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Are You the Leader You Want to Be?

October 6, 2024August 26, 2024 by Jeannette Seibly

“Are you the leader you want to be? Or are you hoping someday things will change so you can be?” Jeannette Seibly

Some of you would say, “Yes!” While others would say, “I’m working on it.”

The next question is, “Are you making the right moves and building on these skills? Or are you allowing distractions to take precedence in developing your management and leadership skills?” (Hint: These are also known as excuses.)

Yes, I know. Everyone is busy. But being busy and developing your skills go hand-in-hand. They happen simultaneously, not independently of one another. (Yes, read that again.)

Your Keys to Your Leadership Success

Know Thyself. Not from “how you want to be seen,” but from “who you really are.” Authenticity makes a big difference in being an influencer, results producer, and great leader. Addressing leadership blind spots is critical. Use a qualified job fit assessment that provides objective clarity, insights, and leadership coaching for best results.

Be Aware of Your Impact on Others. All leaders impact others and influence their job satisfaction. Ask yourself, “Is it positive? Inspiring? Do others wish to be included on my teams?” If not, it’s time to address what is getting in the way now (e.g., failure to develop others, resolve team conflict, address factions, improve poor quality).

Practice Great Communication Skills. Your most significant impact on others is your ability to listen, talk, and write meaningfully. While you may believe you are a great communicator, your employees, business associates, boss, board, and clients may disagree. Get into their world or listen from their perspective to better understand this invaluable skill. Also, keep improving on it! Use a 360-degree feedback assessment to get to the truth.

Have an Executive Coach. Do-it-yourself leadership development usually fails to produce the required results. Why? Your leadership blind spots will always sabotage you without objective review. All great leaders have an executive coach. They also have an industry mentor. Make sure the people you’ve selected are helping you grow and do not simply agree with your perspective when addressing sticky situations or political workplace relationships.

Develop Resilience, Flexibility, and EI. All of these traits become good or bad habits. If you make a mistake or experience a failure, do you have the flexibility to shake it off and use your emotional intelligence (EI) to move forward? Languishing in the hurt or upset is not a good leadership trait. (Hint: We all experience frustrations – how well you recognize them and move forward builds your leadership savvy.)

Grow Retention, Revenues, and Results. Yes, all three are critical indicators of your success as a leader, regardless of why you’ve not achieved one or more of them. How you hire, coach, and manage makes a profound difference in the quality of your team, their responsiveness to challenges, and their ability to deliver on time and within budget in a quality manner!

Practice Self Care! Taking care of your mental, physical, and spiritual health is essential to being the leader you want to be. Set up a consistent schedule to keep you healthy.

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Here are great questions to ask yourself: Am I being the leader I want to be? Am I inspiring and developing others? Do others want to be included on my team? It’s time to address your skills and blind spots to become the leader you know you can be. Contact me for help in becoming a great leader that makes a positive impact.

Now is the time to get into focused action! Are there days you dread doing what is needed to manage your people, projects, and team’s financial performance? You’re not alone! Everyone has those days! But continuing to hide behind excuses only hurts you and your future promotability. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully – this includes getting you out of the way and working with and through people effectively to achieve the results required. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Want to Accelerate Career Options? Make a Lateral Move

August 19, 2024 by Jeannette Seibly

“Want to accelerate your career options? Prepare for and make a lateral move within your company.” Jeannette Seibly

I remember talking with a woman who had been unemployed for a while. When I suggested she ‘stretch’ from finance into operations by making a lateral move, she looked at me like I’d grown another head.

“Oh no! I’m very committed to staying in my profession.” She exclaimed.

I replied, “It doesn’t mean you will not return to finance. However, gaining operational experience in running a department or team can greatly boost your business acumen. Lateral moves can provide you a diverse skill set, increased visibility, and credibility as a future leader.”

What are lateral career moves? (Indeed)

Switching to a job at the same level and similar pay within the same company or between different employers.
Typically involves different duties or responsibilities.
May not result in a significant increase in salary or title.
Can be beneficial for learning new skills or securing your future.
Not recommended if you make too many of them or face a career setback.

Making a lateral move doesn’t mean you were not qualified in your current profession or previous position. A “stretch position” can accelerate your career growth and options because it provides broader exposure to business challenges, making you a better boss/leader, decision-making, and business professional.

How to Prepare for a Lateral Move

Job Fit Assessment. Be clear about your strengths and weaknesses before making a job transition. Use an objective job fit assessment that provides a “job fit pattern” for the lateral position. This helps you (and your new boss) understand where to focus when coaching and managing you for success.

Get Your Brag On! Complete the five easy steps outlined in the book for the results you’ve already achieved. Sharing these during networking meetings and interviews for the lateral position will make a difference. Remember, there will be “cross-over” skills, and you must emphasize them (e.g., communication, finance, technology) since you will not have the job titles, professional experiences, and job responsibilities they normally seek.

Networking Works. Do your homework — go out for coffee or lunch, or Zoom with several people already working in the profession. What do they enjoy about it? What are the challenges? How can you, with your current experiences, make a difference? Use open-ended questions to learn more.

Prepare for the Interview. You will be ready for the interview after following the first three recommendations above. Be sure to conduct your due diligence during all interviews for the lateral position about expectations, goals, and any challenges in the position. It is important to address any reluctance of the company, team, or hiring boss upfront without being defensive.

Key for Success: Learn the basics, listen more than talk, and have a positive can-do attitude. Hire an executive coach to discuss the inevitable sticky situations and political work relationships. Also, take the time now to develop essential leadership skills in emotional intelligence, communication, critical thinking, and project management. These are valued “cross-over skills” in any position.

A note from Jeannette: Have you considered making a lateral move? If you’re bored, unemployed, or looking to expand your business growth, using a “stretch position” is a great way to accelerate your career options. Always start with a job fit assessment to ensure you’re clear about your strengths and weaknesses in the new position. Contact me for additional coaching recommendations to ensure a smooth job transition!

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

Do You Want to Be a Great Leader? Start the Transition Process Now

August 12, 2024 by Jeannette Seibly

“Great leaders prepare their successors to transition into their new roles ready for the challenge.” Jeannette Seibly

Learning to be a boss/leader is a process, not an event, and requires preparation! So does preparing your successor and preparing them for a smooth transition!

One of the lessons all bosses/leaders need to learn is when to step aside.

Too often, they wait too long. They allow their egos to get in the way and won’t let go. By the time they are experiencing mental health issues, physical disability, or death, it’s too late to have a prepared successor ready to take over.

The other challenge facing today’s leaders is that many potential future leaders are uncertain if they wish to become bosses/leaders. I suggest it’s due to a lack of preparation: training, development, coaching, and being given opportunities now to excel.

What Can You Do to Prepare?

Create Your Own Future. Too often, if you are hanging on too long, you don’t have a “What’s Next” planned. You will continue to talk about it, make excuses, create issues, and not take the focused action required to move on. Hire an executive coach and make a plan. Now, implement the plan.

Assess Who’s Next. When you have a key employee(s) designated to step up, they may not have the skills and talents to do so. Or they have been a great #2 person but are not the right person to become the #1 leader to move a business or team forward. While they may say they are interested, now’s the time to discover the truth. Create an individualized succession plan and use an objective job fit and leadership assessment. This is critical in determining job fit in the new role. Use the assessment to guide your conversations and listen for consistency in their responses. Ensure they are given the tools, resources, and coaching required to win.

Hire an Executive Coach Now. Hire an executive coach to guide the future successor. Using an outside coach ensures any growth and development issues that might limit the future leader remain confidential. Remember, we all have our challenges. These should not restrict their ability to move forward if the person has done the work, is ready, and there are no ethical or other integrity issues in the way.

Select an Internal Mentor Now. The mentor’s role is to guide the future leader through industry, company, and professional changes. Many mentors don’t make great coaches due to the time required. The other consideration is confidentiality. Having a mentor as a coach can limit job transition or promotion opportunities due to the future leader going through a challenging work situation or difficult period in life. Again, if the person does the work, is ready, and has no ethical or other integrity issues, continue to move forward!

Invest in Training and Development. Have them attend programs to develop their interpersonal, emotional intelligence, managerial, and leadership skills. Ensure, along with their coach and mentor, these new skills and awareness are being used appropriately and effectively. Remember, as mentioned at the beginning of this article, learning to be a leader is a process, not an event – it takes time, being held accountable, and practicing the right skills.

Provide the Opportunities. Now is an excellent time to get them involved in company teams, critical client challenges, trade and professional associations, and other leadership opportunities. Remember, while you know you can do it faster (and better), you may have forgotten that it’s due to your long-time experience. Allow your successor to develop those experiences while you can provide the benefits of your knowledge and guidance.

What Do You Do When the Person Changes Their Mind? This is a great question that is often ignored. Have a conversation to learn why. Do not spend a lot of time attempting to talk the person into changing their mind. This rarely works out well for anyone.

A note from Jeannette: As a boss/leader, do you have a successor? Great bosses/leaders spend time ensuring a smooth transition for when they are ready to move on due to promotion, job transition, or retirement. What is the best way to prepare a successor? How can you ensure a potential successor is ready? Why is it essential to create “What’s Next?” for yourself? Contact me for a confidential conversation!

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

Remove Limitations Sabotaging Your Goals

August 5, 2024 by Jeannette Seibly

“We are only limited by our beliefs about ourselves.” Jeannette Seibly

Our career and life goals are often limited due to perceived limitations. It could be the perception of not having enough of the right education, money, options, and support from friends and family. Yet, many successful people overcome these limitations and find resources and support to move forward.

Limiting perceptions include:

It’s my bosses fault I’m unhappy in my job. The truth is, developing a can-do attitude and ability to work with your current boss provides you the skills required for the next job.
There is no point in speaking up about the poor team results – they don’t care. Good bosses/leaders don’t fall victim to mediocrity and poor team progress. They work with and through their teams to overcome challenges and achieve intended results.
Being your own boss is the only and easiest way to be happy and successful in your career. The truth is, working in a job that fits you is the key to job satisfaction.

What gets in your way of removing your limitations? It could be your inner voice, the people you interact with and hang out with, social media, and the unwillingness to step outside your comfort zone. Removing limitations requires courage, confidence, and commitment, as well as gaining the experience, education, and reality necessary to succeed!

What’s the first step? The good news is you’ve already achieved success in the past. Take the time to become aware of your accomplishments and wins by doing the five steps in “It’s Time to Brag!” This is a foundation to removing limitations and overcoming those beliefs that limit us.

How can you develop the beliefs needed to achieve your intended results?

Expand your perceptions of what is possible. Many programs, books, and coaching programs are designed to help you expand. Your job is to enroll, attend, and participate fully. Then, hire an executive coach to help you gain “muscle” using these new skills. Remember to focus on the project, not your limitations.

Use a structure to guide you forward. Being committed to achieving results requires a structure to fulfill that goal. Otherwise, your goal becomes a someday; one day, it may happen when XYZ changes. Relying on hope instead of your traits and abilities limits you! Develop integrity and discipline to keep focused when distractions occur – because they will!

Put together the right team. Hire based on job fit, can-do attitude, and coachability. (Grab the book Hire Amazing Employees for practical interview questions and instructions on how to use the right tools.) Now, learn how to manage and coach your team forward for success. Caution: While friends and family may tell you they want to be part of your team, the reality of their ability to work with you can often get in the way.

Be coachable, curious, and ask open-ended questions. Learn the basics, create a strong foundation, and build your project, goal, and dream brick-by-brick; what you can achieve when you’re willing to do the work is amazing.

Celebrate! Smile, accept the applause, and create your next success. Don’t forget to update your brags along the way – they will support you in winning your next goal and dream!

A note from Jeannette: Winning today and achieving the successes you want in your life and career starts with removing limiting beliefs that sabotage your goals. They will pop up and can be a devastating deterrent if you don’t move them out of the way! Need support to achieve that long-time goal, dream, or project? Contact me!

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

It’s Essential to Learn How to Coach Your Employees and Teams

July 29, 2024 by Jeannette Seibly

“Learning and using effective coaching skills improves team results.” Jeannette Seibly

Today, more than ever, coaching is an essential skill for bosses and leaders.

Why? The effectiveness of coaching is reflected in employee and customer retention, employee job satisfaction, and team results.

The challenge? Many bosses/leaders don’t understand what coaching is or how to do it. Or, they’ve tried it, and it didn’t work, leaving employees and teams deflated.

The good news is that bosses and leaders can become good coaches. But like any new skill, it takes consistent practice to improve and become effective.

How to Improve Your Ability to Coach Effectively

First, Let’s Define Coaching. Coaching is not telling employees what to do. That is what supervisors or managers do. Coaching involves guiding, empowering, and helping each employee and team grow by listening, making suggestions for improvements, and allowing the employee and team to stretch – which sometimes means they’ll make mistakes and experience failures.

Let’s Get Started

Create a Learning Environment. When learning, employees increase their natural curiosity and innovative spirits. Ensure you invest in each employee and team and work with them to use the new skills effectively.

Be Specific in Your Praise. Celebrate individual achievements, successes, and wins with specific acknowledgment. Learning how to brag appropriately is also important to build confidence.

Build a Win-Win-Win Decision-Making Model. Involve your team in decision-making processes to build trust and ownership. Remember, this involves true brainstorming, resolving team conflict, and encouraging respectful conversations — each person speaks up and feels comfortable doing so.

Learn from Failure. Everyone has an opportunity to learn from their mistakes and failures – in fact, it’s the best way to learn. This is not the time for “I told you so’s” or other disparaging comments. Instead, use the “What Worked/What Didn’t Work?” and review with the employee or team. Focus on lessons learned and what’s next.

Leverage Strengths. Identify and capitalize on each team member’s strengths using an objective job fit assessment. These objective insights help you, your employees, and your team members grow and develop. With the information provided, you will be able to provide laser-like coaching rather than the hated trial-and-error process which leaves employees disempowered.

Practice Emotional Awareness. Understand and manage your own emotions and those of your team. Use compassion, respect, and a sandwich approach when offering feedback to your team members without being critical or condescending.

Listen. Listen actively and ask open-ended questions. Sometimes, all you need to do is listen and facilitate the conversation. By being a sounding board, it allows the team member to work out the solution and have the confidence to implement it. Don’t forget to ask “By When” it will be done and mark it on your calendar. (An important coaching strategy.)

It’s critical to remember that developing practical coaching skills is an ongoing process and not a one-time event. Don’t forget to hire your own executive coach to guide you through those sticky situations and political working relationships. This helps you coach others!

A note from Jeannette: Today’s bosses and leaders must become effective coaches. Coaching is not the same as managing and telling people what to do. Do you need help developing an effective coaching style as a boss/leader without defaulting to the hated trial-and-error approach? Contact me!

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

What Are You Investing In? Probably Not Your Talent

April 30, 2025July 22, 2024 by Jeannette Seibly

“What you focus on expands, and so do your results!” Jeannette Seibly

Many bosses/leaders have a budget and are looking at the next technology, sales system, or AI they can buy to build their company’s success and attract and keep customers. Sadly, they fail to provide the dollars required to train and develop their most important asset: their employees. They forget that team members are the main reason customers stay or leave.

Investing in your talent impacts your company’s results when:

People are promoted to jobs without the necessary training and coaching for success
Employees do not receive the proper training to support your client’s needs
It becomes challenging to job transfer employees due to a lack of upskilling

Studies have shown that training and development improves morale and retention, attracts top talent, boosts individual and team performance, and keeps customers from straying to your competition.

Many employees today value training and development. Remember, while many technical skills need continuous upskilling, don’t overlook the essential skills of communication, critical thinking, and ethics (to name a few).

Develop the Team Members and Achieve Amazing Results

Job Fit. It starts with hiring and knowing their strengths and weaknesses based on objective data. Hiring the right person for the wrong job equals poor job fit. And no amount of training and development will make them a superstar. Poor job fit can be very costly. If that is not enough to get your attention, studies have shown it can cost over $300K per person when you hire someone who is not a good fit.

Career Pathing. Not all employees are alike! Their career path should reflect the skills required for the success of their job and accomplishing their long-term goals. This makes it easier to upskill and focus on needed training to prepare for job promotions and job transfer. Example: One top employee wanted to return to his hometown in a different state. The company paid for the transfer. However, the employee could not operate independently without the structure of the office environment. Within a year, the employee left to work for a competitor.

Personalize. Similar to the Career Pathing above, not all team members need the same training. Listening would be a better skill to develop for someone fearless in speaking up than focusing on learning how to talk in meetings. Use a qualified job-fit assessment to provide objective insights and clarify areas that must be designed to improve effectiveness.

Leadership and Management Development. Even though many employees today say they have no interest in being a boss or leader, the truth is they don’t have the training and are not given the opportunities to showcase these skills. While they may not want the job title or responsibilities, the training can be priceless in supporting them to lead teams, manage projects, and improve personal job satisfaction.

Critical Interpersonal Skills Are Crucial. Communication, critical thinking, and ethics training (to name a few) are crucial skills needed today more than ever. It requires ALL employees to develop them ongoingly. Remember, these skills can be used everywhere with anyone at any time in their lives.

Use a Mix of Training Delivery. Use podcasts, face-to-face workshops, virtual training, etc. Remember, not all people learn the same way. Ensure the trainer or presenter uses a mix of media, games, and other engaging ways to help facilitate everyone getting value.

Appreciate Progress. All bosses/leaders must acknowledge each employee and their teams for steps taken and growth observed — what you appreciate strengthens the person’s confidence and competence in using their new skills. When a skill is not used appropriately, fine-tune it with spot-on coaching to steer the employee and team forward.

Hire an Executive Coach. Everyone, especially bosses/leaders, must have an external executive coach and an internal mentor. The executive coach can provide objective insights and confidentially address issues while steering you through sticky situations and political working relationships. An internal mentor can guide your ability to work with people through industry, professional, and company silos, factions, and other political elephants.

A note from Jeannette: Are you adequately investing in your employees and teams? Many will spend more time and money on technology and overlook their people’s critical development. Need help fine-tuning your training and development efforts? Contact me!

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

Leaders! Do Not Ignore Bad Behavior!

July 15, 2024 by Jeannette Seibly

This article is focused on resolving bad behavior on the job before you need to fire the person(s). If there is bad behavior off the job (e.g., use of drugs, thefts, threatening neighbors, damaging property), consult with an attorney first.

It can be easy for bosses/leaders to avoid addressing bad behavior, especially if the person is considered a top producer or top talent. But you must stop the denials and excuses (e.g., “It was a one-time incident,” “They didn’t mean anything by the sexist remarks,” or “That is just how the person is”) and resolve it immediately.

Why the urgency?

It will cost you your top talent, customers, bottom line, and energy working through turnover of employees and customers, quality issues, and legal challenges!

Remember, all employees have the right to enjoy a safe and healthy workplace culture and do their jobs without fear of being belittled or humiliated for who they are, how they speak, how they look, and how they do their jobs.

6 Tips to Resolve Bad Behavior

Have the Tough Conversations Now! Usually, it’s essential to have these conversations 1:1 to avoid humiliating the person and making it worse. But if it is not the first time, you may need to include someone from HR or a key employee. But don’t wait. For example, one company didn’t address their top salesperson’s lunchtime drinking. On the drive home, he killed a father and his two sons. This cost the salesperson his freedom and the company hundreds of thousands of dollars.
Talk Straight. It’s time to use a direct approach to explain why the bad behavior must change immediately to avoid misunderstandings or if the person becomes defensive. For example, if the employee is gossiping about his boss or mimicking a female co-worker, don’t talk about being a team player! Instead, talk straight about the importance of not gossiping or hurting another person’s reputation, and failure to stop will not be tolerated.
Ensure Job Fit. Regardless of their job titles, employees often create mischief when attempting to work in jobs that don’t fit them (e.g., an accountant who doesn’t enjoy working with spreadsheets or a boss who finds people annoying). They may be bored, trying to force a result, or micromanaging. Talk with them and use a qualified job fit assessment to clarify “why” they are doing what they are doing.
Provide EI Training. Emotional intelligence (EI) training is important. Many employees and bosses today are unaware or uncertain of how to talk with others. They copy words, phrases, gestures, or other inappropriate remarks from listening to podcasts and mimic them when talking with their bosses, co-workers, or customers. Invest in developing this critical skill for all employees.
Yes, it’s crucial to write down who, what, when, where, and why after having a conversation with an employee about their inappropriate or destructive behaviors. I’m going to repeat this … you must document.
Hire an Executive Coach. Many bosses/leaders cannot effectively coach their employees. The do-it-yourself approach rarely works! Ensure the coach has a strong track record of working with people to shift bad behaviors and attitudes into better ones. If the issue is due to alcohol or substance abuse, consult with your attorney since coaching would be inappropriate in these situations.

A note from Jeannette: Are you dealing with bad behavior from an employee? You must address the issue(s) now, or there will be costly repercussions later. Are you confused about how to address and have this type of conversation? Contact me!

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

How to Choose Expectations that Produce Positive Results

July 8, 2024 by Jeannette Seibly

“Our expectations about others are directly related to our ability to lead and influence them.” Jeannette Seibly

As bosses and leaders, we all have expectations that positively support our ability to be influential leaders. Conversely, limiting or negative expectations about others (e.g., how they “should” behave, talk, and do their work) hurts our ability to influence change and produce intended results!

Our ideas about the way the world works are based, in part, upon our expectations. These expectations color our experience – for good or ill – and can influence our reactions and responses to just about everything and everyone that we encounter. (PsychologyToday.com)

How do we choose our expectations to make a positive difference with our teams, customers, and results?

Take Responsibility for Your Expectations

Be Present. When in conversations, set aside preconceived ideas or expectations of how others should speak or behave during conversations. Set aside distractions. Listen with an open mind. Remember, mastery requires consistent practice.
Set Aside “Shoulds.” Biases and judgments can significantly impact your effectiveness as a boss/leader, whether positive or negative. Setting these aside can be incredibly difficult to overcome without the right coaching, training, and reminders. It’s important to remember that you operate in a world and work in a company where you are expected to judge and evaluate people’s performance and their impact on others. However, it’s crucial to base these judgments on objective data, not their personalities!
Be Objective. Telling the truth and using factual information is essential. Adjust your expectations to do the right thing correctly (e.g., provide feedback with empathy and compassion), and do not excuse destructive or disruptive behaviors, poor quality, or missed deadlines. Set an expectation of high quality and ensure that efforts are rewarded.
Stop Labeling Others. When you affix labels to people (e.g., narcissists, difficult people), it’s often due to being upset with a conversation you had with them or a decision they made. Your team members will follow your lead. Your frustrations can create microaggressions and a hostile and harmful workplace culture. Choose an expectation that everyone works well with others to ensure you are managing for a safe workplace!
Avoid Making Decisions for Others. The expectation of knowing what is best for team members will get in the way of being effective. Instead, ask first. Then, decide what is best for a person (e.g., job promotion, job transfer, change of work responsibilities), company, work team, and customer. Since team members will say “yes” to new work opportunities – but fail to understand what is expected of them to succeed — use a qualified job fit assessment to ensure no surprises for you or them!
Dial Up Your Humbleness and Dial Down Your Ego. Your false sense of power (e.g., job title) will influence your expectations of others and how they “should” listen and speak to you. Your ego will naturally think of yourself as superior (your ideas are the only right ones) and create a false belief that people should listen and do as you say! These expectations will limit others’ willingness to work for you, increase workplace stress, and hurt results. Keep your ego in check!
Know You Will Be Disappointed. You will be disappointed when you pin your happiness and success on fulfilling unrealistic expectations. Set realistic goals for yourself and others. Celebrate the small steps! Create brags for all accomplishments (yours and others), whether large or small.
Accelerate Achieving Positive Results. Hire an executive coach who can guide you through the inevitable difficulties you will experience in working relationships and completing a project. You will become more respectful by becoming more realistic and accepting of others. Adjust your expectations of yourself and others by using mistakes and failures as opportunities to learn and grow.

Note from Jeannette: The expectations we choose for ourselves and others can positively or negatively affect our results, relationships, and work quality. Do you need help adjusting and choosing your expectations to achieve your goals, improve your results, and improve working relationships? Let’s talk now—before it’s too late. Contact me!

Are you using your talents effectively? Many of us are not! Click Here for a Free Download on how to use your abilities and enjoy a rewarding career!

How to Win Back an Alienated Team

July 1, 2024 by Jeannette Seibly

“How you manage your team either engages or alienates them.” Jeannette Seibly

Alienating your team can happen whether you are a new boss/leader or not. It often happens when you make decisions that are not in the team’s best interests or make changes that are not perceived to be in their best interests.

Emily was a new boss and wanted to engage her team. She immediately began holding team meetings and had each person share what they were doing. This change alienated the team since the previous boss wasn’t interested in team development. At first, the team didn’t share or shared inappropriately. Then, after she talked with them individually and as a team about why sharing their individual progress supported the team as a whole, they learned to value this time together and support and learn from one another.

When alienation happens, waiting them out is not the right approach! It is best to take proactive action to win the team back as soon as possible. The longer you wait, the harder it will be to get on the right track.

Signs a team member or team has been alienated:

Missed work assignments
Poor attitude when assigning work (“Oh! Whatever!”)
Unwilling to improve performance
Negative team vibe (be careful with this one – the issue may not be you)
Talking with others about you (upset, frustrated)
Team turnover
Unable to make eye contact
They tell you what you want to hear
There are factions, silos, and cliques at work against you

Now address “why” you alienated them:

Made an unpopular decision
Fired or removed a team member, especially if the person is well-liked
Micromanaged them
Used microaggressions or other offensive behaviors
Allowed your ego to get in the way and took credit for their work
Made changes that impact them or another group without their knowledge

8 Ways to Get Your Alienated Team Back on Track

Breathe, Listen, and Be Present. What is the real issue? Ask! Don’t accept the first response! Go around the team several times until the truth comes out! You cannot change what happens moving forward without the truth! Be patient. This can take time, but it is well worth the effort.
Your apology needs to be genuine. Share how you’ll make changes in the future and follow through on this commitment. This is especially important if you make a mistake that hurts the team or someone they care about.
Talk Straight. It builds trust! There will be times when you need to make unpopular decisions or rock the boat. It’s part of your job description to talk it out with team members, customers, and the company. Share the facts!
Set Expectations. Acknowledge the past and why there is a need to make changes. Keep the new expectation short and straightforward. For example, all meetings will start right on time and end on time, too. Now, follow through!
Don’t Defend. Stating your position repeatedly, telling people how they feel, or belittling others will not win them back! Remember, listen.
Assign Based on Strengths. Avoid favoritism or selecting the person who always raises their hand to take on tasks. Get to know your people and assign projects, assignments, and other activities based on strengths and what the person enjoys doing and is good at. If someone wants to learn a new skill (e.g., how to manage a budget), partner them with a good teacher.
Ask for Input. Slow down. Ask for their ideas, thoughts, and concerns before making changes (especially if you’re a new boss/leader). Write these down so everyone can see them. Be prepared to address them point-by-point before and after the decision has been made.
Meet 1:1. Talking with each team member alone can also provide insights that the team would frown on if shared openly at a team meeting. Remember confidentiality! Or you’ll alienate the team even more!
Master These 8 Ways … To get your alienated team back on track quicker, hire an executive coach. Attempting to implement these on your own can be overwhelming, or you may miss nuances that your executive coach can see.

A note from Jeannette: Do you sense there is something off with your team? Have you considered that you are the cause of the alienation? Let’s talk before you lose your team, effectiveness, and customers! Contact me!

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Transform Your Blind Spots into Savvy Leadership

June 24, 2024 by Jeannette Seibly

“We all have blind spots, and to see them requires an open mind!” Jeannette Seibly

Do you know how your impatience, fear of conflict, and being easily triggered affect your effectiveness as a boss/leader?

All bosses/leaders have blind spots. Often, these are complex and, many times, impossible to distinguish. Or they get created because of criticism from someone whose opinion you value. Or you have been unwilling or unable to acknowledge your biases, judgments, and evaluations of others objectively.

Unidentified blind spots are weaknesses that cost you, your company, your team, and your customers intended results.

Your blind spots, when ignored, will sabotage you and your career unless you identify them and discover them with your executive coach.

How Do You Define Blind Spots?

Leadership blind spots are the areas where a leader … even a very successful leader … is missing something. A blind spot can be a lack of attention to a particular area or a part of your skillset that never 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. The problem is your blind spots impact others and can limit their effectiveness at work.

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.

Which ones do you recognize for yourself?

The top 10 blind spots are:

Going it alone
Being insensitive of your behavior toward others
Having an “I know” attitude
Avoiding the difficult conversations
Blaming others or circumstances
Treating commitments casually
Conspiring against others
Withholding emotional commitment
Not taking a stand
Tolerating “good enough”

“Identifying your blind spots and overcoming these hurdles is critical to developing your savvy leadership.” Jeannette Seibly

How to Flip Blind Spots into Savvy Leadership

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 you 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 in developing a laser-focused action plan to flip these blind spots.
Hire the right executive coach and listen. You will improve your influence and leadership savvy when you are coachable and listen. Having a coach eliminates the typical trial and error that otherwise occurs when you attempt to self-analyze what you say and do. (You will often be wrong!) Do not focus on conceptual conversations regarding the merits and demerits of your blind spots. Just listen to your coach, adjust, and implement.
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. Along with your executive coach, the right mentor can also guide you through complex situations and sticky political relationships. This is the fastest way to move past your blind spots, resolve issues, and achieve intended results.
Listen to your team’s feedback. Your team wants 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 to tell the truth. Then, create a game plan to learn from and implement these invaluable insights.
Dial up your humbleness. Take part in emotional intelligence workshops. Set aside your ego during these programs since it can be your most significant hurdle to overcoming blind spots and developing savvy leadership. Remember, authentic practice is required to achieve mastery!
Improve your all-important communication skills. Your ability to write, speak, and talk with others is critical to success. Don’t fall into the trap of “I have it all handled.” Instead, take workshops to recognize your biases (aka blind spots) and develop your inner confidence.
Identify triggers and biases. We all have them. To uncover triggers and automatic judgments (often subconsciously), work with your executive coach to discuss the issues and develop more effective ways to handle them. (Note: You may also need to work with a licensed therapist to remove stubborn barriers.)

A note from Jeannette: If others have told you that you are impatient, fear conflict, and are easily triggered, keep reading! Even if you believe they are wrong, it’s essential to realize that ALL leaders have blind spots, including you. If you’re stuck and uncertain about how to discover your blind spots, contact me for a confidential conversation.

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