Hiring Solutions

What do I really want to do for a job?

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“Would you tell me, please, which way I ought to go from here?’

‘That depends a good deal on where you want to get to,’ said the Cat.

‘I don’t much care where -‘ said Alice.

‘Then it doesn’t matter which way you go,’ said the Cat.

‘- so long as I get SOMEWHERE,’ Alice added as an explanation.

‘Oh, you’re sure to do that,’ said the Cat, ‘if you only walk long enough.”             

― Lewis Carroll, Alice in Wonderland

Many remember this story from the book, Alice in Wonderland. Unfortunately, even when people “walk long enough,” looking for the right job – they still don’t find careers that make them happy, productive and successful. Why? We base our career or job choices on lack of information or misinformation and fail to do what we need to do to get somewhere we want to go.

Example: A young woman graduated from college with a degree in architecture. She declared that as her major because a copy of Architectural Digest was on the table, next to her chair, in the counselor’s office. She graduated and quickly found work. She loved the paycheck and hated the job! After many unfortunate attempts to find a job she enjoyed, she called me, her coach. By working together and using the appropriate tools, very quickly, she found out she wanted to be a math teacher. She had resisted this career path since her dad had suggested she pursue being a math teacher! (Parents are not always right – but, they are not always wrong either!) She did the work to get a teaching certificate and has been an exceptional math teacher because she loves what she does!

The reality is 63 to 79 percent of employees are in jobs that don’t fit them! They feel trapped and their productivity, job satisfaction and upward career mobility are limited. The truth? We don’t develop the practice or discipline to use the current job as a stepping stone. Instead, we hate what we do and fail to learn the basics required to succeed in any profession.

Your career path does matter! Find work and job options that interest you. Studies show that if you have the interests, core behaviors and thinking styles that fit, you are much more likely to succeed!

The solution: the Pathway PlannerTM uses the same assessment information (based upon the world’s largest validation and reliability studies) that thousands of companies use to hire with predictive success. (For further information, contact http://SeibCo.com/contact)

This educational and career planning tool helps you discover what career possibilities best suit you at any age (ages 16+). The key (like anything) is to get into action! Read through your results and learn about different career paths that may work for you. Next, investigate the realities of those types of occupations by networking. As opportunities in those professions open up for you, prepare for a job-winning interview.

SeibCo provides the how-to-do-it in the book, It’s Time to Brag! Career Edition, (Time2Brag.com). To get started, contact SeibCo today: http://SeibCo.com/contact

©Jeannette L. Seibly, 2015 All Rights Reserved

Jeannette Seibly is an award-winning and internationally recognized business advisor. For the past 23 years, she has helped thousands of people work smarter, enjoy financial freedom, and realize their dreams now.  She has an uncanny ability to help her clients identify roadblocks, and help them focus to quickly produce unprecedented results.  Each client brings their own unique challenges, and her gift is helping each one create their success in their own unique way. Along the way, with her commitment, she helped create three millionaires.

The Most Expensive Mistake Executives Make

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Our major successes in business involve helping our employees, our most valuable asset, grow and develop, and enjoy job satisfaction. Unfortunately, we fail to use objective information to help determine the best job fit and career path fit when making staff promotions or lateral career moves. The same problem exists when we’re choosing our successors.

The greatest unrealized expense executives make is taking good employees and promoting them (or moving them laterally) into jobs that they are not ready for, don’t want or don’t have the skill sets to be successful. Many employees will readily take on these opportunities due to promises of bigger paychecks and desires to please their bosses – with sad results.

One fast growing company wanted to reward a good employee. They moved him out of customer service and into sales. Within 90 days, he was failing and no one knew what to do. They spent the next six months providing ongoing training, one-on-one counseling, and motivational podcasts. After many sleepless nights and daily frustrations, the employee left. A couple of clients and several top producers left with him. Unfortunately, the significant costs of these types of mistakes are not calculated (therefore, are not realized): high cost of training, loss of customers, loss of employees and proprietary information, and other tangible and intangible costs.

Unfortunately, we spend more time buying electronic gadgets than using the same due diligence and taking the same care with our people — our most valuable assets!

How to create successful moves for our employees to avoid costly mistakes:

  1. Create a 180-Day Success Plan. Keep it simple and smart. Wanting to have too many things accomplished while they are learning a new job will only create unnecessary stress. First, write it all down (See Hire Amazing Employees, Chapter 5, http://BizSavvyHire.com) Second, make sure to include conversations they need to have with key leaders and individual contributors to better understand the realities of what needs to be accomplished and how to go about getting the intended results. Third, remind them to listening will get them further than talking! (See Companies and Executives Need to Vet and Onboard Each Other! http://ow.ly/OZxJj)
  2. Use a qualified assessment. Objectively review their thinking styles, core behaviors and occupational interests by using a qualified assessment and qualified 360-degree feedback tool. (Qualified assessments are those that comply with the Department of Labor Guidelines for selection purposes.) While past accomplishments are important, they will not provide enough good objective data to predict future successes. The right interests and thinking styles account for people’s successes 50+ percent of the time.
  3. Conduct due diligence. Talking with previous managers and employees that worked with them. How did the person handle setbacks? When do they use good people skills (e.g., only with bosses, or do they also know how to respect others)? Do they manage projects on-time and within budget? Of the projects executed, how many produced intended results? What type of facilitator are they?
  4. Train them how to ask and answer the right questions. Everything is a conversation! Train the hiring managers and prospective employees on how-to-have authentic conversations, which includes probing into job responsibilities and expectations. After several conversations, put in writing what has been agreed to and what is expected. This written document will ensure clarity and the win-win outcome required.

©Jeannette Seibly, 2015 All Rights Reserved

It can be lonely at the top! An experienced business advisor, always accessible and at a nearby desk can make a positive and powerful difference for you, and your employees. My goal is to be your in-house advisor, your ally and sounding board as you navigate the complex world of your business! (Contact Jeannette: JLSeibly@SeibCo.com OR 303-917-2993)

 

Still uncertain what you want to be when you grow up?

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A woman graduated from college uncertain about what she wanted to do for a career. While she thought about it, she decided to work for a family member in his business. After several years, she didn’t like the work, still didn’t know what she wanted to do, and wanted to find her own way in life. After we worked together, she found that her passions and core personality qualities would make her a great salesperson. So, she left her current job, moved to the city where she always wanted to live, and got a job selling! She happily loves her job and makes a six-figure income as the top sales rep.

The reality is 63 to 79 percent of employees are in jobs that don’t fit them! So, you are not alone in feeling you don’t know what you want to do. The problem is, knowing what you don’t want to do doesn’t magically clarify what you do want to do. When you are working in a job that doesn’t fit you, often, you will feel trapped and your productivity, job satisfaction and upward career mobility are limited. You may develop mediocre skills, fail to learn the basics required to succeed, and make a terrible boss (unfortunately, most companies reward their employees with promotions and increases in their paychecks – regardless of whether or not they fit the job)!

The challenge is to find work and job options that interest you. Studies show that if you have the interests, core behaviors and thinking styles that fit, you are much more likely to succeed!

The solution to find where you fit in the job market: The Pathway PlannerTM uses the same assessment information (based upon the world’s largest validation and reliability studies) that thousands of companies use to hire. (Contact http://SeibCo.com/contact) This educational and career planning tool helps you discover what career possibilities best suit you at any age. The key (like anything) is to get into action! Read through your results and learn about different career paths that may work for you. Next, investigate the realities of those types of occupations by networking. As opportunities in those professions open up for you, prepare for a job-winning interview. SeibCo provides the how-to-do-it in the book, It’s Time to Brag! Career Edition, (Time2Brag.com).

To get started, contact SeibCo today: http://SeibCo.com/contact

©Jeannette L. Seibly, 2015 All Rights Reserved

Jeannette Seibly is an award-winning and internationally recognized business advisor. For the past 23 years, she has helped thousands of people work smarter, enjoy financial freedom, and realize their dreams now.  She has an uncanny ability to help her clients identify roadblocks, and help them focus to quickly produce unprecedented results.  Each client brings their own unique challenges, and her gift is helping each one create their success in their own unique way. Along the way, with her commitment, she helped create three millionaires.

Three Styles that Will Ensure You’re Doomed as an Executive!

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Growing a business requires developing your people! Without them, you are doomed to fail as an executive! To be successful and effective, you must be able to elicit the best in others and focus on what’s important.

Three styles that will doom your effectiveness:

  1. Failure to motivate. While you cannot motivate others that are unwilling to move forward in their careers, you still have the responsibility to offer them opportunities. Laser-like coaching can make a positive impact. Remember, you’re responsible for each team member’s success. When you believe in each person — even when they don’t believe in him- or herself — unprecedented results can occur.
  2. Assess blame. While you are busy finding fault with others, they are busy doing the same! Taking responsibility trumps blame every time! Hold yourself and others accountable for results, as a team. Remember, straight talk, not what you believe others want to hear, is the key to moving forward together.
  3. Micromanage the team. When you become a cog in the wheel of progress, mischief happens. The wheel breaks down. Focus on the results and trust your people to get their jobs done well. Spot check by asking the right questions to ensure systems are being followed and updated when necessary. While it’s important to keep your eyes on the goal, having a well-trained team that takes focus action is also critical for success.

By developing your ability to effectively manage and motivate others, you and your employees will flourish and thrive.

©Jeannette L. Seibly, 2015

Need to transform your management practices? Contact me before it’s too late! http://SeibCo.com/contact

Jeannette Seibly is an internationally recognized business advisor. For the past 23 years, she has helped thousands of people work smarter, enjoy financial freedom, and realize their dreams now.  She has an uncanny ability to help her clients identify roadblocks, and help them focus to quickly produce unprecedented results.  Each client brings their own unique challenges, and her gift is helping each one create their success in their own unique way. Along the way, with her commitment, she helped create three millionaires.

[contact-form][contact-field label=’Name’ type=’name’ required=’1’/][contact-field label=’Email’ type=’email’ required=’1’/][contact-field label=’Website’ type=’url’/][contact-field label=’Message’ type=’textarea’/][/contact-form]

Build a Strong Business by Working Smarter

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As a business owner or executive, you can be very busy juggling the demands of day-to-day business operations, customer needs, and family and community commitments. However, you also need to focus on building a strong business by working smarter. That will create opportunities for more fun, more money and more freedom!

Follow these 5 key practices:

1) Handle challenges as they occur. Putting them off and hoping they’ll go away rarely works. You will actually create more work the longer you wait. Remember, a mole hill will turn into a mountain if not handled in a timely and appropriate manner.

2) Listen well the first time. Most of us are poor listeners. Not listening will create more work when we don’t deliver on what clients want, internally and externally.  Although it may take more time, when you slow down and truly listen, it will make life easier and reduce your workload.

3) Hire right the first time. You and your team will need to work harder if you have the wrong person in the job. Use a strategic process and qualified assessment tools. While they may seem expensive, they are not. A bad hire can cost the company 2.5% of the annual gross wage for that person (and may not include numerous intangible costs). Unfortunately, many small businesses have had to close their doors simply because they did not know how to hire right. (http://BizSavvyHire.com)

4) Follow-up and Follow-through. After networking, take 10 minutes and send everyone you met a “thank you” email or card. If you promised material or a call, do it now! Waiting may lose you customers, both current and future.

5) Honor expectations. A couple of examples that business owners need to honor: a) Arrive 5 minutes early for all meetings — if you’re late, you’ll need to work harder to get people to trust you. b) Manage your business with good financial data — use Generally Accepted Accounting Practices. Failure to do so may result in a time-consuming IRS audit. What else can you think of?

Working smarter does not mean working harder. Follow the above 5 practices and you will grow your business and enjoy the rewards.

©Jeannette Seibly, 2015

Need to transform your management practices? Contact me before it’s too late! http://SeibCo.com/contact

Jeannette Seibly is an internationally recognized business advisor. For the past 23 years, she has helped thousands of people work smarter, enjoy financial freedom, and realize their dreams now.  She has an uncanny ability to help her clients identify roadblocks, and help them focus to quickly produce unprecedented results.  Each client brings their own unique challenges, and her gift is helping each one create their success in their own unique way. Along the way, with her commitment, she helped create three millionaires.

[contact-form][contact-field label=’Name’ type=’name’ required=’1’/][contact-field label=’Email’ type=’email’ required=’1’/][contact-field label=’Website’ type=’url’/][contact-field label=’Message’ type=’textarea’/][/contact-form]

Do You Have Silly Customers?

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Recently I had an on-line experience with a person that offered a free book – at least that is what my computer said. When I attempted to order it, the link didn’t work. I contacted the author’s customer service rep who agreed that there was a computer error on their end. It turned out that the book wasn’t free and I was called “silly” for expecting it to be free.

An example of a better way to handle this happened to me a couple of years ago. A reader wished to purchase my It’s Time to Brag! book online in a PDF format (this was before I setup an agreement with Kindle and am no longer selling PDF copies). (Time2Brag.com) The person didn’t have a good on-line experience so I gave her the book, complimentary, with my apologies! (No, there was not a problem on my end.) I did not have another on-line issue, and more importantly, I kept a customer.

Three things to remember if you sell on-line:

#1: It costs way more to attract a new client than to keep a current one.

#2: When it is brought to your attention that your system is not working, you need to thank the person and offer them something in return. Obviously, don’t call them “silly!” After all, they took their time to help you solve a problem to keep your technology working correctly so you can continue to attract and keep customers.

#3: Customer service interactions via email (or other electronic means) may not translate in the tone you intended. It’s important to slow down and reread your correspondence out loud (and listen to yourself) before sending it. Remember, keep it simple and smart because the average national reading level is 6th grade.

Get your brag on — your customers are about to stray! http://SeibCo.com/contact

Jeannette Seibly is an internationally recognized business advisor. For the past 23 years, she has helped thousands of people work smarter, enjoy financial freedom, and realize their dreams now.  She has an uncanny ability to help her clients identify roadblocks, and help them focus to quickly produce unprecedented results.  Each client brings their own unique challenges, and her gift is helping each one create their success in their own unique way. Along the way, with her commitment, she helped create three millionaires.

[contact-form][contact-field label=’Name’ type=’name’ required=’1’/][contact-field label=’Email’ type=’email’ required=’1’/][contact-field label=’Website’ type=’url’/][contact-field label=’Message’ type=’textarea’/][/contact-form]

 

Are your employees on the same page with you?

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Many bosses, including you, inevitably will get upset with employees who are not doing things the way you would do them. You expect them to know what to do after reading a manual or being shown once how to do something. Rarely do you stop to see what is missing from the employees’ perspectives so that they can produce consistent work product and be on the same page with you.

3 key points to get your employees on the same page with you:

  1. Review your training, systems and procedures. What’s missing? The average national reading level is 6th grade — this can reflect a person’s ability to adequately read, write and comprehend any material and put it to good use. It’s critical to remember that people learn differently. Some people need to talk it out to ensure they understand. Some need to be shown how to do something more than once. Still others need to “try” it themselves first, and then ask for coaching to fill in the gaps.
  2. Use legally and scientifically validated job fit tools for hiring, coaching and managing. This helps you understand objectively why people fail to do work the way you would do it. Also, it creates a laser-like opportunity for you to provide guidance for skill development (this will help you and your employees).
  3. Set specific goals, and then manage the milestones to ensure the project and people are all moving forward. When people fail to deliver the required results, coach them by focusing on the task at hand. Do not try to fix the person – it will never work and leave them, and you, frustrated. Instead, you need to be very specific about your instructions and other times you’ll need to help them understand the bigger picture.

©Jeannette L. Seibly, 2010-2015It can be lonely at the top! An experienced business advisor, always accessible and at a nearby desk can make a positive and powerful difference for you, and your employees. My goal is to be your in-house advisor, your ally and sounding board as you navigate the complex world of your business! (Contact: JLSeibly@SeibCo.com OR 303-917-2993)

Transform your failures into greater success. Get my copy of “We all fail! How can we use failure to create greater success?” http://ow.ly/Kp34R

Highly effective bosses have highly effective employees

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As a boss, you love those days when you and your team feel productive and appreciated — you’re in the zone! Everything is going well. Your projects are done on time and within budget, and healthy disagreements are kept to a minimum. It gets even better when a new idea from your department has saved the company (and client) money and time — solidifying your reputation as a highly effective boss with highly effective employees. Everyone is happy and satisfied.

These types of days don’t happen by accident. They are created by design when you have the right people and you are the right boss.

Hire for Success.  Use objective and scientifically qualified pre-hire assessment tools to assess accurately for job fit, including: thinking style, core behaviors and occupational motivation/interests. Create a 180-day Success Plan and On-Boarding process that helps the new person get up to speed quickly and become an integral part of the team.  Also, use these validated tools to help you build a strong team, by knowing where the strengths and weaknesses lie.

Coach for Results. Use laser-like coaching to get better results. It starts with believing your employees are great contributors, and allowing them the freedom to do their work. It builds trust and loyalty.

Build the team.  Provide learning moments when they make mistakes or there has been a failure. Don’t forget to provide on-going training and outside coaching to help your employees soar to new levels.

Share your expectations. Clarify your expectations of others, and then be a great role-model. For example, as the boss, you arrive on time for meetings and actively participate.

Set the tone for appreciation. Celebrate and acknowledge your employees individually and as a team, on a daily basis.

©Jeannette Seibly, 2015

It can be lonely at the top! An experienced business advisor, always accessible and at a nearby desk can make a positive and powerful difference for you, and your employees. My goal is to be your in-house advisor, your ally and sounding board as you navigate the complex world of your business! (Contact: JLSeibly@SeibCo.com OR 303-917-2993)

Transform your failures into greater success. Get my copy of “We all fail! How can we use failure to create greater success?” http://ow.ly/Kp34R

[contact-form][contact-field label=’Name’ type=’name’ required=’1’/][contact-field label=’Email’ type=’email’ required=’1’/][contact-field label=’Website’ type=’url’/][contact-field label=’Message’ type=’textarea’/][/contact-form]

 

 

Your Biggest Investment Can Be Your Greatest Expense

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As an investor, the biggest and most expensive investment is not the intellectual property, idea or product. It’s the inventor!

Most entrepreneurs/inventors will promise you anything! They have been coached to tell you the right stories and will express a great interest in learning from you. The fact is, many see the bright shiny object called business ownership and using someone else’s money as their answer. They fail to understand the money that has been invested may need to be repaid and that debt can limit future endeavors.  However, it will become your issue if you decide to invest in them and they are not ready.

How can you tell if the person you’re investing in is really the one that can make you money? Most investors buy an idea. The challenge can be the inventor comes along as a key element in the investment. As the investor, you need a way to determine whether or not the inventor has the enterprising interests or capabilities to setup and run a company. And, the willingness and ability to follow your directions!

When push comes to shove in any investor-inventor relationship (and, it will), many will push back and fail to follow-through. The problem is natural entrepreneurs, whether they have experience or not, don’t take well to being told what to do, how to do it, or be held accountable for the intended results that are not their ideas.

They generally are not coachable – they falsely believe if they can envision it, it will happen. They are often unaware of the focused actions required and how to be resourceful outside of themselves.  Their lack of hands-on experience and business knowledge can limit the successful launch of the product/idea and your profitability.

People are like icebergs. You only see about 10% of their skills, experience and education. The rest of the iceberg becomes known after you’ve invested in them.  By then, it may be too late to recoup your money.

What can you do to ensure you’re picking the right people to invest in? Know the person. Yes, it’s their idea that you are buying. They’ve probably invested their entire life savings, have second or third mortgages and received money from their parents, friends and other family members! They truly believe in their idea. However, consider this:

  • Did they use a strategic process to create it?
  • Do they have the mental engine to create a company?
  • Do they have the willingness to follow your lead and work collaboratively with you?

These are only three of the many questions that need to be asked and answered before you invest in them.

Discover the other 90% by using scientifically qualified assessments that will provide objective information about his or her learning style, core behaviors and occupational interests. It will open your eyes (and, usually theirs) about what type of entrepreneur, and future business owner, they will be.

  • Can the person create and build a company?
  • Will they work in a win-win manner beyond verbally agreeing with you and their new Board of Directors (or Advisory Board)?
  • Are the results they produce the intended ones?
  • Were they able to produce them on-time and within budget?
  • Does the leader have the mental engine to grow a financially successful business?
  • Do they even have the interest and discipline to do so?

As an investor, you will save a lot of time, energy and money knowing up front the type of inventor you are investing in – because, again, she or he can either be your biggest investment or your greatest expense.

©Jeannette Seibly, 2015

It can be lonely at the top! An experienced business advisor, always accessible and at a nearby desk can make a positive and powerful difference for you, and your employees. My goal is to be your in-house advisor, your ally and sounding board as you navigate the complex world of your business! (Contact: JLSeibly@SeibCo.com OR 303-917-2993)

Creating a Job-Fit Company

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Are the right people in the right seats on the right bus?

When employees (and bosses) are in the right job (job-fit), it creates a fun and rewarding work environment! The team and individual members make significant contributions to the success of the organization. Everyone experiences high levels of job satisfaction and loyalty. There is a synergy of ideas and working relationships that excel beyond the norm. Sales increase. Customers experience higher satisfaction working with the company. Profits soar. These are the results of job-fit.

Unfortunately, more than 63 percent of the working population do not fit their jobs! Why? We rely upon traditional selection methods and then rationalize hiring failures as “not our fault.” We accept poor job-fit mistakes as part of the norm. We fail to create and follow a hiring and selection system. The fact is a business is often better off leaving an “empty seat on the bus” rather than randomly filling the position with someone not well-suited to the job.

Hire the Right Person. We are often snookered by verbally adept candidates. We fall into this trap when someone has the ability to sell themselves, whether they possess true interest or capability to do the job well or not. Studies show, poor job-fit produces unhappy employees. Those who are unhappy in their work create miscommunication, make more mistakes, fail to focus on critical elements, and blame others for their inability to produce required results. They are overly focused on things that don’t matter rather than solutions that fit the vision and values of the company.

Understand the Financial Impact. Hiring people who do not fit your job requirements and your company’s culture will cost you time and money. They may even irrevocably damage your reputation. The wrong person can actually increase your business and product liability.  Unfortunately, there is no line item on your financial statement about this costly outcome. But if you analyze the true expenses, tangible and intangible, you’ll be shocked and dismayed by these hidden costs. For a quick and easy calculation, read Page 20 of Hire Amazing Employees, Second Edition (http://BizSavvyHire.com) or contact me at JLSeibly@SeibCo.com

Select the Right Tools. Develop promotion and selection processes built upon gathering reliable, valid, relevant information. This can be a challenge since we consider using scientifically designed assessments as costly, and not as important as our gut feelings. The added falsehood is that we believe we can coach, train and motivate anyone to do anything. This is wrong!

Select assessment tools that meet Department of Labor (DOL) guidelines (for a copy of the guidelines, contact me at JLSeibly@SeibCo.com) and that provide information regarding how well their mental engine, their ability to drive the engine, and their interest in doing so, fit within your company, for any specific job.

Train the Interviewers.  Many interviewers rely upon their intuition and perceptions (their guts). The pitfalls are only hear what they want to hear. They don’t catch or ignore conflicting signals. The facts are, job candidates say all the right things and make the right type of promises to get the job offer. How often has this happened to you? Use a structured interview process to discern candidates’ depth of job skill. Implement use of qualified and scientific assessments that contain interview questions. Then, use these behaviorally based questions to provide a structure to ascertain reliable job fit.

©Jeannette Seibly, 2010-2015

Are you looking for business advice and laser-coaching to resolve an issue or situation? Contact me. I’ve been a business advisor and author for over 20 years. I’ve guided the creation of new solutions for 1,000’s of business challenges and published the book, Hire Amazing Employees (BizSavvyHire.com). Check out my website: SeibCo.com.