How to Recover Quickly from a Bad Hiring Decision

imagesU4QT41U3No one likes to admit they made a bad hiring decision. However, as a hiring manager, it’s always possible you will fail to hire the right person for the right job.

What makes it harder is that you’ve invested lots of time and energy into a long and arduous interview process. However, hanging on to a bad hire isn’t going to change the person! While there are times it will not be a clear-cut decision to reassign someone or let them go, it’s important to never sacrifice your business, great employees or customers by keeping someone who cannot or will not do the job.

First … Get Real about Your Decision

  1. Admit it. Denial isn’t helpful and will hurt you and your company’s reputation the longer you hang on to the bad hire.
  2. Create a professional development plan. For example, if someone has limited outside sales experience, have them shadow several top salespeople. Then, the sales manager should go with them on calls. Well-defined sales indicators (e.g., number of calls, appointments, presentations and new customers) and a qualified assessment can uncover where to focus coaching efforts.
  3. Talk candidly with the person. Many times, she or he did their best to land the job interview without truly understanding the job requirements. This is a good time to review expectations. For example, cold calls are a norm for outside salespeople — something good salespeople enjoy and others despise.
  4. Evaluate them for a different position within the company. Use or review the qualified assessment to determine what you missed when interviewing the candidate. What did you assume? What did you ignore? Did you make your decision based solely on the interview without including the assessment results (which should be 1/3 of the hiring decision)?
  5. Talk with HR and/or legal before terminating them. When you fire someone, make sure to include a key employee during the exit process as a witness. Be sure all passwords and proprietary information are collected immediately. Keep in mind that no exit interview is required.
  6. When termination may be the best solution:
  • – The employee misrepresented his or her skills.
  • – The employee has excellent skills but is a terrible team player.
  • – The employee does not follow basic company policies, despite warnings.
  • – Theft or drugs are involved.
  • – It would cost more money and time to invest in the employee than your company can realistically afford.

According to Insperity, the average U.S. employer spends about $4,000 and 52 days to hire a new person. A bad hire will diminish management, co-workers and customers’ confidence and hurt your P&L. Find out the real costs you incur when a bad hiring decision is made by using the Hiring Calculator. This will help you understand the need to improve your hiring practices.

Second, Review and Improve Your Hiring Decisions

After firing Candidate #1 and before contacting Candidate #2, take a candid look at your current hiring process. (Hint: One great idea is to bring in an objective facilitator to strategically review your hiring process and, if necessary, build a new one.)

Consider the following:

  1. Use an ATS system that pushes job postings to many sites to attract more qualified candidates.
  2. Review the job description and rewrite it to attract better candidates.
  3. Share the rewritten job description and get agreement before restarting the hiring process.
  4. Use qualified job fit assessments to better understand candidates’ natural strengths and weaknesses.
  5. Deep-dive into candidates’ responses to better understand the quality of their skills. (Note: Just because they have skills doesn’t mean they will use them.)
  6. Conduct complete due diligence and use a qualified core value assessment. Remember, over 70 percent of resumes contain inaccuracies. For example, it’s critical to validate the name of previous employers and job titles, actual base salary and actual dates of work, etc. Read Hire Amazing Employees for additional insights.
  7. No one wants to admit their personal biases override common sense. But studies have shown we make decisions within 4.3 minutes of meeting a candidate and spend the rest of the interview validating our biases. Stay out of this trap.
  8. Prepare for the interview. Winging an interview today is simply rude, and many job applicants will say no to the job offer if you are unprepared.
  9. Conduct several interviews with more than one top candidate. Candidates today are savvy and will often say what you want to hear rather than the whole truth. For example, asking, “Are you familiar with QuickBooks?” and having them say yes does not mean they know how to use it. Instead, say, “Tell me about your proficiency in using QuickBooks.” Then, deep-dive into their responses to determine actual skill strength.

Acting wisely and quickly will improve your hiring decisions and make the difference in attracting and retaining great employees.

©Jeannette Seibly, 2017

Need a speaker or facilitator for your company’s executive group? Have issues to address? Conflicts to resolve? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works! 

Jeannette Seibly is celebrating 25 years as a business coach, advisor and consultant. Do you have a hiring system that needs to be updated, really updated? Are you willing to make simple and effective changes? Check out her website , or contact Jeannette for a free confidential conversation.

High-Impact Hiring Practices for Amazing Results

strategic hiring4We all love to celebrate amazing hires. These exceptional candidates make our day. Yet rarely do we take the time to strategize about how to find more of them.

When creating CRM systems (customer relationship management), managing sales teams or producing quality products, we take the time to review specific changes that are required to ensure the right results: in other words, what worked and what didn’t work. How can we use the same process to positively impact our hiring and selection practices? In short, by learning how to improve our selection practices rather than relying on gimmicks, false promises and cute ads.

First, Get Real about the Costs

Many companies believe that if their turnover is less than the industry average, they are doing well. The truth is, turnover still impacts the bottom line, leads to the loss of top talent and is a red flag to qualified candidates. Additionally, it also negatively impacts current and future customers because turnover can translate to a less-than-satisfying experience. Use our New Hiring Calculator to get the real picture about your hiring costs!

Second, Review Less-Obvious Concerns

Inexperienced Interviewer. Experienced job applicants need good and honest conversations about what to expect from the position, company and career opportunities … not canned answers.

Lengthy Application Process. Shorten the process and feature your company’s benefits and job requirements. Include short video clips about why the company is a great employer.

Bad Interview Questions. Failing to ask job-specific questions and deep-dive into candidate responses will create a false impression and lead to candidates turning down job offers.

Focusing Only on the Money. Remember, today’s employees are very interested in training for career advancement in addition to a competitive paycheck. Talk about both.

Poor Job Fit. According to a Gallup poll, over 71 percent of employees are working in jobs that don’t fit them. Use incredibly accurate qualified assessments for hiring, coaching and managing. These effective tools can improve job satisfaction and your hiring success.

Third, Include These Practices to Positively Impact Results

Define an Exceptional Hire. Ask yourself and your team, “What does an amazing hire look like today? In three months? Six months? A year from now?” Now, rewrite the job description with those answers in mind. Ask your marketing department for their input when you create an exciting and enticing job posting to advertise this newly conceptualized position.

Make Promises. Ask yourself and your team, “Why should applicants want to work for us? How will this job help their career now and in the future? What specific training and development can we offer them?” Now, keep those promises!

Create a 180-Day Onboarding Plan. The plan should include on-the-job training, meetings (one-on-one and in groups), company and trade conferences, etc. Keep this list short and on point. Remind applicants during the interview process and the 180-day onboarding period to listen, learn and ask questions. rather than talk too much.

Assign an Internal Mentor and an External Coach. An internal mentor can help a new employee or executive navigate the written policies and unwritten expectations of your company. An external coach can confidentially allow them to vent concerns and not hurt their chances for future promotions or job assignments. Both can guide them to make better decisions, work effectively with and through others, and achieve intended goals. These are important skills for all employees to develop.

Use Qualified Assessments. Using objective data will accurately show you the inherent strengths and weaknesses of a candidate. Knowing these details will expedite selecting and onboarding job candidates for great results. Remember, while people may have the skills, they may not wish to use them! For example, selecting an applicant as a bank loan officer requires more than previous experience. Are they good at working with people, are they proficient with numbers and do they have an interest in networking? If not, they will not normally succeed.

Customize Individual Career Pathways. Clear pathways should begin immediately upon hire. Use the data from the qualified assessment and what the employee wishes to achieve when designing them. Provide alternative career paths and compensation packages that include two options: managing others or being an independent contributor.

©Jeannette Seibly, 2017

Need a speaker or facilitator for your company’s executive group? Have issues to address? Conflicts to resolve? Contact Jeannette Seibly. She will provide confidential, laser-focused coaching that works!

Jeannette Seibly is celebrating 25 years as a business coach, advisor and consultant. Do you have unresolvable issues that you need to transform? Are you willing to make simple and effective changes? Check out her website , or contact Jeannette for a free confidential conversation.

Happy 25th Business Anniversary!

jls.2011.3Acknowledging everyday successes and milestones are important in life and business! They encourage us to do our best.

On October 7th, I will be celebrating my 25th business anniversary. I couldn’t believe I was actually going to overlook this significant achievement and downplay it. Having written three books on the importance of bragging (“It’s Time to Brag!”), it would have been an epic mistake! (Whew! Thanks to my friend and coach Diane for reminding me to brag. We all need friends like her!)

There are many posts on social media about people not fulfilling their dreams and goals for a variety of reasons. Over 90 percent of businesses fail in their first five years. So, it is important for me to share what I’ve accomplished. You should too. I hope this will be a great reminder for all of us to brag, share and inspire others.

So, here goes!

In 25 years of helping my clients become successful, I have directly worked with over 1,000 business owners, executives, family businesses, boards, entrepreneurs and key employees in many different industries, helping each of them become successful.  There have been times I’ve loved it … and times it’s been a challenge. Fortunately, I’ve only had to fire two clients.

I have been told my trademark is my uncanny ability to help business professionals identify hidden roadblocks and help them blast through those barriers to produce unprecedented results. This creates the possibility for bosses and their teams to effectively communicate with each other, achieve intended goals independently and as a team, and confidently hire the right people for the right jobs. Along the way, I also guided the creation of three millionaires (this was an amazing and unexpected outcome!).

During these past 25 years, I have also fulfilled several dreams and goals:

  • -I’m a published author (with five books and over 400 articles focused on leadership, management and hiring challenges).
  • -I live in sunny Colorado, where I can view the gorgeous Rocky Mountains daily. (A lifelong dream.)
  • -My business has been awarded with high accolades four times.
  • -I’ve created noteworthy events to fulfill a need and celebrate accomplishments (the Job Summit Association and NAWBO Detroit Women Business Owners of Distinction are just two of many).
  • -I’ve advised hundreds of business owners and executives on expanding their definition of “strategy” to fulfill their goals and dreams.

So, what’s next?

My intention is to publish more business books, expand into writing a fiction series and continue to advise top-level bosses on achieving unprecedented results for themselves and their team members. Personally … yes, I have my bucket list, and will continue to knock things off that list.

Want to Attract Better Candidates and Great Employees?

strategic hiring

Companies today are experiencing difficulties attracting the better candidates they want to hire. As a result, great employees leave because of their frustration with the employer’s turnover, disruption of services and other issues. These issues can be easily avoided by using first-rate hiring systems and selection practices. The question is, are you doing all the right things to strategically improve your company’s results (regardless of the size and revenues of your company)?

Strategically Fine-Tune Your Systems for Better Hiring Results

Did you know that top talent is 3 to 6 times more productive than your average employee? Experiencing actual results and the positive difference great employees provide will have you wanting to hire more of them! Unfortunately, many companies today are failing to attract and select the right people because they rely on gimmicks, post poorly written job ads and use non-qualified assessments. It’s a costly problem that can be resolved by strategically reviewing how to attract better candidates and retain great employees.

Ask yourself the following questions:

Do You Know Your Numbers? Get real about the company’s numbers! Unfortunately, many companies do not effectively track the cost of turnover, administrative and training time, and the impact on their customers (to name a few of the tangible and intangible costs of bad hires). Believing you’ve done all you can do when your company’s turnover is less than the industry average is foolish. It only hurts your company’s bottom line and its ability to attract better candidates and retain great employees!

Who Are You Really Seeking? Clarity can help you attract and select better candidates. Focus on what you really need now and in the near future. Too often we simply dust off the job description when someone leaves. Take the time (it doesn’t need to be a long, drawn-out process) to brainstorm and uncover what the company really needs. Hire a facilitator and select a couple of top employees to objectively uncover the traits, job responsibilities and other competencies that will make a true difference in growing your business.

Do You Have the Right Online Presence? Take time to review third-party sites for postings about your company from former employees, then, address them. A company’s negative online reputation is often caused by disgruntled employees, bad bosses and non-competitive pay! This can limit the ability to attract better candidates!

Do You Use the Right ATS? Finding the right job candidates, including passive job seekers, requires that you do your homework. Not all automated tracking systems (ATS) are created equal (like anything else in life). Avoid bells and whistles (aka gimmicks), since they can actually inhibit better candidates from applying.

ATS enhancements you want to have:

  • Use a fast and easy application process that works on mobile devices … if you lose applicants now, they rarely return.
  • Use systems that push job ads to job boards and provide search engine optimization—do not rely on your company’s name and website to draw traffic to you.
  • Better candidates want to know more about the company. Include quick and short bullet-point information about the company, very short (1- or 2-minute) product videos and video testimonials from great employees (remember, applicants today have shorter attention spans).

Are You Posting the Right Job Ads? Applicants today are attracted to on-the-job training, rapid advancement and a competitive salary, so include this information in all job ads. Candidates will overlook your company when job ad titles are misleading, boring or jargony—it’s why companies receive too many non-qualified applications. Remember, it’s important to use the company’s name and address, since blind ads do not attract potentially great employees.

Are You Using Qualified Assessments? Getting to know the real person is critical to hiring great employees who fit the job and company culture! While assessments have been around since the beginning of humankind, most are not compliant with the Department of Labor’s 13 requirements for pre-employment and promotion use. Relying on information from non-qualified assessments only shows you how candidates want to be seen NOT who they really are. When you use smoke and mirrors to hire, you cannot expect to hire top talent!

What Do You Talk About in Your Interviews? The purpose of job interviews is to talk about the job requirements, your company’s goals and the candidate’s ability to excel at the job and in your company. The biggest challenge is that many hiring bosses don’t take the time to improve their interviewing skills and rely on biases and inappropriate interview questions before making job offers. As a result, today’s top talent will simply say no to working for these bosses.

Is Your Due Diligence Thorough? Improving your hiring successes requires collecting the right objective data. While collecting public data from background checks is important, relying solely upon it creates avoidable hiring mistakes. Statistically, 75 percent of resumes and applications contain inaccurate information (and you only have about a 15 percent chance of discovering it during the interview). In addition to conducting background checks (these should include every state in which the applicant has worked), include qualified core value assessments (which measure values such as honesty and integrity), education and employment verifications, and employer and professional reference checks to uncover non-public information.

Remember, great employees are out there! Your success in attracting better candidates requires improving your company’s hiring systems and selection practices. Ask and answer the above questions so you can do the right things in a strategic and cost-effective manner.

©Jeannette Seibly, 2017

Does your company need a strategic review of your hiring systems and selection practices? Contact Jeannette for a free confidential conversation regarding how to get the best answers to the above questions. With over 35 years of experience in hiring, she can pinpoint and resolve issues to positively impact your bottom line!

Jeannette Seibly is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires and million-dollar results for employers across the United States. Also, she is a PXT SelectTM Certified Professional and Authorized Partner. Check out her website, or contact Jeannette for a free confidential conversation.

Effective Leadership Does NOT Need to be Stressful

leadership stress3Effective leadership requires we balance everyone’s wants and needs. Working with customers (meeting their deadlines, concerns about quality, and sometimes, unrealistic demands), along with the expectations from your team, boss, and board, can create a lot of pressure to make everyone happy. Effective leadership does not need to be stressful when you manage with clarity.

7 Keys to Reduce Stress and Manage with Clarity

One: Create Clear Expectations. Overpromising rarely works when you are unable to deliver … instead it creates unrealistic expectations. To keep customers happy, and employees happy and productive, when you make promises, honor your commitments and keep them.

Two: Brainstorm! This one word can create a new world of clarity and excitement for your team and customers when managed correctly. Take the time to gather all ideas first … then, delve into the details of how to make one or two of them work.

Three: Establish Realistic Deadlines. Nothing is worse for team morale then “hurry-up and wait” or “pulling all-nighters”. This can usually be avoided when true goals are created, focused action plans are managed and the team is committed in fulfilling the outcome.

Four: Encourage the Team Ongoingly. Being a 30,000-foot-high helicopter boss is rarely an effective leadership style, and will create a lot of stress for everyone. “Roll-up your sleeves” and stay in communication with your team on a consistent basis (e.g., weekly or biweekly meetings, individual reviews, weekly updates, etc.). Never stop managing the team, which includes listening to elicit their best and acknowledging each one for their actions — no matter how small.

Five: Develop a Laser-like Coaching Style. Be open to receiving coaching to uncover your blind spots, along with giving specific hands-on coaching to your team members. Use qualified assessment products to ensure that what you are seeing and what they see can move the team forward and keep you on the same page.

Six: Always Be Listening. Remember to ask, “How I can help you?” Then, listen … follow-through … and listen again. Then, repeat.

Seven: Communicate Frequently. It’s easy for your team to lose sight of the purpose or “Why are we doing this?” while handling everyday tasks. Never stop sharing the vision and reminding each and every person (including yourself) of their value and the importance of their contributions. Remember, attention spans are shrinking so keep your messages frequent, short and on-point.

These 7 keys will increase clarity, reduce stress and improve your effective leadership style.

©Jeannette Seibly, 2017

Tired of the same old boring trade association events? Inspiring participants at a trade show can be easy and fun when you have the right presenter. Contact Jeannette.

Selling yourself in less than 20 words builds immediate and important credibility. Without it, it’s like talking to a wall (think, interviewer, buyer, judge of a RFP/RFQ, etc.). Learn the art of bragging because no one can do it as well you can. Master the 5 critical steps and brag with confidence. Get your copy of It’s Time to Brag! Business Edition. 

Jeannette Seibly is laser sharp at identifying the leverage points that will build a team and move it to the next level of performance and success. She has been a business advisor and executive coach for over 24 years; along the way, she’s guided the creation of three millionaires. Check out her website, or contact Jeannette for a confidential no-obligation conversation.

SeibCo Now Offers the Market’s Newest Selection Assessment Tool, PXT Select™

Jeannette Seibly, principal of SeibCo, LLC, recently added the innovative new selection assessment PXT Select™ tool to her business offerings, and completed its certification process. Jeannette Seibly, principal of SeibCo, LLC, recently added the innovative new selection assessment PXT Select™ tool to her business offerings, and completed its certification process.




SeibCo now offers the market’s newest selection assessment tool, PXT Select™

New tool provides insights into candidates’ cognitive abilities, behavioral traits and interests for smarter hiring

DENVER–June 26, 2017—Jeannette Seibly, principal of SeibCo, LLC, recently added the innovative new selection assessment PXT Select™ tool to her business offerings, and completed its certification process. The new hiring assessment tool empowers organizations to navigate the competitive talent landscape with confidence and ease.

“We are proud to partner with SeibCo to bring this new assessment tool to market,” says Scott Allison, Vice President and Director at Wiley. “Our partners are trusted advisors to their clients and have a powerful impact on organizations. Great organizations know that success begins with hiring the right people. By working with PXT Select and SeibCo, organizations of all sizes and industries experience greater insight and confidence in their hiring process.”

Too many organizations make crucial hiring decisions based solely on impressions rather than data. Powered by the latest advancements in assessment technology, PXT Select provides the hiring manager with insight into a candidate’s cognitive abilities, behavioral traits, and interests, including tips about the candidate’s potential job fit and relevant job-specific interview questions.

“People are like icebergs: they only let you see what they want you to see,” explains Seibly. “What you don’t see is more significant than what you do see! As a result, the PXT Select answers the ‘why’ many business owners, executives and managers have about their employees and their business results. When businesses hire and promote the right people, they improve their staff, profitability, and performance results.

“For example, a company recently hired a sales manager who had a great resume, interviewed well and seemed to be a team player,” Seibly continues. “After a few months, the company realized he preferred to work alone, wasn’t concerned about the progress of others, and was slow and inaccurate with figures. The company could have known these things about him by using PXT Select in the hiring process.”

About PXT Select

PXT Select makes the very human decisions about hiring simpler and smarter. Combining over 20 years of research with powerful assessment technology, PXT Select and its intuitive suite of reports helps fill the gap between the resume and the interview. This powerful selection assessment provides organizations with actionable, objective data about candidates and employees in a simple to understand format that help them to interview better and hire smarter. PXT Select is available exclusively through the PXT Select Authorized Partner network. Learn more at OR

About SeibCo

Seibly has been an award-winning, internationally recognized business advisor and executive coach for over 24 years, and is designated as a PXT Select™ Certified Professional. Along the way, she has guided the creation of three millionaires and helped over 25 companies produce million-dollar results. Seibly’s publishing credits include: Hire Amazing Employees and It’s Time to Brag! Business Edition. Contact her at or 303-660-6388.

Bad Bosses Can Be Good People with Poor Skills


Today’s bosses are getting a bad rap. They are the number one reason employees cite for leaving their employers. The truth is, many people leave due to poor job fit, work ethic and work discipline, along with illusions about how fast they should be advancing in their jobs or careers.

As a boss, you may believe you have the wrong employees. However, it’s critical to your career, now and in the future, to learn about yourself and how you can improve your management skills: performance, people and profit. Usually when you do this, you will be surprised to find you have great employees. If you continue to believe you don’t have great employees, you will eventually discover you are in the wrong job!

Important Note: Being a good person does not mean you are a good boss!

Transform Poor Skills Into Good Ones

-Performance Effectiveness. As a boss, you may falsely believe that if your employees like you, they will perform at higher levels. It’s a myth! The truth is, as a respected boss (not necessarily a well-liked boss), you become fearless about making the right decisions, finding needed resources and encouraging employee initiatives. While you may not be everyone’s favorite boss, your employees can count on you to develop them into great contributors who produce unprecedented results. They will value you as a leader.

-Great Relationships. Belief in yourself, your teams and your management peers is critical, but believing blindly can create problems. Use objective data to guide you in developing and coaching your people with laser-like skills to ensure job fit. Remember to listen more than talk. When you value others, their ideas and efforts, people will respect and like you as a leader.

-Attention to the Bottom Line. Your boss and top management team will provide important industry insights and rely on your technical and people skills to design, plan and execute new business practices. It’s important for you to be able to work with and through your team profitably to achieve the intended results. It will determine your fate as a good boss now and in the future.

Boss Development Is Required Now

Note: You may see yourself or one of your employees as having “bad boss” traits. It’s critical to act now to fix them. The longer bad habits continue, the harder it is to transform them into effective ones.

-First, hire an executive coach to work through the challenges and perceptions for an extended period of time. There are no quick fixes! Take a qualified assessment to help you see the connection between your work habits and attitudes and how they conflict with good boss practices. Participate in a qualified 360-degree feedback to better understand the workability of your management style based on objective feedback from your boss, peers and direct reports.

-Second, review the information provided by both assessments with your executive coach and create a strategic plan to develop skills you are not using, acquire skills you do not have and become effective when handling the challenges, conflicts and changes required of any boss. Remember, you can build on strengths. You cannot build on weaknesses.

-Third, implement the strategic plan you just created with your coach and stay focused. Being a good boss is not an easy career path. However, it can be really fun and highly rewarding.While no one expects you to be perfect, it’s important you transform your “bad boss” reputation before it derails you and your career options.

©Jeannette Seibly, 2017-2018

Need a speaker or facilitator to successfully address company issues? As a future leader, are you ready to develop the key skills now? 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 be a leader, with or without the title. First, you must step up! Check out her website, or contact Jeannette for a preliminary confidential conversation.

Let Go of What You Think You Know as a Leader

In a recent article Are You Ready for Your Next Opportunity?, I wrote about readiness factors — skills that prepare you to be a successful leader. In this article, I’m examining leadership mindsets that often get in our way.

Many leaders believe they are ready to take on spearheading larger projects, groups of people and companies, and think they know how to get the results required. The question is, are you achieving the needed results through force or are you influencing others to be part of the change? Becoming aware of what type of leader you are, will determine your results. Without awareness of how you influence others, your mindset, or paradigms, can and will limit your success as a leader.

Let Go of 5 Limiting Mindsets:

I Already Know Myself. We want to believe that others see us the way we see ourselves. Unfortunately, we will often be incorrect in this assumption, and our lack of awareness limits our ability to influence change. If you really want to know how you are perceived (and real leaders do), get real by using qualified assessment tools that will provide information beyond what you want to see. Use these tools, along with executive coaching, to help you better understand yourself, how others see you and how to work better with everyone. (To learn more about qualified tools, contact me.)

Failure is Not an Option. We were taught to believe there is no such thing as failure! And yet, at times, we have all failed. Being unable to admit mistakes discourages others from wanting to embrace your leadership style. People stop listening to your ideas, thoughts and opinions – limiting your influence and your career. Learn how to share your successes, failures and what you learned in a way that elicits the best from others.

All Change is Good. This is a serious faux paus that many leaders make! Yes, change can be great and is necessary for a company to grow. But, first slow down, build trust and understand the reality of where you are now. Listen and learn, then listen and learn more before you make any changes – no matter how small.

Employees are a Necessary Evil. Get over it! Employees will make or break your success — they are your most powerful asset when you perceive them that way. Stop hiding behind your “busy work” and walk around to learn their names, interests, and why they like or dislike their work. Do NOT micromanage how they do their work. Simply take this opportunity to get to know them and their jobs better.

Asking for Help is a Weakness. It is actually a sign of strength to ask for advice from, and listen to, your business advisor, mentor and/or boss. Remember, everyone needs a helping hand, and only fools make the mistake of relying solely on their own mental monologue about what’s next.

Remember, your mindset can limit what is possible as a leader. Expanding how you think and act is crucial to being a good leader.

©Jeannette Seibly, 2016

Why is it important to learn how to brag? Understanding your successes and failures, and sharing them in a business savvy manner, has others want to follow you as a leader! Get your copy of, It’s Time to Brag! Business Edition today:

Jeannette Seibly has been a business advisor and executive coach for 24 years; along the way she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website,, or contact Jeannette for a free, confidential conversation at Remember to get your copy of her 5th and newest book, It’s Time to Brag! Business Edition:

Lack of Success Equates to Lack of Commitment

As a business owner, executive, entrepreneur, key employee and sales leader, it’s important to understand that what you are committed to is what is showing up in your results.

Your Belief is Your Commitment

  • *If you feel entitled, everything you do, say and think will be focused on you!
  • *If you believe you have to do it alone, you will experience high turnover, be fired by vendors and have difficulty getting things done.
  • *If you think you don’t need to listen to others, think again! Being unable to effectively talk with others usually creates conflict and limits desired results. (Reference, What’s the Cost of NOT Listening?

What are you really committed to? 

Get Real about Your Commitment. It is the primary ingredient for success. Everyone talks about their commitment, while simultaneously coming up with excuses for why they didn’t do this or attend that. And, often when mistakes or failures happen it will be attributed to “It was meant to be.” Consider that that is not true. The reason you are in business today is to provide a service and/or product, achieve financial success, and/or fulfill a dream. It’s takes a commitment. Be able to state that commitment in ten words or less. Now, honor it!

Results Don’t Happen by Themselves. Results require focused actions that move you forward toward achieving your goals. Again, if you’re uncertain what you are committed to, look at the actions you have taken or the decisions you have made. Until you are clear, you will never know what actions will produce the intended results. And, justifying actions that don’t give you the results you want won’t change the outcomes! It only creates a quagmire or mental fog! When you are finally clear about your commitment, you can hire the right people the first time, provide outstanding products and services, and achieve the sales and marketing metrics you desire.

Be Comfortable being Uncomfortable. Growth is never easy. It becomes harder when you are resistant to coaching, don’t want others telling you what to do, or fear failure due to past experiences. Address these blind spots by hiring an executive coach or business advisor to help you make the necessary changes without becoming overwhelmed. Making the right changes in your lifestyle, workplace, sales activities (e.g., prospecting, networking, following-up and following-through) and other habits will have you honor your commitment. Be responsible. Don’t get hooked by the bright shiny object syndrome and go off track. (Reference, 4 Requirements for Creating New Solutions to Old Problems

Trust is the Cornerstone. Trust yourself … trust your team … trust your coach … trust the process. Trust can transform your results! The process rarely looks like you think it should. Avoid the common phrase, “try harder.” It rarely works since “try harder” will have you doing what you’ve already been doing that isn’t working and build more stress. Get in communication and learn from others.

Clarify and honor your real commitment. It will make a significant difference in your results. And remember, sometimes, it only takes a slight correction to get back on track!

©Jeannette L. Seibly, 2016

Why is it important to learn how to brag? It honors your commitment. It will offer clarity about the value provided by you, your team, and your products and services!  Get your copy of, It’s Time to Brag! Business Edition today:

Jeannette Seibly has been a business advisor and executive coach for 24 years; along the way she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website,, or contact Jeannette for a free, confidential conversation at Don’t forget to get your copy of her newest book, It’s Time to Brag! Business Edition:

Are You Ready for Your Next Opportunity?

Many of you will exclaim, “Yes!” You believe since you’ve worked for several different companies, and have technical knowledge about finances, technology, operations, customer service and sales that you’re ready. After all, how hard can it be to take on the next opportunity in a key employee, management or leadership role?

Whoa! The fact is, you may not be ready for your next opportunity. Why? While many people may understand the technical side of the business, there is more to learn before you move forward!

5 Key Readiness Factors

Do you elicit the best in others? Many millennials are team oriented and want to work with and through others to get the job done. However, many haven’t yet mastered the art of listening or effective face-to-face interactions. Ask for and take on leading a group to accomplish a project or event, or mastermind the resolution of an issue. Take courses annually to help you learn more about how to alleviate your biases, impatience with others, and other bad habits that get in the way of your effectiveness with “people.”

Are you aware it’s not only about you? Whether you’re in one-on-one meetings, group meetings or conferences calls, there are different skills required for you to elicit the best from others. Keep the dialogue on track by respecting each person and giving them an opportunity to contribute. The key is for you to set aside your conclusions and listen to your team to ensure you’re getting the intended results. This requires you to set aside your ego. Remember, at the end of the day, your team wants to be able to say, “We did it!”

Do you achieve your intended results? Usually, poor facilitation and project management skills are why many leaders, managers and key employees do not achieve their intended results. This missing set of skills contributes to missed deadlines, and a myriad of other avoidable problems. Learn how to listen, delegate and conduct effective meetings – key skills required to achieve anything! Remember, alignment of team members, not consensus, is the goal. (Reference, 7 Ways to Improve Your Meetings Now

Do you get sidetracked by bright shiny objects? The greatest detractor in achieving intended results is your internal mental monologue.

One young entrepreneur allowed the bright shiny object syndrome to prevent her from selling her product and her internal chatter prevented her from getting help quickly. By working together, she was able to fine-tune her approach and ditch detractors. Sales dramatically increased and she gained the confidence and needed experience to prepare her for her next opportunity.

Get back on track quickly by seeking out the right mentor and coach. (Reference

Do you know how brag? It’s important to be able to sell yourself, your project, services and ideas to your boss, upper management, and future clients in a business-savvy manner. It naturally builds confidence and competence to attract future opportunities. In the book, It’s Time to Brag! Business Edition, you will learn how to develop this important life-long skill to inspire yourself and others.

Once you’ve mastered these 5 key readiness factors you’re ready for your next opportunity.

©Jeannette Seibly, 2016

Why is it important to learn how to brag? If you don’t know how to sell yourself, you can’t sell your products, services, ideas or books! No one will do it for you! Learn how by getting your copy of, It’s Time to Brag! Business Edition today:

Jeannette Seibly has been a business advisor and executive coach for 24 years; along the way she’s guided the creation of three millionaires. She is laser sharp at identifying the leverage points that will take a business and its team to the next level of performance and success. Check out her website,, or contact Jeannette for a free, confidential conversation at Remember to get your copy of her newest book, It’s Time to Brag! Business Edition: