Leadership Results Coach | SeibCo, LLC

How to Get Past Failure and Move Forward with Confidence

June 17, 2025 by Jeannette Seibly

“Success is not final, failure is not fatal: it is the courage to continue that counts.” – Winston Churchill

We’ve all faced setbacks—some were frustrating, others downright humiliating. But instead of retreating and hoping no one notices (they will), the key is to get into action. Failure isn’t a dead end; it’s a detour that redirects you toward better results.

6 Steps to Regain Focus and Drive Success

Reflect with Purpose. Complete the What Worked? / What Didn’t Work? exercise individually, then bring your team together to share insights. This ensures learning, not blame.
Extract Lessons & Adjust. Ask: What did we learn? What can we do differently? Example: If you went over budget, assign clear financial oversight next time. Remember, the key is to tell the truth.
Acknowledge Contributions. Go around the virtual table and recognize each person’s successes. Failure doesn’t erase progress—celebrate what worked and what was learned!
Engage in Honest Conversations. If the failure impacted customers or employees, address it directly. No excuses—just listen, learn, and align on next steps.
Prioritize Alignment Over Consensus. Waiting for full agreement as to what to do next is a fool’s game. Get alignment, make decisions, and move forward. Momentum matters.
Take Action—Now Stop searching for an escape route. Action builds resilience and dissolves resistance. The sooner you move, the faster you recover.

Failure isn’t the end—it’s a pivot point. The faster you embrace it, the stronger your leadership becomes.

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, specializes in delivering innovative solutions for hiring, coaching, and leadership challenges. Over the past 32 years, she has empowered business owners, executives, and managers to achieve remarkable success. With a steadfast commitment to excellence, Jeannette champions those eager to elevate, expand, and excel in their results.

Goal Accomplished! Now What?

June 9, 2025 by Jeannette Seibly

“Success brings momentum. Don’t waste it—use it to fuel your next win.” Jeannette Seibly

You did it! You reached your goal—woohoo! 🎉 Now what?

Celebrate! Take a moment to enjoy the win. Share it with your team, friends, and family.
Choose Your Next Goal. What’s next? Pick a new project or find out what your boss or customers need.
Keep Going! Momentum is key. Don’t slow down—build on your success.

8 Ways to Keep the Momentum Going

✅ What Worked? What Didn’t? This step is a must. Every win and every mistake or failure teaches you something. Use this at the start, middle, and end of any project.

✅ Brainstorm! Don’t assume you know the best way forward. Listen to ideas and provide a safe environment so team members are comfortable speaking up. A theme or solution will pop up, even off-the-wall ideas have merit.

✅ Don’t Fear Risk! Take wild ideas and find five reasons they could work. You don’t have to use them, but they’ll spark new solutions.

✅ Think Like a Winner! Worried about the “what ifs”? Breathe. Start with your goal, set a deadline, and work backward. Break it into smaller steps.

✅ Review Your Plan. Run it by your coach, mentor, or someone outside the project. Then, share it with your team and boss. Aim for alignment—not consensus. Otherwise, you’ll stall.

✅ Get to Work! Make a system to track your progress. When you hit a wall (and you will), talk it out! Use “What Worked? What Didn’t?” to find missing pieces.

✅ Make It Happen! Just planning isn’t enough. Execution takes effort. Have key conversations along the way to stay on track.

✅ Celebrate Again! Another win? YES! 🎉 Don’t forget:

Thank your team.
Update your brags.
Do another “What Worked? What Didn’t?” to wrap things up.

Do You Know How to Build a Robust Team?

June 2, 2025 by Jeannette Seibly

A strong, adaptable team is the backbone of any successful organization. A robust team isn’t just made up of skilled individuals—it thrives on collaboration, problem-solving, and a shared commitment to growth.

Core Traits of a Robust Team:

Resilience – They adapt and maintain momentum despite setbacks.
Strong Communication – Open, honest dialogue fosters alignment.
Diverse Skill Sets – Varied expertise ensures dynamic problem-solving.
Accountability & Trust – Ownership and reliability strengthen cohesion.
Continuous Growth – Learning and adaptation prevent stagnation.

So, how do you build one?

Step 1: Hire with Intention

The hiring process is where it all begins. Selecting the right people using a job-fit selection system ensures the best match for the role, making this the least expensive place to get it right. Using tools that assess skills, job fit, and long-term potential sets the foundation for success.

Step 2: Onboard Effectively

Even the best hires need proper acclimation. Design an 180-day Success Plan (“Hire Amazing Employees” Chapter 6). This ensures you use a strong onboarding process that fosters confidence, alignment, and connection to the team’s mission. Without it, new employees risk feeling disconnected, which leads to early disengagement.

Step 3: Train Continuously

Continuous training keeps a team viable regardless of someone’s education and certifications. The best teams evolve alongside industry changes, ensuring they remain competitive and engaged. Training is not a one-time event—it’s an ongoing investment.

Step 4: Coach for Growth

Not all leaders and managers are natural coaches, but coaching is essential for sustained success. If coaching isn’t your strength, hiring a coach can help bridge the gap. A strategic coach guides teams in overcoming challenges while keeping momentum strong.

Leadership coaching plays a crucial role in fostering these qualities. A robust team doesn’t just happen—it’s built intentionally, with emotional integrity, strategic clarity, and a culture that empowers individuals to contribute fully.

Are You Stuck? It’s Time to Move Forward!

May 26, 2025 by Jeannette Seibly

“Everyone gets stuck! Moving forward requires taking actions that make it happen.” Jeannette Seibly

Do you remember watching Wile E. Coyote in those classic cartoons? No matter how many times he slammed into a wall, he’d shake it off, only to hit the same wall again. Over and over. No new results.

Lately, I’ve been speaking with business professionals, bosses, and leaders who feel stuck, waiting, and hoping for change. When asked what actions they’re taking to move forward, every single one said, “I’m waiting to see.”

Many of us do this, wait and see. Feeling stuck can be excruciating—whether you need money, a promotion, or a resolution to a family drama. But waiting isn’t the answer. Staying stagnant drains your inner power and confidence. It limits your choices. It keeps you playing small, hoping for the best.

Getting unstuck requires action, step by step.

Get Unstuck Today!

Recognize the “Grass is Greener” Syndrome

Comparing your job, life, or circumstances to others can spark jealousy or frustration. You start believing that life would be better if only you had what they have. But the truth is—the grass isn’t greener elsewhere. It’s just different.

The solution? Get into action. Meditate to maintain momentum, work with an experienced coach, and commit to the steps that move you forward.

Change Your Perspective—Shift Your Mindset

A CPA named Darla was once a great employee. Then, she became negative and disengaged. After reviewing her job fit results (she was a great fit), I asked, “What’s the problem?”

Her answer? “I want to travel.”

I replied, “Then aren’t you in a perfect job that allows you to do that? Your workload is heavy in the first quarter, but after that, you can schedule travel!”

She paused, then agreed. A simple mindset shift changed everything.

Know What True Job Fit Means

Over 80% of people are in jobs that don’t fit them (Gallup). Too many believe they can succeed in any job, but that’s just not reality.

We get stuck thinking we should be our own boss or that we could get rich using someone else’s game plan or blueprint. But here’s the thing—many employed people do make great money when they manage their career choices wisely and invest their money well.

Want clarity? Use a qualified job fit assessment and work with an experienced coach. Then, take action before fear, doubt, and anxiety creep in.

Expand Your Responsibilities—Not Your Busywork

This isn’t about piling on mindless tasks. Busywork creates boredom, frustration, and emptiness—the very essence of feeling stuck.

Instead, focus on work that naturally aligns with your thinking, core behaviors, and occupational interests. Expanding responsibilities the right way keeps you engaged.

Want a change? Develop your brag statements, then pitch the job shifts that will serve you and your company.

Work Smarter—Not Harder

It’s time to ditch the trial-and-error do-it-yourself approach. I know—you think you’ve got it handled. But if you stay stuck too long, or keep experimenting without direction, you’ll drain yourself emotionally and financially. The essence of staying stuck.

Work with a coach who specializes in moving people forward. Stop relying on friends who just tell you what you want to hear.

Take David—a former executive fired after 15 years. He spent five years chasing opportunities, trying new roles, even buying a franchise. Exhausted and financially strained, he finally reached out to his coach (me). That conversation changed everything.

Now? He’s thriving in a six-figure job he loves.

Break Through the Ceiling—Before You Jump

Feeling maxed out can push people toward drastic decisions—selling their business, quitting their job, moving, or retiring. But making choices while emotionally drained can limit opportunities.

Before you leap, take time to talk it out with a coach. Do the brag work. Use an objective job fit assessment to clarify where you excel in today’s business world.

One young woman was pressured by her father to work for him, despite her own career aspirations. She hired me, followed the steps outlined in this article, and made her move. Years later? She’s still making six figures and loving her life.

You Can Do It Too

It all starts with the courage to say: “Yes! My goals and my life matter.”

Now, take actions that make it happen.

Tackling People Problems: A Leadership Imperative

May 15, 2025 by Jeannette Seibly

“Good leadership requires having tough conversations that address people challenges – if ignore, the consequences can be very costly.” Jeannette Seibly

Leaders who proactively address people problems cultivate trust, inclusion, and accountability. In turn, performance, profitability, and workplace cultures thrive.

Leadership is often defined by the ability to make tough decisions, yet addressing people-related challenges remains one of the most avoided tasks in management. Many leaders hesitate due to unconscious biases, emotional discomfort, or fear of repercussions. However, ignoring these issues only amplifies their negative effects—eroding employee and customer trust, damaging morale, and diminishing productivity.

7 Reasons Why Leaders Delay Addressing People Issues

Avoidance & Discomfort – Difficult conversations can be uncomfortable, causing even experienced leaders to procrastinate. Worse still, some deny the impact the issue has on the company, customers, and team members, which allows small problems to snowball into major disruptions.
Optimism Bias – Hoping a situation will resolve itself without intervention can result in costly top talent attrition and client loss. Leaders who delay or ignore taking action risk undermining their own credibility and the company’s reputation.
Lack of Clarity – Without clear expectations, leaders may hesitate to define damaging behavior, fearing they are overreacting. So, they choose to do nothing.
Fear of Fallout – Pushback, legal concerns, or interpersonal conflict can make action feel risky, even though inaction allows problems to escalate.
Time Constraints – Addressing people issues often takes a backseat until they become too big to ignore, leading to reactive, rather than proactive, leadership.
Emotional Bias – Leaders may struggle to hold accountable top performers and other employees they once favored or personally valued, leading to inequitable decision-making.
Lack of Skills or Support – Without structured tools and objective data for addressing conflict, leaders usually default to avoidance. If they rely on others to handle the situation, the problem often grows worse due to lack of agreement about the true issue.

The Solution: Tips to Resolve People Challenges

Leadership and employees thrive in a proactive workplace culture. Waiting too long to address and resolve people challenges erodes trust and weakens outcomes. Leaders must learn to strip away assumptions, biases, and excuses to tackle these issues directly. And, keep in mind this is not easy to do.

Here’s how to address people problems constructively:

Identify the Core Problem – Is the issue behavioral, a misalignment, or a leadership blind spot? Objective assessments, such as job-fit evaluations and qualified 360-degree feedback tools, can clarify the root cause with valid data.
Assess the Impact – Who is affected? How does the issue disrupt productivity, team dynamics, or organizational culture? While ignoring it will widen the ripple effect, misdiagnosing it can cause great harm too. Talk with one or two trusted confidants to broaden your perspective.
Challenge Avoidance Patterns – Leaders must remove emotional biases from their decision-making. Examples: 1) relying on the first piece of information or gossip without delving into the truth; 2) refusing to consider contradictory evidence; or 3) allowing the group’s bias to override the facts. Executive coaching and job-fit assessments can provide clarity, but decisive action based on facts remains key.
Reframe the Narrative – Instead of believing tough conversations are hard, reframe to: these conversations invest in your company’s long-term success. While discomfort is inevitable, accountability fosters growth. Partner with an experienced executive coach and consult an HR or a legal professional to navigate complexities effectively and with confidence.
Provide Coaching and Training – Structured feedback models, coaching techniques, and communication strategies build leaders’ confidence in handling people challenges. Communication, emotional intelligence and integrity, and other interpersonal training provides for a workplace culture of positive and constructive feedback for everyone.
Develop Accountability & Follow-Through – Addressing issues is only the first step. Consistent follow-up—through coaching, retraining, role transitions, and interpersonal skill development—ensures lasting change. Reinforcement builds trust and shows employees they are supported and that you care.

Final Thoughts

Leaders who proactively address people problems cultivate trust, inclusion, and accountability. In turn, performance, profitability, and workplace cultures thrive. Emotional integrity, constructive feedback, and structured problem-solving require stripping away assumptions and biases. By embracing clarity and decisive action, strong leaders foster workplaces that are equitable, resilient, and empowered.

Effective Decisions Require Navigating Through Uncertainty

May 12, 2025 by Jeannette Seibly

“Making win-win-win decisions can be the hardest part of being a great leader and boss.” Jeannette Seibly

Every leader encounters moments of hesitation when making critical decisions. Sometimes, we lack enough information and must rely on intuition. Other times, we’re buried in data, stuck in analysis paralysis. Neither scenario is inherently better, but both will stall progress. Leading effectively requires clarity, objectivity, and confidence.

Making win-win-win decisions isn’t a flawless process—it demands fearlessness in asking open-ended questions, listening, and applying discernment. Keeping people aligned, staying committed to your intention, and navigating time and budget constraints can challenge even the most seasoned leaders. While collaboration is essential, waiting for consensus can stall decision-making. True alignment requires finesse, and is a skill that must be learned.

It’s easy to forget that leadership isn’t about perfection—it’s about making the best possible decision with the available information and, most importantly, effectively following through.

Common Decision-Making Roadblocks

Every leader faces hurdles in making effective decisions. These are some of the most frequent challenges:

Information Overload—When there is too much data, it’s easy to lose sight of what truly matters, leading to paralysis.
Fear of Failure – Worrying about mistakes or criticism can create hesitation and stall decisive action.
Emotional Bias – Personal feelings or outside pressures can cloud judgment, making it hard to stay objective.
Conflicting Priorities – Balancing short-term demands with long-term goals adds layers of complexity.
Lack of Clear Intent – Without a well-defined purpose, conversations spiral and decisions stall.
Perfectionism – The pressure to make the “perfect” choice can lead to excessive caution, sabotaging progress.

Overcoming these obstacles requires structure and intentionality. Leaders who stay focused, rely on clarity, and commit to action move forward with confidence.

Six Strategies for Making Effective Decisions

Clarify Your Intention. Start with a focused, actionable intention—keep it to 10 words or fewer. This keeps it free from emotional weight. For example, “Increase retention through job-fit assessments” is clear and measurable, while “Make everyone happy so they will stay” is vague and unrealistic. Your intention becomes the compass guiding your decisions.
Balance Objectivity with Facts. Don’t get distracted by flashy headlines or social media pundits—dig deeper to uncover the real story. Not all statistics are reliable (or legal), and not all data is relevant to your decision. Ask an expert, challenge assumptions, and focus on what truly matters.
Seek Focused Advice. Too many voices can create noise and confusion. Instead, turn to two or three trusted advisors with relevant expertise. Targeted insights sharpen your direction, while excessive consultation leads to confusion and paralysis.
Identify and Manage Emotional Bias. Emotions naturally influence decision-making, but unchecked, they can derail objectivity and cloud judgment. Common biases include:
- Over-Optimism – Ignoring risks in favor of best-case scenarios.
- Fear-Based Avoidance – Failure to face the issue head-on due to imagined criticism.
- People-Pleasing – Prioritizing others’ approval over making sound decisions.

Pause and reflect on what’s truly driving your hesitation. Use facts, seek diverse perspectives, and acknowledge emotions—without letting them take control.

Accept Trade-Offs and Keep Moving Forward. There’s no such thing as a perfect decision—every choice comes with trade-offs. Instead of fearing missteps, focus on whether the benefits outweigh the drawbacks. Progress is built on momentum, not a stop-start cycle fueled by fear, doubt, and hesitation.
Commit and Take Action. Good leadership requires movement. Once you’ve defined your intention, analyzed the data, gathered insights, and weighed your options, COMMIT. Now, take focused action. Insights are meaningless without execution. Confidence doesn’t come from waiting for certainty—it grows through decisive action, adaptability, and resilience.

Navigating through Uncertainty with Intention

Decision-making doesn’t have to be overwhelming. With structure and intention, you can move past fear and hesitation to make choices with confidence, clarity, and purpose. Every decision, whether perfect or not, is a step forward. It’s not about avoiding mistakes; it’s about learning, adapting, and forging ahead through uncertainty.

Complacency: A Leadership Blind Spot

May 5, 2025 by Jeannette Seibly

“Leaders must address complacency in their teams each and every day or risk losing them.” Jeannette Seibly

In leadership, complacency is a silent disruptor. Complacency is self-satisfaction that ignores or fails to notice problems or dangers. (Merriam Webster) It creeps into companies, stalls momentum, and diminishes influence. Whether leading a team or managing a business, the challenge remains the same: growth demands continuous engagement from you and your team members rather than being self-satisfied and stagnant.

Complacency: The Risk That Goes Unnoticed

Complacency isn’t just about doing the same thing repeatedly — it’s about losing the edge. It’s the moment self-satisfaction turns into assumptions that everyone is engaged because they’re getting the work done, and routines start replacing critical thinking. Leaders who don’t actively challenge themselves or their team members risk missing opportunities. The reality? Complacent leaders often ignore what is in front of them — teams left without direction grow disengaged, mistakes increase, and unnecessary problems get created (e.g., working relationships).

Signs of complacency to watch for:

• Relying on outdated strategies without reevaluating effectiveness (e.g., hiring and selection system)
• Avoiding tough conversations or settling for mediocrity
• Failing to invest in personal and team development to ensure collaboration, and to appreciate and capitalize on differences effectively

When growth stops, so does engagement. A thriving workplace depends on individuals who actively shape direction, question norms, and embrace change. Building and maintaining momentum requires intentional leadership—whether steering a company or guiding a team.

How to Combat Complacency

Breaking out of a complacent mindset requires strategy and self-awareness. Here’s how effective leaders approach the challenge:

1. Stay Curious – Leaders ask questions and seek fresh perspectives. They push past “what’s always worked” and explore new approaches. They use the open-ended question approach to ensure everyone gets the chance to share ideas and acknowledge and learn from mistakes.

2. Create Accountability – Feedback loops keep teams sharp. Honest conversations prevent stagnation and complacency. It requires conducting effective meetings, using true brainstorming methods, and ensuring intended results are achieved more often than not.

3. Encourage Bold Thinking – Innovation comes from challenging assumptions. Leaders cultivate an environment where risk-taking is encouraged. Again, yes, the critical point with staying curious is needing repeating: When you stay curious and use the open-ended question approach will ensure employees are heard without ridicule. This is how valued ideas get expressed, created, and used for the benefit of achieving the intended results.

4. Celebrate Progress, Not Just Outcomes – Recognizing small victories keeps energy high and reinforces momentum, which battles complacency. Learning how to self-promote and encouraging team members to do the same builds confidence and team trust.

Final Thought: Leadership Is a Choice
Leading effectively is an ongoing commitment—not a one-time decision. To combat complacency requires awareness, adaptability, and the courage to push past the comfort zone you’ve created. The key to sustained success? Stay engaged and stay open, and remember, yesterday’s approach will not guarantee tomorrow’s results.

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, specializes in delivering innovative solutions for hiring, coaching, and leadership challenges. Over the past 32 years, she has empowered business owners, executives, and managers to achieve remarkable success. With a steadfast commitment to excellence, Jeannette champions those eager to elevate, expand, and excel in their results.

Job Fit: How To Strategically Hire for Tomorrow’s Results

April 14, 2025 by Jeannette Seibly

“Successful hiring requires aligning skills, values, and potential to ensure resilience and results.” Jeannette Seibly

In a previous article, I focused on what job fit is and what it is not.

To continue, it’s critical to remember, hiring today isn’t just about filling empty seats—it’s about building resilient, adaptable teams that align with your company’s vision and values — and producing intended results. In other words, it’s about selecting employees who will fit the job requirements.

Yet here lies the challenge: too many leaders fail to refine their hiring strategies. Instead, they rely on gut instincts, skip deliberate planning, and ignore the importance of clarifying roles or expectations.

Some might even view a low turnover rate as evidence of a flawless strategic hiring process. But dig deeper, and you will find disengaged employees—doing just enough to avoid attention while costing the business in lost clients, missed opportunities, and sagging morale.

To ensure your team thrives today and tomorrow, it’s essential to rethink how you hire, coach, and manage. Job fit success hinges on prioritizing agility, shared values, and innovation, while using appropriate tools that align seamlessly with your goals.

Do you want to make job fit happen?

1. Hire for Agility and Mental Flexibility

Adaptability is non-negotiable in today’s fast-paced world. Resilient teams navigate change, tackle complexity, and creatively solve problems. Seek candidates who excel in uncertain situations and can pivot when circumstances demand it.

Job fit assessments are invaluable for uncovering potential beyond the resume and interview. These tools evaluate how candidates think, process information, and approach challenges—providing clear insights into how they will drive innovation and thrive in dynamic environments.

2. Prioritize Purpose, Passion, and Shared Values

The strongest teams connect deeply to your company’s mission and values. Candidates that fit the job have purpose and passion and will contribute more than just skills; they bring energy, commitment, and alignment with your culture. However, uncovering these traits requires going beyond superficial interviews.

Use layered questioning techniques, like the Rule of 3, to explore motivations and ensure alignment. Additionally, integrity and honesty assessments add confidence that you’re hiring individuals who genuinely fit your workplace values.

3. Leverage Technology and Predictive Insights

With advancements in AI and analytics, hiring decisions can extend beyond resumes. Modern tools analyze behavioral patterns, validate job fit, and predict compatibility—helping you make smarter, future-focused decisions.

Still, balance is key. Use technology strategically, allowing it to handle tasks like pre-screening or scheduling, but maintain genuine human connection throughout your recruitment process.

Note: Throughout the pre-employment phase, ensure that all assessments and other tools used comply with Department of Labor standards to safeguard fairness and accuracy, as well as other legal requirements (e.g., EEO, ADA).

4. Expand and Diversify Talent Pipelines

To build tomorrow’s results-focused team, broaden your horizons. Go beyond traditional recruitment channels—explore overlooked talent pools, mentorship programs, and upskilling initiatives. Diversity and critical thinking will fuel innovation and strengthen problem-solving within your teams.

Remember, recruitment is just the beginning to discover whether or not the person will fit the job. To keep good employees, robust onboarding processes, clear career paths, and continuous coaching will ensure new hires who fit their jobs stay engaged and committed to your company’s long-term vision.

5. Redefine Success with Growth-Focused Paths

Candidates today seek more than just a paycheck—they’re looking for development opportunities and a meaningful future where they can make a difference. Attract top talent by emphasizing pathways for continuous learning, leadership advancement, and impactful growth.

Expand your definition of success to include sustainability, innovation, and community contributions. Equip employees with the tools to take ownership of their development, fostering engagement and inspiring long-term loyalty.

Hiring for job fit isn’t just about recruitment. It requires refining and leveraging your selection and onboarding systems, prioritizing job fit. This is how you’ll build teams that embody your company’s vision, agility, and shared values.

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, boasts over 32 years of hands-on experience. Working with small and family businesses, her expertise helps leaders and bosses refine their hiring, coaching, and management practices and achieve their intended results. Along the journey, she has guided the creation of three millionaires and numerous six-figure earners, all while championing those ready to elevate their game to new heights.

Results and Leadership Success Depend on How You Handle Feedback

April 7, 2025 by Jeannette Seibly

“Positive and negative feedback are gifts we can use to accelerate our leadership growth.” Jeannette Seibly

Leaders, bosses, and business professionals—this article is a must-read. It could make or break your career and business.

You can always tell how successful a boss or leader is by their ability to listen to and handle feedback.

Years ago, a plant manager called me. When I didn’t tell him what he wanted to hear, he yelled, “You don’t know what you’re talking about because you’re a woman!”

A colleague in the office next to mine overheard the exchange and called me into his office. He said, “Here’s what you need to do.” (No, I hadn’t asked for his feedback; frankly, I wasn’t sure I wanted it.)

Still, I followed his advice. As a result, I became the only person in my department that the plant manager would work with. He trusted me since I took the time to tour his plant and express interest in the operations.

The unsolicited feedback was a valuable gift—a lesson I still remember and appreciate to this day.

Feedback Can Make or Break Your Credibility:

• Egos in Overdrive. Phrases like “How dare you!” or “You don’t know how to do what I do” showcase your ego at work. The problem? When you truly need honest feedback, no one will give it to you.

• Debate Mode. Responses like “You don’t understand,” or “No one else mentioned it,” or “I didn’t have time to prepare” are counterproductive. They discourage people from sharing invaluable insights. Instead, you’ll hear only what they think you want to hear. Remember, standing your ground diplomatically during disagreements (e.g., contract negotiations) is not the same as receiving feedback.

• Being a Right-Fighter. Similar to debating, being a right-fighter often escalates into lengthy emails or rants defending why the feedback should be dismissed or is unimportant. This approach blocks leadership growth and improvement. Often, it will sideline you from the next promotion or new opportunity.

Another Personal Example:

Recently, I led a 40-minute breakout session titled “Get Your Brag On!” Overall, it was well-received:

• “I could have listened to you all afternoon!”
• “I rewrote my presentation introduction based on your advice—thank you!”

However, I also got less favorable feedback:

• “We didn’t have enough time to write out our responses.”

When feedback isn’t glowing, I’ve learned to respond with gratitude: “Thank you. I appreciate your participation.” Then, I review it with a trusted friend to see how I can improve if necessary.

Ways to Learn from Feedback and Win:

1. Listen. Whether the feedback was requested or unsolicited, set aside your ego and listen. Simply listening can positively impact your results. Remember, everyone makes mistakes. It’s how you acknowledge them and learn that makes the difference.

2. Ask Open-Ended Questions. Be curious and seek clarity to understand the feedback better.

3. Mirror Their Words. Avoid putting words into their mouth. For example, don’t say, “I’m sorry you’re disappointed” unless they’ve used the word “disappointed.” Reflecting their own words shows you value their input.

4. Express Gratitude. Even if the feedback stings, treat it as a gift. A simple “Thank you” can open doors to growth and learning. You never know the impact feedback can make in opening future opportunities for you.

5. Review and Apply. Thoughtfully consider the feedback. Talk with your executive coach and decide where it’s most appropriate to incorporate changes, and if so, how and when to do so.

Want to learn how to give and receive feedback? Click here for a previous article.

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, boasts over 32 years of hands-on experience. Working with small and family businesses, her expertise guides leaders and bosses to refine their hiring, coaching, and management practices and achieve their intended results. Along the journey, she has guided the creation of three millionaires and numerous six-figure earners, all while championing those ready to elevate their game to new heights.

Key Factors to Hire for Job Fit and Avoid Costly Loss of People

March 17, 2025 by Jeannette Seibly

“Job fit is crucial when hiring and promoting people to achieve intended business results.” Jeannette Seibly

Did you know: “Employee engagement in the U.S. fell to its lowest level in a decade in 2024, with only 31% of employees engaged?” (Gallup)

I would assert that many employers are unclear about what job fit is and what it is not. Employees who excel in jobs that fit their thinking style, core behaviors, and occupational interests stay longer and are more engaged.

If you are frustrated and annoyed with hiring great people into the wrong job, this article is for you.

Today, many qualified people are looking for work because they are retiring, being fired, being laid off, or looking for something better. Although there are a lot of great job candidates available – buyer beware – it doesn’t mean they will fit well into the job responsibilities of your company. Outdated hiring practices that rely on intuitive hiring, biases, and inappropriate pre-employment assessments will cause you to lose key customers and top talent while hurting profitability.

“Too often, we hire based on subjective reasons but fire for poor job fit.” Jeannette Seibly

What Are a Few Signs of Poor Job Fit?

• Work assignments are late, with a lot of excuses
• Promises are made without achieving the intended results
• Frequent mistakes occur, and the employee misreads what needs to be done
• Conflicts with team members, customers, and bosses
• Failure to listen, incorporate others’ ideas, and develop win-win-win outcomes
• Lack of business growth (sales) or overrun of expenses
• Constant change in direction – they are easily distracted by “shiny objects” or “crystal ball” syndromes

Why Does Poor Job Fit Happen?

• No real objective data collected (e.g., resumes are more than 80 percent inaccurate).
• Rely on intuitive hiring practices that reflect biases (e.g., the job interviews account for 90 percent of the hiring decision).
• Unwilling to improve the selection process, citing costs for improvement and ignoring costs for hiring mistakes.
• Failure to conduct thorough due diligence (e.g., relying on false data, such as name of employer, education).
• Use inappropriate assessments to determine job fit (e.g., overlook validity, reliability, predictive validity, and distortion factors)
• Believe any known limitations can be overcome with training and development. (Forgetting that no one works that hard to be someone they are not. This is a trap that almost every hiring boss/leader falls into!)

What Is Job Fit?

Job fit refers to the alignment between an individual’s skills, experience, values, and personality with the requirements, culture, and expectations of a specific job and organization. It encompasses several key aspects:

1. Skills and Experience Fit: How well an individual’s abilities and past work experience match the tasks and responsibilities of the role. While these required skills and experience may sound good on paper, the job candidate may not be able to use the skills effectively. It’s why valid job-fit assessments are required. When using highly validated and reliable assessments, you gain insight into the real person and their core behavior, occupational interests, and thinking styles.

2. Cultural Fit: The degree to which an individual’s values, behaviors, and working style align with the company’s culture and work environment. A startup or new business venture is very different from working in a well-established company. In a company that requires thinking outside the box, some job candidates may believe they can … but are unable to design and develop sustainable systems or results.

3. Motivation and Interest: The extent to which an individual’s career goals and personal interests are aligned with the job’s duties and opportunities for growth. With changes in people’s work ethic, their career or life aspirations may misalign with the company’s needs and goals. It’s critical to have very clear expectations: PTO, work-life balance, accountability for following up and following through, etc.

4. Team Fit: How well an individual works with existing team members and contributes to team dynamics and cohesion. Are they someone who can work well with others, be coachable, and keep their ego out of the way?

When job fit is strong, employees are satisfied, business excels, and customers keep coming back.

Strategies to Improve Job Fit

• Create a sustainable strategic job fit selection process.
• Get real about what you need and the type of person who can fulfill the desired results.
• Work with a talent advisor/hiring consultant to train managers on interviewing, due diligence, and using the proper job fit assessment. (Each should account for 1/3 of the selection decision.)
• Remember, many savvy job candidates will tell you what you want to hear, and hiring bosses have a low probability of discerning the truth. It’s why objective data is required.

To recap: Using a qualified job fit assessment that meets the validity and reliability requirements outlined by the Department of Labor, conducting proper due diligence, and structuring interview processes to affirm your intuition/gut will provide clarity and are crucial to improving employee engagement, customer retention, and improving the bottom line.

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, boasts over 32 years of hands-on experience. Working with small and family businesses, her expertise guides leaders and bosses to refine their hiring, coaching, and management practices and achieve their intended results. Along the journey, she has guided the creation of three millionaires and numerous six-figure earners, all while championing those ready to elevate their game to new heights.

Grab her book, “Hire Amazing Employees” — it provides overlooked issues when designing and using a strategic job fit selection system.