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.

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

How You Can Help Your Team Be Their Best

As a leader, it’s your responsibility to guide your teams and team members to be their best. This includes taking responsibility for their failures as well as their successes.

6 Tips to Develop the Best

  1. Believe in Them. This is #1. If you don’t believe in people, you won’t be the best leader and will fail to develop the best team members. It’s important to believe in each and every person and help them develop their strengths. Use a qualified assessment to coach them and develop the right skills for their success. The right assessment will guide all of you on how to do it.
  2. Hire Right the First Time. The right people in the right jobs is the least costly and the most beneficial to the health of the team. Design and develop a strategic hiring/selection plan and follow it!. Pay attention to the results of the qualified assessments you use. Your team members will thank you!
  3. Create a 180-Day Success Plan. This should be part of the on-boarding process. Also, conduct effective performance reviews quarterly with no surprises. Focus on the skills and opportunities needed for each team member to be their best.
  4. Keep an Open-Door. It’s important to hear about issues as they are occurring instead of after the fact. This allow you to advise and guide your teams and team members to resolve conflicts, stay in action, and develop confidence.
  5. Provide an Executive Coach. This is for you and for your team members. Studies have shown that the right coach develops you and your team members to achieve unprecedented results.
  6. Encourage Training and Development. Budget for team training plus allow a specific dollar amount for each employee to use as appropriate. In addition to developing technical, financial, and project management skills, don’t forget to include integrity, accountability, responsibility, decision-making, and critical thinking ALL of these skills will develop a competent and confident team!

©Jeannette Seibly, 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for more than 27 years. Her expertise is guiding leaders to get unstuck and achieve unprecedented results. Contact Jeannette for a confidential conversation.

Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

Are you confused about how to win the job, promotion, or pay increase? Learn how to do it in 5 easy stepshttp://CareerBragging.com

Want to keep your customers? This process has been used by several clients to keep their customers from straying!  https://seibco.com/keep-customers-from-leaving-workbook/

26 Years … WOW!

Celebrating-26-YearsI still remember October 7, 1992. On that fateful day, I was sitting in my newly created home office in Livonia, Michigan. I asked myself, what do I need to do to become successful? Because of the tough challenges I experienced in corporate America, I had learned a lot. But, how does that help me as a new business owner?

At that moment, I made a commitment: Success will be measured my ability to use what I’ve learned and help others succeed!

The results from the past 26 years? I’m an award winning executive coach, speaker, author and Authorized PXT Select Partner.

We All Have Dreams and Goals

Today, I’m sitting in my office in the metro Denver area smiling. 15 years ago I pursued one of my long-time dreams of moving to Colorado. My goal: enjoy the sun, drier climate and Rocky Mountains. Earlier this summer, a long-time mentor, Leslie Charles, interviewed me about my journey to fulfill this dream. Her “groundbreaking” book on how to fulfill your dreams will be released in Fall, 2019.

So what’s next? I want to travel, speak, coach and write more, buy a home and adopt a dog (I’ve always adopted cats). And, I’d like to become a bestselling author. Thanks to the guidance from Judith Briles and other authors this could become a reality in the future. In Judith’s newest book, I’m featured in Chapter 3, “How to Create a $1,000,000 Speech”.

Many of you have dreams and goals too. Some are in hot pursuit. Some of you have given up after experiencing setbacks and uncertainties.

And, many of you are waiting until the “right time.” Some of you are making decisions based on your feelings or gut reactions. While some believe their situation is the best it can ever be. And, many of you have given up on believing in yourself and your abilities!

My Journey is No Different than Yours

We all have successes. And, we all have failures. Lamenting about the past doesn’t move anyone forward into the future or allow you to create new possibilities.

I, like many of you, have experienced failures. I’ve learned how to learn from them and move forward. You can too.

The secret is to hire a coach … but beware, it’s critical that the coach you hire is the right coach for you.

Here’s What I Know … Achieving Your Dreams Requires Hiring a Coach and Doing the Work

This is what doing the work looks like: Recently I worked with a young man who had a goal of getting any job. After our first coaching call, he committed himself to a true goal. He wanted to become an executive director for a not-for-profit. First step, we took the time required to understand his strengths and weaknesses for that job. Then, he created his brags. He believed he was ready to network to uncover opportunities. The problem was after several weeks, he still wasn’t winning the interviews or job offers. Next, we uncovered several facts. When sharing his experiences, he failed to share his numbers. In his interviews, he didn’t talk about the organization’s mission and goals. He failed mention his ability to build a quality team. In just one targeted coaching session, he recommitted to his goal and completed the additional work required to achieve his goal. The result? He’s contemplating which executive director position to accept.

My Biggest Brag This Year!

The amazing results attendees gained from my “Get Your Brag On!” presentations. These interactive workshops touched my heart when participants shared their “brags!” They awakened their ability to speak up with confidence, “I did this …” “I achieved this …” “I matter.” In Jim Pawlak’s syndicated column, BizBooks, he was written a review of my book. Grab your copy of the book at It’s Time to Brag! Business Edition.

My Philosophy Remains the Same

I’m committed to the success of every person I work with.

My trademark is being a catalyst and leadership expert. I have an uncanny ability to help business owners, executives and entrepreneurs identify hidden roadblocks. I help them blast through their barriers and leverage their achievements. They become winners and great communicators, team members, bosses and leaders!

So, What’s Next for You and Me?

The simple answer is, achieve our dreams and goals for Q4 and 2019. If you’re committed like I am, let’s get started now!

©Jeannette Seibly, 2018

What Happens When You Update Your Hiring Practices?

sales-hiring-assessments-01The short answer: you will find great qualified job candidates.

Yet, many of you are lamenting, “I don’t believe that … there aren’t any qualified candidates looking for a job.”

Look again. They are out there! They will not waste their time applying for and interviewing with companies using out-dated hiring systems and practices.

The bad news is, if you keep hiring the way you’ve been hiring, you’ll keep the same results and miss out on the good ones.

Q4 will arrive soon. Now is the time to review why your qualified job candidate pipeline has shrunk and how to improve it for 2019.

7 Critical Selection Factors to Improve!

  1. Cost of Hiring Mistakes. It’s important to know the true cost of making hiring mistakes. This information will impact decision-makers to make the right changes needed.
  2. Objective Data. To improve your decision-making process use good objective data. It ensures that you are hiring for job fit, are aware of the skills needed and can plan for future workforce needs.
  3. Due diligence. Conducting background, education, theft and reference checks are important. To uncover honesty and integrity issues not found in public records, use qualified core value assessment tools.
  4. Job Postings. Well written and attractive job ads are the key to finding active and passive job seekers! Hire an outside company or have your marketing team put together the job ads. Keep your ATS up-to-date, easy to use and mobile friendly. Remember, you only get one opportunity to grab their interest.
  5. Biases. Selecting applicants and making job offers based on gut reactions or other biases will limit your applicant pool. And, not in a good way. Examples include:
  • 50+. These workers are amazing. They show up. They don’t job hop. They get the work done. Yet, their expertise is often overlooked.
  • 25-. These are our future workers. Hiring and training them now will support your company’s workforce in the future.
  1. Onboarding. This critical practice should begin the minute they apply. Engaging them immediately keeps their interest high. Use chat and other electronic messaging to stay in communication. And, remember keep it user-friendly.
  2. Key Words. For every job post, your key words should be reviewed and updated. For example, the key word CPA will overlook qualified job candidates for accounting positions.

©Jeannette Seibly, 2018

Grab your FREE Tip Sheet on Selecting the Best Coach for you!

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. Does your company need to upgrade how you hire your employees? Are you open to making the needed changes? Don’t wait or it might too late. Contact Jeannette now for a preliminary confidential conversation.

4 Important Reasons to Stop Hiring with Your Gut

hiring costsAs busy bosses, we often rely on our gut to determine who to hire and why. We falsely believe our intuitive abilities make us foolproof. Yet we are often wrong and our results suffer, clients stray, miscommunication becomes the norm and team conflicts erupt. And, even more sadly, our key employees often leave!

All of this is preventable.

The truth is, objective data will improve hiring decisions!

Facts will always matter!

Why Do You Often Ignore Facts?

  • You’re busy putting out fires and rely solely on resumes to select who to interview. (By the way, 70 percent contain inaccuracies, and we spend less than 6 seconds reviewing each resume.)
  • Statistically, 86 percent of the time you’re unable to discern the lies offered by job candidates.
  • You believe candidates when they say they want to work for you.
  • You believe it’s too expensive to incorporate objective data into your decision-making process.
  • You rely mostly on feelings (your gut) about how the candidate looks, talks and interacts. (Remember, the right person will be trainable.)

4 Often-Overlooked Reasons Why Facts Will Always Matter

Your lack of objectivity will cause stress for everyone. In today’s job market, every employee has other alternatives … they can leave.

1.Job Seekers. They are savvier today than ever before, and unemployment is at an all-time low. It’s harder than ever to attract qualified candidates. It costs a lot of time, money and energy to interview people who are not well-suited for the position, or who do not have a real interest in the job or company. Remember, the right job candidate is out there, waiting to be found. Also, job candidates will decline job offers when they don’t trust interviewers to hire the right way. (They think, Where else is this potential boss cutting corners?)

A job candidate is impressed by:

2.Employees. They are tired of training new people who leave through a revolving door, and of attempting to clean up messes that could have been prevented. So, instead, they update their resumes and reach out to others in their networks. They leave you still hiring the way you’ve always done … by how you feel. They leave you sitting at your desk, frustrated at losing another good person, wishing there had been more money in the budget to keep them. Hint: The No. 1 reason employees leave today is because of their boss, not their paycheck!

3.Customers. They are also tired of training new hires or employees who transferred into positions they don’t fit. I remember calling a company, needing to have a question answered. After I repeated my request a couple of times, I asked the receptionist what else she was doing. I could hear tapping in the background. Her reply: “I’m multi-tasking and typing up a report for my boss.” Needless to say, I did not feel like a valued customer and didn’t get my question answered. I became another lost customer.

4.Vendors. They can be great allies in helping build your company. However, their job and paycheck are dependent on helping as many customers as they can, not training yet another new person who doesn’t have the interest or willingness to do the job. The wrong employee can also hurt long-time vendor relationships by making uninformed decisions about the products and services and by changing agreements, causing chaos throughout the company and hurting customer relationships.

Obtaining objective data is easy. It can also save your own career! Remember, everyone affiliated with your company is depending on you to objectively hire employees based on facts, not on your gut.

©Jeannette Seibly, 2018

Jeannette Seibly is celebrating 25 years as a business coach, advisor and consultant. Are you ignoring facts? Are you aware of how much this is costing your company? Are you willing to make simple and effective changes in your hiring process? First, you have to step up! Check out her website , or contact Jeannette for a free confidential conversation.

Leading with Courage Is Not for the Timid

Cocky LederEmployees today expect more from their business leaders than ever before. They require leaders to have the courage to step up and make good, hard decisions. Courageous leaders create an environment and company culture where every employee can excel. Knowing and actually encouraging, respecting and listening to differing points of view will build better ideas.

Being a leader is not for the timid. You can and must step up to develop the courage to lead.

Are you ready to:

Encourage Differing POVs. Differing points of view (POV) can build ideas into better solutions. However, benefiting from them requires strong listening and communication skills, asking the right questions and developing the ability to effectively manage these conversations for win-win-win outcomes.

Believe Employees Are Great. This mindset is one of the secrets to becoming an effective and courageous leader. Believing in the team process and each person’s contributions requires courage, because you can’t control internal communication or work processes. Your trust will transform your team to take the initiative and become resourceful to achieve intended results.

Do It Differently. Breaking out from the constraints of “how it’s always been done” or your creative limitations is required. Years ago an industry group traditionally hosted an education day to learn more about new changes in legislative policies. The problem was, attendance was dismal. When a new group member included a customer service keynote as part of the day, the planning committee expressed huge disapproval, but they still went along with idea. To their surprise, they saw a 40 percent increase in the number of attendees. At that point, they recognized the new group member for having the courage to think bigger and make it happen.

Manage Your Ethics and Integrity. The impact of what you do or don’t do will create a reputation for you and for the company that can last a long time. Make good, hard decisions by working with your executive coach to talk through the options and actions required. An organization was about to give an award to the wrong person. PR had already been released, and it was the night before the big event. Earlier that day the award recipient let them know, “I don’t meet the criteria.”  They made the tough decision and gave the award to the right person while acknowledging the courage it took for the original recipient to step forward.

Oversee Your Projects’ Human Experience. Many times we are focused solely on the technical and financial outcomes of any project or work assignment. We forget that our people make or break any project or task. Create a rewarding process that honors and respects the employee spirit through listening, brainstorming and respecting all ideas while managing the process to achieve intended results.

Express Gratitude to Everyone. Saying please and thank you daily and acknowledging every person for his or her contributions (regardless of how the day goes) builds a positive work environment.

Be a Respected Leader. People’s feelings can be fickle. One moment they like you, and the next they don’t—many times due to circumstances beyond your control. Respected leaders have the courage to make the right decisions, regardless of their career aspirations or need to be well-liked, is why they last longer.

Hire for Job Fit. Answering the “why” behind employee behaviors that baffle many managers is key. It takes courage to use qualified job fit assessments to hire, coach, manage and train employees. But once you experience the amazing results, your courage will be rewarded!

Step up! Be a courageous leader. Hire a seasoned executive coach and business advisor to guide you through making the right decisions, listening and learning from your employees and creating a respectful workplace.

©Jeannette Seibly, 2018

Need a speaker or facilitator to successfully address company issues? As a leader, are you ready to be courageous by fine-tuning your ability to make better decisions, improve your communication skills and create an amazing place to work? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works! 

Jeannette Seibly has been called a catalyst. She is celebrating 25 years as a business coach, advisor and consultant who guides her clients to achieve unprecedented results. Remember, everyone can become a courageous leader. First, you must step up! Check out her website, or contact Jeannette for a preliminary confidential conversation.