Leadership Results Coach

Many Employers Are Feeling the Pressure to Increase Wages

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“Everyone thinks money keeps employees. But they forget money doesn’t motivate!” Jeannette Seibly

A friend had demanded a pay increase from his boss and got it. He felt excited to get the money until he realized it put him in a new tax bracket. So now, he’s looking for a different motivator to continue doing a job he doesn’t even enjoy.

Everyone wants to make more money. They believe it’ll motivate them to like their jobs! The truth is, if they are in the wrong position due to poor job fit, it won’t matter what you’re paying them. They’ll still experience job dissatisfaction. Therefore, employers must become innovative and create new ways to compensate their employees, along with fair wages.

The BIG question is, “How can I compensate and motivate employees to attract and keep them?”

9 Ways to Compensate and Retain Employees to Improve Job Satisfaction

Job Fit. Yes, I know, I mention this a lot. But the fact is, studies show that when people fit their work, they thrive. They are less likely to focus on money to offset job dissatisfaction. Use a strategic selection process and qualified job fit assessments to improve your selection decisions for new hires, rehires, and job transfers and promotions.

Ask. Ask, “What do you really really really want?” It’s the best place to start. You may be surprised that their requests are not about increasing their paychecks! (Unless you’re paying below industry standards.) If you do this, you’ll be surprised by what you learn.

Benefit Options. Provide spending dollars and options for additional vacation, childcare, personal time off, working remotely, and fun activities.

Perks and Gift Cards. Provide prizes for different challenges. Remember, some will enjoy group prizes, while others value individual recognition.

Education with Accredited Schools. Many are looking for education reimbursement or the company paying for tuition and books up front. This allows your employees to grow.

Company Workshops. Provide 1:1 training and development programs, both online and in-person. These should include technical, leadership, and soft skills training. Provide a certificate of completion and have it noted in their HR record.

Other Learning Opportunities. Partner with local experts to provide personal courses: money and financial management, how to buy your first home, Medicare options, and how to brag. These courses should include certificates of completion.

Provide Expanded Opportunities: Interdepartmental Teams, Association or Trade Boards, or Community Outreach Programs or Boards. These opportunities provide growth and development and are highly favored among many employees. They provide invaluable ways to develop and gain leadership skills and confidence in using them. Be sure they have a mentor to work through the sticky situations and political relationships in these groups.

Train to Be Coaches. Offer experienced employees the opportunity to coach newer employees. Provide a well-designed training program and certificate for these new coaches. The selling point is that these are invaluable skills to learn and develop and can be used on the job, at home, or in community activities.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a three-time Amazon Best-Selling Author!

A note from Jeannette about different ways to compensate and retain employees: Many employees today want more money. But they fail to realize that money is not a motivator. However, other perks, benefits, and opportunities can be. Not sure where to begin? Contact me for a confidential conversation.

Do you know if you’re doing a poor job of managing others? Would you like to know whether or not you are? As a leader or future leader, you must learn how to get the job done by working with and through others for great results. To learn more, click here.

Effective Leaders Focus on Workability

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“You’re never too important or busy to handle the details in your life.” Jeannette Seibly

I returned from an inspiring weekend and was feeling good. I woke up smiling on Monday morning, ready to take on life. Then, I sniffed. Whew! I let go of my ego and laughed. “This is what pursuing my goals looks like … it includes details like cleaning out the cat litter box!” LOL!

When leaders, entrepreneurs, and business owners are busy pursuing their goals, they often ignore details and get overwhelmed when life and business aren’t working. Or their ego gets in the way. They forget or become irritable when the dishwasher needs to be loaded/unloaded. The dog requires walking. And the kids and significant others demand quality time. Sound familiar?

Workability occurs when you acknowledge the necessary details in your life and focus on getting them done in a way that honors others and your goals. (NOTE: If there’s a conflict between your goals and your life, reach out to your coach!)

Take the time this holiday season to reflect on and organize what needs to be done. Share your goals with your family and employees, and listen for the details you’ve overlooked. Delegate, and understand that others will not do things the same way you do! Remember, there are over 100 ways to wash dishes!

Tips to Handle the Details to Create Workability

  1. Honor Financial Obligations. Years ago, I met a self-proclaimed enlightened business owner that claimed he had a million-dollar business. But he kept his financials in a shoebox to avoid his ex-wife knowing how much his company was worth. First, I questioned his million-dollar claim because of other factors. Second, hiding the details and hoping no one will discover them will come back to haunt you. Schedule time weekly to keep your A/R, A/P, and taxes up-to-date and paid. Remember, the IRS doesn’t care about your excuses.
  2. Hire a Pro. Don’t try to do what you don’t do well. Hire a professional bookkeeper. Hire a cleaning person or caregiver. Hire a qualified engineer that fits the job. When hiring, use legally qualified tools and systems to ensure compliance with local, state, and federal laws.
  3. Trust Others to Get the Work Done. Complaining about how others do their work only causes an exodus of top talent at home and in business! Remember, these are the people who are handling the details! #1 – Stop micromanaging since you’ve not done the work and don’t know the details involved. #2 – Hire for job fit to ensure they are interested and willing to do the work as it needs to be done.
  4. Focus on Integrity. Cutting corners, overlooking quality concerns, not proofing docs, and ignoring safety precautions will get you in trouble. It doesn’t matter what your excuses are. You need to make the time and pay attention to the details or suffer the consequences. This includes reading the fine print! This is where a professional (aka an attorney) is essential.
  5. Hire a Coach. I know, I say this often! “Every successful leader has a coach!” The right coach guides you to handle the details, no matter how you feel about them. The coach helps you organize your goals and live a healthy lifestyle simultaneously.
  6. Express Gratitude. Have an appreciation for what you do have and express it instead of focusing on what you don’t have. It makes you an easier leader and person to work and live with! Your family and employees will appreciate this more than you imagine … along with your cat and dog!
  7. Stay Connected. Schedule 1:1 and group time with the people in your life. Put away electronics, and don’t allow other distractions to get in the way. Remember, there will always be high and low points in life. Your relationships will help you through both if you prioritize the time now.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a three-time Amazon Best-Selling Author!

A note from Jeannette about focusing on workability: When we are busy pursuing our goals, we forget or ignore the details that need our attention. The dishwasher still needs loading and unloading. The dog cannot walk itself. We put off spending quality time with family. Take the time during this holiday season to create workability in your life by addressing the details. Are your goals and life in conflict? Do you need to talk it out? Contact me for a confidential conversation.

Your blind spots get in the way of attracting and retaining top talent. When you ignore hiring and retention issues, achieving the intended results takes time, money, and energy. Instead of becoming a hamster on a wheel, address the real problems now! It’ll save you customers and give you a healthy bottom line. Click here for details.

Do You Have the Leadership Wisdom to Influence Others?

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“Your ability to influence others requires not taking yourself too seriously.” Jeannette Seibly

Often, as leaders, we take ourselves too seriously and lose our ability to influence others. Then, our results suffer, and so do our customers, team members, and bottom line.

How do you know when you’re taking yourself too seriously? When you …

  • Fail to build on ideas and create win-win-win outcomes.
  • Openly disparage others that disagree with you.
  • Exclude people with broader experience instead of learning from them.
  • Defend your limited experience in an attempt to feel better about yourself.

… you are taking yourself too seriously.

Instead, can you …

  • Discuss others’ opinions without being defensive?
  • Take an idea or concept and build it into a win-win-win outcome?
  • Laugh at yourself?
  • See the bigger picture and reframe it into bite-size pieces to get everyone on the same page?
  • Make decisions that balance both the facts and the human interests?

If you answered yes to these questions, good for you! You are on the right track as a leader and influencer. And you’re not taking yourself too seriously.

However, if you answered no to any of these questions, these are areas of your leadership style that can negatively impact your ability to influence others and need development.

Remember, influencing others is essential to effective leadership … not our technical know-how.

4 Key Ways to Influence Others and Achieve Intended Results

When you stop taking yourself too seriously, we create a workplace culture focusing on results, relationships, and meeting customers’ needs. The following four key ways to influence others are critical to that success.

Practice Persuasive Listening. The secret to becoming an influencer is to listen more – talk less! When listening, you must silence your internal mental chatterbox and refrain from thinking about your next response while others are talking. Effective and persuasive listening is one of the top leadership skills required to guide new solutions that might not be readily apparent.

Be Open to Differing Opinions. The fastest way to lose your ability to influence others is when you become defensive, belittle others, or take a stand against others’ ideas. To be an influential leader, put aside your ego, listen, and ask questions or you’ll miss important details required for seamless execution.

Be a Team Player. Many leaders don’t make good team players. To be a great leader and influencer, you must be a great team player! Otherwise, you lose the ability to influence others and the outcomes of any project. Ask how you can help. Roll up your sleeves and get involved. When others make suggestions, you don’t understand or agree with, say, “Interesting. I don’t see how that would work. Can you walk me through the details?” Now listen and learn.

Appreciate Each and Every Team Member. Many leaders have team members they don’t like or don’t value. They allow their personal feelings and egos to get in the way. If you wish to influence others, you must learn to appreciate others and their contributions. Be genuine. Say to your team members: “I appreciate you.” “Great ideas!” “I look forward to working with you!” And, mean what you say!

©Jeannette L. Seibly, 2011-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a three-time Amazon Best-Selling Author!

A note from Jeannette about being a leader with the skills to influence others: Listening, developing ideas with your team, and acknowledging others are marks of a leader that positively influences others. Not sure where to begin? Contact me for a confidential conversation.

Your blind spots get in the way of achieving the results you want. Improve your ability to influence others by clicking here.  

When Leaders Get Lonely at the Top …

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“Traditionally, leaders tend to keep to themselves and feel lonely. But today’s leaders need to stay connected with others.” Jeannette Seibly

Many leaders report feelings of loneliness, with more than half believing being lonely at the top hinders their performance, as cited in several studies. Whether they are a boss, team leader, or executive, the traditional design of leadership keeps them apart from their teams.

But given the challenges in business today, it’s time for today’s leaders to minimize this unspoken issue of loneliness and get connected. If they don’t, they will negatively impact results! Leaders need to learn how to connect and communicate with others in a new way. Otherwise, essential cues about upcoming business and people changes will be missed.

How to Minimize Loneliness as a Leader

Number 1! Set Aside Your Ego. You’re not the only leader feeling lonely, and your challenges are not unique to you. Reach out and connect with others without your ego running the show. People will stop ghosting you when you connect and start telling you what you need to hear.

Stop Favoring Top Performers. Although every leader loves their top performers, they often ignore the rest of the team. Focus on each and every team member by meeting 1:1 and acknowledging the small and big successes, individually and as a group. Don’t forget to include your remote team members. This will keep you from being lonely and excite you about new possibilities.

Develop a Strong Team. Strong teams don’t happen by themselves. It requires you to be involved, hire the right people, and encourage everyone to speak up while listening and coaching all team members to deliver the intended results. The process frees you from the office and removes you from putting out all the small fires.

Be Present. When interacting with the team, be present. That requires you, during all conversations, to put away your electronics or stop thinking about other concerns. Being present makes others feel valued and respected while encouraging a robust discussion. This is key to not feeling lonely.

Live a Life Outside of Work. Life is not 100% work. Yet, many leaders have an unhealthy relationship between living to work and working to live. It’s a mindset! Cultivate a healthy one since healthy pursuits eliminate loneliness.

Join Professional, Trade, and Industry Groups. Participate and make long-lasting connections. This is a great way to build a strong network with other leaders dealing with similar issues.

Create or Join a Management Group. Sharing your challenges with colleagues, either within your company or not, is valuable. Remember confidentiality.

Be Part of a Community Group. Join one that touches your heart (e.g., cancer, Alzheimer’s). It’s a great way to expand your social network.

Take Part in Family Events. Be sure to attend your kids’ events … you won’t get another chance. Keep in mind that other leaders will be there too.

Make Friends Outside of Work. Having friends outside of work When the only other people a leader interacts with are work-related, it limits their conversations. And can create problems. Expand your horizons.

Hire a Coach. Feeling lonely is believing no one else understands your challenges. Hire an executive coach (all successful leaders have one) to share your challenges and successes freely. Usually, talking out loud with a committed listener has you focus on what’s next and feel you’re not alone.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a two-time Amazon International Best-Selling Author!

A note from Jeannette about being lonely at the top: This applies to bosses, team leaders, and executives everywhere! Today’s leaders cannot risk being lonely at the top. Instead, they need to minimize this phenomenon and learn how to connect in new ways. Not sure where to begin? Contact me for a confidential conversation.

Many leaders feel isolated from others due to blind spots in their management style. It’s essential for you, as a leader, to uncover them now. Otherwise, you’ll lose important connections with your team, customers, and industry and company leaders.

Stop Quiet Quitting and Create Solutions

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“Boredom results from not stretching beyond your current skills.” Jeannette Seibly

According to Fortune, 82% of GenZs and Millennials are quietly quitting. When I shared this shocking stat with a friend, she talked about a young family member ignored by her bosses! The GenZer would like to take on more challenging work and has often asked for more opportunities. But each time, she continues to be dismissed. So, she quietly quit her job.

As a member of any generation, you can be part of the problem or part of the solution, whether you’re the boss or employee. When employees of all ages feel bored, not challenged, or experience long-term job dissatisfaction, it creates quiet quitting! Remember, problems always have solutions. Left unaddressed, quiet quitting can sabotage your profitability and results too.

Bosses, remember, GenZs and Millennials are our future. Now is the time to train, develop, and coach them to create good work and results-producing skills … not discourage them further.

Two Points of View to Prevent Quiet Quitting

1. First, learn about career blind spots.

Boss: Create a strategic selection system to collect objective, valid, and reliable data for your hiring, job transfers, and promotions, and rehire decisions.

Employee: While you chose your profession for various reasons, you’re suffering because the job doesn’t fit you! Before you keep job hopping, discover your blind spots and focus on job fit. Talk with an executive coach. It’ll save you from career disillusionment and giving up on yourself or pursuing jobs that don’t fit you.

2. Do your homework.

Boss: Stop relying on the interview as your primary source during the hiring process. Using a strategic selection system will improve collecting objective, valid, and reliable data.

Employee: Before taking a job, conduct your due diligence by asking questions of the interviewers and your professional network. Talk about training, education reimbursement, and other opportunities available to grow that are important to you. Remember, you will have many career options during your lifetime … it’s your responsibility to build on these and not blame your employer for your lack of success.

3. Create Depth of Knowledge.

Boss: Many employees hate repetitive work or being micromanaged. Look for opportunities to allow them to make mistakes and learn.

Employee: Ask for opportunities to dig deeper into accounting, human resources, marketing, etc. Start with learning the basics (e.g., math, accounting, sales, hiring and assessment legalities). The knowledge and ability to use this information correctly can promote you further faster.

4. Create a Breadth of Awareness.

Boss: Provide new opportunities for upskilling, reskilling, and training and development as part of your team members’ career path.

Employee: Take an active role in interdepartmental teams addressing company-wide issues. Listen, ask questions, and learn. This helps you develop and use your knowledge and skills to positively impact the company and its clients.

5. Stay Current.

Boss: Provide weekly department meetings and monthly 1:1 sessions. Discuss what’s working, what’s missing, and the resources needed. Don’t forget to include coaching on taking initiative and being resourceful.

Employee: It’s easy to get bored. But actually, it’s easier to make an effort to learn more and expand your knowledge about your current job. It’s up to you to take the initiative!

6. Attend Professional Association and/or Trade Meetings.

Boss: Provide budget dollars and opportunities for employees to attend these events.

Employee: Don’t be shy. Get out there to meet and greet others. Ask and listen to current and future issues in the industry you work in … or wish to work in.

7. Stop Hoping for Job Satisfaction and Create It.

Boss: It’s up to you to provide appropriate initiatives or challenges for each employee to enhance their job satisfaction.

Employee: Hope is not a strategy. Grab your “Brag” book and complete the 5 easy steps. Now, share your brags with your boss and create action steps for what’s next in developing your career path. Yes, you need to take an active part! PS: Use your brags during Performance Appraisals and work reviews too.

8. Keep Learning!

Boss: Provide budget dollars for ongoing training and development. Include online and onsite workshops. Remember, you’re creating the next generation of leaders!

Employee: Your brain loves to learn. Even if you have a degree or trade certification, take advantage of company training and workshops. Primarily focus on skills required for career growth:  emotional intelligence, communication, project management, and leadership. (Yes, even before you need them.) Don’t forget critical, often overlooked education: financial planning, money management, technical certificates (for non-technical people), etc.

9. Hire a Coach!

Boss and Employee: Find the money. Hire the coach. Remember, successful people of all ages have coaches.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a two-time Amazon International Best-Selling Author!

A note from Jeannette about how to create solutions for quiet quitters: The challenge is that all employees need to take the initiative to develop their technical and other skills to have job satisfaction. As the boss, it’s your responsibility to get into action to guide the development of these needed skills. Not sure where to begin? Contact me for a confidential conversation.

Quiet quitters often have unrecognized blind spots that get in the way of job satisfaction. It’s essential for you to uncover them now, before you quit or are transferred or promoted to new positions (remember the Confucius quote: “Where ever you go, go with all your heart.”):  https://bit.ly/BeEffectiveLeader

Learn How to Spot Toxic Future Employees During Job Interviews

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“Toxic employees diminish trust while sabotaging the company, customers, and team.” Jeannette Seibly

A leader recently asked me, “How do you spot a narcissist during a job interview?” He’d just fired one. I shared that they and other types of toxic employees can be challenging to spot. “It’s why using a structured interview approach, and a qualified assessment tool are important to help you spot them.” My recommendations are shared in this article.

Learning how to spot toxic future employees before hiring them can be tricky. However, it becomes easier when you use a well-defined strategic selection system and interview process. The challenge is, listening and not explaining away apparent signs.

“Toxic employees create discord, crush morale and reduce coworkers’ productivity.” (Insperity)

Many toxic workers have the skills to do the job. But due to “you owe me” attitudes, poor emotional intelligence, and not being coachable, they create unhealthy work environments. As a result, they diminish trust while sabotaging others’ work and the company’s growth.

Tips to Conduct Interviews to Uncover the Truth  

Listen and Be Present! You are more likely to spot toxic behaviors and attitudes if you do.

  • They change their story or lie about the facts
  • They answer your questions with questions
  • They are evasive in their answers
  • They tell you what you want to hear and blame others
  • They are always right
  • They make snarky or inappropriate comments

These job seekers may have the job skills but rarely fit into a healthy workplace.

Use a Structured Interview Focused on Job Skills. Their responses reveal their actual ability and interest in doing the work. Use the Rule of 3 to deep dive to understand their responses. Avoid asking about favorite colors, books read, or music they enjoy! Their responses can be misleading and cover up their genuine willingness to do the job.

Ask Interview Questions That Invite Negativity. Allow candidates to share experiences they’ve been coached not to talk about. But don’t ask more than two of these types of questions to prevent true top talent from ghosting you!

Two great questions:

  • “Tell me about a conflict you had with your boss or coworker.”
  • “What did you do when you received feedback you didn’t like from your boss or team?”

Listen for: blaming others, being unable to admit mistakes, or how people “should be.” Or conversely, “I always get along with everyone.” These are red flags!

Use a Qualified Job Fit Assessment. These tools have behaviorally based interview questions to help you uncover a person’s fit with the job. While they are not designed to state if a person is “toxic or not,” the questions help you learn more about the essential qualities the person will bring to the job.

I recently talked with a job candidate for a manager position. The person had an answer for everything and frequently spoke about enjoying conflict and debates with others. While these traits can be great in negotiations, most employees will revolt working for this type of boss.

Don’t Rely on Only One Interview. Many toxic people love to gossip or have other problematic attitudes they can turn on and off. Conduct several well-structured interviews instead of relying on your intuition or gut. During the process, you’ll learn more about the person’s true beliefs, work ethic, and ability to work with and through others to achieve intended results. Use a well-designed strategic selection system and follow it; most toxic future employees are less likely to stick around.

Don’t Dismiss Warning Signs. People’s choice of words conveys their thoughts, feelings, and opinions. Many poor job performers use negative words when talking about coworkers and bosses. They speak as the victim, are judgmental, and cannot empathize. They talk in absolutes: always and never. Don’t overlook their choice of words or explain them away.

Remember, toxic employees cost you time, money, and sleepless nights. A well-designed strategic selection system is a powerful tool to help you avoid hiring them.

Source for this article: Hire Amazing Employees: How to Increase Retention, Revenues and Results!

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a two-time Amazon International Best-Selling Author!

A note from Jeannette about how to spot toxic future employees during job interviews: The challenge is that they often have the skills to do the job. But due to poor attitudes, being self-centered, and not being coachable, they can create unhealthy work environments. Need help upgrading your hiring practices? Not sure where to begin? Contact me for a confidential conversation.

Leaders need to influence others to be successful. But many times, their blind spots speak too loudly and get in the way. For actual professional growth, use objective data to discover your blind spots now, before it’s too late:  https://bit.ly/BeEffectiveLeader

How to Use Failure to Grow Your Success and Opportunities

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“Failure can lead to new successes and opportunities … are you ready?” Jeannette Seibly

Many leaders and bosses fear failure. Why? They want to look good in the eyes of their team, boss, and customers and be well-liked. The problem is that when leaders fear failure, they can become locked in a myopic point-of-view of what can be accomplished and how it should be done. This limits their successes and opportunities. Another result of being fearful is that team members and customers leave.

How to Attract New Career Success and Opportunities

Rock the Boat. Rocking the boat doesn’t mean someone or something has to go overboard! Instead, it means stretching outside your everyday thinking and including your team during this process. It strengthens everyone’s ability to brainstorm, use critical thinking, and disrupt the common limitations that hurt results. The key is to rock the boat without negatively impacting others.

When You Make a Mistake, Own it. What did you learn? Use “What Worked? / What Didn’t Work?”  individually and with the team to develop clarity. Then, share with your boss and customer.

Apologize. This reduces defensiveness when a mistake has been made. Remember, you must address the “elephant in the room” before you can have a straight conversation and make a positive difference. For example, “I’m sorry this project went over budget. Here are the facts about why it happened and what I/we learned.”

Be Proactive, Not Reactive. Mistakes and failures are often avoidable when you are “present” in conversations. Learn to listen with an open mind. Then, ask questions for clarification about the impact new ideas could have on systems, people, and the bottom line. Be a guide for your team to be resourceful, resilient, and flexible when addressing change.

Hire the Right Team. You cannot achieve success alone. Let me repeat that you cannot achieve success alone. And hiring the wrong person for your team is the fastest way to fail! So instead, hire the right team the first time by using a qualified job fit assessment as 1/3 of your selection process. Included will be a coaching guide to develop your team and you and show you how to improve results now and in the future.

Uncover Your Blind Spots. Every leader and team has them. Your ability to recognize and work through them makes the difference between success, so-so results, or failure. Use a qualified job fit assessment and executive coach to move forward faster and with clarity.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a two-time Amazon International Best-Selling Author!

A note from Jeannette about using failure to grow your career success and opportunities: Many leaders and bosses fear failure. They want to look good and be well-liked. The problem is that they become locked in a myopic point-of-view of what can be accomplished and how it should be done. This fear hurts career growth and opportunities for new projects. Not sure where to begin? Contact me for a confidential conversation.

Leaders need to stretch themselves beyond their perceived limitations for professional growth. It starts with distinguishing your blind spots: https://bit.ly/BeEffectiveLeader

When Coaching Is Required to Keep Your Job

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“Smart leaders and bosses hire the right coach before losing top talent and customers.” Jeannette Seibly

As a leader (boss, manager, individual contributor), have you:

  • Had a meltdown when situations didn’t go your way?
  • Used microaggressions to get others’ attention when not feeling heard?
  • Refused to listen to ideas and solutions you didn’t want to hear?
  • Had a tantrum when you lost a client, or the results were less than stellar?
  • Arrived at meetings late and disrupted the discussion with your own agenda?
  • Yelled at your boss when frustrated?

If you answered “yes” to even one of these questions, it’s time to get real and hire a coach to keep your job! Whether you know it or not, your career is now on a limited timetable, and you cannot succeed alone without the right help.

Improve Your Leadership Through a Variety of Coaching Opportunities

Hire the Right Coach. Start by hiring the right executive coach. Not all coaches are created equal or can turn leaders or bosses around. The right coach will guide you through difficult situations and sticky (often political) relationships to achieve your plan and goals while being a resource.

Discover Your Blind Spots and Ensure Job Fit. An essential part of your development and plan is to use qualified assessments that provide true clarity. Use a qualified job fit assessment for an objective leadership report. Also, include a 360-degree feedback assessment. Beware! Don’t get duped by the cheap assessments. These are notorious for not providing objective and valid data. Now, work with your executive coach to create your plan and goals. Remember, implement only one change at a time.

Emotional Intelligence Development. Another vital part of your plan is participating in workshops and programs designed to help you learn how to work with and through others to achieve intended results … including improving your communication skills. Also, consider talking with a therapist to uncover unresolved concerns or issues from your past.

Select an Industry Mentor. Whether or not it’s part of your plan, find an industry mentor. The right one expands your awareness of what is required in business today. Value these meetings by showing up on time, being ready to listen, and learning. But remember … industry mentors are not coaches! So, don’t ditch the coach! Instead, talk with your coach about insights and build them into your long-term plan. (Yes, plan to work with your coach for at least six months to ensure your changes are working!)

Let Go of Emotional Attachments. Last but not least, set aside your ego during the process and be open to making meaningful changes. This can be difficult. But consider the alternative (e.g., being fired, having a lousy reputation, unemployable). For example, if you’re a bad boss, ask your company to make you an individual contributor while maintaining the same pay and perks you had as a boss. If your company is unwilling to do so, find a forward-thinking company that does.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She’s celebrating 30 years as an award-winning international executive consultant, speaker, and coach. Her clients value the listening and positive difference she brings to any conversation. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Contact Jeannette for a confidential discussion. PS: She’s also a two-time Amazon International Best-Selling Author!

A note from Jeannette about getting real and hiring a coach to keep your job when you’ve gone off-track: when your employees or customers are leaving or complaining, it’s time for you as the boss or leader to listen and hire an executive coach, pronto! Many times, your behaviors and attitudes will improve with the right guidance. But don’t wait until it is too late! Not sure where to begin? Contact me for a confidential conversation.

Hiring the wrong person for an executive or critical position jeopardizes your company. However, this can be preventable when using a strategic selection system. Get essential hiring and selection tips by grabbing the Amazon International Best-Selling Book,  “Hire Amazing Employees!”

PRESS RELEASE – October 4, 2022

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OCT 4 2022

For Immediate Release
Contact: Jeannette Seibly
JLSeibly@SeibCo.com
303-917-2993

New Book on Hiring Top Talent Becomes International Amazon Bestseller

OCT 4, Denver, Colorado— Local bestselling author, Jeannette Seibly, also known at the Leadership Results Coach from her award-winning years as a business and leadership coach, is celebrating a new bestseller, along with a 30-year anniversary of helping entrepreneurs, leaders, and business owners, and creating million-dollar results.

Almost 1000 people downloaded her new book Amazing Employees: How to Increase Retention, Revenues and Results (Revised Edition)! over the weekend, and the book hit #1 in nine categories on Amazon across the United States, Canada and Australia.

With 40% of American’s currently considering quitting their jobs according to a McKinsey & Company study, or quietly quitting, it’s become the wild-wild west of hiring. Bestselling author Jeannette Seibly reveals the tools businesses need to hire top talent, and retain their employees in her new book Hire Amazing Employees: How to Increase Retention, Revenues and Results (Revised Edition)! (SeibCo.com/books/)

Right now, she’s offering “30 Tips from 30 Years”  https://seibco.com/30tipsfrom30years/ a free download for entrepreneurs, leaders, and business owners.

She also has published multiple books related to “bragging” to land your dream career, to get the promotion, and to sell yourself and your products anytime, anywhere. Her newest book, “Hire Amazing Employees,”  focuses on how businesses can hone in on top talent, and to stop using intuition as the key factor when hiring and promoting employees.

Making the wrong hire can cost business many thousands of dollars. As the hiring market remains unstable and people continue to quit jobs at record highs, there are many tools available to create and implement a practical strategic selection system, as outlined in Hire Amazing Employees, Revised Edition. (SeibCo.com/books/)

Her “straight talk with immediate results” has impacted many companies to increase retention, revenues, and results!

Press inquiries & book club inquiries: Jeannette Seibly is available for in-person and online interviews for all media formats. Contact her at JLSeibly@SeibCo.com or 303-917-2993 or visit her website: www.SeibCo.com

 

Do You Want to Be a Successful Leader? Learn This All-Important Skill!

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“Do you want to excel professionally and financially? Then, be coachable! It’s the #1 way to success.” Jeannette Seibly

“The paradox is that the very things that hold us back are the reasons we need a coach in the first place.” Seth Godin

Being coachable opens up unimaginable doors and opportunities!

  • All successful leaders and future leaders have coaches!
  • As a result, they develop the skills, competencies, and inner confidence that comes from being coachable.
  • In addition, being coachable uncovers blind spots that get in the way of receiving promotions, special assignments, and acknowledgments.
  • They become an influencer and leader that others want to follow.

What Does Being Coachable Mean?

“Coachability is not a technical skill or an inherent ability. It is a mental attitude.” It reflects your ability to ask for feedback, listen, and make appropriate changes. Learning from constructive criticism is also a reflection of your emotional intelligence (EQ). (mvorganizing.org)

What Does Being Uncoachable Look Like?

You roll your eyes, take things personally, and have myriad excuses for why you don’t or won’t ____ (fill in the blank). You are unhappy being stuck in your career and unwilling to do the right work to change it.

How To Improve Your Coachability!

  1.  Be Open to Learning. While you may want to seek out people more experienced than you, remember, you can learn something from anyone, anywhere!
  2. Seek Out Feedback. Ask team members, customers, and your boss for feedback, and leave your ego at the door! For example, ask, “What’s one thing that would help me improve my project results? Or, ability to work well with others?” Listen and be respectful, especially if the feedback isn’t what you want to hear. Remember to say “please” and “thank you.”
  3. Stretch Beyond Your Beloved Comfort Zone. These confining spaces get in the way of your success! Be willing to ask for help! Ask, “I tried this approach, and it didn’t work for me. What do you believe is missing?” Listen and don’t debate. This helps you discover your blind spots and how to overcome them. Now, do the work!
  4. Be Present When Interacting with Others. It starts with quieting the mental chatter of thoughts and distractions. Then, when you truly listen, you will discover insights between what you say you want and what you are actually doing.
  5. Make Positive Behavior and Attitude Changes. Talking the talk won’t make a difference. You must do the right work! If you don’t know what to do, ask an experienced coach, use a qualified job fit assessment to clarify “why,” and then get in action! (Stop thinking about it and get started now!)
  6. Hire the Right Coach. Successful leaders and future leaders hire the right executive coaches. They find the coach that can guide them to achieve what they really really really want, not what someone else believes they “should” have or do. Also, they select executive coaches that have coaches too! (Yes, coaches need to be coachable!)

©Jeannette Seibly, 2021-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. Celebrating 30 years of award-winning international executive and family business management consulting, speaking, and coaching. She’s also an Amazon Best Selling Author with essential tips for busy employers! Her commitment has guided 1,000s of leaders to make a positive difference in their businesses. Feel stuck in a sticky situation or in challenging relationships? Want straightforward counsel to blast through it? Let’s chat! Contact Jeannette for a confidential conversation.

A note from Jeannette about why being coachable is so critical: Forbes said it this way: “Many of us have the assumption that someday life will be easy.  … But this assumption that it gets easier is not true. It is never true because you change, the organization changes and the business environment is constantly evolving. A successful life means constant change and continuous learning. So set a goal now to remain coachable throughout your career.” Not sure where to begin? Contact me for a confidential conversation.

Are you tired of hiring uncoachable employees? During the interview, ask: “When was the last time you made a mistake?” and “How did you handle it?” This is perhaps the most critical and revealing part of the interview. Get other tips and interview questions by grabbing, “Hire Amazing Employees!” (Amazon #1 International Best Seller)