Leadership development

Leadership in 2022 … What Skills Do You Need to Embrace to Become Great?

by
“Every leader, no matter how talented, has skills to develop. What are you doing in 2022 to grow as a leader?” Jeannette Seibly

Do you want to develop as a leader and go from so-so to good to great? Leadership in 2022 is changing how companies grow beyond crunching numbers and using data. Great leaders embrace developing themselves and their teams in less than obvious ways.

7 Key Tips to Develop Your Leadership

Pick one or two areas to focus on with your coach, and enjoy your progress!

Developing emotional intelligence (EI) is crucial. With a record 4.5 million Americans quitting their jobs in November (Business in San Diego), workers want leaders that develop them! But first, you need to create a genuine interest in their dreams and a willingness to help them achieve their goals. The key is to use objective data from a qualified job fit assessment as a foundational guide. This is the fastest and easiest way to appreciate each and every team member for who they are, not whom you think they should be. Sharing the results will create a new level of EI for you and others.

Stop relying on your job title to win people over. Many customers, teams, and businesses are no longer impressed by a person’s job title! In addition, titles say nothing about your character. Instead, focus on showing others you are trustworthy, have integrity, and achieve the results you promised. Remember, focused-actions and results speak louder than words!

Be able to spot shifts and be proactive in making needed changes. Being able to spot shifts in the market, financials, and the company’s culture can help you get ahead of the curve. Conduct meetings by asking good business questions and listening. This is not the time to be a know-it-all. Compile the data to support changes needed and think from a win-win-win perspective (e.g., customer, company, team).

Only give advice when asked. There are way too many people giving unsolicited advice today. People have stopped listening even if you’re an influencer and trusted leader. Realize advice or feedback or coaching often falls on deaf ears. People will resent you for it, especially when you’re right. EXCEPTION: As a leader and boss, it’s your job to offer feedback and make it specific, on-target, and actionable, whether requested or not! For help, contact your coach now.

It’s what you say, not how you look. Looking professional is essential. But building credibility is much more critical. Your credibility is how you engage and call your teams into focused-action. This is where your choice of words matter. Develop clear messages and share a plan to resolve problems. Remember, work with your coach to ensure nonverbal gestures, tone of voice, facial and other body movements convey the same message as your words.

Learning begins with listening. Talking too much is the fastest way to derail your credibility, and ultimately your career. While this isn’t new, leaders often feel the urge to say or post their opinions and feelings on social media. Many call it being authentic until it gets them in trouble. Remember, as a leader, it’s no longer about you. You represent your customers, team members, and company. Listen first.

Self-talk impacts your results. Remember, completing your brag work on a weekly or monthly basis facilitates healthier self-talk and self-confidence.

©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, her brags include being 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 Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time. Ask questions? Need help? Contact Jeannette for a confidential conversation.

A Note from Jeannette about being a great leader in 2022. As a leader, your work is never done. That includes embracing and developing new skills needed to be a results-producer for your company, customers, and team. Do you have a question (or two) about how to get started or where to focus? If yes, contact me for a confidential conversation.

2022 is the year of the influencer! Become one by learning how. Grab your FREE copy of Eight Tips to Increase Your Ability to Influence.

Are You Coachable and Ready for a Dynamic New Year?

by
“Coachability requires a willingness to listen, learn, and implement changes with a positive attitude.” Jeannette Seibly

2022 is just around the corner. So what is the #1 thing you and your team can do to be ready for a dynamic year? Hint: it starts with hiring and working with the right executive coach. What are you waiting for?

As everything changes, including how we work, being coachable is more critical than ever.

There are technological advances and new, expanding global markets. These require individuals to work well together, be productive, and improve performance as a team in new ways.

How does this impact leadership? What is now required of leaders to excel with their teams?

The #1 way to improve individually and as part of a team is by being coachable.

“Coachability requires a willingness to listen, learn, and implement changes with a positive attitude.” Jeannette Seibly

Being Coachable has You:

  • Overcome the mediocrity slump
  • Become innovative results-producers
  • Be open to learning, especially when you don’t want to
  • Be willing to take risks while being discerning about the details
  • Encourage diverse ideas and embrace change
  • Become an influencer and future leader

6 Keys to Be Coachable and Have a Great Coaching Experience

  • Listen and learn from the coach’s experience
  • Welcome feedback and recognize when your defenses kick in
  • Get rid of excuses and ask questions when stuck
  • Dial-up your humbleness and dial down your ego when offered new ideas
  • Make the necessary changes and do the work as it was meant to be done
  • Celebrate success and self-promote your dynamic results

All successful leaders have coaches and mentors to bounce off ideas, talk out solutions, and confront uncomfortable truths. Your coach is there to guide you to achieve success.

©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 almost 30 years. Her brags include being an award-winning international executive and family business management consultant, and keynote speaker. Recently, she was able to add another brag. She is now an international Amazon Bestselling author of, The Old Wooden Rocker. Have questions? Need a speaker or facilitator? Contact Jeannette for a confidential conversation.

A Note from Jeannette about being ready for 2022: although many people have already checked out for the year, this is a great time to complete what worked during 2021 before writing down your 2022 goals and action plans. Do you want to get the most out of 2022? If yes, contact me for a confidential conversation for a guided team or individual exercise to prepare for a dynamic 2022.

One of the top 2022 goals for business professionals is to be an influencer. Someone who offers ideas and is heard! Learn how: Get your FREE copy of Eight Tips to Increase Your Ability to Influence.

How to Develop Your Blind Spots into Savvy Leadership

by
“Undistinguished blinds spots sabotage your ability to be a savvy leader.” Jeannette Seibly

Are you impatient? Fearful of conflict? Easily triggered? Turn your blind spots into strengths and grow your leadership savvy.

All leaders have blind spots. These are complex and many times impossible to distinguish. Yet, left unidentified, these weaknesses can be costly to you, your company, your team, and your customers. You will sabotage your impact, results, and career options. Therefore, it’s critical to identify them and develop your leadership savvy by working with your executive coach.

How Do You Define Blind Spots?

Leadership blind spots are the specific areas where a leader … even a very successful leader … is missing something. A blind spot can be a lack of attention to a certain area or a part of your skillset that never really developed. ALL leaders have blind spots. Exceptional Leader’s Lab

No matter how hard you try to be self-aware and mindful, you cannot readily self-identify your blind spots.

Self-analysis is of little value since, by definition, it’s nearly impossible to know what your blind spots are and the impact they have on others.

The challenge is to hire the right executive coach to uncover your blind spots before they damage your leadership reputation and future opportunities.

What Are the Top 10 Leadership Blind Spots?

While some blind spots may be easy to spot, according to Inc. Magazine, here are the top 10 blind spots.

Which ones do you recognize for yourself?

Top 10 blind spots are:

  1. Going it alone
  2. Being insensitive of your behavior on others
  3. Having an “I know” attitude
  4. Avoiding the difficult conversations
  5. Blaming others or circumstances
  6. Treating commitments casually
  7. Conspiring against others
  8. Withholding emotional commitment
  9. Not taking a stand
  10. Tolerating “good enough”
“Identifying your blind spots and overcoming these hurdles are critical to developing your savvy leadership.” Jeannette Seibly

How to Flip Blind Spots into Savvy Leadership

  1. Use assessments and 360-degree feedback to discover your inherent strengths and weaknesses (aka blind spots). There are three types of assessments: 1) assessments that uncover how you want to be seen, 2) assessments to show how you really are, and 3) assessments that show how others see you. All three provide you with great 20/20 vision. But, now, the real work begins. Work with a qualified executive coach to review the assessment results and guide you to develop a laser-focused action plan.
  2. Hire the right executive coach and LISTEN. Listening is crucial to improve your influence and leadership savvy. It eliminates the typical trial and error that otherwise occurs. Do NOT focus on conceptual conversations regarding the merits and demerits of your blind spots. Just listen, and then, implement.
  3. Engage with an industry mentor. The right mentor(s) is an invaluable source of information and will be knowledgeable about your company, management team, and industry. The right mentor can also guide you through complex situations and sticky political relationships.
  4. Listen to your team’s feedback. Your team does want you to succeed. However, while you may believe you want to hear feedback from your team, honestly, in many cases, you’d rather not. Use a qualified 360-feedback assessment to encourage your team, and yourself, to talk through the feedback results. Then, most importantly, learn from and implement these invaluable insights.
  5. Dial-up your humbleness. Take part in emotional intelligence workshops. During these programs, set aside your ego since it can be your most significant hurdle to overcoming blind spots and developing savvy leadership. Remember, authentic practice is required to achieve mastery!
  6. Improve your all-important communication skills. Your ability to write, speak, and talk with others is critical to your success. Don’t fall into the trap of “I have it all handled.” Instead, take workshops designed to recognize your biases (aka blind spots) and develop your inner confidence.
  7. Identify triggers and biases. We all have them. To uncover triggers and biases, work with your executive coach to talk through the issues and develop ways to handle them when they arise. (Note: You may also need to work with a licensed therapist to remove the very stubborn barriers.)

©Jeannette Seibly, 2020 – 2021 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 almost 30 years. Her brags include being an award-winning international executive and family business management consultant, and keynote speaker. Recently, she was able to add another brag. She is now an international Amazon Bestselling author of, The Old Wooden Rocker. Have questions? Need a speaker or facilitator? Contact Jeannette for a confidential conversation.

A Note from Jeannette about how to develop your blind spots into savvy leadership. If you are impatient, fear conflict, and easily triggered, keep reading! Even if you believe you’re not, it’s essential to realize that ALL leaders have blind spots. An important goal for 2022 is to turn your blind spots into strengths and grow your leadership savvy. If you’re stuck and uncertain about how to get started, contact me for a confidential conversation.

Want to grow your career? Be offered new career opportunities? Be ready for promotions? Become an influencer! Get your FREE copy of Eight Tips to Increase Your Ability to Influence

How to Be a Strong and Effective Facilitator and Leader

by
“What does your company need to address to meet the new people, technology, and global market demands? Learn how to facilitate these changes to elicit the best from everyone.” Jeannette Seibly

The #1 way to become a strong and effective leader is by facilitating good working relationships, regardless of the person, situation, or other factors.

Years ago, a general manager told me I didn’t know what the “bleep” I was talking about because I was a woman. Yes, he really did say those words. Fortunately, I had a smart male co-worker guide me through how to respond. He said, “Go visit with him … listen and learn!” Even though I didn’t want to do that, I did. From that point forward, I was on only person the general manager would work with!

At the time, it would have been easy to claim discrimination. And that would not have resolved the underlying issue. The general manager didn’t trust working with women at a managerial level! But, because I was able to set aside his remark and meet with him, I learned about his goals and how I could facilitate guiding him to achieve them. This meeting started the positive process of building a strong and effective working relationship.

Here’s what I’ve learned during my career.

5 Tips to Become a Strong and Effective Facilitator

Develop Strong Skills and Competencies. Get back to basics and develop a solid working knowledge of your profession. Learn how to work with and through your team to get the answers needed for great results. You will become a great results-producer and an expert facilitator by doing this. And others will now see and listen to you differently.

Learn How to Self-Promote. Be present to your results and the impact they have on others. This ensures that your efforts, and those of your team, do not go unnoticed … a great confidence booster! Share your results with your boss; on your resume, bio, and performance appraisals; and during interviews.

Give Respect to Get It. Treat others with respect. Yes, this can sometimes be hard … especially if you get triggered by what someone said or did. Remember, taking responsibility for your reactions and triggers instead of blaming others is critical. It’s the primary hallmark of a great facilitator who can create positive change.

Become an Influencer. Be For, Not Against. Complaining or rallying against something or someone will only create more resistance. For example, stating a negative creates more negative reactions. So instead, create a positive mantra, “A strong team excels together.” Now, make sure your actions and words support the new mantra.

Be Coachable. Take workshops, hire an executive coach, and read history. It will help you understand that you are not alone in your quest to be a strong and effective facilitator and leader. In addition, lifelong learning will help you develop the objectivity and compassion needed to work with people with different points of view.

©Jeannette Seibly 2021 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 almost 30 years. Her brags include being an award-winning international executive and family business management consultant, and keynote speaker. Recently, she was able to add another brag. She is now an international Amazon Bestselling author of, The Old Wooden Rocker. Have questions? Need a speaker or facilitator? Contact Jeannette for a confidential conversation.

A Note from Jeannette about becoming a strong and effective leader. The critical success factor I’ve experienced over and over in my almost 30 years of being an executive coach and facilitator is that those who excel as leaders develop excellent facilitation skills. These skills normally translate into excellent working relationships. Becoming a master facilitator takes work. If you’re stuck and unclear on what to say or do in difficult situations, contact me for a confidential conversation.

Want to be an influencer? It requires more than standing up and speaking up. Get your Eight Tips to Increase Your Ability to Influence

Frequent Conversations Are Required to Achieve Intended Results

by
“Frequent conversations that are productive stay focused on moving forward.” Jeannette Seibly

Have you ever wondered why we need frequent conversations to achieve intended results? Especially, if you’re a leader with too many demands.

Due to many team members working from home and frequent changes in business, staying focused and staying in communication can be hard.

And, the best way to keep everyone focused on the objectives and key results is through frequent conversations. It encourages progress, keeps everyone productive, and allows for innovative ideas.

How to Have Conversations that Achieve Intended Results

  1. Meet Weekly. When working on any project, meet every week. This encourages team members to get their work done and keeps everyone focused on the objectives and key results.
  2. Keep Meetings On-Point. Put together a short agenda. Review before starting the meeting. Remember, general meetings are a time to keep everyone updated, not a time to tell someone how to do their work. Effective meetings focus on the who, what, when, where, and why of a project.
  3. Use Check-Ins. Instead of meeting with the whole team, meet 1:1 with the team leader and/or team members to stay updated. Also, this is a good way to address specific issues and get resolutions faster.
  4. Create Accountability. At the start of each project, no matter how big or small, create the goal and milestones. Once done, assign each team member to their area of expertise to manage. Now, as a leader, have frequent conversations to review progress and stay updated on any changes.
  5. Stay in Communication. When a team member becomes confronted by an issue, don’t allow the person to isolate. It’s important for everyone to rally together as a team by using straight-talk conversations to help members move forward. And, if the issue is of a personal nature, offer assistance.
  6. Listen to Learn. Instead of listening to rebut (which most of us do), listen to learn. Ask questions. Don’t be afraid to request examples (e.g., show me). This keeps lines of communication open and avoids surprises.
  7. Brag! It’s meaningful to acknowledge each and every person with kudos and congrats on the steps taken and the results achieved. When you sincerely acknowledge someone, your results will magically improve!
  8. Give Meaningful Feedback. Instead of saying, “This needs improvement.” Say, “There are a couple of things I would recommend changing. Can I share them with you?” Then, keep it simple and on-point. Don’t tell them how to do it (unless they ask). Also, be open to their feedback regarding the changes you have asked to be made.
  9. Develop Trust. Trust is critical. It starts with straight talk. Say what you mean and mean what you say.

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags include being an award-winning executive coach, management consultant, and keynote speaker. Do you have questions? Contact Jeannette for a confidential conversation.

A Note from Jeannette about having frequent conversations to achieve intended results. With many team members working remotely, it’s important for you to have frequent conversations with team members. If you don’t, it will negatively impact achieving intended results. If you want to learn how to manage conversations with a diverse and remote workforce, contact me for a confidential conversation. Your team and customers will thank you!

 

Create a Practice of Feedback and See Your Results Improve

by
“Want to achieve dynamic results? Then, give and receive feedback.” Jeannette Seibly

Why do we hate giving or receiving feedback? Why are we so attached to doing things our own way … even when we produce mediocre results?

The answer is, feedback triggers our brains to react in flight, fright, or freeze mode. When our boss or team member (or someone else) provides any feedback, our points of view and self-perceptions often feel threatened. Yes, it’s unwarranted. But these fears get in the way too often … and our results suffer.

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

Why is feedback so important? It gives you the ability to …

  • Grow as a successful leader
  • Take your team results from good to great
  • Work with different types of people, including “difficult team members”

Remember, feedback requires tact and diplomacy and requires practice. Otherwise, you will escalate a conflict, create hurt feelings, or derail your career.

6 Tips to Give and Receive Feedback

1. Be Open to Receiving. People will provide feedback, whether you ask for it or not (or want it). Strong leaders listen to feedback regardless of their feelings. If you don’t, you will miss hearing important information. Ask questions for clarification while not sounding defensive. Then, review the feedback with your coach before making any changes.

2. Use a Qualified Job Fit Assessment. Objective feedback about your inherent leadership style is a gift! Take a qualified job-fit assessment and review the results with your executive coach. You will gain job clarity, uncover blind spots, and gain insider career insights into how to effectively work with others while appreciating their differences.  

3. Value 360-degree feedback assessments and conversations. Use these quarterly, annually, and/or after major projects. These tools provide confidential feedback when done right. Make sure to select the right tool that has the validation and reliability to provide laser-like feedback. 360-degree assessments are invaluable tools to provide feedback and improve results.

4. Ask for Feedback. This simple question can make a profound difference in your results. After a project, conduct a team debrief … or after a meeting, ask for feedback from the team and event host. Start by asking “What worked? and “What didn’t work?” Listen. Take notes. Then, review with your coach before making any changes.

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

For example, Dave, a VP-HR, provided feedback to Judy, a VP-Marketing, about her gossiping with employees and vendors. During the next coaching call, Judy’s coach could tell that she didn’t understand what Dave had said. He had sugar-coated it. Straight talk is important in order for behavioral changes to happen. Developing the skills to give and receive feedback takes practice … just like any other leadership skill.

6. Learn Different Feedback Methods. The same approach doesn’t work for everyone! Here are two good approaches to get you started:

a. Direct Approach works for people who want you to bottom-line it. Be clear about the facts and share them, after getting their permission to do so.

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

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

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

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

“Again, we appreciate your commitment to the project and look forward to hearing your ideas.” (2 positives)

©Jeannette Seibly, 2020-2021

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags include being an award-winning executive coach, management consultant, and keynote speaker. Do you have questions? Contact Jeannette for a confidential conversation.

A Note from Jeannette about giving and receiving feedback. Many of you hate giving or receiving feedback even though you have a commitment to achieving dynamic results. Have you ever asked yourself, “Why am I not open to using this valuable leadership tool?” If you want to improve your ability to give and receive feedback, contact me for a confidential conversation. Your career will thank you!

Appreciate Others Everyday by Saying, “Thank you!”

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

Saying, “Thank you!” isn’t hard to do … but many fail to do it! As a result, team members feel less valued and underappreciated. When you don’t say appreciate others, you appear to your team, vendors, and boss as stingy, rude, or Grinch-like.

Today it’s more important than ever for leaders, bosses, and team members to say, “thank you” and/or “I appreciate you.” Studies show these simple expressions on a daily basis are more impactful than bonuses or other perks.

7 Easy Ways to Let Others Know You Appreciate Them

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

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

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

Let Them Make Decisions. Give each team member the ability to schedule time off, sign up for training programs, or create brainstorming sessions without your OK. This way of showing trust is an important way of acknowledging them.

Give Praise Often. Too often you look for what is wrong and not working. This will always be getting in the way of others feeling valued. Ask team members to share how they got a project or job done. Be open and curious … encourage them to share any Herculean efforts. This praise will boost their ingenuity, commitment, and perseverance while building their self-confidence.

Encourage Participation. Recommend to your team members they get involved in a service project, lead a team meeting, or attend trade/industry association meetings. This provides opportunities to build their skills and show your confidence in them. Be available to provide coaching and feedback when they feel stuck.

Say “Please” and “Thank You”. These magical words probably seem too simple to make a difference. Yet they speak volumes and let team members (and others) know they are valued. Use them frequently.

©Jeannette Seibly 2020-2021

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags include being an award-winning executive coach, management consultant, and keynote speaker. Do you have questions? Contact Jeannette for a confidential conversation.

A note from Jeannette about appreciating others. It’s so easy. But many leaders, bosses, and managers fail to say, “thank you” and/or “I appreciate you.” This leaves team members feeling less valued and appreciated. Need help to develop this very important habit? I have a great exercise that helps teams feel valued. Contact me for further details.

Do You Need to Hire Salespeople … What Are 5 Key Tips?

by
“Hiring the right salespeople impacts your customer’s experience and fulfillment … and your bottom line.” Jeannette Seibly

Hiring salespeople can be a challenge. Many will look and/or talk the part. But when hired, fail to produce the required results.

Remember, it’s always faster and easier (and so much less expensive) to determine their ability to sell before you hire them. If you don’t, you’ll spend too much money and energy, and face sleepless nights attempting to fix them (and this never works out well for anyone).

5 Tips to Improve Your Selection Process

1. Are They Listening? Can they hear you? Do they respond appropriately? Ask the candidate to summarize the interview or various parts of the conversation by asking, “Tell me what you heard?”

2. Do They Ask Questions? Do they have questions about your company, product, management style, etc.? If not, move on. Candidates that don’t ask questions lack the curiosity and skills to inquire further.

3. Are They Calm and Patient? Does the person squirm in his/her seat? Does the candidate rush the conversation or attempt to finish your sentences? Does the candidate look at you when speaking or listening? While closing is a required skill and requires the ability to not be too patient, failure to have the prospect feel comfortable is critical.

4. Do They Fit the Job? To determine key traits, most salespeople need prospecting, presenting, and closing. Use a qualified job-fit assessment. Can they do these things? Will they do these things? And, can they do these things for your company and product?

5. Do They Tell the Truth? To objectively answer this question, first, use an honesty/integrity assessment to uncover omissions that are not part of a public record. It saves time and money by not talking with candidates that stretch the truth (think, customer expectations and fulfillment). Second, with final candidates, check background, education, and other accomplishments.

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags include being an award-winning executive coach, management consultant, and keynote speaker. If you continue to struggle to hire salespeople who can actually sell, now is a great time to contact Jeannette for a confidential conversation.

A note from Jeannette about hiring salespeople that can actually sell. Many candidates for sales positions look and/or talk the part. The problem is, they fail to produce the required results. It’s up to you to improve your selection process to uncover salespeople that can actually sell your product and service. Need help? Contact me to improve your hiring and selection processes.

The 6 C’s Required to Create Crazy Amazing Success Starting Now!

by
“Achievement can only happen when you are willing to pursue what you really, really, really want.” Jeannette Seibly

It’s Q4! The craziness of 2021 is winding down. It’s time, if you haven’t done so already, to create new goals or pull them out from hiding in your drawer. Now, deal with the little negative voice in your head! Let’s create real success to support your goals for now and 2022.

The 6 C’s to Practice for Success

CREATE a Vision. What do you really, really, really want to achieve? Put aside what your parents and/or family and/or friends believe is the right vision. If it is a work goal, create the initial goal, plan, and budget before sharing it with your boss.

COURAGE is an Inside Job. Success requires authentically telling the truth about who you are and what you really want to achieve. Then, create the goal and take action instead of waiting for the perfect time (since it’ll never come). If this is an entrepreneurial pursuit, keep your day job until you have enough income to leave.

CONVERSATIONS Must Level Up. The conversations in your head and with others must focus on the outcomes you want to achieve, not on excuses or negativity. These only get in the way of success. Talk like a business person or community advocate when sharing your vision.

For example: Stop talking about feeling unmotivated this past year. Instead, talk about the new book you are writing. Or, the new project you are leading. Or, the new effort to create a community/family garden. The possibilities are endless. Share why it’s important and why it makes a positive difference for you and others. (PS: When having these types of quality conversations, allow others to contribute.)

COMMITMENT Requires Focused Action. Telling yourself, “I’m committed,” but not taking the right focused actions, normally creates failure. If you’re truly committed, create a blueprint supported by actions that lead to your intended results! Now, follow it! Do not create busyness as your new excuse.

CONSISTENCY Each and Every Day. Be bold and audacious by taking one step forward each day. Write in your journal (for your eyes only) and share your brags daily. This will motivate you to stay in action. If you have a day job, find the time and ask for help (e.g., have your family do chores, hire someone to tutor your kids, etc.). Then, honor the time you’ve set aside.

COACHABILITY: The Secret for Success. Asking for help and being coachable starts with hiring the right coach. It makes all the difference. Many entrepreneurs and small business owners fear a coach will change things and they will no longer be in control. Get over it! Be more committed to your success than your ego!

For example, an entrepreneur loved creating new products. But she hated creating the business infrastructure required to grow. She continued to struggle with sales until she learned how to work with her coach and do the work required.

Following these 6 C’s you will achieve crazy amazing success!

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags also include being an award-winning executive coach, management consultant, and keynote speaker. If you’re struggling to get unstuck, now is a great time to contact Jeannette for a confidential conversation.

A Note About Achieving Crazy Amazing Success from Jeannette. It’s Q4! 2022 is only three months away. Although 2021 has not been business as usual, it’s offered many new opportunities for entrepreneurs. Don’t despair if you’re still thinking about your dream! Q4 is the time to learn the 6 C’s and take focused action. Need help? (We all do from time to time.) Contact me!

How to Ask for Help and Not Feel Weak When You Do

by
“Deep down inside each of us is a fear that ‘we’re not good enough.’ We overcome this fear by asking for help and discover, ‘we are good enough.’” Jeannette Seibly

“Asking for help is indeed not a weakness. It’s super powerful to understand when to ask.” Simon Sinek

Do you know how to ask for the help you need? Many would say, “sometimes.”

You’re not alone. No matter where you are in your career, understand all current and future leaders have the same fear and confusion. “When is the right time to ask for help?” and “How do I ask for help and not feel weak?”

The issue is, you, and many others, subscribe to the saying, “If they need help, they’ll ask.” But this is seldom true. That’s why your boss or project manager seldom asks you, “How can I help you?” They are waiting for you to ask or fear being labeled a micromanager. Either way, making assumptions doesn’t work.

When a project is late, you have a dissatisfied customer, or the boss keeps making changes, it’s time to ask for help! It’s time to stop the do-it-yourself thoughts. Otherwise, you risk poor work quality, team conflict, and team members watching from the sidelines. This bad habit will cost you future career opportunities.

Susan, a long-time project manager, knew from experience how to get the customer’s project done. She’d achieved great bragging rights. But refused to ask for her team’s help in building on past results. She didn’t trust their insights and experience. Even when team members would ask, “How can I/we help?” she ignored their questions and did it her way. But when the customer complained that Susan wasn’t listening, her boss interceded. “You need to delegate and allow others to help. If you don’t know the answer, don’t dismiss that it was unimportant. Ask the team for help! Otherwise, I’ll replace you with someone open to asking for help and accepting it.” Susan felt unappreciated after that meeting and quit her job the next day.

She failed to see the lost opportunity for leadership growth by asking for and accepting help.

Six Tips to Ask for Help and Feel Confident

1. Set Aside Your Ego. This is critical. If you’re unwilling to ask for help and listen to someone’s ideas, you will lose out on new ways to get the results that work for you and/or your project. For example, “But this is the way I was told it must be done at a recent workshop.” This is what it looks like when your ego takes over.

2. Don’t Wait Too Long or Until You’re Stuck. The sooner you anticipate needing help the better. It’s harder to ask for help once you’ve sabotaged yourself (usually unintentionally) and created a lot of excuses that now feel like facts. For example, “It’s due to the economy and COVID. Otherwise, I’d have gotten that promotion and pay increase by now.” Clearly, this person waited too long and failed to ask for help.

3. Don’t Wait for Clarity. (It seems counter-intuitive.) Instead, ask a person that is not a member of your team to act as an independent reviewer. Ask for their insights and take notes. This is NOT the time to defend and protect your own ideas of how you believe things should be done.

Share in concise statements:

  1. Goal of project or issue
  2. What has been done to-date
  3. What is slated for the future

Then, ask for help: “What do you see is missing?”

4. Be Coachable. Listen and learn from the “coach” or “mentor.” Don’t defend beliefs that can sabotage your success.

Recently an author told me that bragging was nonsense to her. She had a lot of experience and didn’t have time or the need to learn how to brag. Yet, marketing her book and self-promotion is paramount to selling copies! Instead of being coachable, she kept repeating, “I don’t see the value and I’m too busy.” Even after others chimed in, she refused their help to overcome a self-limiting belief of promoting herself for success.

5. Make Asking for Help a Habit. It helps you produce results faster and easier each time. It also helps you grow professionally and become a recognized leader when you are being coachable. For example, acting like you have it all handled, and failing to ask for help or ignoring help will derail your career.

6. Make Your Requests for Help Clear and Concise. Allow for the team member to say, “yes” or “no.” Also, include other’s ideas to make the “yes” work for everyone.

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach, management consultant, and keynote speaker for over 28 years. Her focus is getting leaders and their teams unstuck and able to achieve dynamic results. Contact Jeannette for a confidential conversation. 

A note from Jeannette about asking for help. Asking for help is a skill everyone needs to develop to achieve desired results. If you don’t develop this habit, you will risk losing out on good ideas, intended cost-effective results, and credibility. Do you fear looking weak when you ask for help? Do you want to become successful as a leader? If you do, it’s critical to develop the habit of asking for the help you need. Ask for help now … contact me for a confidential conversation.