping us! Take a step back, become humble, and use these five words to create better relationships with others. They will be more willing to help you if you’ve taken the time to help them!
(c)Jeannette L. Seibly, 2013
Everyone needs help to build a company, create unprecedented results, and work with and through others to complete a successful project on time and within budget. Make sure your coach has the experience and ability to help create new ideas or methods that will help you. Simply following a standardized program is usually not the answer for most successful business owners, executives, or highly mobile professionals. Make it personal in order to achieve your intended professional results.
(c)Jeannette L. Seibly, 2013
Many business professionals today aspire to become a boss. Many want this type of recognition for the increase in pay, status, or a better office. Unfortunately, these objectives will not make anyone a great leader. In fact, many bosses are fired within their first six months in their new job, and many others fail because their employees resent their lack of management finesse. Poor leadership abilities make it difficult for new bosses to get the job done.
Being the boss requires you have very good people and project management skills. Many business professionals don’t want to work that hard! Or, they’re fearful they may lose friends who were formerly co-workers. Alternatively, your new employees may veto your style when comparing you to their last boss. In those cases, it may be better for you to be a leader without the boss title.
Should you become a boss? It requires a new level of responsibilities, skills, and attitudes. If you are willing to make unpopular decisions, develop a commitment to all of your employees without bias, learn how to create and manage budgets, and facilitate projects in a global market with rigor while paying attention to details and motivating your team, then, yes, you should. (Remember, this list is not exhaustive!) Being a boss can have many rewards and is often required on your way up the ladder to the C-Suite.
Here are some prerequisites:
First, become clear if being a boss is the right career path for you. Career derailment can be hard to overcome in an interview, either for a different management job or as an independent contributor, after having been deemed a poor manager.
Second, hire a coach who has strengths in the specific areas where you need help. Take a qualified assessment to help you better understand your inherent strengths and weaknesses as a potential boss. A qualified 360-degree feedback tool can also enlighten the process of improving your skills.
Third, be willing to do the work in a manner that bodes well for your current employer, as well as your future opportunities. Remember, successful bosses put the success of the company and its employees first!
©Jeannette L. Seibly, 2013
Many goals today are meaningless. They are simply something written down on paper (if they’ve made it that far) to look good or appease the boss. Usually these are not true goals; they are simply tasks or improvements that need to be made (e.g., “Respond within 24 hours to all phone calls”).
If you really want your goals make a positive difference, supersize them. Make them larger than you know how to get them done. This will provide you with room to create new methods and opportunities for yourself, your team, and the company. It will inspire to you and your team to go for it!
(c)Jeannette L. Seibly, 2013
Most busy professionals allow their better judgment to be thwarted in an attempt to look good, save time, or keep their job, a client, or an employee. Making bad decisions can take its toll on you, the company, and your team. Take time to breathe before making a decision. Yes, the simple act of breathing and counting from 1 to 10 before making a decision can save you 10 minutes, months, or years in attempting to rectify that moment.
When you lie, whether it’s a “white lie,” omission of truth, or blatant misrepresentation, others will sense it and no longer trust you as a leader or boss. They will question your decisions and second-guess any assignments or directives you give them. Some will work around you, and others may skip over you and talk with your boss.
Remember, the truth will be told eventually. Lying is a nasty habit to break, and threatening others to keep your secrets will only create additional harm. Simply apologize and tell the truth, using as many facts as possible. Yes, there may be repercussions–but better to handle them now than after further damage has been done.
(c)Jeannette L. Seibly, 2013
All business owners and executives wish to succeed in their business. Yet when they hire inexperienced and unseasoned professionals, thinking they are saving money, their bottom line suffers. Why? The employees have not had time to develop the business knowledge and acumen needed to perform at the level required, instead relying on “it’s good enough.” Mediocrity stifles results—you get what you pay for.
When hiring for any position, be clear about the attributes required for the person to succeed, and the required results for the company to prosper. Use a structured interview to ensure the person has the actual hands-on experience by drilling down into his or her responses. Often candidates talk hypothetically, not having had the actual responsibility you are looking for. Use a qualified assessment to ensure they have the thinking style, occupational interests, and capabilities to do the job the way it needs to be done to achieve great results. Don’t be afraid to conduct reference checks to ensure the person can and will actually do the work, not just talk about it. (For further information on how to do it, get your copy of Hire Amazing Employees, Second Edition (BizSavvyHire.com).
Although hiring people light on experience and heavy on job fit can be a good idea, realize it will take an extra investment of time and money before they can produce at the level required. Adjust your expectations appropriately.
©Jeannette L. Seibly, 2013
Jeannette Seibly has been hiring amazing employees for over 34 years. She delivers straight talk with immediate results to business owners and executives of $1MM to $30MM enterprises, achieving dynamic results. You may contact her at JLSeibly@SeibCo.com to discuss your hiring challenges. Get her newest book, Hire Amazing Employees, Second Edition: Improve Your Profits (and Your Work Life)! http://BizSavvyHire.com. It includes templates for interviews and reference checking.
Do you wish to advance in your career? Be an upwardly mobile leader? Make more money? Have more responsibility? The first step is to raise your hand and get the attention of your boss (and his or her boss) by learning how to brag in a business-savvy manner (for suggestions, visit TimeToBrag.com). Asking and communicating your readiness and willingness will help overcome any hesitation on your boss’s part.
Once you’ve been given an opportunity, it’s important you make a full commitment to successfully completing the project, on time and within budget. New assignments require you to operate at a new level (yes, it can seem risky), being resourceful while ensuring the team has the opportunity to bring forth new ideas and daily generating your “game on” with the team when problems arise and excitement wanes. Lone rangers seldom succeed. Being responsible and accountable from start to finish is required for success. Giving up is not an option and will nix future opportunities. Communication and bragging are the keys to keep everyone on the same page (visit TimeToBrag.com for ideas on how to do this).
During this time, your blind spots will become glaringly noticeable to others and can actually derail upward mobility if not addressed. Simply being aware of them will not help you transform these weaknesses into strengths—you cannot build upon weaknesses! Minimizing their impact (and avoiding the natural tendency to dominate others to avoid responsibility) requires you to be coachable and have a good coach, someone who provides straight talk. By seeing potential problems faster, you can manage them more effectively. Clarity helps you take what’s working and develop the discipline of practicing good habits—it makes it easier to handle people and system challenges. This enhanced awareness is a great starting point for the next project. It is the signature of upward mobility as a leader.
©Jeannette L. Seibly, 2013
Jeannette Seibly delivers straight talk with immediate results to business owners and executives of $1MM to $30MM enterprises, achieving dynamic results. Along the way, she helped create three millionaires. You may contact her at JLSeibly@SeibCo.com to discuss your coaching challenges.