leadership results

It’s Q3! Are You On-Track to Achieve End-of-Year Results?

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“If you want to improve your results, focus on real data and hire a coach to get you unstuck and keep you moving forward.” Jeannette Seibly

Many companies are looking at their current and projected sales numbers to determine if they are on track to achieve their 2021 results. Some will fiddle with the numbers and adjust their expectations so they don’t feel like failures. Others will give up. But the ones that will succeed are talking with their coach and making real adjustments now. Remember, it’s not business as usual.

7 Tips to Achieve Real Sales Results

  1. Hire the Right People. This #1 rule makes a big difference in your EOY sales results! Remember, not everyone can sell your products and services, no matter what they’ve sold in the past. There is an old saying, “Just because they can sell Honda’s in Boston, doesn’t mean they can sell Lincolns in Denver.” Get real about who you are hiring and their natural ability to prospect and close. Use a qualified sales assessment that provides you with real, consistent data. For example, hiring a person that is unwilling to work in a straight commission position will not work out well for anyone.
  2. Coach with Laser-Focused Accuracy. The right assessment tool also provides you laser-like coaching When you address the true issue with “why” a salesperson is struggling, it’s easier to improve their skills. For example, telling your sales rep to meet more people when they are already making a lot of contacts won’t make a difference. Instead, coach them on how to engage these contacts to determine buying interest.
  3. Stop Focusing on Technology to Fix Sales Performance. How many times have you told yourself that a new CRM will improve sales results? This is a big illusion…it’s a tool, not a result-producer. If you don’t have the right salespeople, technology will only make things worse. Your low producers will hide out behind learning the system. Your high performers will be annoyed at learning another new system.
  4. Engage Customers Every Quarter. Are you engaging your customers quarterly? If you are, they are less likely to stray! Also, when you are top of mind, your customers are more likely to refer you to others. When meeting with the customer, use a scorecard. This focuses them on the quality, service, and prices of your deliverables and how to help them in the future. Remember, training is crucial for these conversations to be effective!
  5. Conduct Sales Team Huddles Every Morning…These Are a Must. If you’re not already doing this…start now! Have a standup huddle each morning for all salespeople. Keep it short and on-point…10 to 20 minutes. Have everyone stand since it’s harder for lower-performing salespeople to hide out. Focus on progress and any changes required for better results. For example, allowing current economic situations to excuse poor sales results prevents your sales team from getting creative.
  6. Train for the Details! I remember years ago a sales expert told me a successful salesperson knows the details of their products and services. This wisdom made a positive difference for me when closing sales! Provide weekly training, updates, and stories to your salespeople. And, there is nothing wrong with repetition!
  7. Acknowledge Results…It Works Wonders. Acknowledge your team, individually and as a group. Share brags with each other. Have a dashboard showing daily results. This encourages team support when someone is stuck. And, encourages team members to do more of what is working.

©Jeannette Seibly, 2019-2021

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

A note from Jeannette about achieving sales goals for 2021. It’s Q3 and 2021 is halfway done! There are companies exceeding sales projections while others are struggling to keep their doors open. Before making any changes, focus on real data for real results. Winging it and hoping for a miracle won’t make a powerful difference on your bottom line. If you are uncertain about where to start, contact me for a confidential conversation.

How to Improve Leadership Results Before You Need to Fire Them

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Due to the talent tsunami, experts warn 20-50 percent of employees are looking for new jobs or are planning to quit once the pandemic is behind us. To attract top talent, you must have leaders that are considered good leaders. Now is the time to make a positive difference.

A bad leader is someone who fails to work with and through others to keep customers happy and satisfied while building successful teams.

Examples:

When the oldest sibling was promoted to President of the family business, everyone expressed concern. She was insecure and relied only on her favorite people when making decisions. As a result, after losing several key customers, the family fired her.

In another company, a leader wasn’t a strong boss, but did make good decisions and cared about the customers. But a disgruntled employee scrutinized and gossiped about him to the point where he was considered a bad leader and felt forced to leave.

7 Signs of Poor Leadership

This list is endless…what are your key indicators of a bad leader?

  1. Loses focus on the goal by getting lost in the “weeds”
  2. Lacks empathy
  3. Stifles creativity and new ideas
  4. Is unable to motivate the team to achieve intended results
  5. Is indecisive
  6. Is unable to talk straight
  7. Plays favorites when assigning work

Too often, we wait until we’ve lost good customers or top talent before getting the leader the help and guidance needed for success.

7 Tips to Improve Leadership Results Now Before It’s Too Late

  1. Provide Executive Coaching. Many bad leaders are overwhelmed by the challenges they face. The right executive coach guides these leaders to improve communication, navigate politics, and manage sticky situations. Hire an executive coach from outside the company to ensure confidentiality. If the person isn’t coachable, it’s time to create an exit plan or job reassignment.
  2. Use qualified assessments. Use a qualified 360-degree feedback assessment and a job fit assessment. These provide objective insights and guidance based on consistent real data.
  3. Design a performance plan. It’s important to require bad leaders to participate in workshops. This helps them to acknowledge what they don’t know that they don’t know. Focus on one specific area at a time and team them with an internal company mentor (in addition to the outside executive coach). Courses must include addressing leadership blind spots (e.g., emotional intelligence, working with and through others, diversity, ethics, critical thinking, to name a few).
  4. Analyze the cost. Too often, we overlook bad leadership because we don’t see or understand the impact. When conducting a cost analysis, review turnover of top talent and customers, quality issues, and complaints. NOTE: If there are little or no problems, look deeper. The leader may be the scapegoat to distract from the real issue.
  5. Talk with disgruntled team members. Don’t be surprised if the bad leader’s problem is due to the inability to handle group think, cliques, and subjective expectations. Have the executive coach work with the team and the leader to get everyone on the same page. Remember, change is a process, not an event. And, no leader is perfect.
  6. Some bad leaders are good individual contributors as long as they don’t have people management responsibilities. Also, look for a special project or new opportunity that can use the leader’s good skills. NOTE: When making a transfer, the new position may have a new job title. But it’s best to avoid adjusting the paycheck or it could trigger a dissatisfied leader with an axe to grind.
  7. When All Else Fails Let the Bad Leader Go. Be sure you work with HR and/or an attorney to dot the I’s and cross the T’s. If you don’t, this can be very costly, especially if you’ve allowed it to go on for too long.

©Jeannette Seibly, 2021 All Rights Reserved

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

A note from Jeannette about turning around bad leaders. Turning bad leaders around is one of my primary strengths. As an executive coach, I’ve worked with many poor leaders to transform them, or help them move on. When a bad leader needs help, the best solution is to do the right things now. If a team views their leader as needing help, don’t wait! Otherwise, s/he may need to leave the company! Remember, a bad leader cannot transform into a good one on his/her own! Contact me for a confidential conversation. 

Entrepreneurial Leaders Who Believe They Know Everything Will Fail

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“There are known knowns. These are things we know that we know. There are known unknowns. That is to say, there are things that we know we don’t know. But there are also unknown unknowns. There are things we don’t know we don’t know.” Donald Rumsfeld

A CEO shared ideas with an executive team member on how to achieve better results with her team. Instead of listening and learning, she replied, “I already know that.” OR “I’m already doing that.” In other words, she was not willing to admit what she was doing wasn’t working! She believed her past successes would somehow resolve the current issues. But, when she was unable to improve her results, six months later she left. Her parting comment was, “I don’t know what I could have done differently or better.”

Clearly, there were things she didn’t know that she didn’t know.

Many entrepreneurial leaders believe it’s important for young leaders to be open to learning new things. The truth is, it’s important for ALL leaders! Even long-time leaders don’t know everything!

The #1 challenge that gets in our way is our egos! Especially those with long-time experiences in a profession or industry. We stop being open and learning from others and believe we know everything! Or, we fear being thought of as incompetent by hiring a coach, even though, most leaders have coaches! As a result, failure is right around the corner for those leaders who believe they know it all!

Remember, knowing something doesn’t mean you have the skills to perform at the level required.

5 Tips to Expand Your Ability to Learn

  1. Listen to Learn. Building a confident team that produces consistent and intended results starts here! As an effective entrepreneurial leader, listening is a two-way street. You need to listen to your team, just as they need to listen to you! Provide persuasive listening training and attend as a participant!
  2. Practice is Required for Mastery. A new leader had done two board room presentations with his boss. He believed he now had the skills to go solo and would hit his goal for a promotion. When his boss recommended he take a workshop to learn the fundamentals, he declined. “I have it handled and don’t have time,” he replied. But, during the next two presentations, he failed to keep the board members engaged and answer questions truthfully. Instead of a promotion, he was sidelined. Effective practice depends on the quality of the practice. As every martial arts person will tell you, the right practice is required daily, over and over, even as a master. It starts with learning the basics, practicing them, then, expanding on them.
  3. Pay Attention to Job Fit. Many leaders fail to get real about their strengths and weaknesses and that of their team members! They believe anyone can do anything well. This arrogance results in miscommunication, missed deadlines, and customers leaving! Take the time to get clear about “why” you and your team members are successful…and, why they are not! Now, use this objective information to build a solid foundation for your business, teams, and customers to succeed.
  4. Learn How to Be An Effective Coach. When your team does not follow your advice, you will label them as not being coachable. Your attitude will get in the way of expanding your skills to become an effective entrepreneurial leader and coach. 

Questions to ask yourself and review with your coach:

  • Have you asked them about actions already taken?
  • Have you been clear that their performance isn’t hitting the goal?
  • Are you clear about your expectations? Are they realistic? Have you used straight talk when explaining them?
  • Are you using a “Rule of 3” to deep dive into their responses by having a two-way conversation, not an interrogation?

Note: To be an effective coach, you, yourself, must be coachable.

  • Who is your coach?
  • How often do you talk?
  • What stops you from listening when your coach shares knowledge you don’t like or disagree with?
  1. Critical Thinking. Remember, not all ideas will provide a positive ROI! Get real by deep diving into a topic and understanding the pros and cons. This requires reading more than the headlines on social media posts. Also, it requires you to talk it out with several industries and/or company contacts to get the inside scoop. The most important questions to ask, “Why did it work there? What are the challenges for it to work here?” Once you set aside your belief that you know how it should work, you can build on the structure you already have in place with your team.

©Jeannette Seibly, 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 entrepreneurial leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

A note from Jeannette about know-it-all leaders. As an entrepreneurial leader, success requires being open to new ideas, systems, and people. When you are willing to set aside your beliefs that you know how it should work, you can achieve dynamic results. When you hit a wall (and you will), reach out. It can mean the difference between success and so-so results! Contact me for a confidential conversation.

How Do You Build a Confident Team?

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“Your team’s success depends on you building their confidence.” Jeannette Seibly

Building a team that is confident and focused on achieving intended results takes time, energy, and awareness. As the leader, it’s one of your key job responsibilities. And, when you pay attention, the results can be fabulous!

The challenge is when you have team members concerned by what others think, fearful of asking for feedback, and are not coachable. That is the time for you to zero in, build their confidence, and help them succeed. If you don’t, it will diminish their (and your) results.

7 Tips to Build a Confident Team

  1. Patience is a Virtue. When a team member is too concerned about others’ opinions, it can be frustrating. Be patient and take time to listen to their concerns. The problem could be they don’t see the value of the goal or they don’t feel comfortable with the process of getting there. Partner the person with a team member to review the written timeline, milestones, and goals. Also, have them create a graph and/or talk through different scenarios. This helps the team member gain confidence, alleviate his/her concerns, and get on the same page with the team.
  2. Everyone Make Mistakes. When you have team members that fear making mistakes, it will often bring out their insecurities. Use the three-step process and debrief: “What Worked?” “What Didn’t Work?” “What Would You Like to be Acknowledged For?” Beware of the same mistake being made over and over because that indicates additional training is required.
  3. Use a Qualified Assessment. These help team members value and become aware of different thinking styles, core behaviors, and occupational interests. Using the right assessment shows natural differences and builds confidence.
  4. Believe Your Team Members Can Develop Solutions. When your team hits a wall (and they will) or has an overwhelming problem, first(!) clarify the true problem. This will require straight talk and listening. Then, brainstorm the solution. Do not interject your ideas until after each team member has shared. If you do, you risk shutting down your team and diminishing their confidence.
  5. Provide 1:1 Constructive Feedback. Many times, when team members are feeling insecure, they can be defensive. When this occurs, within 48 hours provide 1:1 feedback. For example, “During our weekly team meeting, you ignored a team member’s idea to resolve your issue. This resulted in you losing feedback that would have moved the project forward. Plus, you diminished the other’s confidence in you to create a solution.”
  6. Acknowledge Each and Every Person. When acknowledging team members, take the time to be specific and generous. Remember, whatever you acknowledge them for, it builds confidence and encourages more of the same great behaviors and attitudes!
  7. When Nothing Is Working. Since you’ve already made changes without success, you need objective input! Work with your executive coach to determine changes required. Otherwise, you’ll continue hurting your team’s confidence and their ability to achieve intended results.

©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 entrepreneurial leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

A note from Jeannette about building a confident team. As a leader, one of your key job responsibilities is building a confident team. A confident team achieves intended results. If you’ve hit a wall with your team’s confidence or your own confidence needs a boost, contact me for a confidential conversation now before mischief shows up.

Do You Bring Your A-Game to Work Each Day?

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“It’s fun to experience your A-Game at work…but it’s up to you to bring it with you each day!” Jeannette Seibly

Your A-Game occurs when you are playing like a top-performing leader. This means you are working well with people, focused on the right business challenges, and bringing resources to your team. And, getting the results you want. It’s a great feeling. At the end of the day, you want to do it again!

But top performance doesn’t happen by accident. It takes doing the right things the right way…and starts by being present and aware.

How to Experience A-Game Days

  1. Self-Care Is Critical. Taking care of yourself is important. It’s difficult to operate at top performance while denying your health and well-being. Hire a coach if your normal days seem like B-type days.
  2. Resolve Conflict Instead of Hoping It’ll Go Away. Team conflict doesn’t mean you’re off-track. It means you need to address the core issue(s) you’ve been ignoring. This will make the difference between achieving dynamic results or experiencing costly hit-or-miss results.
  3. Delegate to Your Team and BELIEVE They Will Come Up with the Answers. Your belief and trust in others will make projects easier to accomplish. (Or, more difficult if you’re micromanaging.) Remember, your team can take the initiative, be resourceful, and wants to be trained. A-Game leaders value the learning process and lead by example.
  4. Brainstorm Solutions and Then Get Out of the Way. Lack of true brainstorming is a key reason teams fail! Trust the process of brainstorming and don’t latch on to the first and easiest answer. Now, get out of the way and allow your team to explore these new options.
  5. Keep Your Eye on the End Results While Managing the Process. There will be times you will go off-track and into the weeds! It’s important to objectively ask and answer whether or not the current actions will lead you to the desired results. Watch out for busywork that occurs when a team member doesn’t have the skills or interest in using these skills to get the job done. Now, manage the process to stay on track. Remember, don’t manage your team members’ personalities, manage their actions.
  6. Dial-Down Your Ego. Being humble every day is important when bragging about your successes! It also builds trust from your team.

©Jeannette Seibly, 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.

A note from Jeannette about bringing your A-Game to work each day. Your A-Game occurs when you are operating at top performance levels. But those levels don’t happen by accident. They require you to consistently do the right things the right way…and that starts with you being present and aware. If you find that many of your days are B-, contact me to understand how to reach A-Game levels consistently!

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!

Have You Uncovered Your New Leadership Blind Spots?

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“Uncovering new blind spots occurs daily during this new normal.” Jeannette Seibly

Due to “new normal” changes, your leadership blind spots have changed too! Now is the time to uncover them. If you don’t, it will cost you and your team business results, job satisfaction, and career advancement.

What Are Blind Spots?

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

Self-analysis is of little value. By definition, it’s impossible to know what your blind spots are and how they impact others.

Common Leadership Blind Spots to Get You Thinking

Research by Dale Carnegie revealed that many leaders have blind spots around:

  • Showing appreciation
  • Admitting when they’re wrong
  • Truly listening
  • Honesty with self and others

Other blind spots include (just to name a few):

  • Believing you have all the answers
  • Allowing team conflict to be the norm
  • Treating your commitments casually
  • Failing to understand the difference between virtual and on-site meetings

6 Tips on How to See These Blind Spots and Become Effective

Use assessments and 360-degree feedback to discover your inherent strengths and weaknesses. There are three types of assessments: 1) assessments that reflect how you want to be seen, 2) assessments to show who you truly are, and 3) assessments that share how others see you. All three provide you with 20/20 insights. But, now, the real work begins. Review your results with a qualified executive coach. Then, create a plan (e.g., workshops, videos, weekly coaching calls, etc.) to develop these new skills during this new normal.

Hire an executive coach and DO THE WORK. Hiring the right executive coach to guide you through this discovery process is priceless. It eliminates the normal trial and error that otherwise occurs. Hire one that supports you to be in action. Stay away from conceptual discussions since these will not improve your leadership effectiveness or your results.

Engage with an industry or company mentor. The right mentor is an invaluable source of information. His/her knowledge about your industry and company can guide you through complex situations and sticky political relationships.

Listen to your team’s feedback. Your team wants you to succeed. And, while you may believe you want to hear feedback from your team, many of you would rather not. For valid feedback, use a qualified 360-feedback assessment. This will encourage team members to be honest when sharing their insights and feel comfortable doing so.

Dial up your humbleness. Take part in emotional intelligence workshops and learn how to tame your ego! It’s the biggest challenge for many leaders and where most blind spots live. Create awareness of your impact on others. And, hire a coach to guide you to create win-win-win outcomes, especially when your ego is the loudest!

Improve your all-important communication skills. Your ability to write, speak, and talk with others is crucial to your success. Improve these skills by recognizing your biases (and, yes, your blind spots). Take responsibility when talking with different people and focus on everyone getting on the same page.

©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.

It’s awful to be the leader of a project that is full of conflict and saboteurs. What do you need to do to manage these before they end your career?

A Note from Jeannette about uncovering new leadership blind spots due to the “new normal.” There have been many business changes since the pandemic. These “new normal” changes also impact your leadership blind spots, since they have changed too! Now is the time to uncover them. If you don’t, it will cost you and your team business results, job satisfaction, and career advancement. Contact me for a confidential conversation.

How to Stop Blunders from Hurting Your Team’s Results

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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!

I Want My New Career Opportunities Now…I’m Ready

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“Ambitious people believe they are career-ready for their next opportunity. Unfortunately, many lack the required set of skills to succeed.” Jeannette Seibly

Many leaders and ambitious business professionals want their new career opportunities right now. The challenge? Many times, they are not ready!

A couple of weeks ago, I spoke with a college junior. He’s a go-getter. He’s in a hurry to graduate and get on with his career! This summer he has an internship, a part-time job, and is taking two classes.

I shared with him, “Slow down. Consider you’ll most likely have more than 7 careers in your lifetime. So, it’s important now to build a solid foundation of skills in each job and class. Take the time to learn and grow. Sometimes you don’t get a second chance when attracting great career opportunities.”  

This ambitious young man will go far as long as he’s able to curb his impatience and build a strong set of foundational skills as he moves forward in his career.

Many ambitious people leap too fast into new jobs and career opportunities. They’re not skill-ready.  And, they lack the awareness of what these skills are and are impatient while waiting to move up to the “next level.”

Consider for a moment people getting what they want before they are ready:

  • 70% of lottery winners end up broke (National Endowment for Financial Education)
  • 40% of executives fail within the first 18 months (Business2Community)
  • It’s typical to find the grass is not greener in the next job or career (Forbes)

It’s important to build a solid foundation of skills in each job and task now. This enables you to take those skills and enjoy the benefits of your success tomorrow.

Build a Solid Foundation of Skills Today to Prepare You for New Career Opportunities  

Get Real. Many times, you will create goals based on ideals (e.g., being a millionaire, having the title of boss or executive, leading larger projects, etc.). The problem is…and I’ve seen it happen too often in my 28 years of coaching…you’re not ready! You lack the skills required to succeed at the next level (e.g., build good working relationships, execute intended results, resolve team conflicts, etc.). Work with your coach to clarify your career direction and avoid latching on to “job titles,” “paychecks,” or other compensation as “the goal.” If you don’t have your own coach, get one!

Hire a Coach and Find a Mentor. Remember, you cannot snap your fingers and transform your skillsets. It takes time, practice, and more practice before you become a master. Instead of relying on the normal DIY approach and struggling through the inevitable trial-and-error, fast-track by hiring your own coach. Don’t rely on the company to do it for you. Also, find an industry or company mentor. Make sure both of these people can guide you through difficult relationships, projects, and company politics. Next, it’s up to you to be coachable.

Conduct an Honest Evaluation About Your Current Skills. All business leaders and ambitious professionals have blind spots. Use a qualified job fit tool and a 360-degree feedback assessment to uncover them. Armed with this info, work with your coach to develop the skills required for the next level of job responsibilities.

Persist by Doing the Work. There are no short-cuts. It’s easy to go off-track and avoid potential failures or after you’ve experienced failure. Work with your coach to clarify and develop a strategic career plan that works for you. Remember, the experiences of both success and failure make you a better fit for future jobs IF you take the time to build your skillsets now.

Thank, Brag, and Celebrate!

Jeannette Seibly, The Leadership Results Coach
Jeannette Seibly, The Leadership Results Coach

©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’s awful to be the leader of a project that is full of conflict and saboteurs. What do you need to do to manage these before they end your career?

Note from Jeannette: I Want My New Career Opportunities Now…I’m Ready! How many of you have heard the motto “30 and out?” It’s when employees have worked in the same company, and often the same job, before retiring after 30 years! But this is no longer a career option. Most of you, when you retire, will have had more than 7 careers in your lifetime! The challenge? As ambitious professionals and leaders, you will probably jump into your next career opportunity too soon. You won’t be ready. This is why it is important to build a solid foundation of skills in each job along the way. If you’re struggling to determine your career direction, contact me for a confidential conversation.

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

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“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.

Create a Results-Producing Customer-Focused Culture

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“If you want to create a customer-focused culture, you must start by being accountable for the results!” Jeannette Seibly

As a leader, creating results-producing, can-do customer-focused teams requires being accountable! You must develop laser-like attention to hiring, coaching, training, and managing your team and team members. If you don’t, you will create a chaotic workplace culture, and customers will fire you and seek out your competition!

Many leaders operate as elite helicopters flying at 30-feet above the action. While they are hovering, they fail to plan for and handle important details. They tend to cause team conflicts and they are often considered a difficult team leader!

Remember, it’s not business as usual! It’s time to get real before you lose customers and top talent!

5 Required Tips for Creating a Results-Producing, Can-Do Customer-Focused Team

  1. Promote the Right Bosses! Yes, it starts here! Stop promoting people that are not already exhibiting good people management skills. Instead, create a separate career ladder for them that recognizes their strengths. Otherwise, they will become toxic bosses and top talent will leave! Your customers will leave with your top talent!
  2. Hire Right the First Time. Use data-driven, objective, and consistent information to select the right people for the right jobs Regardless of what job candidates tell you about their experiences, use the right tools to ensure they fit your job requirements. Hiring great team members will attract top talent and great customers too! Your customers will thank you since they don’t have to keep training new employees that soon leave!
  3. Create Company Values that Inspire. It’s not business as usual. You must set aside your ego and remember your team members are watching and emulating what you do! Dust off the company mission and value statements. Get your executives and bosses onboard and trained! Your customers seek vendors and service providers to give them what they requested the first time!
  4. Value Learning and Development. Creating a customer-focused workplace culture starts with you. Are you holding your teams accountable for meeting customer needs and achieving intended results? Are you ensuring all workshops, online and on-site, include all employees, bosses, and executives as participants? Are you including the right training? Must have training includes: Inclusion, Conducting effective meetings, Critical thinking, True brainstorming, Alignment, and Achieving intended results.
Are you holding your teams accountable for meeting customer needs and achieving intended results?

Your customers value teams that are working on the same page at the same time!

  1. Expand Your Team’s Mindset. Life and work experiences, education, and other beliefs create a person’s mindset. It influences how you and your team members interact with customers and each other. Your job as the leader is to hold your team members accountable for fulfilling the customers’ needs. Your customers experience value by what you do and how you do it!

©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.

Do you want your team to be part of the elite 10% that achieves intended results? MUST READ! “7 Reasons Why Teams Don’t Resolve Conflict”  Reason #2 is especially important!

A Note about Creating a Results-Producing Customer-Focused Culture from Jeannette. Do you consider yourself the type of leader that operates like an elite helicopter flying at 30-feet above the action? Do you know that by hovering, you fail to plan for and handle important details? Do you know you also become a difficult team leader? If you want to inspire your teams to produce intended results,  contact me to start a confidential conversation.