How to Use Adversity to Make You and Your Team Stronger

“Want to take advantage of new opportunities? Then, don’t let adversity stop you.” Jeannette Seibly

Like it or not, every team will hit a “wall” when adversity knocks. But remaining stuck or feeling sorry for yourself is not an option. These misfortunes or difficulties can originate from bosses, co-workers, and customers because no one likes change. Some feel threatened by it and will sabotage or block your efforts. Or, it can be due to a company “elephant in the room” no one wants to deal with.

Hoping that the adversity will disappear is a lose-lose-lose strategy! Instead, use your commitment and the team’s resilience to transform a situation, project, and/or relationship. Doing so will make everyone stronger. Here’s how-to-do-it:

5 Tips to Blast through Adversity

Get Real About What Happened. It’s essential to tell the truth. Putting frosting on mud pie and calling it a cake doesn’t change it from a mud pie! When difficulties occur, there is no shame in it. Everyone has experienced failure and unexpected adversity. Adversity can be due to a lack of critical thinking, ignoring ideas, or company politics. Take responsibility and talk with your executive coach and mentor when adversity occurs. Then, take immediate action to get it resolved.

TIP: Complete this exercise with your team: What Worked? / What Didn’t Work? This exercise will have you and your team focused on the facts of what worked and the lessons learned. It will also infuse objectivity into the conversations you need to have with others. This process is a precursor to moving through adversity powerfully.

Develop Emotional Intelligence (EI). It can be challenging to see a situation from another’s point of view when you are emotionally attached to being right. Ask questions. Listen and learn. Now build a bridge between where you are now and the goal you and your team intend to achieve.

TIP: To develop EI, talk with your executive coach or therapist and do the inner work to acquire the critical skills needed.

Utilize All Team Members Based on Their Strengths. There are times adversity occurs due to mistakes made by team members assigned the wrong jobs. Instead of relying on your favorite team member(s) to tell you what you want to hear, give assignments to the best-qualified person.

TIP: Use a qualified job fit assessment to clarify each team member’s thinking style, core behaviors, and primary interests. This information opens new opportunities to develop each and every team member, utilize their strengths, and reduce mistakes.

Be Responsible for What You Are Saying and Sharing. Today’s focus on transparency can backfire when you share too much and publicly blame others. Your relationships can be damage and other will stop trusting you. Straight talk is key. Include diplomacy and kindness to ensure everyone is willing to listen and get on the same page with you.

TIP: Keep a private journal and write down your thoughts and feelings. Not everything needs to be shared with others!

Practice Thanks! Everyone loves being appreciated. Saying “please,” “thank you,” and “great work” is critical. When done authentically, your teams’ confidence grows, and your customers feel valued. Appreciation is especially essential during and after working through adversity of a difficult situation. Be generous with your appreciation!

TIP: For one week count, how many times you appreciate someone. The following week double it. You’ll be surprised by the elevated confidence of your team. And, this is really easy to do!

©Jeannette Seibly, 2021-2022

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 using adversity to make you stronger: Big goals will cause adversity since most people don’t like change! Ask yourself, “Am I willing to do the work required?” Then, have the right conversations with the right people to move the project forward. What adversity are you dealing with? Are you willing to get unstuck? Need someone to listen? Let’s Chat!

Self-confidence can be developed even when dealing with adversity. However, it takes a commitment to yourself to address “lessons being learned” and not shy away from them. Grab your copy of the 9 tips needed to develop the self-confidence you’ve always wanted (FREE).

How to Prevent Overconfidence from Derailing Your Leadership

“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).

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

“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!

“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.

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

“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.

Embrace New Ideas to Build Loyalty

Recently, I talked with a business leader who wanted people to show up and do their work. “I know what needs to be done; they simply need to do what I tell them to do.”

While this type of mindset worked decades ago, it no longer does. Instead, every successful leader must create an innovative workplace culture that embraces new ideas while focusing on intended results. That’s how you build loyalty to yourself, your company, and company brand. And, the bonus is that your top talent will stay and continue to excel (think, improve retention).

Four Tips to Build Loyalty for Required Results

LISTEN as though your results depend on it … because they do! Your team members often have the best answers. Put aside your automatic judgment about the idea’s feasibility and who offered it. Now, listen.

Exercise: Ban electronic gadgets and ensure everyone has the opportunity to voice their ideas or concerns. When you run into naysayers, have them create five reasons why the idea could work. Now, review and allow these reasons to spark new solutions everyone can align on.

LEARN how to brainstorm … it’s not hard … get out of the way. You will not build loyalty or innovation when you are an automatic “No!” Authentically brainstorm new ideas, processes, and procedures. Be willing to go outside the box of how things have been done normally.

Exercise: Put together your goal, action plan, and timetable. Then, move the timetable back by 50% (example: if the goal is due in one year, make it six months). You’ll be surprised by the loyalty, commitment, and new ideas that can cause you to succeed when you don’t overthink them.   (Read about Pfizer’s achieving the impossible by getting the COVID vaccines to market quickly and effectively.)

OPEN your mind to new possibilities. While this sounds easy, it’s genuinely not. It’s very easy to stay comfortable, not rock the boat, and allow your biases to get in the way! Now is a great time to expand your thinking, the way work is done, and improve harnessing your team’s ideas!

Exercise: To build loyalty and new ideas, you must acknowledge each and every idea that is shared. It doesn’t mean you’ll use these ideas. But when you say, “Great idea” or “Interesting idea, tell me more,” you open up the conversations and people’s minds for new solutions.

BE RESPONSIBLE and manage for results, not personalities. Manage the project and plan of action every day or week (depending on how soon the result is needed). Stay focused on the processes and milestones.

Exercise: Ask the tough questions to ensure people are on track and not just telling you what you want to hear. Remember, it’s better to learn about problems now than after the plan or project has been launched! If there’s team conflict, resolve it by using straight talk.

©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 building loyalty for required results: Too often, you fall into the trap of wanting your team to do the work assigned and not offer new ideas. You might believe those ideas will make your job more time-consuming. Sadly, this belief keeps you in your comfort zone and will not build loyalty or retain top talent! Building loyalty and exceptional team results is not hard but requires you, as the leader, to get out of the way! Still having challenges getting your team to excel and achieve required results? Contact me for a confidential conversation.

Building a solid team that excels requires selecting the right person for the right job! Team results reflect your ability to hire and choose the right team members. Unfortunately, too many bosses today rely on intuitive hiring. Then, they wonder why only 10% of their teams produce the required results! To improve your interviewing techniques, grab your FREE copy of 16 Tips to Conduct Effective and Productive Hiring Interviews Today.

How to Conduct Effective and Productive Hiring Interviews Today

“Today, there are millions of job seekers looking for new positions! If you want the best, use the best hiring interview practices!” Jeannette Seibly

I’ve been interviewing people for jobs for well over 30 years. It was my first job out of college. While the economy and types of jobs have changed dramatically during this time, many hiring practices have not! The challenge is that many companies must level up their hiring and interview practices to attract top talent.

Americans are quitting their jobs in record numbers, and economists say the Great Resignation will likely keep up well into 2022. (CNBC)

And now, with so many job seekers on the prowl for better wages, benefits, and working conditions, your hiring practices need to improve. Or, you’ll miss out on attracting and keeping top talent.

16 Tips to Effective and Productive Interviews

Leveling up means updating your strategic hiring process. Start by reviewing the procedures and tools used and upgrades NOW  (e.g., applicant tracking system, job fit assessments, training interviewers, background and reference checks, etc.). The quality of your hiring process impacts candidates’ willingness to show up, ready for the interview.   

First steps. These are a must and often overlooked:

  1. Review and update your company’s vision and mission. I’m sure it’s been a while!
  2. What are this year’s short-term goals (Q2 and Q3) and long-term (Q4 and Q1-2023) goals? Then, review with the management team and get into action. Top talent wants to work with companies that have goal-focused and results-oriented intentions.
  3. Review and update job descriptions and related policies to reflect employment changes (e.g., diversity, onboarding, working from home options, etc.).
  4. Create a 180-day Success Plan for each position. Keep it simple and focused.
  5. Update structured interview questions and selection tools used (e.g., benchmarks for job fit assessments, etc.).
  6. Train all interviewers. Hold them accountable for following the process and ensuring positive candidate experiences.

Second steps. Do the prep work before the interviews:

  1. The process starts when an applicant applies and before the interview. Be sure your ATS is interactive and provides links to answer “knock-out” questions and complete initial assessments. It’s essential that you readily respond via email, chat, or video.
  2. Don’t wing it. Reread job description and structured interview questions before each interview. Hiring biases and gut reactions are stronger when you are not prepared. Remember, there will be new biases. Examples: Job candidates are being interviewed in their homes and not in a professional setting. Or candidates are leaving their old jobs without new ones.
  3. Send out ATS reminders with time and date, length of the interview, name of interviewer(s), and job title(s), plus the URL for the virtual interview.
  4. Test virtual connections. Request job candidates to “test” the URL connection before the interview and resolve issues. Remember, home internet connections may not be up to speed with Today’s conferencing requirements.

Third steps. Conducting the interview:

  1. For virtual interviews, be sure everyone is visible on your monitor during group interviews. They must stay on video and not multi-task!
  2. Turn off electronic devices and other distractions. When everyone does this, the interview is more productive and saves time.
  3. Start the interview by introducing yourself (20 seconds). If in a group, have each interviewer provide a 20-second intro. State name, title, and how this job impacts their area. For example, “Today I am (or, we are) conducting the first set of interviews for XXX position. This interview will take approximately 1 hour. Have you scheduled this amount of time for our conversation?” (If no, reschedule to ensure consistency in the interview process.)
  4. Ask your prepared, structured interview questions. This structure helps compare candidates and is a legal requirement.
  5. Deep-dive into the job candidate’s answers by using Rule of 3. It’s essential to know the quality of their skills and their ability to use them in different situations. Also, their response lets you know the training requirements for this person to succeed.

Example of Rule of 3:

  • What is one specific challenge you have faced?
  • How did you resolve the issue?
  • What specifically did you do?
  1. At the end of the interview, not the beginning, share the information below. Remember KISS (keep it simple and smart). Here’s why: You want job candidates to tell you who they really are … not what they think you want to hear.
  • Vision and mission of the company
  • Job title and top 3 to 5 job responsibilities (do not negotiate now)
  • Quick overview of 180-Day Plan with a specific focus on Q2 and Q3
  • DO NOT conduct salary and benefit negotiations until it’s time to make a job offer
  • Share what will happen next with selected candidates (e.g., future interviews with team members, reference and education verifications, job fit assessments, etc.)

NOW! And, I cannot say this enough! Follow-through as promised! If you don’t, job candidates will share their less-than-positive interview experiences on social media! And, you will lose out on hiring top talent.

©Jeannette Seibly 2020-2022 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. Recently, she was able to add another brag. She has been an Authorized PXT Select/PXT Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time. Have questions? Need help? Contact Jeannette for a confidential conversation.

Note from Jeannette about conducting effective and productive hiring interviews today: Preparation is vital. The quality of time spent on the 16 tips listed will impact your company’s bottom line, customer and employee satisfaction, and your ability to sleep well at night! Are you uncertain how to begin? Experiencing roadblocks? Need help with interview training or assessment selection? Contact me today.

Being a top influencer can attract top talent and have you seen as a great boss. So become aware and develop the skills now! Grab your FREE copy of Eight Tips to Increase Your Ability to Influence.

2022 is the Year of Hiring!

“Hiring the right people to fit the right positions creates stellar performance, productivity, and profitability.” Jeannette Seibly

This is the year of hiring! The Great Resignation saw a record 4.5 million Americans quit or change their jobs in November (Washington Post). Many of you are now attempting to fill these positions. Or review changes to current employees’ work assignments, which will lead to more employees leaving due to poor job fit with their new job duties.

It’s important to remember that this is a great time to level up, or your company will be left behind!

Here are 4 often overlooked tips as you move forward in your selection and hiring process. And, remember, when you use a qualified job fit assessment, you will improve your hiring decisions with objective data. If you have any questions or need someone to bounce off ideas, let me know. I’ve been hiring, coaching, training, and managing people for over 30 years.

Keep your word. Recruiters and hiring managers can give your company a bad name. While it may be obvious, there are way too many stories about recruiters and hiring managers not keeping promises. Or, they ghost candidates and/or lie about the job responsibilities. Consider how you treat candidates will impact your sales results and ability to attract top talent.

Can they work remotely? Not all employees are capable of working independently in a virtual environment due to a variety of reasons. Therefore, it’s essential to establish your expectations upfront and design your interview to ask the hard questions.

3 interview questions to get started:

  1. Why do you believe you would enjoy working in a remote job?
  2. Have you done this before? If yes, what did you like and dislike?
  3. Do you prefer working in a hybrid or fully remote position? Why?

Ask about mistakes. While everyone makes them, many job candidates don’t feel comfortable sharing them. But when they share the error and what they did to correct and learn from it, you’ll know they have the confidence and self-awareness needed for your company. If not, they will most likely become your future blamers and complainers.

One example (remember to keep the question open-ended): “Everyone makes mistakes. Please tell me about a recent one and what you did to correct it.”

Most expensive mistake companies make when promoting an employee! Failure to conduct due diligence before promoting employees IS a costly mistake. Avoid this by going through the same interview hiring process as an outside candidate. If you don’t, and they fail, they will leave taking other top talent and top customers. Use a selection process designed to include objective data.

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. Recently, she was able to add another brag. She has been an Authorized PXT Select/PXT Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time. Have questions? Need help? Contact Jeannette for a confidential conversation.

Being a top influencer in 2022 is a great goal. But now you need to put the right action-plan into place and follow it!  Get started today with your FREE copy of Eight Tips to Increase Your Ability to Influence.

 

Stop Sabotaging Your Results with Busyness

“Busyness is the #1 bad habit we need to disrupt for an amazing 2022!” Jeannette Seibly

The best advice I can provide you this new year is to stop busyness from sabotaging your results!

But how? What is getting in the way?

You have dreams and goals you hope to achieve someday. Some of you want a job promotion, early retirement, to travel, or to write a book. Consider that someday is today!

That’s why busyness must need disruption.

Busyness is a mindset, a bad habit. People pride themselves on being busy. It’s their way of feeling fulfilled and living a purposeful life. But they lose sight of what really makes them happy, fulfilled, and living a life on purpose.

Yesterday I wrestled with my own “busyness” and resisted writing this article/blog post. So, I took my own advice and went for a walk! It was just the disruptor I needed. I came back and wrote two articles, including this one! Then, I completed the other items I resisted that were on my list too!

For a successful 2022, let’s make it a year of success now and stop sabotaging future results with today’s busyness!

7 Ways to Stop Busyness from Sabotaging Your Results!

  1. Find Work that Is Important to You. With the Great Resignation, there are many employers today begging for employees. The challenge? Over 70% of you hated your job because it didn’t fit your natural thinking, core behaviors, and occupational interests! So first, use a qualified job fit assessment to clarify what engages you objectively. Then, work with your executive coach to design the job and goals that engage and inspire you into action.
  2. Limit Social Media. It’s a big-time suck! The biggest issue? You compare your life to others and become depressed, which gets in your way of taking the required actions. Remember, these posts are only quick snapshots of a moment. They don’t reflect the efforts needed! Do something you enjoy for a few hours a week if you feel stuck. Not social media. Volunteer for a cause. Help a neighbor or friend. Take a fun class or get a certification. This “feel-good” will expand into other areas of your life and inspire you to do the work necessary to achieve your results!
  3. Get Out in Nature. Many times, taking a 20-minute walk can rejuvenate you! Don’t listen to podcasts or talk on your cell. Walk. Breathe. Stop the inner mental chatter. Enjoy the sights. Now, you’re refreshed and ready to focus on the next step in your action plan. Just like I did yesterday.
  4. Create Something New. Don’t be afraid to stretch and create a new process, product, or book. But don’t let it take you off-track from your goal (which often happens when you allow busyness to intercede). You don’t have to be highly creative. Instead, ask yourself, “How can I simplify this to save time?” This question energizes your mind, body, and soul to expand, which they love to do!
  5. Truly Listen and Engage in the Conversation. Truly listening to others stops the distracting internal mental chatter. Nothing is more rewarding than the feeling of being truly heard! When you listen to others, they will listen to you. Together, you can create fantastic new opportunities in life and business!
  6. Enjoy Silence. Instead of running off to the next meeting or task, set aside a few minutes to enjoy the silence. Taking the time will reenergize and de-stress you while making you more alert for the next meeting or task.
  7. K.I.S.S. Keep It Simple and Smart! We often love to make everything too complicated (and, at times, impossible). It sabotages your self-confidence and the results needed to achieve your dreams and goals. Number 1! Hire the right coach for you to get unstuck and create clarity. Number 2! Take focused action. It’s the best way to overcome the busyness saboteur! Number 3! Start right NOW!

©Jeannette Seibly, 2020-2022 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. Recently, she was able to add another brag. She has been an Authorized PXT Select Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time. Have questions? Need help? Contact Jeannette for a confidential conversation.

A Note from Jeannette about achieving results now and overcoming the busyness saboteur! You have dreams and goals you hope to achieve (e.g., a promotion, early retirement, travel, writing a book, etc.). The question I have for you … “Why can’t you achieve them now?” The answer … You allow busyness to get in the way and use it to sabotage your results. Do you feel stuck and not clear on how to get started? If yes, contact me for a confidential conversation.

You are an influencer! But when you lack awareness of your intentions, it sabotages your results. 2022 is the year to be a positive influencer! Get started today with your FREE copy of Eight Tips to Increase Your Ability to Influence.

Leadership in 2022 … What Skills Do You Need to Embrace to Become Great?

“Every leader, no matter how talented, has skills to develop. What are you doing in 2022 to grow as a leader?” Jeannette Seibly

Do you want to develop as a leader and go from so-so to good to great? Leadership in 2022 is changing how companies grow beyond crunching numbers and using data. Great leaders embrace developing themselves and their teams in less than obvious ways.

7 Key Tips to Develop Your Leadership

Pick one or two areas to focus on with your coach, and enjoy your progress!

Developing emotional intelligence (EI) is crucial. With a record 4.5 million Americans quitting their jobs in November (Business in San Diego), workers want leaders that develop them! But first, you need to create a genuine interest in their dreams and a willingness to help them achieve their goals. The key is to use objective data from a qualified job fit assessment as a foundational guide. This is the fastest and easiest way to appreciate each and every team member for who they are, not whom you think they should be. Sharing the results will create a new level of EI for you and others.

Stop relying on your job title to win people over. Many customers, teams, and businesses are no longer impressed by a person’s job title! In addition, titles say nothing about your character. Instead, focus on showing others you are trustworthy, have integrity, and achieve the results you promised. Remember, focused-actions and results speak louder than words!

Be able to spot shifts and be proactive in making needed changes. Being able to spot shifts in the market, financials, and the company’s culture can help you get ahead of the curve. Conduct meetings by asking good business questions and listening. This is not the time to be a know-it-all. Compile the data to support changes needed and think from a win-win-win perspective (e.g., customer, company, team).

Only give advice when asked. There are way too many people giving unsolicited advice today. People have stopped listening even if you’re an influencer and trusted leader. Realize advice or feedback or coaching often falls on deaf ears. People will resent you for it, especially when you’re right. EXCEPTION: As a leader and boss, it’s your job to offer feedback and make it specific, on-target, and actionable, whether requested or not! For help, contact your coach now.

It’s what you say, not how you look. Looking professional is essential. But building credibility is much more critical. Your credibility is how you engage and call your teams into focused-action. This is where your choice of words matter. Develop clear messages and share a plan to resolve problems. Remember, work with your coach to ensure nonverbal gestures, tone of voice, facial and other body movements convey the same message as your words.

Learning begins with listening. Talking too much is the fastest way to derail your credibility, and ultimately your career. While this isn’t new, leaders often feel the urge to say or post their opinions and feelings on social media. Many call it being authentic until it gets them in trouble. Remember, as a leader, it’s no longer about you. You represent your customers, team members, and company. Listen first.

Self-talk impacts your results. Remember, completing your brag work on a weekly or monthly basis facilitates healthier self-talk and self-confidence.

©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, her brags include being an award-winning international executive and family business management consultant, and keynote speaker. Recently, she was able to add another brag. She has been an Authorized PXT Select Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time. Ask questions? Need help? Contact Jeannette for a confidential conversation.

A Note from Jeannette about being a great leader in 2022. As a leader, your work is never done. That includes embracing and developing new skills needed to be a results-producer for your company, customers, and team. Do you have a question (or two) about how to get started or where to focus? If yes, contact me for a confidential conversation.

2022 is the year of the influencer! Become one by learning how. Grab your FREE copy of Eight Tips to Increase Your Ability to Influence.