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How to Keep Your Job When Working with an Overconfident Leader

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“Take care — overconfidence can sabotage working relationships irrevocably.” Jeannette Seibly

A new customer gave Allison’s company a similar project to what she had worked on with her former employer. She put together the plan and excitedly shared her knowledge with her boss, Stan. But Stan had his own ideas of what to do and how to proceed. While Stan allowed Allison to offer her plan first, he didn’t listen and scrutinized each point. So, even though Allison was well-prepared, she became inflexible that her plan was the right one. And the initial positive energy in the room deflated like a balloon losing air!

Finally, Stan said, “While this plan may have worked in your former company, we’re not them. So you need to do it my way.”

Not surprisingly, the customer was unhappy with Stan’s way. When Allison attempted to enlist several executives to help turn around the results, they refused. They cited a lack of time. But the truth was, they lacked the confidence to have the needed conversations with Stan and wanted to keep their jobs. He was known to overreact to anyone challenging his ideas on how to get things done. They did, however, recommend to Allison that she leave the company before being fired. (Side Note: The customer terminated the contract and hired Allison’s former employer to get the project done in a way that worked for them!)

This story demonstrates what happens when two overconfident people have to work with one another … disastrous results.

When egos interact with egos, no one is listening. Each person is attempting to outtalk the other and are inflexible to consider alternatives. The project or program is destined to fail, while the customer loses money and time, and at least one person will lose their job or be sidelined until finding another job.

So, how do you keep your job when working with an overconfident leader? First, check your ego at the door. Second … keep reading!

3 Keys to Work with an Overconfident Leader and Keep Your Job

Stay aware and mindful in conversations. Listen up when an overconfident leader shares a decision s/he is making or is about to make. It will impact you, your project, team, and budget, either directly or indirectly. Expand the leader’s opinions by asking open-ended questions for clarification rather than debating their decision. (I’ve coached lots of people who challenged the leader’s opinions. The results? Some were fired, and many were about to be and had no idea their overconfidence got in the way.)

Stand up and speak up. When the leader is overconfident, you will question your own point of view. (Harvard Business Review) Don’t let this deter you from being assertive and sharing facts. But(!) … diplomacy is crucial! (It’s an essential skill to learn!) Remember, while you may be right, overconfident leaders will ignore you when their ego feels threatened. The outcome can impact your future projects, results, budgets, resources … and career.

Avoid confrontation if the leader’s idea or assertion does not impact you. Choose which issues to pursue. If you confront every issue, the overconfident leader will stop listening to you. (And so will everyone else!) Instead, focus on significant issues that will impact you from a win-win-win perspective.

©Jeannette Seibly, 2019-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A note from Jeannette about working with an overconfident leader: First, set aside your ego! Second, be mindful, diplomatic, and ask questions to keep the conversation going. While it is a dance, the steps don’t need to be complicated. So, what challenge is on your plate to address this week? Need someone to listen? Let’s Chat!

Self-confidence takes practice before you can master it (like all inner growth). What are the essential steps to achieve it sooner rather than later? It requires focused action! Grab the 9 tips needed to develop the self-confidence you’ve always wanted (FREE).

How to Prevent Overconfidence from Derailing Your Leadership

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“If your ego is in the way, your overconfidence will derail your results.” Jeannette Seibly

Well, I think we tried very hard not to be overconfident, because when you get overconfident, that’s when something snaps up and bites you. Neil Armstrong, American Astronaut

Now, more than ever, confidence is essential for leaders. It encourages your team, customers, and communities to follow you. But problems arise when you become overconfident. You fail to listen to others, be coachable, and focus your team on intended results. To make matters worse, you don’t admit to and learn from mistakes or wrongdoings. Then, before you know it, “something snaps up and bites you” – now, you’ve derailed your leadership.

6 Tips to Develop Healthy Self-Confidence

Pay attention to your communication style. Learn to be aware of words or actions that signal you’re being overconfident (e.g., “I’ve got this handled!” “I never fail!” “This always works.”). Work with your executive coach to see what details you may be stepping over or issues you are failing to address when this happens.

Be honest about your skills. Take the time to conduct an accurate assessment of yourself and learn about your blind spots. Work with your executive coach and use objective data from scientifically validated job-fit assessments. This will broaden your awareness of how others see you as a leader.

Stop comparing yourself with others. Too often, we blame others for mistakes they make but excuse our own! Instead, develop healthy emotional intelligence, work through mistakes, and learn from them. It will build your inner self-confidence and humility.

Test your assumptions before declaring your decisions. We often make decisions based on fragments of information. And, we’re usually wrong. Develop your critical thinking by deep diving into the factual pros and cons. Use your network and team to test your assumptions. Remember, 90% of the world’s information is in people’s heads, not the headlines on the internet or the latest hubris being expressed on social media!

Listen to others’ feedback and concerns. Confident leaders welcome brainstorming and hearing others’ ideas. This includes managing healthy disagreements and building win-win-win outcomes. Remember, learn to listen to what you don’t want to hear to improve your results and keep you focused on what matters. It keeps you grounded in reality.

Recognize when it’s the right time. While many ideas may work with modifications, it may not be the right time or place to put them into action. Avoid circular logic to push through these ideas that your business and customers are not ready for. This is often a problem with overconfident leaders.

©Jeannette Seibly, 2019-2022

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A note from Jeannette about being an overconfident leader: It’s important to develop healthy confidence. Remember, you can avoid overconfidence by listening, being coachable, and admitting to mistakes. So, what challenges do you want to overcome? Let’s Chat!

Self-confidence is an inside job … a life-long practice … and an essential factor in others following your lead. Grab the 9 tips required to develop the self-confidence you’ve always wanted (FREE).

Every Successful Leader Sparks Trust and Keeps It

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“Without trust, your team, boss, and customers will not take you seriously and dismiss what you say or do.” Jeannette Seibly

A trusting team is a team made up of people who feel safe around each other—safe expressing their feelings, asking for help, talking about problems, and admitting to mistakes. Simon Sinek

Successful leaders have learned how to spark trust and keep it growing. They know trust builds credibility over time.

They’ve also learned the hard way that one wrong decision or withholding important information can diminish trust. To improve trust, some leaders have had to alter their management style. For example, stop micromanaging, demanding too much, and playing office politics at the expense of others. These are trust killers, not trust builders.

How to Spark Trust

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

Learn from Mistakes. Everyone makes mistakes, including you! Yelling or expressing frustration at team members will not build trust! (If you do this, it’s time to hire an executive coach to learn new ways of expressing yourself!) Instead, together, conduct an objective review of “what worked/what didn’t work?” Acknowledge things that were well-done. Then, specifically, address two things to improve. Use your natural curiosity and ability to ask good questions to guide the team to build new solutions. The process will build trust (and respect) for you as a leader and team synergy.

Embrace Tough Conversations. Most leaders will do anything to avoid them. But if you don’t uncover the underlying factual issues, progress on projects will fail. The team will stop trusting you, and mischief and finger-pointing will erupt–spark trust. Instead, encourage resourcefulness and brainstorming of new ideas, and champion your team’s ability to work through conflict or issues.

Be Known for Straight Talk. Say what you mean and mean what you say. Allow others the freedom to do the same, to disagree with you and others without repercussions. This makes THE difference between your team trusting you to look out for them or feeling manipulated to get the job done (while not believing a word you have to say). 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 feels good. Remember, they want to learn and grow.

Brag about Your Team! Sharing successes about each and every team member makes a positive difference and builds trust. Be aware of each team member’s contribution … no matter how small. When speaking with others, brag about your team’s successes and mean it!

©Jeannette Seibly 2020-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A Note from Jeannette about sparking and keeping trust: trust is required to be a successful leader. When you make a poor decision, you need to own it. When you assign the best-liked tasks to your favorite team members, you need to stop doing that! Building trust with your team, boss, and customers is how you achieve great results. Have you taken a misstep? (Don’t worry, many do.) It’s essential to “clean it up” asap. Let’s Chat!

Self-confidence is an inside job … a life-long practice. Developing confidence in your career and your life … without comparing these pursuits and results with others … allows you to pursue and achieve goals that are meaningful to you. Grab the 9 tips required to develop the self-confidence you’ve always wanted (FREE).

What Happens When You’re Given an Opportunity Before You Are Ready?

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“Everyone has the capabilities to excel. But the challenge is, do they have the awareness and willingness to do the work required?” Jeannette Seibly

You’re offered a new opportunity. After talking with your trusted coach and mentor, you know you’re not ready. But what do you do? Here’s the dilemma. Taking it can cause potential failure. And, not taking it could limit future opportunities.

Sam accepted a leadership position with the promise of even more significant opportunities in the future. He had the administrative skills required. But Sam lacked the experience of leading a team, having always been a team member. Instead of asking for help and guidance, Sam faced potential failure when he complained about the same things as when he was a team member! He failed to realize he was now responsible for providing those resources he previously complained about!  

Accepting new opportunities before you’re ready can derail your future. Don’t be in too big of a hurry to get the new job title, make more money, or enjoy the prestige of moving up in the company. Or, you may struggle and eventually derail future career opportunities.

What is Required to Get Ready Now?

Job Fit. Today, many people don’t like their jobs because they don’t fit their job responsibilities! To avoid this, use a valid job-fit assessment. The reports provide objective awareness of the strengths required for your new position and your challenge areas. Remember, you cannot change who you are. For example, as a team member, you may be fearless in talking with others (strength). But as a team leader, this same strength can get in your way of listening to the team (weakness).

Get Real. New opportunities require moving forward outside your comfort zone. They also will require new levels of communication, project management, and emotional intelligence, which are hindered by leadership blind spots. Because many of these job requirements are unwritten, shadow the current incumbent in the job. Ask questions. Don’t assume you won’t have similar challenges. (You will.) Ask them what they’ve done to overcome these issues.

Hire an External Coach and Seek Out an Internal Mentor. Be coachable! Ask for help and seek guidance immediately before you get mired in sticky situations or political relationships that sabotage your future opportunities.

Do the Real Work. While mantras can keep you focused, they don’t replace doing the real work. For example, you’ll fail if you ignore team conflict complaints and respond with mantras (e.g., “Every team has their challenges, it’ll get better.”). Resolution often needs difficult decisions (unpopular) and challenging conversations. Work with your executive coach now.

Emotional Intelligence. Mindful awareness and resilience are required in many positions today, especially leadership. There will be mistakes made and failures too. Your ability to handle these can make a big difference in being open to learning from them.

Leadership Savvy. Microaggressions, playing favorites, and not listening to others are the downfall of many in new positions. Instead, set a positive example. It starts with you and the team being trained. These workshops should include conflict resolution, brainstorming, diversity, project management, critical thinking, and execution of projects. Now, develop the habit of using these skills, and your team will follow your lead.

Project Management. Many overlook the people side and the logistical side of conducting effective meetings. Both are critical to any project or program’s design, process, and execution.

  • People side: Develop your team members, focus on their strengths and include everyone when brainstorming.
  • Logistical side: Develop and incorporate budget, technology, operations, sales, and marketing into every project or program.

There is a cross-over in these areas as well. For example, marketing is a budget item, and who is the person to best create and implement the plan? While you don’t need to be an expert, you need a good basic working knowledge of all these areas. Asking questions will be one of the most productive skills you can develop.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She is an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A Note from Jeannette about being ready for new opportunities: accepting new opportunities before being ready has derailed many people’s careers. The key is to develop the leadership, communication, and other required skills before accepting your new opportunity! Are you struggling to be ready, but your boss is in the way? Let’s Chat!

Are you putting the right team members on the wrong team? Giving people opportunities before they are ready will diminish the intended results. It will also hurt their future career options. Improve your interviewing skills by grabbing your FREE copy of the best 16 Must-Read Tips for Productive Hiring Interviews

5 Tips to Keep You Moving Forward When You Want to Stop

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“Words only go so far; action is what matters.” Diane Putvin, Business Partner & Coach

For those committed to success, get unstuck and be coachable! The longer you stay stuck, the harder it is to unravel the true issue. Jeannette Seibly

All of us have goals and a long to-do list. Some of us have our goals written down, while others keep them locked in their heads. But what happens when we get stuck and stop believing in ourselves? It’s all too common to give up when negative thoughts and feelings get in the way.

Here are some methods you may not have considered to get unstuck and move forward toward success.

How to Keep Moving Forward

Hone Your To-Do List Down to Only 2 or 3 Priorities. Now, honor it. Eliminate your mental or emotional need to add more and more. When your boss, team member, or family asks for help, be willing to negotiate or say, “no.” If you provide assistance, don’t take on more than you can handle. Example, if someone is having trouble setting up a YouTube channel, and it’s not your area of expertise, refer them to someone that can do it. Now, refocus on your own priorities.

Create Focused Action Steps and Don’t Rely on Mantras. While mantras can help you stay in action (e.g., “I can do this, and I do it.”), they are not enough to achieve your goals. Get into action. Work with your coach to create true action steps, and don’t change the goal to fit the progress made. Now fulfill these actions step-by-step, day-by-day. Congratulate yourself along the way. For example, I enjoy working on 1,000-piece jigsaw puzzles. But these can take a long time to complete since I only have a limited amount of time to spend on them. So, after an hour, I celebrate with a “Great job!” and make a mental plan to work on a specific area of the puzzle next time.

Focus on Fun. However, do not rely on humor to excuse inactivity or lack of progress. Humor can be fun when used appropriately. But when it’s used to diminish ourselves or our team, it works like a weapon. Words matter. Focus on engaging and fun practices to make the job or tasks go smoother. It keeps you and your team in action. Remember, clear goals and fine-tuned action plans keep everyone engaged and on the same page. Example, send out an appropriate comic or update on your project daily to keep everyone informed and engaged.

Accept Feedback with Grace and Gratitude. Ask for help by talking with your coach, mentor, or friend. First, share what has been working, then no more than two areas where you are stuck. Now, listen to the feedback, take notes, and get back into action immediately. Example, a bad practice is posting your request on social media or asking more than two people to “pick their brains.” Why? You will go into overwhelm due to the diverse suggestions and end up remaining stuck. 

Eliminate Burnout. Stop adding more and more things to do, either mentally or physically. Delegate, stop doing it, or question if you should do it at all. These will avoid burnout. Add self-care to the top of your list. Now, admit you need a break and honor it. Example, if you value time to read a novel, schedule it! If you need a mani or pedi, schedule it and don’t cancel or reschedule!

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She is an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Contact Jeannette for a confidential conversation.

A Note from Jeannette about moving forward when you want to stop: too many of us have too many things to get done. So how do we keep moving forward when we want to pull the covers up over our heads or run away? Read this week’s article for ideas to keep moving forward while being kind to yourself. Do you need a cheerleader or help getting your complex issues resolved? Let’s do it! Let’s Chat!

Are you tired of pushing your team to do what needs to be done? If you are, you’ve probably selected the wrong team members. Improve your interviewing skills by grabbing your FREE copy of the best 16 Must-Read Tips for Productive Hiring Interviews.

We Hate Team Conflict, So Why Do We Allow It to Squash Team Results?

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“If you want great team results, resolve issues as they arise. If you don’t, you risk alienating the team members that can get the job done!” Jeannette Seibly

“If you want to achieve anything in this world, you have to get used to the idea that not everyone will like you.” Simon Sinek

Many leaders focus solely on being liked and refuse to do anything that can disrupt that focus. Unfortunately, when it comes to team conflict, many of them behave like ostriches hoping it will disappear on its own! But! If not addressed, conflict doesn’t disappear and will squash team results!

“If you’re hoping for team conflict to resolve itself, you’re in for a very long wait.” Jeannette Seibly

Even though resolving team conflict isn’t for the faint-hearted, it doesn’t need to be scary or impossible!

Keep in mind that managing team conflict (not trying to control it) requires having tough conversations, talking out different points of view, and encouraging critical thinking. While many leaders are not skilled in managing (or having) these types of conversations, these skills can be learned! It’s how new solutions are created, and teams excel! Plus, leaders become respected, confident, and liked.

How to Resolve Team Conflicts and Build Exceptional Results

  1. Be Intentional. Most team members attend meetings with the intention of “just getting through it.” However, as the leader, it’s up to you to listen, learn, and engage all team members in the process. Remember, you’re setting an example for team members to be heard and valued. Your intentional attitude minimizes conflicts and encourages everyone to get on the same page.
  2. Park Your Ego at the Door. Roll up your sleeves, admit to your mistakes, and don’t steamroll over issues! When inevitable issues arise, listen to team members’ rationale and guide them to build a solution that everyone can align with. Don’t rely on your leadership title as the deciding factor. Instead, the goal is to find common ground and ensure all concerns are addressed positively. This reduces the need for team members to take sides or engage in other disruptive behaviors.
  3. Set Up Your Team to Win. At the very beginning of a project or program, establish a clear goal, timeline, and budget. Define who the project or program is for (e.g., company-wide, department, customer, association, or community). Get buy-in from all team members. Naysayers should be excused from the team now, especially if they are your pal or BFF! Otherwise, you’ll squash opportunities for great team results while promoting team conflict!
  4. Ensure Everyone Has a Chance to Speak … especially if you fear dissension. Call on each and every team member, even if you don’t want to hear from them. Listen. Ask others for their thoughts. Encourage and value candor. Expecting team members to always agree with you only derails results while breeding team conflict and sabotaging progress.
  5. Encourage Brainstorming. This is a critical skill, often overlooked; instead of focusing on “busyness” as an excuse, brainstorm solutions. The process allows each team member to share insights and experiences without fear of others bashing their ideas. It saves time when done correctly, engages team members, and reduces team conflict.
  6. Don’t Take Sides. You’re the leader and need to keep an open mind. Be willing to have tough conversations and make difficult decisions while being diplomatic. While team conflict may erupt if they disagree with your decision, be prepared. Remind them you listened to both sides and give no more than three reasons for your decision.
  7. Ask for Help! Put aside your usual do-it-yourself approach. If you don’t, your team will feel muddled in avoidable turmoil. Hire a coach and talk with an internal company mentor. Take the coaching! When you learn and grow from these experiences, your team members will do the same. This approach resolves ongoing team conflict while getting to the heart of the issue.
  8. Learn and Master the Art of Working with Difficult Team Members. Instead of blaming them for problems, focus on their strengths and encourage their efforts in a positive manner. Your willingness to encourage everyone to excel reduces potential team conflict!

©Jeannette Seibly 2021-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. As an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years, she guides others to make a positive difference. Feel stuck in a political work situation? Want clear advice on how to get out of it? Contact Jeannette for a confidential conversation.

A Note from Jeannette about resolving team conflict: We often become ostriches when there is team conflict. We put our heads in the sand and hope that the issue will resolve itself. It rarely does! With unresolved conflict, team members stop attending meetings, deadlines are missed, and customers are very unhappy. Team conflict can be prevented if you stand up and resolve it in the moment. Do you need a cheerleader or help getting your complex issues resolved? Let’s do it! Let’s Chat!

Have you mistakenly hired a team that loves conflict? This is a great way to lose customers! Improve your interviewing skills by grabbing your FREE copy of the best 16 Must-Read Tips for Productive Hiring Interviews.

To Achieve Great Results, You Need a Winning Attitude!

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“A healthy relationship with ‘winning’ will guide you to achieve amazing results.” Jeannette Seibly

Winning isn’t everything, but a winning attitude is required to achieve amazing results. The bonus? It also feels great when you win.

But many people today have conflicted feelings and attitudes about winning. They find it more comfortable to conform to peer pressure and not rock the boat, which can get in the way of winning for them and their teams. While it keeps them from overshadowing others, there is a huge personal and professional cost (e.g., overlooked for promotions, not selected for key opportunities, low self-esteem, confidence, etc.).

Why is having a winning attitude vital for you?

  • It builds your confidence and mindful awareness.
  • It increases your ability to take the initiative, be coachable, and be resourceful.
  • It creates healthy self-esteem while improving your results.
  • It makes you promotable while having more fun and making more money.
  • It provides you the courage to ask for help, hire a coach, and influence others.

Remember, especially when you want to throw in the towel and say, “I give up,” it’s not about whether you win or lose. It’s about your attitude towards winning. It’s about enjoying the process of gaining new knowledge, skills, and awareness that comes from a winning attitude. And these experiences are priceless.

4 Tips for You to Create a Healthy Winning Attitude

  1. Take Initiative. Too often, people dream the dream but fail to honor the commitments required. Instead, they blame people and situations to excuse their unwillingness to make a plan and follow it. To achieve any goal, focus on what’s important to you, get in the game, and go for it! That’s what taking the initiative looks like when you’re in action.
  2. Do the Work Instead of Creating Excuses. We all love our excuses. But they get in the way of winning! When the process isn’t working, don’t let it deter you from achieving the goal! Don’t change the goal; instead, change the process. Remember, the process rarely looks like you think it should! It requires stretching your comfort zone into a new one or leaving behind the old one.
  3. When Obstacles Occur, and They Will, Become Resourceful! Everyone hits a wall. Sometimes it’s a massive one. But giving up isn’t an option. Instead, be flexible, resourceful, and resilient. Adopt the winning mantra, “I can do this, and I do it.” Now, take it day by day, step by step, and moment by moment as you move forward. Yes, there will continue to be bumps in the road. But they don’t need to stop you.
  4. Celebrate the Wins with Gratitude, not Ego. When you win, it’s important to celebrate and acknowledge your accomplishments! Add the achievements to your resume and bio. Bragging in a humble manner works! Don’t forget to say, “Thank you!” to those that helped you along the way! (You didn’t achieve it without them!)

©Jeannette Seibly 2021-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. As an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years, she guides others to make a positive difference. Feel stuck in a political work situation? Want clear advice on how to get out of it? Contact Jeannette for a confidential conversation.

A Note from Jeannette about having a winning attitude and achieving amazing results: We often rely on our excuses for not achieving fantastic results. The truth is, we need to adopt a winning attitude and stop accepting mediocrity. It’s not hard, and there are no shortcuts. The reward is that it feels great when you achieve amazing results! You just need to do the work! What do you want to accomplish in Q2? Let’s do it! Let’s Chat!

Have you hired a team that doesn’t have a winning attitude? Oops! But it could have been avoided by improving your interviewing skills. So grab your FREE copy of the best 16 Must-Read Tips for Productive Hiring Interviews.

Effective Leaders Don’t Use These 7 Excuses!

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“Leaders must be accountable and stop offering excuses for their poor results.” Jeannette Seibly

Many leaders say and do things they believe will make them look good! But worse, they often blame others, thinking it will excuse their poor results!

The problem? When leaders don’t take responsibility for their results, teams and bosses feel demoralized and not valued by these thoughtless excuses that make them the scapegoats.

If you want to be effective as a leader, you need to remember “words matter!” Actions and “no excuses” do too!

It’s up to you to roll up your sleeves and get involved in creating solutions, not excuses!

Don’t Use These 7 Excuses!

  1. “I need better people to get the job done.” It’s time to do a better job of hiring the right people for job fit! Improve your interviews and selection tools.
  2. “My team doesn’t know what they’re doing.” Just because a person has a certificate doesn’t mean they have the experience to use the skills! Effective leaders provide continuous training and opportunities to develop people and their “hands-on” technical, financial, operational, and people skills. Examples include diversity, listening and asking questions, budgeting, critical thinking, project planning, execution, etc.
  3. “If this person doesn’t work out, I’ll just fire the person and hire a new one.” Have you calculated the cost of a hiring mistake? It’s very expensive.
  4. “If I just had the right team, the client wouldn’t have canceled the contract.” Unfortunately, ineffective leaders lack the interest, experience, and coachability to get the intended results! It’s important to remember that every successful project has a technical/financial side (e.g., budget, plan, online project calendars) and a human side (e.g., assigning tasks based on job fit, brainstorming ideas, managing team conflict). Effective leaders have learned how to manage both simultaneously.
  5. “My boss is an idiot. We need better resources and a larger budget to get the job done.” I’ve seen leaders fired over this statement, not for the obvious reason! It’s because they did not take the initiative and find the resources to get the job done by working with and through their team! Effective leaders are accountable.
  6. “We’re stuck, and no one is helping.” If you’re waiting for someone to rescue you (e.g., boss, vendor, or co-worker), they’re waiting for you to ask for help! Don’t delay! The answers to your questions are in others’ heads, not your own. Talk with your executive coach, professional network, and brainstorm with the team. Only pick 1 or 2 suggestions and run with them!
  7. “I’m too busy to deal with it now.” Busyness is a popular excuse that conveys “you’re ineffective as a leader.” Remember the famous quote? “If you want something done, ask a busy person.” (Benjamin Franklin)

Your primary job is to provide the resources, coaching, and clarity when your team needs help to get the job done. It’s how unprecedented results are achieved! It’s what effective leaders do!

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. For the past 29 years, she has been an award-winning international executive and family business management consultant, keynote speaker, and author. Having challenges finding, hiring, and keeping top talent? Don’t wait! It won’t get better the longer you wait! It’ll only get worse and more expensive. Contact Jeannette for a confidential conversation.

A Note from Jeannette about effective leaders and excuses: Many leaders say and do things they believe will make them look good. They use these as excuses for their poor results! The problem? Most teams and bosses don’t hear these excuses and instead feel the blame! If you want to be effective as a leader, you need to remember that “words matter!” Actions do too! Need help improving your effectiveness as a leader? Let’s Chat!

Is your boss tired of your excuses for why your team is not performing? Then, it’s time to update your hiring practices. To improve your interviewing skills, grab your FREE copy of the best 16 Tips to Conduct Effective and Productive Hiring Interviews Today.

Do You Want to Improve Your Leadership? Stop Pouncing on Others!

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“As a leader, when you pounce, it limits your ability to build team confidence and achieve results.” Jeannette Seibly

Cats love pouncing on their prey — a mouse or toy. It’s their way of playing and can reduce the stress or frustrations they may be experiencing.

But what happens when a leader pounces? It isn’t enjoyable for team members and can be very disruptive. Instead of alleviating anyone’s stress or frustrations, it creates mistrust, lack of loyalty, and loss of top talent. And, is often irreversible!

Here’s the definition of pounce: Notice and take swift and eager advantage of a mistake, remark, or sign of weakness.

As a leader, when you pounce, you are not only being ineffective but also being destructive.

Leaders pounce when triggered by:

  • Mistakes made with no responsibility taken
  • Deadlines missed due to mismanaged team conflict
  • Projects over budget due to a lack of resourcefulness
  • Teams stuck due to frustrations or upsets
  • A situation perceived as making them look stupid

A good leader doesn’t use these excuses to pounce since they focus on building good, solid team performance.

The good news is, if you improve your leadership results, you will stop pouncing.

How to Stop Pouncing to Improve Results

Manage Self:

  • Develop emotional intelligence. Take responsibility for your feelings, frustrations, and upsets.
  • Work with an external executive coach. Address leadership and communication challenges when working with and through others.
  • Use a job-fit assessment and 360-degree feedback assessment. These tools clarify challenges, why they occur, and how to work through them.
  • Find and listen to an internal company or industry mentor. S/he can broaden your perspective by sharing others’ challenges and how they worked through them.

Manage Team: 

  • Listen and be open to new possibilities. Manage problems by encouraging new solutions.
  • Use mistakes as learning moments. Stop the blame game.
  • Create a quality-focused mindset. Stop allowing mediocrity or consistent mistakes by ensuring job fit and providing additional training.
  • Develop structured team reviews of a project. Get unstuck quickly with the exercise, What’s working? / What’s not working?
  • Expand your team’s Listen to ideas and build on them.
  • Manage team members to be resourceful. Engage them in critical thinking (e.g., ROI, impact on others, implementing change, etc.).

When you stop being triggered and stop pouncing, you will improve your leadership and, more importantly, your results.

©Jeannette Seibly, 2010-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant, and keynote speaker. Still unable to achieve the results you need to keep your customers, team, or job? Don’t wait! It won’t get better without help! Contact Jeannette for a confidential conversation.

A Note from Jeannette about pouncing: when leaders pounce, they are not managing their upsets, triggers, or frustrations. While it may seem like an excellent way to express and relieve tension and frustration, pouncing creates more stress and upset for everyone! When you feel stuck and frustrated, it’s time to work through it and not pounce! Contact me for a confidential conversation.

Are you feeling frustrated and unable to find the right person for the job? Take the time and use a well-designed interview process to facilitate a conversation and clarify their fit with the job. It’s time well-spent. To improve your interviewing skills, grab your FREE copy of 16 Tips to Conduct Effective and Productive Hiring Interviews Today.

Assumptions Limit Leaders’ Ability to Influence Positive Results

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“Too often, we allow assumptions to get in our way. The truth is, we can stop them but usually don’t!” Jeannette Seibly

Leaders often take the tiniest bits of information and make various assumptions. The problem? It lacks accurate, objective data. These assumptions cause a lot of mischief, brouhaha, and negativity in the workplace. Also, these assumptions influence the ability to work with and through the team to achieve intended results. Sadly, once they occur, they are often irreversible.

The truth … we are often wrong about our assumptions. Yet we use them to justify how we treat people and view situations. And as a current or future leader, these assumptions can sideline your career.

With his boss’s support, a young man presented at his company’s board meeting. The presentation went well. The problem occurred when a board member said, “S*#T.” So, the young man mimicked him, believing it made him sound business-like. Based on this one utterance, the board assumed he didn’t have the career maturity or potential they had hoped for. His career was sidelined and he was never told why!

These types of issues occur too frequently when we rely on our assumptions. Here are some ways to avoid this career trap and cause your results to improve dramatically.

Seven Tips to Reduce Assumptions and Improve Results

  1. Check the facts. Read more than the salacious headlines from news media by deep diving and researching for the truth. In addition, ask for guidance from mentors and/or your executive coach.
  2. Embrace listening and curiosity. Leaders that listen objectively, ask good questions, and engage others in conversations are more successful. Why? People feel honored to be asked, heard, and valued! It reduces assumptions and creates new possibilities.
  3. Stop making things mean so much. When you overreact, you lose objectivity for people, situations, and things. Just because someone didn’t smile at you or return your “good morning” greeting doesn’t mean they are upset with you. Stop. Ask, “How are you today?” Then, listen. Often, their reaction had nothing to do with you!
  4. Stop invalidating people for the risks they take. Example, a condo owner listed his home $50K above market. His neighbors assumed that he was taking an unnecessary risk and that it would not sell! But when his condo sold at $20K above-market a month later, his neighbors increased the equity in their homes! (You’re welcome!) This is an example of a win-win-win! Where have you listened to someone who invalidated you and/or your risk based on poorly informed assumptions?
  5. Learn how to negotiate. It’s good to negotiate a price when buying certain items. Some businesses will allow these types of transactions, while many will not. Remember, the critical factor in making it a win-win-win process is setting aside your assumptions (e.g., they won’t give me what I want). Keys: Do not become emotionally attached to your position, price, or how it should work! This ensures a rewarding outcome for both parties.
  6. Develop emotional intelligence. Stop making everything about you. If others can easily trigger you, work with a therapist to become more astute as a leader. If you’re black and white in your thinking, learn how to include the human factor in your decisions.
  7. Stop inferring or making assumptions about people’s personalities. This is true when hiring, coaching, and managing people. For example, we infer that if a person didn’t bring a pen to a job interview, they don’t come prepared to meetings! Or when a person makes a mistake, they are in the wrong job. Nonsense! Get real! Use qualified job-fit assessments to discover a person’s true job fit traits and how to coach them for success.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant, and keynote speaker. Still unable to achieve the results you need to keep your customers, team, or job? Don’t wait! It won’t get better without help! Contact Jeannette for a confidential conversation.

A Note from Jeannette about making assumptions. We’ve all heard the saying, “Assuming makes an ass out of you and me.” The problem is, we still do it way too often! This trap hurts our relationships, results, and ability to keep great talent and customers! Do you need help overcoming this insidious habit and mindset? Contact me for a confidential conversation.

Overcome your assumptions during the hiring and selection process. It’ll increase your retention, revenues, and results! To improve your interviewing techniques, grab your FREE copy of 16 Tips to Conduct Effective and Productive Hiring Interviews Today.