job fit assessments

Practices to Prevent Employees from Robbing You!

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“Taking good care of your business includes ensuring employees are not stealing from you!” Jeannette Seibly

Throughout my career, I’ve listened to many stories and guided the clean-up of employee theft. Many times, it could have been prevented by following best practices and immediately addressing theft as it occurs. Unfortunately, while many companies focus on theft by hourly employees, the truth is that white-collar crime is on the rise!

Leaders, did you know?

  • The median amount lost in an employee theft claim is $150,000
  • 5% of an organization’s revenue is lost to fraud every year
  • 23% of employee theft cases cost $1 million or more
  • The average office fraud goes on for 18 months before being detected
  • The most frequent thefts involve billing and check tampering schemes

(Source: AICPA.com)

Employee theft includes:

  • Employer’s property for personal use, without authorization
  • Data, money, physical inventory, proprietary information, publications, workers’ comp, unemployment claims
  • Time theft for hours paid, but not worked
  • Payroll information (e.g., social security and banking information)
  • Service theft (e.g., allowing friends and family employee discounts)

1.Prevention Starts with Hiring and Selection (includes new hires, contract to full- or part-time, and rehires)

Companies today fail to conduct background, education, and other checks. These often occur when the boss knows the person, the person is a family member, or they believe they are too busy to conduct their due diligence. (Note: Always check with your legal counsel, human resource professional, or business manager for when and how this information can be obtained and used.)

Obtain Background Checks. These are public records. But remember, many companies do not prosecute employee theft. Therefore, it’s essential to use a qualified core value assessment too. These tools provide direct admission about what they’ve done, and pre-hires are likelier to tell the computer the truth than a human.

Conduct Appropriate Employment Checks and Verifications. They can wave red flags! These are important since over 85% of resumes contain inaccuracies and lies.

Remember to Hire for Job Fit. Why? Believe it or not, employee theft and misuse of company data can be due to boredom, hating the job responsibilities, or being promoted too soon because there was no job fit.

Source: Hire Amazing Employees (Revised): How to Increase Retention, Revenues, and Results! available in July 2022; SeibCo.com/books/

2.Handle Theft Issues Immediately (this will deter others)

Keep Your Eyes Open for “Dummy” Billings, Contracts, and Surprise Billables

A daughter stole over $1MM from her mother’s company using dummy billings over 2 years. Why did it go on for so long and for so much money? Her mother was in denial even after being told it was happening.  

  • Conduct unannounced internal audits
  • Use an outside financial auditor
  • Review your financials frequently for discrepancies
  • Stay in contact with your customers and listen for: surprise contracts, duplicate billings, unusual costs, or delivery of extra inventory

Don’t Retaliate Against the Thief

While you may wish to bash the person’s reputation or withhold their paycheck, don’t! Otherwise, you may end up in a libel suit. Or have a valid employment claim against you for unpaid wages.

  • Contact the police, and your attorney and insurance company
  • Follow the disciplinary process for letting the person go
  • Change passwords, and alert bank and credit card companies
  • If the employee was terminated, immediately change the locks and other security systems
  • If an unemployment or workers’ comp claim is filed, provide only factual information

Use Best Practices to Take Care of Your Business’s Future

An executive director stole several thousand dollars from a not-for-profit. She set up a personal account and deposited several of the organization’s checks into it. When confronted, she threatened to sue them, using her gender and race as excuses. The board backed off from firing and prosecuting her out of fear of “looking bad.”

How you handle this type of occurrence will determine your organization’s future. When someone steals money or data, it’s important to:

  • Tell customers IF there was a data breach by following best practices for your industry
  • Work with your attorney, human resource professional, and/or business manager to recover the money or value of items taken
  • Determine the return on investment before filing any lawsuit
  • Review practices and policies for weaknesses that allowed the theft or issues to occur
  • Don’t let threats of lawsuits keep you from doing what is right

3.Here Are Some Warning Signs You Should NOT Ignore

When an employee:

  • Complains about work, has poor job performance, or is in frequent disagreements with co-workers
  • Feels mistreated, not heard, or humiliated by their boss
  • Has others input overtime and/or expenses for them
  • Is dealing with debt, drug use, or a gambling problem
  • Is unwilling to train others to do their job
  • Works unusual hours (e.g., comes in too early or stays too late)
  • Accepts goods and monies for personal use from suppliers or others

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A note from Jeannette about preventing employee theft of time, money, and data: Many times, employee theft could have been prevented by following best practices and immediately addressing theft as it occurs. What do you need to do and become aware of to prevent employee theft? Does your strategic selection system need to be updated to avoid hiring mistakes? Let’s chat now before it’s too late!

Self-confidence allows you to address issues now. Self-confident leaders (current and future) address issues that cannot be ignored (e.g., employee theft, misuse of company data, etc.). Build the self-confidence you need to do the right thing now. Grab your FREE copy of 9 tips needed to develop self-confidence.

You Have Achieved Many Successes … So Why Do You Continue to Feel Like an Imposter?

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You have what it takes to succeed. So, why do you feel like an imposter?” Jeannette Seibly

Imposter Syndrome: The persistent inability to believe that one’s success is deserved or has been legitimately achieved as a result of one’s own efforts or skills. Oxford Dictionary

Many high-achieving business professionals feel anxious. They’ve worked hard. They’ve learned invaluable lessons by working through challenging experiences. But … yet … they doubt their intelligence and talents and disregard acknowledgment of their accomplishments. They feel like a fraud … like they are an imposter.

This self-doubt occurs even though they pride themselves on doing excellent work. The high-achievers (aka top talent) are good team members despite enduring jealousy and microaggressions from less-qualified co-workers or when they make mistakes.

Can you identify with these feelings of being an imposter? Here are some tips to help you own your accomplishments. Now is an excellent time to shake loose from disempowering yourself!

How to Acknowledge, Appreciate, and Increase Your Successes   

  1. Hire a Coach and Be Coachable. This is the #1 key! Many successful people don’t believe they need a coach. Yet, anxiety or frustrations can increase the number of mistakes made and cause team conflict. Talking through the pros and cons expands your perspective. When you feel empowered, you will take focused actions and have straight talk Invest in yourself if your company is unwilling to do so. It is money well spent.
  2. Find a Company and/or Industry Mentor. Follow-through. These insiders can navigate you through sticky situations and relationships. But remember, they are not coaches! While they can provide insights and help you understand “why” someone is blocking your team’s (and your) results, they may not adhere to confidentiality.
  3. Complete Qualified Job Fit and 360-Degree Assessments. These tools can guide you to understand yourself and help you lessen your “imposter feelings.” They also expand your perspectives about “why” people do what they do! Some assessments also provide leadership insights for improving your leadership results. Remember, being successful in your current position is an opportunity to build your career.
  4. Attend and Participate in Leadership, Communication, and Other Workshops. Don’t be a bystander because observation alone will not develop your skills. Instead, get involved in company offered workshops and online presentations.
  5. Get Back to Basics. And learn the legalities and best practices through hands-on experiences. For example, don’t just learn how to crunch numbers, learn how to use them to make sound business decisions! Then, do the same with other business operations.
  6. Develop Your Emotional Intelligence. Handling nay-sayers, team conflict, and other interpersonal challenges are critical. Also, use this process to reduce anxiety.
  7. Overcome the Fear of Failure. While it’s important to succeed, learning from your mistakes is also essential. Don’t dismiss them as unimportant or overthink them. Instead, complete this exercise to build objectivity and provide feedback for future endeavors. What Worked? / What Didn’t Work?
  8. Learn How to Brag Humbly. Doing so in a business-savvy manner will allow you to share your achievements and ideas so others can hear you. Complete the exercises in the book “It’s Time to Brag! Business Edition.” It’s also a great confidence booster and will help reduce imposter syndrome.
  9. Own Your Successes! Using the eight points above, own your achievements, failures, and leadership style. Remember, knowledge of the job comes with experience. The key is to learn the basics as a foundation and then build on them. It will help you overcome feeling like an imposter.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A note from Jeannette about overcoming the feelings of being an imposter: Many high-achievers (aka top talent) experience feeling like imposters, more so than others. How do you stop doubting yourself and own your successes? Read this week’s article and use the tips now. Need someone to listen and confidentially talk through concerns? Let’s Chat!

Self-confidence can develop when working through mistakes. It’s the realization that how you handle mistakes either builds your confidence or diminishes it! Grab your copy of the 9 tips needed to develop the self-confidence you’ve always wanted (FREE).

How to Use Adversity to Make You and Your Team Stronger

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

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

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

5 Tips to Blast through Adversity

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

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

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

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

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

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

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

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

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

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

©Jeannette Seibly, 2021-2022

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

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

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

How to Prevent Overconfidence from Derailing Your Leadership

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“If your ego is in the way, your overconfidence will derail your results.” Jeannette Seibly

Well, I think we tried very hard not to be overconfident, because when you get overconfident, that’s when something snaps up and bites you. Neil Armstrong, American Astronaut

Now, more than ever, confidence is essential for leaders. It encourages your team, customers, and communities to follow you. But problems arise when you become overconfident. You fail to listen to others, be coachable, and focus your team on intended results. To make matters worse, you don’t admit to and learn from mistakes or wrongdoings. Then, before you know it, “something snaps up and bites you” – now, you’ve derailed your leadership.

6 Tips to Develop Healthy Self-Confidence

Pay attention to your communication style. Learn to be aware of words or actions that signal you’re being overconfident (e.g., “I’ve got this handled!” “I never fail!” “This always works.”). Work with your executive coach to see what details you may be stepping over or issues you are failing to address when this happens.

Be honest about your skills. Take the time to conduct an accurate assessment of yourself and learn about your blind spots. Work with your executive coach and use objective data from scientifically validated job-fit assessments. This will broaden your awareness of how others see you as a leader.

Stop comparing yourself with others. Too often, we blame others for mistakes they make but excuse our own! Instead, develop healthy emotional intelligence, work through mistakes, and learn from them. It will build your inner self-confidence and humility.

Test your assumptions before declaring your decisions. We often make decisions based on fragments of information. And, we’re usually wrong. Develop your critical thinking by deep diving into the factual pros and cons. Use your network and team to test your assumptions. Remember, 90% of the world’s information is in people’s heads, not the headlines on the internet or the latest hubris being expressed on social media!

Listen to others’ feedback and concerns. Confident leaders welcome brainstorming and hearing others’ ideas. This includes managing healthy disagreements and building win-win-win outcomes. Remember, learn to listen to what you don’t want to hear to improve your results and keep you focused on what matters. It keeps you grounded in reality.

Recognize when it’s the right time. While many ideas may work with modifications, it may not be the right time or place to put them into action. Avoid circular logic to push through these ideas that your business and customers are not ready for. This is often a problem with overconfident leaders.

©Jeannette Seibly, 2019-2022

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A note from Jeannette about being an overconfident leader: It’s important to develop healthy confidence. Remember, you can avoid overconfidence by listening, being coachable, and admitting to mistakes. So, what challenges do you want to overcome? Let’s Chat!

Self-confidence is an inside job … a life-long practice … and an essential factor in others following your lead. Grab the 9 tips required to develop the self-confidence you’ve always wanted (FREE).

What Happens When You’re Given an Opportunity Before You Are Ready?

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“Everyone has the capabilities to excel. But the challenge is, do they have the awareness and willingness to do the work required?” Jeannette Seibly

You’re offered a new opportunity. After talking with your trusted coach and mentor, you know you’re not ready. But what do you do? Here’s the dilemma. Taking it can cause potential failure. And, not taking it could limit future opportunities.

Sam accepted a leadership position with the promise of even more significant opportunities in the future. He had the administrative skills required. But Sam lacked the experience of leading a team, having always been a team member. Instead of asking for help and guidance, Sam faced potential failure when he complained about the same things as when he was a team member! He failed to realize he was now responsible for providing those resources he previously complained about!  

Accepting new opportunities before you’re ready can derail your future. Don’t be in too big of a hurry to get the new job title, make more money, or enjoy the prestige of moving up in the company. Or, you may struggle and eventually derail future career opportunities.

What is Required to Get Ready Now?

Job Fit. Today, many people don’t like their jobs because they don’t fit their job responsibilities! To avoid this, use a valid job-fit assessment. The reports provide objective awareness of the strengths required for your new position and your challenge areas. Remember, you cannot change who you are. For example, as a team member, you may be fearless in talking with others (strength). But as a team leader, this same strength can get in your way of listening to the team (weakness).

Get Real. New opportunities require moving forward outside your comfort zone. They also will require new levels of communication, project management, and emotional intelligence, which are hindered by leadership blind spots. Because many of these job requirements are unwritten, shadow the current incumbent in the job. Ask questions. Don’t assume you won’t have similar challenges. (You will.) Ask them what they’ve done to overcome these issues.

Hire an External Coach and Seek Out an Internal Mentor. Be coachable! Ask for help and seek guidance immediately before you get mired in sticky situations or political relationships that sabotage your future opportunities.

Do the Real Work. While mantras can keep you focused, they don’t replace doing the real work. For example, you’ll fail if you ignore team conflict complaints and respond with mantras (e.g., “Every team has their challenges, it’ll get better.”). Resolution often needs difficult decisions (unpopular) and challenging conversations. Work with your executive coach now.

Emotional Intelligence. Mindful awareness and resilience are required in many positions today, especially leadership. There will be mistakes made and failures too. Your ability to handle these can make a big difference in being open to learning from them.

Leadership Savvy. Microaggressions, playing favorites, and not listening to others are the downfall of many in new positions. Instead, set a positive example. It starts with you and the team being trained. These workshops should include conflict resolution, brainstorming, diversity, project management, critical thinking, and execution of projects. Now, develop the habit of using these skills, and your team will follow your lead.

Project Management. Many overlook the people side and the logistical side of conducting effective meetings. Both are critical to any project or program’s design, process, and execution.

  • People side: Develop your team members, focus on their strengths and include everyone when brainstorming.
  • Logistical side: Develop and incorporate budget, technology, operations, sales, and marketing into every project or program.

There is a cross-over in these areas as well. For example, marketing is a budget item, and who is the person to best create and implement the plan? While you don’t need to be an expert, you need a good basic working knowledge of all these areas. Asking questions will be one of the most productive skills you can develop.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She is an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A Note from Jeannette about being ready for new opportunities: accepting new opportunities before being ready has derailed many people’s careers. The key is to develop the leadership, communication, and other required skills before accepting your new opportunity! Are you struggling to be ready, but your boss is in the way? Let’s Chat!

Are you putting the right team members on the wrong team? Giving people opportunities before they are ready will diminish the intended results. It will also hurt their future career options. Improve your interviewing skills by grabbing your FREE copy of the best 16 Must-Read Tips for Productive Hiring Interviews

Effective Leaders Don’t Use These 7 Excuses!

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“Leaders must be accountable and stop offering excuses for their poor results.” Jeannette Seibly

Many leaders say and do things they believe will make them look good! But worse, they often blame others, thinking it will excuse their poor results!

The problem? When leaders don’t take responsibility for their results, teams and bosses feel demoralized and not valued by these thoughtless excuses that make them the scapegoats.

If you want to be effective as a leader, you need to remember “words matter!” Actions and “no excuses” do too!

It’s up to you to roll up your sleeves and get involved in creating solutions, not excuses!

Don’t Use These 7 Excuses!

  1. “I need better people to get the job done.” It’s time to do a better job of hiring the right people for job fit! Improve your interviews and selection tools.
  2. “My team doesn’t know what they’re doing.” Just because a person has a certificate doesn’t mean they have the experience to use the skills! Effective leaders provide continuous training and opportunities to develop people and their “hands-on” technical, financial, operational, and people skills. Examples include diversity, listening and asking questions, budgeting, critical thinking, project planning, execution, etc.
  3. “If this person doesn’t work out, I’ll just fire the person and hire a new one.” Have you calculated the cost of a hiring mistake? It’s very expensive.
  4. “If I just had the right team, the client wouldn’t have canceled the contract.” Unfortunately, ineffective leaders lack the interest, experience, and coachability to get the intended results! It’s important to remember that every successful project has a technical/financial side (e.g., budget, plan, online project calendars) and a human side (e.g., assigning tasks based on job fit, brainstorming ideas, managing team conflict). Effective leaders have learned how to manage both simultaneously.
  5. “My boss is an idiot. We need better resources and a larger budget to get the job done.” I’ve seen leaders fired over this statement, not for the obvious reason! It’s because they did not take the initiative and find the resources to get the job done by working with and through their team! Effective leaders are accountable.
  6. “We’re stuck, and no one is helping.” If you’re waiting for someone to rescue you (e.g., boss, vendor, or co-worker), they’re waiting for you to ask for help! Don’t delay! The answers to your questions are in others’ heads, not your own. Talk with your executive coach, professional network, and brainstorm with the team. Only pick 1 or 2 suggestions and run with them!
  7. “I’m too busy to deal with it now.” Busyness is a popular excuse that conveys “you’re ineffective as a leader.” Remember the famous quote? “If you want something done, ask a busy person.” (Benjamin Franklin)

Your primary job is to provide the resources, coaching, and clarity when your team needs help to get the job done. It’s how unprecedented results are achieved! It’s what effective leaders do!

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. For the past 29 years, she has been an award-winning international executive and family business management consultant, keynote speaker, and author. Having challenges finding, hiring, and keeping top talent? Don’t wait! It won’t get better the longer you wait! It’ll only get worse and more expensive. Contact Jeannette for a confidential conversation.

A Note from Jeannette about effective leaders and excuses: Many leaders say and do things they believe will make them look good. They use these as excuses for their poor results! The problem? Most teams and bosses don’t hear these excuses and instead feel the blame! If you want to be effective as a leader, you need to remember that “words matter!” Actions do too! Need help improving your effectiveness as a leader? Let’s Chat!

Is your boss tired of your excuses for why your team is not performing? Then, it’s time to update your hiring practices. To improve your interviewing skills, grab your FREE copy of the best 16 Tips to Conduct Effective and Productive Hiring Interviews Today.

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

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“As a leader, when you pounce, it limits your ability to build team confidence and achieve results.” Jeannette Seibly

Cats love pouncing on their prey — a mouse or toy. It’s their way of playing and can reduce the stress or frustrations they may be experiencing.

But what happens when a leader pounces? It isn’t enjoyable for team members and can be very disruptive. Instead of alleviating anyone’s stress or frustrations, it creates mistrust, lack of loyalty, and loss of top talent. And, is often irreversible!

Here’s the definition of pounce: Notice and take swift and eager advantage of a mistake, remark, or sign of weakness.

As a leader, when you pounce, you are not only being ineffective but also being destructive.

Leaders pounce when triggered by:

  • Mistakes made with no responsibility taken
  • Deadlines missed due to mismanaged team conflict
  • Projects over budget due to a lack of resourcefulness
  • Teams stuck due to frustrations or upsets
  • A situation perceived as making them look stupid

A good leader doesn’t use these excuses to pounce since they focus on building good, solid team performance.

The good news is, if you improve your leadership results, you will stop pouncing.

How to Stop Pouncing to Improve Results

Manage Self:

  • Develop emotional intelligence. Take responsibility for your feelings, frustrations, and upsets.
  • Work with an external executive coach. Address leadership and communication challenges when working with and through others.
  • Use a job-fit assessment and 360-degree feedback assessment. These tools clarify challenges, why they occur, and how to work through them.
  • Find and listen to an internal company or industry mentor. S/he can broaden your perspective by sharing others’ challenges and how they worked through them.

Manage Team: 

  • Listen and be open to new possibilities. Manage problems by encouraging new solutions.
  • Use mistakes as learning moments. Stop the blame game.
  • Create a quality-focused mindset. Stop allowing mediocrity or consistent mistakes by ensuring job fit and providing additional training.
  • Develop structured team reviews of a project. Get unstuck quickly with the exercise, What’s working? / What’s not working?
  • Expand your team’s Listen to ideas and build on them.
  • Manage team members to be resourceful. Engage them in critical thinking (e.g., ROI, impact on others, implementing change, etc.).

When you stop being triggered and stop pouncing, you will improve your leadership and, more importantly, your results.

©Jeannette Seibly, 2010-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant, and keynote speaker. Still unable to achieve the results you need to keep your customers, team, or job? Don’t wait! It won’t get better without help! Contact Jeannette for a confidential conversation.

A Note from Jeannette about pouncing: when leaders pounce, they are not managing their upsets, triggers, or frustrations. While it may seem like an excellent way to express and relieve tension and frustration, pouncing creates more stress and upset for everyone! When you feel stuck and frustrated, it’s time to work through it and not pounce! Contact me for a confidential conversation.

Are you feeling frustrated and unable to find the right person for the job? Take the time and use a well-designed interview process to facilitate a conversation and clarify their fit with the job. It’s time well-spent. To improve your interviewing skills, grab your FREE copy of 16 Tips to Conduct Effective and Productive Hiring Interviews Today.

Are Likable Leaders Really Effective Leaders?

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“If you want people to relate to you as an effective leader, focus on respect and likability.” Jeannette Seibly

When a leader’s primary need is to be likable, it’s a fool’s game. If this is your focus, you will make poor decisions, focus on yourself (aka ego), and accept mediocrity while failing to provide much-needed feedback to your team!

Over 90% of employees complain that communication issues make their leaders ineffective. (Inc.com) These leaders focus on being likable and are unable (and unwilling) to provide truthful feedback, acknowledge others’ efforts and ideas, and even fail to learn their employees’ names.

In other words, they are ineffective leaders.

So, what is missing? Respect!

To be an effective leader today, focus on developing both: being likable and respected! Being both requires YOU to focus on others while improving team development, customer satisfaction, performance, productivity, and profitability.

Common Ways to Boost Being Likable and Respected

Develop Your Emotional Intelligence. Be present and aware, and use mindful resilience to guide you in developing your teams and team members. Remember, as a leader, your focus is on having them excel.

Ask these questions:

  • What do they need? Ask, listen, and make it happen!
  • What are their professional and personal goals? Ask, listen, and offer them opportunities!
  • How can I acknowledge their successes? Look for ways to say, “Great work!”

Share Feedback by Talking Straight or Soften Your Approach. It’s best to tell the truth appropriately. While some welcome the straight-talk approach, some team members may be uncomfortable or intimated. Example: “Is that report done yet?” In these cases, soften your approach. Keep it short and simple. Example: “I have an early morning meeting and would like to review the report before my meeting. Is it possible to get it this afternoon?”

Ask for Input and Build Results. When you come across as a know-it-all, team members stop participating. It shows blatant disrespect! Instead of talking over them or ignoring their ideas, ask questions to learn more. Then, use their input to build better outcomes and results. (Don’t forget to say, “Thank you for your great ideas!”)

Give Assignments Based on People’s Strengths. Use a qualified job fit assessment to help you effectively manage and coach your team. Remember, assigning the “bad jobs” to people you don’t like, or the “fun or good jobs” to your favorites will cause dissension and possible litigation (e.g., EEO lawsuits). Also, you can use this same assessment to build a diverse team and train team members to appreciate everyone’s differences.

Seek Ways to Develop Each and Every Team Member. Use 1:1 meetings to ask about their goals and offer opportunities to develop required skills. Example: If someone wants to become a manager of a big project, offer to hire a coach NOW for the person to develop the right presentation, people management, and project management skills.

Make the Right Decisions and Share “Why” with the Team. Making win-win-win decisions is crucial—sharing “why” with your team builds trust. To avoid trial and error and common miscommunication, hire yourself an executive coach. You will broaden your perspective before, during, and after decisions are made (your decisions create an impact: good, bad, and not-so-good). Also, find one or two industry mentors to guide you along the way. Now, ask for help, listen, and be coachable!

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant and keynote speaker. Still unable to achieve the results you need to keep your customers, team, or job? Don’t wait! It won’t get better without help! Contact Jeannette for a confidential conversation.

A Note from Jeannette about being a likable and respected effective leader: Can you be both likable and respected? Yes! Both are required to be highly effective in today’s workplace. What do you need to develop for your team to like and respect you? Are you feeling challenged in this area? Contact me for a confidential conversation.

I’ve been interviewing people for jobs for well over 30 years. Although the economy and types of jobs have changed dramatically, many hiring practices have not. You will miss out if you have not upgraded your interview and selection processes to attract top talent. To improve your interviewing techniques, grab your FREE copy of 16 Tips to Conduct Effective and Productive Hiring Interviews Today.

How to Conduct Effective and Productive Hiring Interviews Today

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

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

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

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

16 Tips to Effective and Productive Interviews

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

First steps. These are a must and often overlooked:

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

Second steps. Do the prep work before the interviews:

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

Third steps. Conducting the interview:

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

Example of Rule of 3:

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

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

©Jeannette Seibly 2020-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant and keynote speaker. Recently, she was able to add another brag. She has been an Authorized PXT Select/PXT Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time. Have questions? Need help? Contact Jeannette for a confidential conversation.

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

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

Focus on These Top 5 Attributes and Watch Your Sales Increase

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“If your salespeople are continually leaving money on the table due to poor negotiation or numerical skills, it’s time to get real about how you hire and manage salespeople.” Jeannette Seibly

Great salespeople have the attributes required to succeed in their jobs. They genuinely love what they are selling and have a genuine interest in their customers’ growth! They enjoy increasing sales results!

Given that we all want great salespeople, what is the #1 challenge to hire and manage them today?

First and foremost, too often, the person they hire is not the person they interviewed. So, how did they get hired? They looked the part and talked the talk! AND … You failed to use objective data to ascertain the actual ability, interest, and thinking style required to call, prospect, and close sales!

After talking with several business owners and consultants that manage great salespeople, they mentioned 5 top attributes (yes, this is not a scientific study, but it can provide important insights for a great year).

Top 5 Attributes of Successful Sales People

Hire for job fit. Job fit is crucial when hiring the right salespeople the first time. Nothing drains the energy of a top sales team and their customers more than hiring the wrong people. The challenge is hiring people with the thinking style, sales behaviors, and occupational interests that fit the job requirements. If they do not fit the job, you cannot train, motivate, or coach anyone to be a great sales success. Design a strategic hiring process and use objective data. Now, pay attention! Remember, you lose customers, not because you have a lesser product or service, but because they are tired of training your bad hires, over and over!

Be present. Being present in all conversations is a top attribute great salespeople have developed. It starts with excellent listening skills! It’s essential to emphasize that multi-tasking is a myth …  physically doing or mentally thinking of other things during conversations! Instead, train your sales team to engage their full attention in the conversation by actively listening and asking great business questions. These probing skills will uncover additional information and allow people to feel heard. And remember, this is all done before offering solutions.

Know your products and systems. Having a genuine interest in what you are selling and talking with people is critical. Otherwise, the buyer will experience “buyer’s remorse.” When your sales team is well versed in the legalities, systems, and other nuances of using your products and services, your customers will develop trust and rave about their results. Develop this attribute by keeping your team up-to-date with 15-minute morning sessions and monthly training programs.

Be persistent and persevere. Not everyone is ready to buy when your sales team meets with them. Develop easy-to-use systems to stay in touch regularly. Send prospects (and current clients) periodic articles or other noteworthy gems. Show up at networking meetings, and trade shows ready to brag in a business-savvy manner. Stay in touch on social media by “Liking” their posts and accomplishments. This is how persistence and perseverance pay off.

Develop great relationships. This attribute is more important today than ever before. Over time your sales team needs to be a resource for current and future clients to answer their questions. Always follow up and follow through within 24 to 48 hours. Building credibility and integrity is critical. These can be easily sabotaged when you and your sales team fail to treat people as VIPs (very important people).

©Jeannette Seibly, 2016-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant and keynote speaker. Recently, she was able to add another brag. She has been an Authorized PXT Select/PXT Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time … including hiring and managing salespeople! Have questions? Need help? Contact Jeannette for a confidential conversation.

A Note from Jeannette about the top 5 attributes of successful salespeople: some people love selling while others look for the fastest way to a better paycheck! During the hiring and selection process, you must uncover if the candidate will call, prospect, and close a sale. Use objective data instead of relying on your gut or intuition (which is often wrong). The reason you lose customers is that they are tired of training your bad hires over and over! Do you want to learn the fastest and best way to select the right salespeople the first time? If yes, contact me for a confidential conversation.

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