How to Stop Blunders from Hurting Your Team’s Results

These 7 blunders are guaranteed to create team conflict, frustration, and poor team results. Choose your words wisely.

It only takes a second to blurt out a blunder, but it can take hours, weeks, and even years for your team to forget…if they ever do.

As a leader, your words reverberate throughout the company and impact your team’s results. Your words will either inspire or demotivate others. It’s important to choose words that reflect the results you, your team, and your business strive to achieve.

Words Matter to Achieve Team Results

These 7 blunders are guaranteed to create team conflict, frustration, and poor team results. Choose your words wisely.

Yeah, but…! This only invokes debate, defensiveness, and poor solutions! Listen with an open mind and heart. You will learn something new!

“That’s stupid.” This blunder is a great way to shut down team members from sharing their ideas and solutions! While you may not want to hear their ideas, you will miss out on valuable insights and solutions. Allow your team to share in their own way by saying, “that’s interesting…how would that work?”

“I have the wrong team.” Although this is a commonly believed blunder, it’s doubtful you have the wrong team! In reality, there may be one or two underperforming team members, not committed to the goal, or being difficult. Provide training and development to get everyone on the same page. During the process, you will uncover the real issues. Be prepared to have tough conversations without blaming others.

“I hate this project or customer.” Expressing this will create a blunder that will hurt your team’s ability to produce intended results. When you “hate” something, you will not provide the best direction, make the best decisions, or be willing to go beyond the norm to achieve the results. When sharing the word hate about anything with your team, the results you want will disappear. Work with your external coach and internal mentor to help manage your mindset.

“I never liked working here.” Did you know according to Gallup that over 70% of employees are in jobs that don’t fit them…including leaders? Consider these feelings are a reflection of your work responsibilities and not that you work for the wrong company or boss! Use a qualified job fit assessment to clarify the reason for your dissatisfaction. Now, focus on building the right skills and engaging your team to produce dynamic results.

“My team or customer or boss is a moron…jerk…narrow-minded (the list is endless)” Insulting someone’s intelligence or labeling them hurts team productivity and results. And, unfortunately, your team (and others) will mimic you! Instead, develop the skills to listen, learn, and be open to new ideas that may seem ridiculous. When you do this you may see they have a valid point of view. Remember, there will be times you need to work with and through others that you don’t agree with. These are skills you will always use.

[absolute silence].  When tragedy, terminal illness, or a life difficulty happens to a team member, saying something is better than saying nothing. Pick up the phone (don’t text or send emails). Let the person know, “I’m sorry” or “My thoughts are with you” and “Let me know if you need anything.” You only have this one chance to let the person know they are valued. Your effort, or lack of, will impact your team members and their results for a long time. In these situations, silence is not golden.

©Jeannette Seibly, 2020-2021 All Rights Reserved

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

Hey bosses and managers! Did you know that your blunders encourage team conflict? It’s because your team feels unable to express their ideas or concerns without fear of being next on your “blunder list.” So instead, they take their frustrations out on each other. Get ahead of the curve by managing team conflict immediately by reading how-to-do-it!

A Note from Jeannette: How to Stop Blunders from Hurting Your Team’s Results. When I started to write this article, I realized that virtually every business owner, manager, and executive has committed these blunders, even if it was only one time. It only takes a second to blurt out a blunder, but it can take hours, weeks, and even years for your team to forget…if they ever do. If you’ve made a blunder, immediately apologize. If the issue is still hanging around, call me for a confidential conversation asap…let’s get it fixed now before it’s too late!

New Normal Hiring Has Changed How You Select Top Talent! Are You Ready?

“Increase your hiring accuracy today by fine-tuning your strategic hiring system and quality of tools. Otherwise, you’ll experience loss of top talent, customers, and business growth.” Jeannette Seibly

Recently, I heard from a job candidate that during her third group interview the hiring boss threw up his hands and left the room. Later she learned, the hiring boss had been talking with customers about their business changes and was left wondering what type of job candidate he really needed. The good news was, he prevented hiring and letting go of a new employee when the new job requirements became clear.  

We have forgotten that “new normal” includes new hiring and selection processes, and cannot be treated as business as usual.

Unfortunately, in our haste to get jobs filled today, we dust off old job descriptions and job postings. Then, tweak here and there before posting…believing we’re saving time! The problem is we’ve forgotten that NEW job skills are needed to support our customers and businesses. Plus, many job candidates’ skills have been dormant for the past year and could be rusty.

This “new normal” is the time for you to create a strategic hiring process and update selection tools focused on the future growth of your company. Otherwise, you risk customers and top talent leaving, frustrated with your company.

5 Key Places to Improve Your Selection Process

1. Envision the New Job. Take time to envision the new job with the key players. Focus on what you and your company need to accomplish. THEN, write up the new job description.

Here are the top 5 key changes (Insperity, April 2021):

  • Remote work
  • Flexibility and work-life balance
  • Technology use
  • Compliance with laws and regulations
  • Cybersecurity

2. Create a 180-Day Success Plan. Note specific goals (no more than 3 per month) the successful person needs to complete in the first 30-60-90-180 days! Be realistic and share with job candidates during the interview process. Pay close attention to their reactions.

3. Infuse Energy in Job Postings. Job postings may be the first time applicants hear about your company. Infuse them with positivity and opportunities for job candidates. Your goal is to attract top talent with new skills or people that are flexible and willing to learn quickly. Post on ATS site that is super easy for job applicants to use.

4. Use Job Fit Assessments that Provide Objective and Consistent Data. Job fit is the #1 reason people succeed (Harvard Business Review). Many people interview well and can tell you what you want to hear. It is why successful companies use scientifically developed job fit assessments. These state-of-the-art tools provide real data and insights about the candidates. It’s important to know before you hire the true strengths and weaknesses of your candidates. Make sure you can objectivity and consistently answer with real data: “Can they do the job?” “Will they do the job?” and “How will they do the job?” These answers will impact the quality of work done and relationships with customers and team members!

5. Bring Back Due Diligence. Many companies have stopped obtaining verifiable due diligence data. Remember, over 40% of people lie on resumes. The most common areas are education, previous dates of employment, and previous salary. (Indeed, February 2021) Yes, these are some of the key areas we use to determine the job candidates we will interview!

©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. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

It can be embarrassing to you when your team produces results that do not meet customer or company needs. Discover how to work through team conflicts before they sabotages your career.

A Note from Jeannette About: New Normal Hiring Has Changed How You Do It! Are You Ready?      How you hire today has changed from how you hired in 2019 and 2020. If you haven’t updated and upgraded your selection systems and quality of tools, it will show in your results. High turnover of top talent and customers will hurt your business growth, now and in the future. And, your reputation will take a hit too (think, social media reviews). Are you stuck working with hiring managers resistant to making these critical changes? Contact me for ideas to overcome their resistance and start achieving dynamic results.

Leaders: Talk Straight for Teams to Trust You

“Want better results? Want your team to trust you? Try straight talk.” Jeannette Seibly

The past year has been challenging for everyone everywhere. It’s been difficult to find out what is true and who is “blowing smoke.”  As leaders and team members, we must do our best to listen, hear, and talk straight. Straight talk gains the trust of our bosses, team members, and customers.

However, straight talk can be tricky if your workplace culture doesn’t support honesty. Many of us fear sharing the truth because we are afraid of the consequences. And, these fears can be very real!

But when you rely on “white lies” or spin the facts, you will suffer the consequences. And, so will your company. The truth will emerge in the future. When it does, your boss, customers, and team members will feel hurt, angry, and betrayed because you didn’t talk straight!

Years ago, I learned this the hard way. There was a controversy going on within my department. When the VP of a different department asked me what I knew, I shrugged my shoulders and shook my head. I lied by saying, “I don’t know.”

Later, when the truth came out, he said to me, “In the future, say, ‘you cannot talk about it.’ Otherwise, I won’t trust you.”

When leaders and team members talk straight by telling the truth, results can be amazing. It develops trust and allows team members to get unstuck. They can now share real problems and ideas while developing new and better solutions.

“When leaders and team members talk straight by telling the truth, results can be amazing.” Jeannette Seibly

4 Overlooked Ways to Speak in an Honest, Truthful Manner (aka Straight Talk)

Deliver or Receive Bad News with Respect. When leaders and teams only want to hear good news, competitors will steal their clients and top talent will leave!

How to do it:

  • Don’t shoot the messenger—Make it easy for others to tell you the truth.
  • Share bad news first by saying, “You’re not going to like what I’m going to say…” OR “I’m afraid you won’t like what I need to say.”
  • Share your fact-based message. Fine-tune it so it is meaningful to your boss and/or team and/or customer. For example, some leaders want to hear the financial issues and are not interested in employee morale. Pay attention to your audience.

Overcome Your Fears. Your fears can be real. But it is important to address concerns even if your boss, customers, and team won’t like it! Failure to share negative information can trigger bigger issues about safety, employment, or financial impacts (to name a few).

How to do it:

  • Stick to the facts and use metrics.
  • Conduct audits and update policies, practices, and tools to ensure compliance.
  • Use communication channels (e.g., intra-company, group training, etc.) to address “new normal” operating procedures.

Train for Straight Talk. Many teams and leaders don’t know how to talk straight. They talk around a point, wing it, or are evasive because they are afraid to tell the truth and/or don’t know the facts. This results in miscommunication, unclear directives, and poor ethical practices at every level in your organization. All of these are avoidable with straight talk.

How to do it:

Take Responsibility. Telling and/or hearing the truth can be challenging. Many companies have sacred elephants, are afraid to rock the boat, and have team members that are well-liked but fail to get the job done.  These are just a few of the reasons why only 10% of teams achieve intended results! Straight talk encourages you to tell the truth in a way that others can hear and listen to you.

How to do it:

  • State the facts and review them with your business advisor, CPA, or attorney before talking with decision-makers.
  • Document facts and the costs/benefits of solutions.
  • Share this information with your boss or board in a way they can hear it, and continue the conversation until it’s resolved.

©Jeannette Seibly, 2017-2021 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. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

Do you fear telling team members the truth because it’ll create conflict? You’re not alone. Learn 3 keys on how to talk through team conflict now. “7 Reasons Why Teams Don’t Resolve Conflict” 

A Note about Leaders: Talk Straight for Teams to Trust You from Jeannette. Talking straight can be difficult because people fear the truth. They don’t want to hear anything negative. They accept mediocrity and make excuses believing they did the best they could.  But for leaders everywhere, it’s pay now or pay later because the truth will come out. Need help to feel comfortable talking straight and telling the truth? Contact me to start a confidential conversation. It could save your career and your business.

When You Feel Stuck, Stop Believing Something Is Wrong with You!

“To get unstuck, stop believing there is something wrong with you. Only then, can you discover ‘why.’” Jeannette Seibly

A couple of months ago I worked with a business owner, Joyce. Joyce shared she’d had a bad year and hated managing people. A previous coach had given Joyce a standard answer, “Learn to become a manager of people to grow your business.” Joyce tried but her business suffered. She believed something was wrong with her and was stuck not knowing what to do next.  

After reviewing her job fit assessment, Joyce learned she was fine! She just didn’t have the interest in developing the skills to manage people. I let her know that it was OK to stop thinking she had to manage people to grow her business! (This encouraged Joyce to stop beating herself up.)

Now Joyce is back selling and restructuring her business model for success. She’s unstuck and happy again!

This often happens when you use a “standard cookie-cutter approach” instead of getting real about why you are stuck!

Do remember the cartoon, Wylie Coyote, and the number of times he hit the wall and slid down? Do you remember he’d get back up and hit that same wall again, over and over?

In real life, many of us are like that. We get stuck and stay stuck for too long out of fear there’s something wrong with us. Or, sometimes worse, listen to the wrong advice. And, sometimes rely on our feelings and become emotionally attached about the right way to go.

It doesn’t need to be that way! Everyone gets stuck! It’s what you do to get unstuck that matters!

“Everyone gets stuck! It’s what you do to get unstuck that matters!” Jeannette Seibly

5 Ignored Truths to Get You Unstuck!

1. The #1 Culprit: The Grass is Greener Syndrome. When you compare your life, jobs, and other factors to others, you can get jealous. You are stuck believing life will be better if you have what they have! But the reality is that the grass isn’t greener someplace else. It’s just different. In time, if you do leap to a new job, home, or relationship before you are ready, you’ll experience the same “stuckness” all over again! The key is to look inward! Use meditation, work with an experienced coach, and be willing to do the right work to find a new pathway for your success.

 Years ago, I worked with a CPA, Darla. She’d been a great employee but over the past 6 months adopted a negative attitude. After we talked through her job fit results (she was a good fit), I asked, “What’s the problem?” Darla’s answer, “I want to travel.” I replied, “Then, aren’t you in a great job that can allow you to do that! Your heavy workload is during the 1st quarter of the year. After that, you can schedule time for travel!” She agreed, shifted her mindset, and became a good employee again!

2. The #2 Culprit. Poor Job Fit. Over 70% of people are in jobs that don’t fit them. (Gallup) Too many people have fallen into the trap of believing they can be successful in any job they want. In an ideal world, this might be true. But we don’t live there! We get stuck thinking we can be our own boss or get rich selling insurance (two of thousands of examples), instead, we fail! Here’s why: You don’t fit the thinking style, core behaviors, and occupational interests for success in those occupations. Use a qualified job assessment to objectively provide real data. It’ll tell you “why” you’re stuck. Then, talk it through with your coach before talking with your boss to make appropriate job changes.

3. A corollary to #2 … Expand Job Responsibilities. CAUTION: this is NOT about doing more work! Busy work can create boredom, frustration, and emptiness! It’s about taking on new responsibilities that expand your skills and engage you in your job. Develop your “brag statements” before pitching to your boss the need for job changes.

4. Get Real and Stop the Trial & Error. Honestly, it’s exhausting. Listen DIYers! Yes, I know. You think you have it all handled. But the reality is, if you stay stuck or keep getting stuck in the same place, you need to expand your perspective and change up your game plan. The most effective way to shift this is to work with a real and experienced coach. Stop relying on friends who tell you what you want to hear!

David, a former executive, found himself fired from his job of 15 years. He spent the next 5 years trying out different jobs, including buying a franchise. Exhausted from his failures and financially struggling, he finally reached out to his coach (me) to answer the question, “Why?”. Now, he is happy and working in a 6-figure job he loves.

5. You May Have Hit Your Ceiling. I have found there are times when people “max out.” It’s time to sell the business, work in a new company, retire, transfer to a new job, and/or create a new goal for their life. But before jumping to something new, talk it out with your coach. Uncover the real underlying issue. Remember, there is a difference between boredom and being antsy to move on before you’re ready.

©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. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

Are you frustrated that your team loves conflict and chaos more than achieving intended results? Discover how to step up and work through these saboteurs now, before it’s too late!

A Note about Getting Unstuck and Thinking Something is Wrong with You from Jeannette. Too often we look at others, become jealous, and then, make changes that don’t work for us. We get “stuck.” When we allow ourselves to stay stuck in boredom, frustration, and emptiness, our emotional attachments sabotage our career and life choices. There’s a lot of hyperbole out there! Get real by working with a real coach to discover why you are stuck. This is the best time to move forward. Contact me to start a confidential conversation and feel energized again.

How to Make It Easy to Create Viable Solutions

“Win-win-win solutions means: you win, I win, and others impacted win too!” Jeannette Seibly

Many of us are struggling today to create viable solutions during this new normal. The challenge is we don’t have a crystal ball to foresee new options. As a result, we default to the same old ways because it seems easier and faster. But problems will arise when outdated solutions get in the way of real results because we missed important details.

Now, more than ever, it’s important to work with and through your team for solutions. The process builds confidence and trust in each other, while creating new momentum for better solutions. So, stop relying on your own counsel and set aside the excuse that it takes too much time to ask for others’ input! Listen now or pay later!

“Listen now or pay later!” Jeannette Seibly

6 Ways to Create Win-Win-Win Solutions

  1. Identify the real issue. How many times have you created solutions only to learn it wasn’t the real issue? This occurs when team members are afraid to tell the truth. They fear the consequences of speaking up and being judged. Company politics also squelches getting real. To overcome these barriers, deep dive by asking good open-ended questions. Be willing to listen to what you don’t want to hear (e.g., poor team performance, bad system design, lack of training, etc.). Armed with the truth, you and your team can now create win-win-win solutions.
  2. Accept potential solutions that are not your own. How many times have you stopped listening to ideas that were not your own? Yes, this happens more often than you think! This bad habit limits your teams from offering new possibilities. Be open, listen, and be curious! Create three viable options (Rule of 3) before determining which one to pursue first.
  3. Encourage each team member to share. Inclusion is key. Ask each and every team member for their input. Go around the table, whether it’s virtual or on-site. Then, do it again. Write everything down so all team members can see the information during the meeting.
  4. Value contributions. Don’t judge! While you may argue some ideas are nonsense, be patient and trust the process. Some ideas will be off-the-wall, some ideas may be before their time, and others will be the same old ones. But these will spark solutions if you value each person’s ideas! The process also creates energy and momentum for moving forward.
  5. Use critical thinking before aligning on the final solution. Conduct due diligence to uncover any legal, financial, or other limitations that will impact your chosen solution. This requires you and your team to deep dive behind the internet headlines. Remember, while the solution may have worked for your competition or in your best friend’s company, it does NOT mean it will be appropriate for you and your business. That’s why you use the “Rule of 3.” When you don’t become emotionally attached to only one solution, you are less likely to overlook critical key points.
  6. Manage the bumps and distractions along the way. Team conflict, new budget constraints, or new legal concerns (to name a few) can derail any solution. Don’t let it stop you or get you stuck! Talk with your coach to work through the challenges and learn from them. It’s your role to manage these roadblocks along the way and create win-win-win solutions.

©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. She is an expert in guiding leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

Discover why team upsets and frustrations cannot be ignored. No! Waiting it out won’t solve it!

A Note about Creating Viable Solutions from Jeannette. Too often we review the tactics we’ve used in the past to create solutions for today. The problem is, relying on the same old ways of doing business during the new normal will derail results. “Listen now or pay later!” Take the time to create new viable solutions. It doesn’t need to be time-consuming or difficult! Review this week’s 6 Tips to keep you moving forward! If you get stuck, contact me to start a confidential conversation.

Are Your Mental Abilities Feeling Foggy?

“A new challenge emerging from the pandemic is not recognizing people, things, and situations as we remember them.” Jeannette Seibly

A couple of weeks ago I called a consultant who does HR work. We’d talked off and on for the past 18 months about using assessments. He had several clients that needed to resolve management issues. In the meantime, he had introduced me to a new client needing to hire someone. The last time we talked was in December 2020. I called him a couple of weeks ago to follow-up. He told me, “I don’t know who you are, and I remember faces.”  

Whoa! What a surprise. He was sure we’d never spoken with each other before. I painted a picture of our call in December. His response was, “I receive 116 emails daily.” So, I sent an email for a Zoom meeting, but doubt I will hear back from him.

You are not alone if you have had a similar experience. If you’re in sales, business development,  management consulting, or leading virtual teams, you are more likely to face this new challenge for remembering people, completing normal tasks, and recalling specific points during a conversation. Many find they are “not functioning with normal mental quickness or struggling to find the right word.” (Why Your Brain Feels Broken, NYTimes Parenting)

Also, there are the memory challenges experienced by people who are COVID long-haulers, working baby boomers, and people multi-tasking instead of listening. Additionally, mental health challenges (e.g., depression, anxiety, and stress), can lead to false memories too. (PsychologyToday.com)

As you physically go into offices and business meetings, you must interact with people as they are today, not as you remember them from over a year ago! People change. These changes will impact conversations and situations since perspectives have changed too.

Some of you will even question your own memory if you failed to listen and allowed distractions!

7 Tips to Create Mental Clarity

  1. Paint a Picture. If someone says, “I don’t remember …” or they appear not to remember, paint a picture of the last conversation. Describe where you were. Include any unusual situation (the coffee shop didn’t sell tea). Stay factual.
  2. Offer Your Name. Don’t play the guessing game. This will leave someone frustrated or upset they can’t remember. Instead, give them your name, business focus (10 words or less), and a quick overview of your last interaction. If you don’t remember your last interaction, start fresh and have a conversation about today.
  3. Stay Focused by Putting Away Distractions. “A lot of people think they are good at multi-tasking. The sad truth is they are not.” (Dr. Sanjay Gupta, author of Keep Sharp: How To Build a Better Brain at Any Age) If you multi-task during discussions, you will miss hearing important information and feel lost in future conversations. Some of you will even question your own memory if you failed to listen and allowed distractions!
  4. Send an Email. Recap and outline three key points. Do this before a scheduled meeting to get both of you on the same page faster. Be aware, if the person remembers it differently, ask for his/her version. Again, stick with the facts.
  5. Listen Anew. Put aside what you believe you already know or remember about the person, thing, or situation. Remember, you can be right or you can be effective. Instead, build a new bridge from yesterday to today by listening and being curious. It’s a great opportunity to create a “new normal.”
  6. Exercise, Eat, and Stay Active. This keeps your brain sharp. Sudoku, jigsaw puzzles, and word games are several ideas to help keep your brain active. Eat a healthful diet and get up from your desk every hour and move for a few minutes. (Gupta)
  7. Remember to breathe when you feel agitated, frustrated, or you’re struggling to remember a word, phrase, or person! This is a simple and effective technique. It calms your brain from its automatic reaction of fight, flight, or freeze. Also, it reduces your stress of having to get it right and calms you so you can be present during the current conversation.

 ©Jeannette Seibly 2021

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

Want to know what egos and team results have in common? Get your answers by click here.

A Note about Feeling Mental Fogginess from Jeannette. “At the University of California Irvine, research is beginning on how the lockdown has affected people’s memories. It’s been reported that even some of those amazing people who usually remember events like buying a cinema ticket 20 years earlier because they have highly superior autobiographical memory are finding they are forgetting things.” (BBC) The bottom line is, be kind to yourself and to others when memories are not clear as usual. If you want clarity on how to build a bridge from yesterday to today when talking with people, contact me to start a confidential conversation.

Develop a Winning Attitude to Achieve Great Results

“A winning attitude is priceless!” Jeannette Seibly

Winning isn’t everything, but developing a winning attitude is. A winning attitude builds confidence. It increases your ability to take initiative and be resourceful. It creates healthy self-esteem while improving your results.

Whether you win or not, you always gain new knowledge, skills, and awareness that are only available with a winning attitude. And, these experiences are priceless.

When you fail to bring a winning attitude to a project or task, you will likely produce mediocre results.

I’ve found in my 28 years of coaching and speaking with 1,000s of people, that a healthy relationship with winning is as important as learning the lessons from losing.

Unfortunately, a lot of people today have conflicted feelings and attitudes about winning. They have learned to be great losers and poor winners (yes, I wrote that correctly). This comes from intense peer pressure to conform and not overshadow others. Conversely, when you work on teams where winning is everything that has a downside too.

I learned a very important lesson about winning after working full-time during the day and taking graduate courses at night to receive my master’s degree. It occurred at my celebration party. Some people didn’t attend, and the reason why was a former co-worker told them, “She doesn’t deserve it!” Huh? The lesson? Not everyone will be happy about your success, but you cannot let that stop you from developing a healthy winning attitude.

“Too often, people dream the dream but fail to commit to making it happen.” Jeannette Seibly

4 Tips to Create a Healthy Winning Attitude

  1. Take Initiative. Too often, people dream the dream but fail to commit to making it happen. They want to win but fear the time and effort required. There is also a very real fear that it will negatively impact their relationships. To achieve my goal of paying for my master’s degree, I researched and wrote the education reimbursement policy for my employer. The company approved it and paid for the majority of my master’s program. That’s what taking initiative looks like.
  2. Do the Work Instead of Creating Excuses. For me, it meant applying for the graduate program and enrolling in the classes. I took classes at night and studied on the weekends. Yes, I had to sacrifice participating in other things, but my commitment to myself and my master’s degree was worth it!
  3. When Obstacles Occur, and They Will, Become Resourceful! Everyone hits a wall. Sometimes it’s a really big one. But giving up isn’t an option. When one of my required classes was only offered in the afternoons, twice a week, during work hours, I had to change my work schedule from full-time to part-time. This also meant a pay cut for one term. Then, I changed companies with only 6 more credits required. Thankfully, my new boss encouraged me by saying, “Get it done now.”
  4. Celebrate the Win with Gratitude, not Ego. When you win, it’s important to celebrate and acknowledge your accomplishments! Add the achievements to your resume. For me, I accepted the gift of the graduation party from my parents. Graciously accepting acknowledgments is also an important part of a winning attitude.

Remember, a winning attitude is required to achieve great results: a career you enjoy, new opportunities, and job satisfaction. For me, developing a winning attitude supported me to achieve great results in my career and in my business.

©Jeannette Seibly 2021

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

A Note About Developing a Winning Attitude from Jeannette. Winning attitudes require believing in yourself and taking the right actions to make it happen. That’s why It’s important today we develop a winning mindset. If you are seeking clarity about what to do, let’s start a conversation to get you into action. Contact me!

Are You Being Inclusive with Your Team?

“Inclusion isn’t hard, but it takes intention, skill, and commitment to make it happen.” Jeannette Seibly

Have you ever attended a get-together and sat there with a smile plastered on your face? Then, after the appropriate amount of time, you left with your facial muscles hurting and your energy depleted.

I recently attended an event where this happened to me! There were about 30 people on the call, but only  5 people were interacting with the host. The rest of us sat and watched the interaction with smiles plastered on our faces! It was like watching a tennis match of back-and-forth dialogue between a few select people. And because they didn’t include us, there was no opportunity to add to their conversation.

Those of you who know me know I’m not a wallflower. So, why did I feel deflated after attending what was supposed to be a fun event?

When I shared this with a friend, she said, “You didn’t feel included.”

“You’re right!” I responded. A light-bulb moment.

Then we talked about how employees, managers, and team members feel when they are not part of the clique or the leader’s inner circle. Because it’s hard to keep that fake smile plaster on your face every day!

As leaders, it’s everyone’s job to engage and include each and every person on the team! That’s being inclusive! And, in today’s workplace culture, this is a critical skill you must develop!

“In today’s workplace culture, inclusion is a critical skill you must develop!” Jeannette Seibly

7 Tips to Be Inclusive

  1. Welcome Each Person as they Join the Meeting, Virtually or On-Site. Use their first name (or, the name they wish to be called).
  2. Introduce People to One Another. At any type of meeting or social gathering, take responsibility to introduce people to one another. On Zoom calls, allow 15 seconds for each person to give a quick intro. Being seen and heard sets a positive tone for the meeting or event.
  3. Ask for Each Person’s Opinion. During brainstorming and idea generation activities, give everyone a chance to speak. Give them the option of “passing.” I go around the group more than once to ensure everyone has an opportunity to speak. And I usually get better interaction the second time around.
  4. Acknowledge Each Idea. Say something positive, “Wow!” “That’s great.” “Hadn’t thought about that one.” When you value each idea, others feel more comfortable offering their thoughts and insights. Reserve judgment about the quality of the ideas for later. It’ll be obvious if an idea won’t work for a project or issue. However, I’ve seen the lamest ideas become epic solutions! So, learn patience and trust the process!
  5. Don’t Offer Your Ideas Upfront (as the leader or boss). During true brainstorming activities, you want people’s unfiltered Wait until everyone has an opportunity to share, then offer your ideas. If you don’t wait, people that disagree or have more experience than you may feel uncomfortable sharing. It’s amazing how this simple tactic will generate more engagement and better ideas. (In case you’ve not read my recent articles, only 10% of teams produce intended results!)
  6. Assign Tasks Appropriately. When assigning tasks, base your decisions on the person’s skills and not on who you like the best. Allow people to volunteer first before making assignments. If a person raises his/her hand and doesn’t have the skills, team them with someone who is an expert and excellent teacher. Otherwise, the tasks may not get done and the person will disengage from the team.
  7. Appreciate Each Person. Make sure to appreciate each person for their contribution no matter how large or small. Remember to use “please” and “thank you” often.

©Jeannette Seibly 2021

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

A Note About Being Inclusive from Jeannette. Being inclusive isn’t hard. But you must have the intention, skill, and commitment to include all people during calls or on-site meetings. There are many training and coaching programs available to develop these skills. If you’re hesitant about what to do, let’s start a conversation to get you into action. Contact me!

The #1 Reason Teams Don’t Zap Conflict

Photo by John Schnobrich on Unsplash
“If you want great team results, value different points-of-view while managing the process and moving the conversation forward.” Jeannette Seibly

The #1 reason team members are unwilling to zap team conflict is the fear of consequences (80%*).

The result surprised me because not much has changed over the years.

Years ago, I facilitated a team and there was a guy named Rob who didn’t like listening to people with different ideas. And, gave me a hard time for giving everyone a chance to speak. In fact, he would make snide comments like, “That’ll never work” or “You’re wrong” creating no-win disagreements with others. One time he wrote about me, “Must be her time of the month!” I felt humiliated.

But, as the facilitator, I didn’t allow it to deter the purpose of the team. Ironically, Rob was being fast-tracked by executive management. So, when Rob’s comments continued, I mentioned it to my VP. He responded, “You’re overreacting.” But, for whatever reason, Rob stopped attending the meetings to the relief of everyone on the team. The conflict he created was gone. They were now able to do a great job of achieving the intended results without Rob as a roadblock.

There are a lot of programs available on conducting effective meetings and managing conflicts. Every team leader and member must access this information to improve their confidence and their team’s results.

Remember, “If you’re waiting for someone else to take the initiative, so are they!” Jeannette Seibly

Keep in mind, team conflict is not a bad thing. But how you manage team discussions makes all the difference. If you don’t learn how to resolve team disputes constructively, your team will fail. Unresolved team quarrels are why only 10% of teams achieve their intended results! (Pritchard)

Photo by Helena Lopes on Unsplash
“If you’re waiting for someone else to take the initiative, so are they!” Jeannette Seibly

11 Tips to Guide You to Resolve Team Conflicts and Build Better Result

  1. Be Intentional. Most team members attend meetings with the intention of “just getting through it” and use the time to think about other things. Attend each meeting with the intention of listening, learning, and ensuring the process is moving forward, great results will follow.
  2. Park Your Ego at the Door. Roll up your sleeves and go into the meeting to move the project or program forward. When issues arise, and they will, listen to the other person’s argument instead of thinking of a rebuttal. You may find you agree! This is required to build better ideas.
  3. Set Up the Team to Win. At the very beginning of a project or program, be clear about the goal, timeline, budget, and get buy-in from all team members. Define who the project or program is for (e.g., company-wide, department, customer, association, etc.). Address any naysayers now. If you wait, it’ll only get worse.
  4. Ensure Everyone Has Chance to Speak. Whether you are the team leader or not, encourage candor. Ask clarifying questions when needed and value each person’s responses. Call on each team member to ensure no one is missed. Allow them to say, “pass” if they have nothing to add. To manage time, remind team members they have 3 minutes each.
  5. Encourage Brainstorming. This is Critical. Brainstorming issues allows each person to share their insights and experiences without comments from others. Don’t make any decisions without hearing from everyone.
  6. Build on Other’s Ideas. To align on ideas, again, give each team member a chance to speak. When it’s your turn, focus on an idea already offered and add any new info. Don’t ever bash others’ ideas.
  7. Don’t Take Sides. When asked your opinion, share the positive attributes of both sides. If you have an idea that is win-win-win, offer it. Then, allow others to take credit for it.
  8. Bring in an Outside Influencer. Instead of feeling disheartened your team is in turmoil, ask for help. An outside influencer will review the facts, provide insights, and guide critical thinking. Remember your intention is to resolve the issue, not assess blame.
  9. Agree or Agree to Disagree. A quick way to resolve a disagreement: repeat back what the person said to his/her satisfaction before offering your own opinion. Have them do the same in return. (Often, you’ll discover that what you thought was a disagreement no longer exists.) This ensures the other person feels heard. Remember, only one person speaks at a time. This deters the triggers that can set people off on new tangents while confusing the core issue.
  10. Seek Out Mentoring and Coaching. Talk with your mentor or coach on how to best handle the conflict. Remember, the focus is not on who is right or wrong, it’s getting the issue(s) resolved. Don’t forget, bosses want results-producers that are committed to fulfilling the intended results.
  11. Learn and Master the Art of Working with Difficult Team Members. These skills will support you in all group and team efforts. You must practice them to master them!

 *The stat came from people responding to an online survey or participating in a focus group I conducted.

 ©Jeannette Seibly 2021

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

 A Note about Resolving Team Conflicts from Jeannette. Team conflicts can be disheartening to even the strongest of team leaders and facilitators. But team conflicts can be used to produce intended results when managed constructively. There are many training and coaching programs available to develop the skills required for conducting effective meetings. Need help? I’ve been running meetings that have produced unprecedented results for over 30 years…contact me and we’ll brainstorm answers for you. Contact me!

Craft Your Next Career Opportunity Today

“Are you ready for your next opportunity? If yes, take initiative and create your next opportunity in your current job. You’ll get results faster.” Jeannette Seibly

Instead of looking for a new job with more opportunities, expand your current position and responsibilities. Why? You already know the company structure, customers, industry, and systems. You can hit the floor running faster and produce results quicker with your current team and boss.

How to Create Your New Opportunity

Talk with Customers and Department Heads. Meet with others to determine what is missing. Listen more than talk and ask questions for clarification.

Ask the following questions:

  • “What are your top 1 or 2 concerns right now?”
  • “Why are these important challenges?”
  • “What do you believe are the solutions?”
  • “How do you believe my team can best help?”

Once there is an alignment of what to pursue with your team, explore and focus on the top 1 or 2 concerns.

“Effective brainstorming requires listening to all team members and writing down all ideas.” Jeannette Seibly

Brainstorm for Solutions. To get started, acknowledge your team for their willingness to be part of this new opportunity. Then, together with your team, review the data from your conversations. Also, review the company’s mission and 2021 goals. Now, your team is ready to brainstorm. Remember, effective brainstorming requires listening to all team members and writing down all ideas.

Align Team Members. Don’t rely on consensus for agreement. Align on the project you will focus on. Then, talk with your boss and key influencers to get their buy-in. Be prepared to address any specific concerns or elephants.

Put Together the Presentation. Purpose. Timeline. Budget. These are the three key areas. Keep the narrative to one page for each item. Since it is a new idea, use simple graphs to support your points. During the presentation, don’t be defensive when answering questions or it’ll kill the opportunity. Instead, remember, you’ve been working on this opportunity for a while. But it’s the first-time others are learning about it.

Now, Make it Happen.

If you have the:

  • Green light–Don’t wait. Get into action now and address any required changes along the way.
  • Yellow light–People are not clear. Clarify your proposal. Keep your communication simple and smart. Remember, they have their own agendas that you did not address to their satisfaction. Now is the best time to use your persuasive listening skills to create win-win-win outcomes.
  • Red light–There was no buy-in. You overlooked or missed important points. Talk with your boss and key influencers after working with your executive coach. Then, debrief with your team. Review and determine what’s next. Don’t let one failure sideline your ability to seek future opportunities within your current job.

©Jeannette Seibly, 2021

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

A Note about Crafting Your Next Career Opportunity Today from Jeannette. Many of your key leaders and employees want more than their current position offers. Instead of letting them leave, encourage them to take initiative and create their next career opportunity within their current position. Then, provide the training and coaching required for their success, or there is a good chance they will fail. Need help? Yes, we all do from time-to-time. Contact me!