Are You Ready to Make 2021 Amazing?

2021 is just around the corner … are you ready?

Are You Ready to Make 2021 Amazing?

Recently I enjoyed my end-of-year conversations with clients and business associates. From some, I heard about their off-the-charts year! They excelled!

Being curious, I asked why? At first, they focused on external factors. But with some guiding questions, they uncovered the inner beliefs they had transformed. They had stopped viewing themselves from a limiting perspective and stopped doing things that didn’t support their forward movement. Overall, they had their best year ever.

Here Are the 7 Key Points Shared

1. Self-Care. This was #1 on everyone’s list! Need I say more?

2. Gratitude. Each person was thankful for their inner growth and the results they achieved by staying focused on doing the right things.

3. Shifted Beliefs from “I Can’t” to “I Can.” This may sound like a simple mind shift. But it’s not always easy to do since it reflects a big internal change. At first, many were not present to this shift. They attributed their success to external factors (e.g., presentation style, being in the right place at the right time, openness to learning, etc.). The truth is, success is an inside job. They had transformed the little voice in their heads from “I don’t know if or how I can do it” to “I can do it and I did it!”

4. Held a Strong Inner Conviction When Challenges Appeared. When each person shifted to I can, their brains automatically focused on the “how to get it done.” They didn’t concentrate on the obstacles. Most got in communication with the right people that could help them succeed, including their coach. They didn’t entertain, “it’s too much work,” “I don’t have the money,” or “my boss wouldn’t approve.” They just stayed in focused action.

 “Want to achieve an amazing year? Hire a coach to stop you from believing in your limitations.” Jeannette Seibly

5. Developed a Mindful Resilience. When failures or major mistakes occurred (and they did), they didn’t sugar coat them or hoped they would magically go away. They knew hope was not a strategy. Instead, they did the work to complete any problems with integrity.

6. Aligned Their Goals with Their Values. Several had to get real about “how” to conduct their business due to the pandemic. For example, one inquired into what she needed to change to be happy. She found a program that pulled her out of her comfort zone and enrolled as a student. Naturally, as she transformed, so did her clients. 2020 was her best year ever!

7. Got Real About Job Fit. When your work responsibilities align with who you naturally are, amazing results can happen. As an executive coach for the past 28 years, I love getting people unstuck and in action for real results. I use the PXTS assessment as the first step in the 90-minute process with my clients. Afterward, most are ready to pursue their dreams and goals with clarity. For example, I recently worked with a super salesperson who was suffering burnout. Why? He believed he had to be a sales manager to grow his sales team! His sales suffered and turnover was high! The PXTS results showed his strengths were in selling, not in managing people! He immediately felt a big-huge-tremendous sense of relief. My coaching to him: Go sell! Stop trying to be someone you are not. When you’re ready, we’ll talk through how to build a sales team that excels.

 Where are you stuck? What do you need to move forward and have 2021 be amazing? Contact me for a free confidential conversation. You, your career, and your business goals will thank you!

©Jeannette Seibly 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a free confidential conversation.

A Note About Achieving Success in 2021 from Jeannette. Getting out of your own way can be a challenge. We’ve been conditioned to do things a certain way and view ourselves from a limiting perspective. Make 2021 your year to let go and achieve amazing career and business successes.

Don’t forget to hire a coach to accelerate your growth and keep you focused on the right things for an amazing 2021!

How to Optimize Trust When Saying “No”

“Saying no is less hurtful than saying yes and not delivering on your promise.” Jeannette Seibly

Many of you have learned the hard way that saying “yes” doesn’t always work. When you overcommit, it can come back to hurt your career, business growth, and customer relationships. There can be consequences and the most important is you break “trust.”

There are times it’s better to say, “no.” Yet, saying “no” can feel uncomfortable, especially for people-pleasers and those wanting to be well-liked.

If you say “yes” and are unable or unwilling to honor your commitment, trust is broken. It can become a career derailer when your team, boss, board, and/or customers stop trusting you.

As always, be selective and wisely choose when to say “yes” and when to say “no.”

How to Say “No” and Build Trust

When You Are Asked for Help. As a leader or entrepreneur, it’s your job to guide your team members. If you say “yes” and don’t follow-through, you lose trust. If you say “no,” you can instead recommend who or how they can get their questions answered by someone who is better qualified.

Don’t Offer Excuses. When you say “no,” it does not require an explanation. Offering excuses for the “no” is where many leaders (and others) get themselves in trouble. Instead, plan to negotiate requests that are important to create a win-win-win outcome.

For example, Sabrina was asked to work on a company-wide project for her boss. Because she didn’t have time she said “no.” Instead, she negotiated with her boss to do her part of the project remotely and attend monthly updates instead of weekly update meetings.

There are times it’s better to say, “no.”

When Invited to an Event or Provide a Financial Contribution. Be clear about your values (e.g., family, career, education, religion, etc.). It makes it easier to say “yes” or “no” to these types of requests. When you need to say “no,” here are some effective ways:

  • “No, thank you. I’d love to, but I’m unable to do so right now.”
  • “Thank you for asking and “no” I’m not able to do so.”
  • “Thank you for asking, but that doesn’t work for me right now.”

When You Don’t Have the Time or Interest. When you say “no,” include “That’s a great idea! But I don’t have the time or energy to add one more thing to my schedule. Good luck!”

When You Do Say “Yes.” Honor your “yes” by completing your commitment as promised and make sure to over-deliver. When you can say “yes” and you can say “no’s” to future requests, you will build trust with others.

©Jeannette Seibly 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

A Note About “Saying No” from Jeannette. Saying “yes” can be too easy for many people. Yet, there are consequences when you don’t fulfill the promise you made with your “yes.” Learn how to say “no” diplomatically. That actually will help your career or business. Hire a coach to talk you through the pros and cons of “yes” and “no.”

How to Say Thank You to Others Right Now!

Receiving acknowledgement is something we all say, “I hate!” Many have the same sentiment when others say, “thank you” or “I appreciate your efforts.”

As a result, we end up being stingy, Grinch-like, when it comes to letting others know we appreciate them.

Yet the truth is, we secretly crave acknowledgement and thanks! (Stop denying it!)

Today it’s important that leaders, bosses, and team members say, “thank you.” This simple expression lasts longer than bonuses or other perks.

7 Often Overlooked Ways to Say, “Thank YOU!”

Listen to Their Ideas. Yes, this is a silent way we say, “I appreciate you.” It only requires we set aside our internal mental chatter and electronic distractions. Just listen!

Ask for Their Ideas. Introverts are not as likely to volunteer ideas and solutions. But it doesn’t mean they don’t have good ones. Be sure to ask each and every team member for their input before making decisions. It says, “I value your contributions.”

“Appreciating others’ efforts provides a greater reward than anything else you can do!” Jeannette Seibly

Coach Them to Solve Problems. Every job has its challenges. When team members share their frustrations, ask, “How would you recommend resolving it?” Then, coach them to implement the recommendation. Be sure to follow-up to hear about the outcome. This follow-through speaks volumes and lets them know matter.

Let Them Make Decisions. Allow each person to schedule time off, sign up for training programs, set up brainstorming sessions, or create team get-togethers without asking you for permission. Trusting others is an important way to “acknowledge others.”

Give Praise More Often Than Not. Too often we’re not mindful of the effort required for a team member to get a project or job done. Take the time to be open and curious. It lets you know about any Herculean efforts. Give praise for their ingenuity, commitment, and perseverance to build their self-confidence.

Encourage Participation. Whether it is for a service project, leading a team meeting, or attending trade/industry association meetings, encouraging participation makes a difference. Provide feedback and be available when they feel stuck.

Say “Please” and “Thank You”. These magical words seem too simple to make a difference. Yet they carry an inherent reward when you let team members know they are valued. Say them frequently.

©Jeannette Seibly 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

A Note About Appreciation and Acknowledgement from Jeannette. Letting others know you appreciate them can be difficult for many leaders. But you cannot hide behind the excuse that you’re too busy or it’s just their job to get it done. This mindset only encourages team members to seek out other leaders to work for. A simple, “Thank you” is all it takes to get started and can become a fun part of your job! Hire a coach if you are unable to appreciate others…get it resolved…it could save your career!

What Do You Do When You Fail to Honor Your Commitments?

“Commitment: an agreement or pledge to do something in the future.” Merriam-Webster

Making commitments to teams, projects, and even ourselves can be difficult for many of us. Especially when we don’t feel we have the power to control the outcome or the ability to get the job done. The added challenge is we fear failure and making mistakes.

The truth is when you fail to honor your commitments, you stop trusting yourself. And, others stop trusting you. It limits your ability to get the job done now and develop career opportunities for the future.

As a leader, your commitment is your word. It’s your reputation. It builds trust. Trust is crucial for the team and company to deliver on promises made to each other and customers. Honoring commitments creates a workplace culture where people trust each other and thrive.

6 Tips to Restore Your Ability to Make Commitments and Honor Them

Listen with Intention. Too often you’re not listening to others, or yourself! Stop the internal mental chatter and put away your electronic distractions. Focus on listening. Before agreeing to a solution, ask questions to ensure you understand the problem.

Be a Parrot. This ensures you are clear about your commitment. Take the time to listen to what you’ve promised. Repeat back to the person what you’re promising. Ask the team or person, “Just to be sure we’re on the same page can you repeat back what I promised?”

Write It Down. Get confirmation. Many times, you believe you’ll remember what you’ve promised. Yet you are too busy to remember everything. Write everything down, especially the details, and schedule it now! Ask others to write it down too.

No matter how well you believe you’ve documented a conversation, team members may come back with a different version. For example, Bob, a business owner, made an offer to John, a sales rep, for a base salary of $30,000 for one year. Neither wrote it down. A year later John was surprised when his base salary stopped. He thought it was for the full length of his employment. Both believed they were right. And, John left soon after. If you don’t write it down, it can cause problems and hurt feelings when you forget and memories can be faulty.

“Making a commitment to your team requires more than just showing up.” Jeannette Seibly

Remember, It’s a Team Effort. Together with the team, create the ideas and actions required to resolve the problem. Now, you’re ready to make your commitment and honor it.

Ask for Help! Successful leaders are unafraid to say, “I need help!” If you need help to fulfill the commitment, ask for it now or along the way! Don’t wait too long. Memories fade and unfortunately, some people may manipulate the situation in their favor.

Make Commitments You Can Deliver. It’s how you keep great customers and employees. Making mindful commitments and over-delivering on your promises builds trust. Stay in communication after you’ve agreed on a specific time and date to get back in touch.

Doing this every time makes a profound difference in attracting and keeping great talent and customers.

©Jeannette Seibly, 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

A Note About Commitments from Jeannette. Commitments are difficult for many of us. We don’t like feeling obligated to deliver on time and within budget. Yet, this is how you build trust in yourself, your boss, team members, and customers. Hire a coach and learn how to make delivering on commitments a fun part of your job!

How to Raise Your Visibility and Get Positively Noticed

Business-savvy bragging builds natural confidence and attracts new opportunities.

Everyone would like to believe that working hard and getting assignments done on time will get them positively noticed.

But the truth is, it doesn’t!

Bosses think, “Of course s/he gets things done on time…it’s what I pay her/him to do.”

If you want to be considered a high-performer and/or leader, you need to step up your visibility in a positive way.

6 Keys to Get Positively Noticed!

1. Learn How to Brag! Bragging or self-promotion in a business-savvy manner makes a big difference. Saying you’re great, wonderful, and fabulous only has your boss (and others) stop listening to you! And, seen as a braggart! Instead, get the book, “It’s Time to Brag! Business Edition” and raise your natural confidence and ability to brag to become positively noticed?

2. Talk with Your Boss. Whether you like your boss or not, s/he is the key to getting positive attention. Have a weekly 1:1 meeting, come with a written agenda, ask questions, and listen. When you’re discussing what’s working and what’s not working, make sure you don’t blame or complain. Instead, this is the time to listen, learn, and offer solutions.

 Questions to Create a Dialogue (remember…listen more than talk!)

  • What is your opinion about …?
  • Can you help me understand …?
  • What do you recommend …?

3. Be a Solutions Provider. Come prepared. Read agendas and minutes from previous meetings before scheduled meetings. This allows you to listen and hear new ideas offered by others. This simple preparation will help you develop the ability to create win-win-win outcomes. And, help build a positive reputation.

 Questions to Uncover Issues/Concerns (remember…. listen more than talk!)

  • “What is your #1 concern right now?”
  • “Tell me more about it.”
  • “Why is this important?”
  • “What solutions do you recommend?”
  • “How can I help you achieve this goal?
BizSavvyBrag.com

4. Create Positive Relationships. Integrity, communication, and speaking well of others are important when creating good relationships. This will also enhance a positive visibility. And, while you may not agree with someone or frustrated by their actions, take the higher road. Make sure to get both sides of the story without passing judgment. Plus…don’t burn bridges.

5. Hire a Coach. When you move up the company ladder, old habits can become bad habits. And worse, you may not even be unaware of them! (aka blind spots) Hire the right coach to uncover the bad habits and build the good habits, skills, and mindsets needed for positive visibility.

6. Build a Results-Oriented Team. “Only 10% of teams achieve intended results!” (Prichard) Bragging about your team and your results will have you gain high visibility.

Here are 3 ways to do it:

Remember, hard work alone isn’t enough to get positively noticed and valued. Use these 6 keys to raise your visibility and get positively noticed.

©Jeannette Seibly 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

A Note About Getting Positively Noticed from Jeannette. Again, as mentioned in this article, grab the book, “It’s Time to Brag! Business Edition”, hire a coach, and follow the above-referenced tips. These will get you the positive visibility needed to be promoted, improve job satisfaction, and make more money!

Feedback Is the Gift of Sharing Your Experiences

“Many leaders hesitate and avoid giving needed feedback out of fear of retaliation.” Jeannette Seibly

Why do many of us hate giving or receiving feedback?

Because feedback triggers our brains for flight, fright, or freeze. When our boss (or someone else) provides feedback, our point of view about ourselves typically feels threatened. And, too often, feedback has people avoid one another out of fear that their self-perceptions are wrong. Yes, it’s unwarranted. But it happens way too often.

Why feedback is important:

  • It allows us to grow as successful leaders
  • Our projects to go from so-so to having stellar results
  • We broaden our perspectives about working with different people, including “difficult team members”

As a leader, be open to sharing experiences that only feedback can provide you. This mindset sets the tone for your team members to do the same. Remember, feedback requires tact and diplomacy. Otherwise, you will escalate conflict or create hurt feelings.

“Giving and receiving the gift of feedback creates stronger leaders.” Jeannette Seibly

6 Tips to Develop the Gift of Giving and Receiving Feedback

Be Open to Receiving. People will provide feedback, regardless of whether you ask for it or want it. Strong leaders listen, regardless of their feelings about it. If you don’t, you may miss some important information. Ask questions for clarification without sounding defensive. Then, review the feedback with your coach before making any changes.

Use a Qualified Job Fit Assessment. This type of assessment addresses your thinking style, core behaviors, and occupational interests when you embrace this feedback. You will gain job insights into how to effectively work with others, while appreciating their differences. Objectivity helps you accept the things you cannot change, while improving your effectiveness.

Value 360-degree feedback assessments. Use these quarterly, annually, and/or after major projects. These tools are great gifts for feedback when developing leadership strengths. The problem is many companies create their own 360-degree surveys. Because these tools lack objectivity and confidentiality, they fail to offer valid feedback that makes a positive difference. Make sure to select the right tool that has the validation and reliability for providing laser-like feedback.

Ask for Feedback. After a project or meeting, ask for feedback from several key employees. Start by asking “What worked? and “What didn’t work?” Listen. Take notes. Then, review with your coach before attempting to put any changes in place.

Develop a Straight Talk Approach. When offering feedback, talk straight. If you filter too much, you camouflage the true issue.

For example: A VP-HR provided feedback to the VP-Finance about gossiping. During the next coaching call, his coach could tell the VP-Finance didn’t understand what the VP-HR had said. The VP-HR had sugar-coated it. Straight talk is important when behavioral changes must happen…no matter how hard it might feel.

Learn Different Feedback Methods. The same approach doesn’t work for everyone!

2 different approaches to get you started:

  1. Direct approach works for people who want to know the truth. Be clear about the facts and share them, after getting their permission to do so.

For example: “Josie, are you open to feedback from your presentation this morning?” She nods yes. “Super. There was too much information on your slides and you read it to us. It’s important to engage the audience, not lecture them, when we need to learn about these new safety procedures.”

  1. Sandwich approach is for less tough-minded people. Share 2 positives, 2 specific areas that need improvement, and wrap-up with 2 positives.

For example: “Joe, you’re a valued member of our team and we appreciate your involvement.” (2 positives)

“However, we need you to read the minutes before each meeting and put away your phone during the meeting. It’s very distracting when you’re not fully engaged in the conversation. Remember, multitasking is a myth.” (2 specific areas for improvement)

“Again, we appreciate your commitment to the company and achieving our goals.” (2 positives)

These 6 tips will provide you the opportunity to share your experiences while giving and receiving the gift of feedback.

©Jeannette Seibly, 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

A Note About Using Assessments from Jeannette. Scientifically validated and reliable assessments are the key to a great 2021.

They can help you:

  • Meet company and employee needs
  • Improve your hiring, coaching, training, and managing processes
  • Sleep better at night

Contact me now for a confidential conversation.

Do You Want Your Success Now? Hire the Right Coach Now!

“The right practice with the right coach builds the right muscles to accelerate your success!” Jeannette Seibly

Today, more than ever, it’s important that you take the accelerated approach for success. Why? Because too many times we rely on the more common struggle and do-it-yourself approaches. These are too exhausting and don’t build success!  Even worse, we typically quit and makeup excuses for our lack of success.

“Success is easy when it’s guaranteed…however, success is NEVER guaranteed. To beat the odds and accelerate your success, hire the coach that’s right for you.” Jeannette Seibly

Hiring a coach provides faster results and builds a stronger foundation for success today and in the future. This foundation allows you expand and gain confidence, while innovating and having fun!

5 Crucial Tips to Succeed Faster Working with a Coach

Use Job Fit Assessments. This is where you start. Over 70% of leaders are in jobs that don’t fit them! (Gallup) Attempting to work in positions that do not fit your thinking style, core behavior, and interests will sabotage your energy and self-esteem and thwarts your success. Use a job fit assessment tool to clarify your skills and strengths.

For example: A top-level saleswoman was a strong closer. She was able to open new markets and shorten the sales cycle with new prospective customers. Yet, her boss wanted her to focus on improving her patience and diplomacy. He reassigned her to work larger projects with much longer sales cycles. She was unhappy. She hired a coach to discover why she was failing in her new job after so much success. With this knowledge and clarity, she found a new job with a competitor utilizing her talents.

“Remember, you cannot change who you are, but you can become more effective. And, with effectiveness comes success!” Jeannette Seibly

Focus on Your Strengths. Focusing on your weaknesses is a colossal waste of time. Instead, hire a coach to help you develop your strengths. This approach minimizes your weaknesses while improving your effectiveness.

For example: A customer service manager was having a difficult time learning a new system that did not have a procedures manual. Her boss advised her to focus on her strengths for creating practical systems. She attended training workshops, took notes and created a procedures manual. Now, she’s the go-to person for training others. She loves her job and her success. Plus, she’s able to showcase her strengths with confidence.

Hire Yourself the Right Coach. Don’t wait for your company to do it for you! Take charge of ensuring you have the right coach for you. Be clear what you are seeking (e.g., resolution of work issues, project management challenges, team building conflicts, etc.). Remember, the job of your coach is to uncover your blind spots. Then, work with you to improve your decision-making and communication skills for success.  

Establish Project Goals and Focused Action Plans. Too often we want to use a coach to improve a specific skill or bad habit. A better alternative, and one that has a longer lasting impact, is to work on a project with your coach’s oversight. This way the areas for improvement will show up and your coach will be there to guide your progress through them.  

Develop Good Relationships. One area that is often overlooked when working with a coach is to improve your relationship skills. Yes, they matter and you can impact these in a positive way with guidance. Remember, it’s important not to burn bridges, regardless of what the person said or did. Learn how to forgive and develop mindful resilience. Trying to improve this without guidance doesn’t work.

©Jeannette Seibly, 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. Her expertise is guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

A Note About Creating a Prosperous 2021 from Jeannette. Hiring a coach can make a positive difference for your results today and tomorrow. As you know, 2021 is quickly approaching and what you do during Q4 will impact what you can do in Q1-2021. Now is the best time to uncover what you need to enjoy for a prosperous 2021. I encourage me to contact me for a confidential conversation. We will review your results for 2020 and create 3 goals for your 2021. Yes, this is FREE and has made a powerful difference for many clients.

PS: What’s stopping you from valuing you and your success?

How to Change BAD Habits that Impact Your Success

“You are in control of your habits.” Jeannette Seibly

As a leader, are you questioning why your teams are not excited to work with or for you? The answer is, you’ve allowed “your bad habits” to get in the way.

Your bad habits will diminish the value of your words, the quality of your results, and the ability to attract and keep top talent.

4 Bad Habits that Must Change NOW

Poor Listening Skills. If you’ve been following my posts, you know that I mention the value of listening often. The reason? Listening is the foundation of any leader’s success. Checking emails during meetings, insisting on being right, and/or multitasking will derail your leadership. It shows that listening to your team is not important.

First, put away electronic distractions. Then, focus on what the person is saying and allow him/her to talk without interruption. When you listen, you make better decisions and hear important information.

Fear-Based Comments. Threatening others when the job is not getting done as you envisioned it, is a bad habit for any leader. It never builds loyalty or produces intended results. If someone is not achieving the intended outcome, take time to review your communication style and expectations.

Then, conduct an objective review of what is working and what is not working with the team or team member. Listen to their concerns and address them. Together, create a focused action plan. Now you’re ready to coach them one step forward at a time. Don’t forgot to acknowledge their efforts and brag about their accomplishments!

“Your habits as a leader speak louder than your words.” Jeannette Seibly

Being a Control Fanatic. A leader who must be in control at all costs tears down trust. When you believe you know it all and micromanage your team, mutiny will occur.

Instead, trust the process. Yes, life and projects are processes…not events! There is never a straight line toward achieving your goals. Mistakes happen. Your ability to handle these issues impact the quality of results and outcomes.

Being a Proud DIYer!  Many leaders, even today, are not coachable. They want to do everything themselves. But consider the do-it-yourself approach will get in the way of team success every time. When proud DIYers fail to hire a coach and listen to ideas that are not their own, they will often fail!

Instead, hire an executive coach. Brainstorm ideas, ask the hard questions, and listen to what you don’t want to hear. (Yes, please read that again.) Remember to listen, learn, and be coachable. These 3 skills will help you develop the confidence required to lead your team.

Once you do the work to change these 4 bad habits, you’ll see the dynamic results you’ve always wanted.

©Jeannette Seibly 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. Her expertise is guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

A Note About Change from Jeannette

Change is happening whether you’re ready or not. Change can be daunting when you’re not prepared. It leads to frustration and turnover. Now is the time to get ahead of this curve for 2021 when hiring, coaching, managing, and training your employees, managers, and leaders. Contact me for a confidential conversation. We can talk about ideas to get you moving ahead with ease and confidence.

How to Stop Being a Difficult Team Leader

“Instead of blaming your team for all of the problems, take a look in the mirror!” Jeannette Seibly

Most teams experience difficult team dynamics.

But what do you do when the problem is you and your poor leadership style?

Most team leaders are not well trained. They wing it and hope for the best. They attempt to follow the latest fad or gimmick with little success. Or, they lead one great meeting and believe they have it all handled.

When things go wrong (and they will), try on the idea the problem is not your team members, it’s your leadership style.

7 Tips to Transform Your Leadership Style

  1. Be Present. This is the #1 reason your team will respect you, or not. Put away your electronic gadgets and other distractions. Pay attention. It’s critical that you stay active in all conversations. Be fearless in addressing any conflict as it arises without bias.
  2. Have Integrity. Do what you say you will do by when you say you’ll get it done. (Sounds simple but is not easy.) Be accountable when making promises and take notes so you don’t forget.
  3. Talk Straight. Be clear about what you are saying and why you are saying it. Don’t tell people what they want to hear to be well-liked. It’ll backfire. Learn how to have come-down-to-reality conversations when your team is going off track.

    “Teamwork works when they have the right team leader.” Jeannette Seibly
  4. Allow Idea Generation. Brainstorming and listening are critical to uncovering solutions. You do-not-need-to-have-all-the-answers! (Reread that sentence!) Your team has hands-on experience and will share ideas if everyone is willing to listen and be open to new ideas!
  5. Be Focused on Their It’s not about you! It’s about the project, customer, and each and every team member. You’re the conductor to ensure all areas are moving forward together. Focus on finding resources and managing processes to achieve intended results.
  6. Use Mindful Resilience Skills. Every leader has emotional triggers. Yet, successful, effective leaders take responsibility and manage their upsets and frustrations effectively, without blaming others.
  7. Hire the Right Coach. This is critical for any leader that has gone off-track. Continued derailment is not an option. Get the right help you need NOW to get-on-track before your situation gets worse. The right coach will guide you and your team to address issues and create solutions.

©Jeannette Seibly 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. Her expertise is guiding 100’s of leaders and teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

Note from Jeannette Seibly: I love coaching leaders and their teams to create win-win-win strategies and achieve dynamic results. I’ve been doing this for more than 28 years. During these challenging times, it’s not unusual to get stuck. To get unstuck, let’s talk and bounce ideas around to have you move forward. Please contact me for a confidential conversation. In your email, provide your name, phone number, the general issue, along with several times to talk. JLSeibly@SeibCo.com

Do you Know How to Influence Change with Others?

Leaders Influencing Change
“Now more than ever, influencing change is a skill all leaders must learn.” Jeannette Seibly

Never underestimate the power of being a rebel. While rebelling can be effective, the results are often short-lived.

Instead, learn the key factors that influence positive change. You’ll become part of the solution, and not part of the problem. The results will be long-lasting and support your career aspirations.

5 Key Tips to Influence Change

Get the Facts. Overreacting to an issue will only make the issue bigger than it needs to be. Get the actual facts, not the facts you’ve made up to justify your reaction.

An example: A business owner felt offended by a comment a trusted employee made. Instead of asking for clarification, he ruminated about it. Then, a few days later when the employee asked for help, the business owner commented, “Why would I need to help you? You seem to have all the answers.” A few weeks later the employee rebelled by leaving to take another job.

Use Your Words to Inspire. Talk Straight. Mean what you say and say what you mean. Influencing others requires diplomacy, tact, and respect. Choose your words in a way that gets others’ positive attention and interest. Don’t use offensive words or humor since they will usually back-fire. Remember, others will interpret your words through their own filters. So, consider the make-up of your audience when crafting your messages!

Listen to others points of view
“If you want people to listen to your ideas, you must listen to their ideas too.” Jeannette Seibly

Be Open to Hearing Opposing Points-of-View. Dismissing someone’s opposing view will only make them defensive and unwilling to budge from their position. Be fearless when asking good questions to learn more about their perspective. Remember, they can have valid opinions too. A good way to build agreement is to repeat back what you heard the other person say (to his/her satisfaction) before responding to his/her remarks.

For example: Telling someone you won’t listen to their ideas will create a rebellion, covertly or overtly. A sales manager learned this the hard way when a sales rep suggested a new way of communicating with customers, current and future. The sales manager refused to listen, thinking it was a bad time to make any changes. A covert rebellion ensued. The sales rep left taking several other top sales reps with her. The company’s #1 competitor happily welcomed them and their ideas!

Be a Parrot. Plan on repeating yourself  over a period of time. Influencing change takes time. Often, leaders are blind to what is possible. They fear change and any loss of control…so they will resist new ideas. Don’t be afraid to acknowledge others’ positions with respect and help them determine what is in it for them.

Provide Your Plan in Writing. Yes, write it all down. Then, build your influence by getting others’ buy-in before fine-tuning. When making any change to the plan, don’t change the heart and soul of the idea. Present the plan, along with a budget and timeline. Remember, you’re looking to build alignment, not consensus.

©Jeannette Seibly, 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. Her expertise is guiding leaders and teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

Note from Jeannette Seibly: I love coaching leaders and their teams to create win-win-win strategies and dynamic results, and have been doing so for the past 28 years. During this challenging time, if you need to talk and bounce ideas off of me, please contact me. In your email, please provide your name, phone number, the general issue, along with several times to talk.  JLSeibly@SeibCo.com