How to Keep Your Job When Working with an Overconfident Leader

“Take care — overconfidence can sabotage working relationships irrevocably.” Jeannette Seibly

A new customer gave Allison’s company a similar project to what she had worked on with her former employer. She put together the plan and excitedly shared her knowledge with her boss, Stan. But Stan had his own ideas of what to do and how to proceed. While Stan allowed Allison to offer her plan first, he didn’t listen and scrutinized each point. So, even though Allison was well-prepared, she became inflexible that her plan was the right one. And the initial positive energy in the room deflated like a balloon losing air!

Finally, Stan said, “While this plan may have worked in your former company, we’re not them. So you need to do it my way.”

Not surprisingly, the customer was unhappy with Stan’s way. When Allison attempted to enlist several executives to help turn around the results, they refused. They cited a lack of time. But the truth was, they lacked the confidence to have the needed conversations with Stan and wanted to keep their jobs. He was known to overreact to anyone challenging his ideas on how to get things done. They did, however, recommend to Allison that she leave the company before being fired. (Side Note: The customer terminated the contract and hired Allison’s former employer to get the project done in a way that worked for them!)

This story demonstrates what happens when two overconfident people have to work with one another … disastrous results.

When egos interact with egos, no one is listening. Each person is attempting to outtalk the other and are inflexible to consider alternatives. The project or program is destined to fail, while the customer loses money and time, and at least one person will lose their job or be sidelined until finding another job.

So, how do you keep your job when working with an overconfident leader? First, check your ego at the door. Second … keep reading!

3 Keys to Work with an Overconfident Leader and Keep Your Job

Stay aware and mindful in conversations. Listen up when an overconfident leader shares a decision s/he is making or is about to make. It will impact you, your project, team, and budget, either directly or indirectly. Expand the leader’s opinions by asking open-ended questions for clarification rather than debating their decision. (I’ve coached lots of people who challenged the leader’s opinions. The results? Some were fired, and many were about to be and had no idea their overconfidence got in the way.)

Stand up and speak up. When the leader is overconfident, you will question your own point of view. (Harvard Business Review) Don’t let this deter you from being assertive and sharing facts. But(!) … diplomacy is crucial! (It’s an essential skill to learn!) Remember, while you may be right, overconfident leaders will ignore you when their ego feels threatened. The outcome can impact your future projects, results, budgets, resources … and career.

Avoid confrontation if the leader’s idea or assertion does not impact you. Choose which issues to pursue. If you confront every issue, the overconfident leader will stop listening to you. (And so will everyone else!) Instead, focus on significant issues that will impact you from a win-win-win perspective.

©Jeannette Seibly, 2019-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A note from Jeannette about working with an overconfident leader: First, set aside your ego! Second, be mindful, diplomatic, and ask questions to keep the conversation going. While it is a dance, the steps don’t need to be complicated. So, what challenge is on your plate to address this week? Need someone to listen? Let’s Chat!

Self-confidence takes practice before you can master it (like all inner growth). What are the essential steps to achieve it sooner rather than later? It requires focused action! Grab the 9 tips needed to develop the self-confidence you’ve always wanted (FREE).

How to Prevent Overconfidence from Derailing Your Leadership

“If your ego is in the way, your overconfidence will derail your results.” Jeannette Seibly

Well, I think we tried very hard not to be overconfident, because when you get overconfident, that’s when something snaps up and bites you. Neil Armstrong, American Astronaut

Now, more than ever, confidence is essential for leaders. It encourages your team, customers, and communities to follow you. But problems arise when you become overconfident. You fail to listen to others, be coachable, and focus your team on intended results. To make matters worse, you don’t admit to and learn from mistakes or wrongdoings. Then, before you know it, “something snaps up and bites you” – now, you’ve derailed your leadership.

6 Tips to Develop Healthy Self-Confidence

Pay attention to your communication style. Learn to be aware of words or actions that signal you’re being overconfident (e.g., “I’ve got this handled!” “I never fail!” “This always works.”). Work with your executive coach to see what details you may be stepping over or issues you are failing to address when this happens.

Be honest about your skills. Take the time to conduct an accurate assessment of yourself and learn about your blind spots. Work with your executive coach and use objective data from scientifically validated job-fit assessments. This will broaden your awareness of how others see you as a leader.

Stop comparing yourself with others. Too often, we blame others for mistakes they make but excuse our own! Instead, develop healthy emotional intelligence, work through mistakes, and learn from them. It will build your inner self-confidence and humility.

Test your assumptions before declaring your decisions. We often make decisions based on fragments of information. And, we’re usually wrong. Develop your critical thinking by deep diving into the factual pros and cons. Use your network and team to test your assumptions. Remember, 90% of the world’s information is in people’s heads, not the headlines on the internet or the latest hubris being expressed on social media!

Listen to others’ feedback and concerns. Confident leaders welcome brainstorming and hearing others’ ideas. This includes managing healthy disagreements and building win-win-win outcomes. Remember, learn to listen to what you don’t want to hear to improve your results and keep you focused on what matters. It keeps you grounded in reality.

Recognize when it’s the right time. While many ideas may work with modifications, it may not be the right time or place to put them into action. Avoid circular logic to push through these ideas that your business and customers are not ready for. This is often a problem with overconfident leaders.

©Jeannette Seibly, 2019-2022

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A note from Jeannette about being an overconfident leader: It’s important to develop healthy confidence. Remember, you can avoid overconfidence by listening, being coachable, and admitting to mistakes. So, what challenges do you want to overcome? Let’s Chat!

Self-confidence is an inside job … a life-long practice … and an essential factor in others following your lead. Grab the 9 tips required to develop the self-confidence you’ve always wanted (FREE).

Every Successful Leader Sparks Trust and Keeps It

“Without trust, your team, boss, and customers will not take you seriously and dismiss what you say or do.” Jeannette Seibly

A trusting team is a team made up of people who feel safe around each other—safe expressing their feelings, asking for help, talking about problems, and admitting to mistakes. Simon Sinek

Successful leaders have learned how to spark trust and keep it growing. They know trust builds credibility over time.

They’ve also learned the hard way that one wrong decision or withholding important information can diminish trust. To improve trust, some leaders have had to alter their management style. For example, stop micromanaging, demanding too much, and playing office politics at the expense of others. These are trust killers, not trust builders.

How to Spark Trust

Trust Your Team. First, you must trust your team members. It doesn’t mean you overlook half-truths, missed deadlines, or poor quality. If someone says they cannot get a task done by a specific time, listen and ask, “What do you need from me?” Team members that feel trusted will go above and beyond to achieve the intended results.

Learn from Mistakes. Everyone makes mistakes, including you! Yelling or expressing frustration at team members will not build trust! (If you do this, it’s time to hire an executive coach to learn new ways of expressing yourself!) Instead, together, conduct an objective review of “what worked/what didn’t work?” Acknowledge things that were well-done. Then, specifically, address two things to improve. Use your natural curiosity and ability to ask good questions to guide the team to build new solutions. The process will build trust (and respect) for you as a leader and team synergy.

Embrace Tough Conversations. Most leaders will do anything to avoid them. But if you don’t uncover the underlying factual issues, progress on projects will fail. The team will stop trusting you, and mischief and finger-pointing will erupt–spark trust. Instead, encourage resourcefulness and brainstorming of new ideas, and champion your team’s ability to work through conflict or issues.

Be Known for Straight Talk. Say what you mean and mean what you say. Allow others the freedom to do the same, to disagree with you and others without repercussions. This makes THE difference between your team trusting you to look out for them or feeling manipulated to get the job done (while not believing a word you have to say). When a project has not met the customer’s needs, tell the truth about why. Avoid spinning the facts to make yourself look good and your team feels good. Remember, they want to learn and grow.

Brag about Your Team! Sharing successes about each and every team member makes a positive difference and builds trust. Be aware of each team member’s contribution … no matter how small. When speaking with others, brag about your team’s successes and mean it!

©Jeannette Seibly 2020-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A Note from Jeannette about sparking and keeping trust: trust is required to be a successful leader. When you make a poor decision, you need to own it. When you assign the best-liked tasks to your favorite team members, you need to stop doing that! Building trust with your team, boss, and customers is how you achieve great results. Have you taken a misstep? (Don’t worry, many do.) It’s essential to “clean it up” asap. Let’s Chat!

Self-confidence is an inside job … a life-long practice. Developing confidence in your career and your life … without comparing these pursuits and results with others … allows you to pursue and achieve goals that are meaningful to you. Grab the 9 tips required to develop the self-confidence you’ve always wanted (FREE).

What Happens When You’re Given an Opportunity Before You Are Ready?

“Everyone has the capabilities to excel. But the challenge is, do they have the awareness and willingness to do the work required?” Jeannette Seibly

You’re offered a new opportunity. After talking with your trusted coach and mentor, you know you’re not ready. But what do you do? Here’s the dilemma. Taking it can cause potential failure. And, not taking it could limit future opportunities.

Sam accepted a leadership position with the promise of even more significant opportunities in the future. He had the administrative skills required. But Sam lacked the experience of leading a team, having always been a team member. Instead of asking for help and guidance, Sam faced potential failure when he complained about the same things as when he was a team member! He failed to realize he was now responsible for providing those resources he previously complained about!  

Accepting new opportunities before you’re ready can derail your future. Don’t be in too big of a hurry to get the new job title, make more money, or enjoy the prestige of moving up in the company. Or, you may struggle and eventually derail future career opportunities.

What is Required to Get Ready Now?

Job Fit. Today, many people don’t like their jobs because they don’t fit their job responsibilities! To avoid this, use a valid job-fit assessment. The reports provide objective awareness of the strengths required for your new position and your challenge areas. Remember, you cannot change who you are. For example, as a team member, you may be fearless in talking with others (strength). But as a team leader, this same strength can get in your way of listening to the team (weakness).

Get Real. New opportunities require moving forward outside your comfort zone. They also will require new levels of communication, project management, and emotional intelligence, which are hindered by leadership blind spots. Because many of these job requirements are unwritten, shadow the current incumbent in the job. Ask questions. Don’t assume you won’t have similar challenges. (You will.) Ask them what they’ve done to overcome these issues.

Hire an External Coach and Seek Out an Internal Mentor. Be coachable! Ask for help and seek guidance immediately before you get mired in sticky situations or political relationships that sabotage your future opportunities.

Do the Real Work. While mantras can keep you focused, they don’t replace doing the real work. For example, you’ll fail if you ignore team conflict complaints and respond with mantras (e.g., “Every team has their challenges, it’ll get better.”). Resolution often needs difficult decisions (unpopular) and challenging conversations. Work with your executive coach now.

Emotional Intelligence. Mindful awareness and resilience are required in many positions today, especially leadership. There will be mistakes made and failures too. Your ability to handle these can make a big difference in being open to learning from them.

Leadership Savvy. Microaggressions, playing favorites, and not listening to others are the downfall of many in new positions. Instead, set a positive example. It starts with you and the team being trained. These workshops should include conflict resolution, brainstorming, diversity, project management, critical thinking, and execution of projects. Now, develop the habit of using these skills, and your team will follow your lead.

Project Management. Many overlook the people side and the logistical side of conducting effective meetings. Both are critical to any project or program’s design, process, and execution.

  • People side: Develop your team members, focus on their strengths and include everyone when brainstorming.
  • Logistical side: Develop and incorporate budget, technology, operations, sales, and marketing into every project or program.

There is a cross-over in these areas as well. For example, marketing is a budget item, and who is the person to best create and implement the plan? While you don’t need to be an expert, you need a good basic working knowledge of all these areas. Asking questions will be one of the most productive skills you can develop.

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She is an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Let’s chat! Contact Jeannette for a confidential conversation.

A Note from Jeannette about being ready for new opportunities: accepting new opportunities before being ready has derailed many people’s careers. The key is to develop the leadership, communication, and other required skills before accepting your new opportunity! Are you struggling to be ready, but your boss is in the way? Let’s Chat!

Are you putting the right team members on the wrong team? Giving people opportunities before they are ready will diminish the intended results. It will also hurt their future career options. Improve your interviewing skills by grabbing your FREE copy of the best 16 Must-Read Tips for Productive Hiring Interviews

5 Tips to Keep You Moving Forward When You Want to Stop

“Words only go so far; action is what matters.” Diane Putvin, Business Partner & Coach

For those committed to success, get unstuck and be coachable! The longer you stay stuck, the harder it is to unravel the true issue. Jeannette Seibly

All of us have goals and a long to-do list. Some of us have our goals written down, while others keep them locked in their heads. But what happens when we get stuck and stop believing in ourselves? It’s all too common to give up when negative thoughts and feelings get in the way.

Here are some methods you may not have considered to get unstuck and move forward toward success.

How to Keep Moving Forward

Hone Your To-Do List Down to Only 2 or 3 Priorities. Now, honor it. Eliminate your mental or emotional need to add more and more. When your boss, team member, or family asks for help, be willing to negotiate or say, “no.” If you provide assistance, don’t take on more than you can handle. Example, if someone is having trouble setting up a YouTube channel, and it’s not your area of expertise, refer them to someone that can do it. Now, refocus on your own priorities.

Create Focused Action Steps and Don’t Rely on Mantras. While mantras can help you stay in action (e.g., “I can do this, and I do it.”), they are not enough to achieve your goals. Get into action. Work with your coach to create true action steps, and don’t change the goal to fit the progress made. Now fulfill these actions step-by-step, day-by-day. Congratulate yourself along the way. For example, I enjoy working on 1,000-piece jigsaw puzzles. But these can take a long time to complete since I only have a limited amount of time to spend on them. So, after an hour, I celebrate with a “Great job!” and make a mental plan to work on a specific area of the puzzle next time.

Focus on Fun. However, do not rely on humor to excuse inactivity or lack of progress. Humor can be fun when used appropriately. But when it’s used to diminish ourselves or our team, it works like a weapon. Words matter. Focus on engaging and fun practices to make the job or tasks go smoother. It keeps you and your team in action. Remember, clear goals and fine-tuned action plans keep everyone engaged and on the same page. Example, send out an appropriate comic or update on your project daily to keep everyone informed and engaged.

Accept Feedback with Grace and Gratitude. Ask for help by talking with your coach, mentor, or friend. First, share what has been working, then no more than two areas where you are stuck. Now, listen to the feedback, take notes, and get back into action immediately. Example, a bad practice is posting your request on social media or asking more than two people to “pick their brains.” Why? You will go into overwhelm due to the diverse suggestions and end up remaining stuck. 

Eliminate Burnout. Stop adding more and more things to do, either mentally or physically. Delegate, stop doing it, or question if you should do it at all. These will avoid burnout. Add self-care to the top of your list. Now, admit you need a break and honor it. Example, if you value time to read a novel, schedule it! If you need a mani or pedi, schedule it and don’t cancel or reschedule!

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She is an award-winning international executive and family business management consultant, keynote speaker, and author for over 29 years. Her focus is to guide leaders to make a positive difference. Feel stuck moving your team forward? Want straightforward counsel on how to do it? Contact Jeannette for a confidential conversation.

A Note from Jeannette about moving forward when you want to stop: too many of us have too many things to get done. So how do we keep moving forward when we want to pull the covers up over our heads or run away? Read this week’s article for ideas to keep moving forward while being kind to yourself. Do you need a cheerleader or help getting your complex issues resolved? Let’s do it! Let’s Chat!

Are you tired of pushing your team to do what needs to be done? If you are, you’ve probably selected the wrong team members. Improve your interviewing skills by grabbing your FREE copy of the best 16 Must-Read Tips for Productive Hiring Interviews.

Effective Leaders Don’t Use These 7 Excuses!

“Leaders must be accountable and stop offering excuses for their poor results.” Jeannette Seibly

Many leaders say and do things they believe will make them look good! But worse, they often blame others, thinking it will excuse their poor results!

The problem? When leaders don’t take responsibility for their results, teams and bosses feel demoralized and not valued by these thoughtless excuses that make them the scapegoats.

If you want to be effective as a leader, you need to remember “words matter!” Actions and “no excuses” do too!

It’s up to you to roll up your sleeves and get involved in creating solutions, not excuses!

Don’t Use These 7 Excuses!

  1. “I need better people to get the job done.” It’s time to do a better job of hiring the right people for job fit! Improve your interviews and selection tools.
  2. “My team doesn’t know what they’re doing.” Just because a person has a certificate doesn’t mean they have the experience to use the skills! Effective leaders provide continuous training and opportunities to develop people and their “hands-on” technical, financial, operational, and people skills. Examples include diversity, listening and asking questions, budgeting, critical thinking, project planning, execution, etc.
  3. “If this person doesn’t work out, I’ll just fire the person and hire a new one.” Have you calculated the cost of a hiring mistake? It’s very expensive.
  4. “If I just had the right team, the client wouldn’t have canceled the contract.” Unfortunately, ineffective leaders lack the interest, experience, and coachability to get the intended results! It’s important to remember that every successful project has a technical/financial side (e.g., budget, plan, online project calendars) and a human side (e.g., assigning tasks based on job fit, brainstorming ideas, managing team conflict). Effective leaders have learned how to manage both simultaneously.
  5. “My boss is an idiot. We need better resources and a larger budget to get the job done.” I’ve seen leaders fired over this statement, not for the obvious reason! It’s because they did not take the initiative and find the resources to get the job done by working with and through their team! Effective leaders are accountable.
  6. “We’re stuck, and no one is helping.” If you’re waiting for someone to rescue you (e.g., boss, vendor, or co-worker), they’re waiting for you to ask for help! Don’t delay! The answers to your questions are in others’ heads, not your own. Talk with your executive coach, professional network, and brainstorm with the team. Only pick 1 or 2 suggestions and run with them!
  7. “I’m too busy to deal with it now.” Busyness is a popular excuse that conveys “you’re ineffective as a leader.” Remember the famous quote? “If you want something done, ask a busy person.” (Benjamin Franklin)

Your primary job is to provide the resources, coaching, and clarity when your team needs help to get the job done. It’s how unprecedented results are achieved! It’s what effective leaders do!

©Jeannette Seibly 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. For the past 29 years, she has been an award-winning international executive and family business management consultant, keynote speaker, and author. Having challenges finding, hiring, and keeping top talent? Don’t wait! It won’t get better the longer you wait! It’ll only get worse and more expensive. Contact Jeannette for a confidential conversation.

A Note from Jeannette about effective leaders and excuses: Many leaders say and do things they believe will make them look good. They use these as excuses for their poor results! The problem? Most teams and bosses don’t hear these excuses and instead feel the blame! If you want to be effective as a leader, you need to remember that “words matter!” Actions do too! Need help improving your effectiveness as a leader? Let’s Chat!

Is your boss tired of your excuses for why your team is not performing? Then, it’s time to update your hiring practices. To improve your interviewing skills, grab your FREE copy of the best 16 Tips to Conduct Effective and Productive Hiring Interviews Today.

Embrace New Ideas to Build Loyalty

Recently, I talked with a business leader who wanted people to show up and do their work. “I know what needs to be done; they simply need to do what I tell them to do.”

While this type of mindset worked decades ago, it no longer does. Instead, every successful leader must create an innovative workplace culture that embraces new ideas while focusing on intended results. That’s how you build loyalty to yourself, your company, and company brand. And, the bonus is that your top talent will stay and continue to excel (think, improve retention).

Four Tips to Build Loyalty for Required Results

LISTEN as though your results depend on it … because they do! Your team members often have the best answers. Put aside your automatic judgment about the idea’s feasibility and who offered it. Now, listen.

Exercise: Ban electronic gadgets and ensure everyone has the opportunity to voice their ideas or concerns. When you run into naysayers, have them create five reasons why the idea could work. Now, review and allow these reasons to spark new solutions everyone can align on.

LEARN how to brainstorm … it’s not hard … get out of the way. You will not build loyalty or innovation when you are an automatic “No!” Authentically brainstorm new ideas, processes, and procedures. Be willing to go outside the box of how things have been done normally.

Exercise: Put together your goal, action plan, and timetable. Then, move the timetable back by 50% (example: if the goal is due in one year, make it six months). You’ll be surprised by the loyalty, commitment, and new ideas that can cause you to succeed when you don’t overthink them.   (Read about Pfizer’s achieving the impossible by getting the COVID vaccines to market quickly and effectively.)

OPEN your mind to new possibilities. While this sounds easy, it’s genuinely not. It’s very easy to stay comfortable, not rock the boat, and allow your biases to get in the way! Now is a great time to expand your thinking, the way work is done, and improve harnessing your team’s ideas!

Exercise: To build loyalty and new ideas, you must acknowledge each and every idea that is shared. It doesn’t mean you’ll use these ideas. But when you say, “Great idea” or “Interesting idea, tell me more,” you open up the conversations and people’s minds for new solutions.

BE RESPONSIBLE and manage for results, not personalities. Manage the project and plan of action every day or week (depending on how soon the result is needed). Stay focused on the processes and milestones.

Exercise: Ask the tough questions to ensure people are on track and not just telling you what you want to hear. Remember, it’s better to learn about problems now than after the plan or project has been launched! If there’s team conflict, resolve it by using straight talk.

©Jeannette Seibly, 2010-2022  All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant, and keynote speaker. Still unable to achieve the results you need to keep your customers, team, or job? Don’t wait! It won’t get better without help! Contact Jeannette for a confidential conversation.

A Note from Jeannette about building loyalty for required results: Too often, you fall into the trap of wanting your team to do the work assigned and not offer new ideas. You might believe those ideas will make your job more time-consuming. Sadly, this belief keeps you in your comfort zone and will not build loyalty or retain top talent! Building loyalty and exceptional team results is not hard but requires you, as the leader, to get out of the way! Still having challenges getting your team to excel and achieve required results? Contact me for a confidential conversation.

Building a solid team that excels requires selecting the right person for the right job! Team results reflect your ability to hire and choose the right team members. Unfortunately, too many bosses today rely on intuitive hiring. Then, they wonder why only 10% of their teams produce the required results! To improve your interviewing techniques, grab your FREE copy of 16 Tips to Conduct Effective and Productive Hiring Interviews Today.

Hey Results Producers, Why Aren’t You Producing Required Results?

“Indulging in our comfort zones impedes our ability to produce amazing results.” Jeannette Seibly

Believe it or not, you’re the reason.

You’ve allowed yourself to get in your own way! You’ve accepted mediocrity. But mediocrity doesn’t keep customers and a great team, or get you promoted. It also disrupts others’ perceptions of you as a valued leader, boss, or team member.

The good news?

Many of you have already:

  • Become results producers who can produce the required results.
  • Received the right coaching from your boss, team, and/or coach.
  • Developed the insights, experience, and skills needed to make a positive difference.
  • Moved past perceived limitations and other issues that generally get in the way.

So, what’s in the way? Hubris, ego, and excuses now dominate your mind and get in the way of achieving the required results (e.g., resolving team conflict, going the extra mile for a customer, learning a new skill, etc.).

You may say, “But I’m tired. I want to be comfortable. I want to do the minimum to keep my job.” Consider none of that is true. Instead, pay attention … the most interesting phenomenon is that you feel energized when you become a results producer producing the required results!

How to be Energized and Produce Required Results

Take the nudge and get energized to get the most out of this article! Go beyond just reading these examples and take focused-action on a project or task, or complete a difficult conversation. This movement will cause you to be a results producer that produces the required results!

Be Coachable. Yes, there are bad coaches out there! But don’t let that stop you from finding the right coach! Then, listen. Take responsibility for correcting any actions that have taken you off track with your team, customers, and/or boss! (Apologies work wonders when not accompanied by excuses!) Remember, every results producer, leader, and boss has a coach! It’s up to you to be coachable … whether you feel like it or not!

Example: An author was a good mystery writer and won awards. Yet failed to sell books. Every time the coach would tell him to focus on selling and give him doable ideas, he’d come up with a list of excuses. His favorite is, “I just don’t feel it would make a difference.” Needless to say, he has 100s of books sitting in his garage.

Work With and Through the Team. We all have teams, bosses, and customers for whom we are responsible for providing excellent service! The issue is that when you have a challenge or problem, you rely on the familiar thought, “I’ve got it all handled.” Consider you don’t, and you fail to get into the type of action that produces required results. Instead, learn to work with and through others to get the job done well (e.g., delegate) and stop settling for mediocrity. The mark of a great results producer and leader/boss.

Example: A general manager proudly shared the 40% turnover in his management staff. “I now have the right team in place and have it all handled.” The consultant who was listening replied, “You’ve been saying that each year for the past four years. How is this year going to be any different? You’ve been unwilling to get real about the issues that cause the turnover and poor results.” (Hint: The real issue was the general manager’s inability to lead a team to produce required results.)

Distinguish Leadership Blind Spots that Impede Your Results. Going above and beyond is often needed to become and remain a results producer. It also requires working with your coach and identifying blind spots that impede your progress on an ongoing basis. Example: after attending a great motivational event or listening to a great speaker, you believe you can now move mountains. Yet days go by, and pretty soon, even the smallest hills look impossible. What happened? You allowed your blind spots to get in the way and relied on work/life circumstances to stop you.

Example: A business owner was not coachable and hated having her blind spots pointed out. Yet she was willing to spend every dollar she had in her business account to take a program with a renowned motivator who had built a million-dollar business. She hoped to learn from her and attended all the sessions. Several months later, she shared the outcome with a friend; and she was angry and upset. There was no positive difference in her business and finances. Finally, later in the conversation, she confessed, “I have to get real and take responsibility for not doing the work and taking the coaching. But it was an expensive lesson.” 

These three powerful keys to are required to become a consistent results producer. It starts by going beyond your comfort zone and standard excuses!

©Jeannette Seibly, 2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant and keynote speaker. Still unable to achieve the results you need to keep your customers, team, or job? Don’t wait! It won’t get better without help! Contact Jeannette for a confidential conversation.

A Note from Jeannette about being a results producer that produces required results: this can be a tricky conversation when you rely on excuses and life circumstances to get in the way of achieving required results. Sometimes it only takes a tweak here and there, and you’re back on track. Other times, it entails a come down to reality conversation to become the results producer you know you can be. Do you want clarity? Contact me for a confidential conversation.

Being a top influencer in 2022 is a great goal. Yet we allow our life circumstances and feelings of “not now” to get in the way. So STOP indulging in the excuses! Instead, get into action today and grab your FREE copy of Eight Tips to Increase Your Ability to Influence.

Easy Ways to Combat Energy Zappers

“Many people love to procrastinate and blame boredom, stress, and toxic people. But the truth is when you fail to honor your commitments to yourself and others, your energy gets zapped daily.” Jeannette Seibly

What is our #1 energy zapper? Our excuses! Stress, boredom, and toxic people, along with lack of sleep, too much sugar, and caffeine, rank right up there as energy zappers too! And, these will occur on a regular basis when not managed.

But procrastination and the excuses we mentally create to justify it win as #1. Ironically, it takes more energy to avoid doing the task or job than it does to get the work done. It’s incredible how much time we waste looking for excuses, feeding our procrastination, and seeking out “why” we don’t want to get it done.

When you have a job, task, or client need, the bottom line is that you want to get into focused-action as quickly as possible. If you don’t, you will experience diminished self-confidence and self-worth. And, you will find future career opportunities, and sales get zapped too.

6 Strategies to Stop Energy Zappers

Schedule. Use an online or hand-written calendar, scheduler, and/or planner. Schedule the time needed to get the task done. Now, honor it as an appointment with a VIP (very important person).  

I remember using an online planner to get my first book written and published. Every week I would receive a notification of activities for the week. And I honored it! This process eliminated the excuses I usually created for not getting my book written and published sooner.

Do or Delegate. Just because you don’t want to do it doesn’t mean others won’t welcome the opportunity. Don’t be afraid to delegate the task or job to someone who would welcome it. Remember, they won’t do it the same way you would … but they often do it better because they enjoy the work!

Brandon hated accounting. But as an entrepreneur knew, it was essential to have up-to-date numbers. So, he set aside his excuses and hired a bookkeeper who completed the weekly work within a couple of hours. Now, Brandon can speak intelligently with banks, his coach, and his team about where they need to focus their attention and be profitable.

Set Aside 20 minutes. If you’re still finding or looking for excuses, STOP! Set a timer for 20 minutes and focus on doing the task during that time and see how far you progress. If, at the end of the 20 minutes, you’re ready to do more, go for it!

One sales rep avoided making his calls and following up with potential customers. His excuse was, “They don’t want to buy from me anyway.” When he worked with his sales manager and coach, he learned how to use those 20 minutes to follow-up and follow-through. His sales improved dramatically.

Hire a Coach and Find an Accountability Partner. Find someone to be your cheerleader. This person will keep you in action. And guide you through complex situations and/or relationships that can also be energy zappers.

Write It Out, Walk It Out, and Talk It Out. These three activities will help you overcome the normal energy zappers of day-to-day stress, boredom, and toxic people.

© Jeannette L. Seibly, 2010-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant and keynote speaker. Have trouble getting into focused action and feeling energized to get your job done and goals completed? Contact Jeannette for a confidential conversation.

Note from Jeannette about energy zappers. Honoring our commitments has become more critical today than ever. Keeping your commitments make you a top talent that your customers enjoy working with. Unfortunately, too many people fail to understand the impact of not keeping their commitments. Contact me today to confidentially talk about your energy zappers.

Being a top influencer means honoring your word and getting the job done in a high-quality and timely manner. So, grab your FREE copy of Eight Tips to Increase Your Ability to Influence.

 

How to Conduct Effective and Productive Hiring Interviews Today

“Today, there are millions of job seekers looking for new positions! If you want the best, use the best hiring interview practices!” Jeannette Seibly

I’ve been interviewing people for jobs for well over 30 years. It was my first job out of college. While the economy and types of jobs have changed dramatically during this time, many hiring practices have not! The challenge is that many companies must level up their hiring and interview practices to attract top talent.

Americans are quitting their jobs in record numbers, and economists say the Great Resignation will likely keep up well into 2022. (CNBC)

And now, with so many job seekers on the prowl for better wages, benefits, and working conditions, your hiring practices need to improve. Or, you’ll miss out on attracting and keeping top talent.

16 Tips to Effective and Productive Interviews

Leveling up means updating your strategic hiring process. Start by reviewing the procedures and tools used and upgrades NOW  (e.g., applicant tracking system, job fit assessments, training interviewers, background and reference checks, etc.). The quality of your hiring process impacts candidates’ willingness to show up, ready for the interview.   

First steps. These are a must and often overlooked:

  1. Review and update your company’s vision and mission. I’m sure it’s been a while!
  2. What are this year’s short-term goals (Q2 and Q3) and long-term (Q4 and Q1-2023) goals? Then, review with the management team and get into action. Top talent wants to work with companies that have goal-focused and results-oriented intentions.
  3. Review and update job descriptions and related policies to reflect employment changes (e.g., diversity, onboarding, working from home options, etc.).
  4. Create a 180-day Success Plan for each position. Keep it simple and focused.
  5. Update structured interview questions and selection tools used (e.g., benchmarks for job fit assessments, etc.).
  6. Train all interviewers. Hold them accountable for following the process and ensuring positive candidate experiences.

Second steps. Do the prep work before the interviews:

  1. The process starts when an applicant applies and before the interview. Be sure your ATS is interactive and provides links to answer “knock-out” questions and complete initial assessments. It’s essential that you readily respond via email, chat, or video.
  2. Don’t wing it. Reread job description and structured interview questions before each interview. Hiring biases and gut reactions are stronger when you are not prepared. Remember, there will be new biases. Examples: Job candidates are being interviewed in their homes and not in a professional setting. Or candidates are leaving their old jobs without new ones.
  3. Send out ATS reminders with time and date, length of the interview, name of interviewer(s), and job title(s), plus the URL for the virtual interview.
  4. Test virtual connections. Request job candidates to “test” the URL connection before the interview and resolve issues. Remember, home internet connections may not be up to speed with Today’s conferencing requirements.

Third steps. Conducting the interview:

  1. For virtual interviews, be sure everyone is visible on your monitor during group interviews. They must stay on video and not multi-task!
  2. Turn off electronic devices and other distractions. When everyone does this, the interview is more productive and saves time.
  3. Start the interview by introducing yourself (20 seconds). If in a group, have each interviewer provide a 20-second intro. State name, title, and how this job impacts their area. For example, “Today I am (or, we are) conducting the first set of interviews for XXX position. This interview will take approximately 1 hour. Have you scheduled this amount of time for our conversation?” (If no, reschedule to ensure consistency in the interview process.)
  4. Ask your prepared, structured interview questions. This structure helps compare candidates and is a legal requirement.
  5. Deep-dive into the job candidate’s answers by using Rule of 3. It’s essential to know the quality of their skills and their ability to use them in different situations. Also, their response lets you know the training requirements for this person to succeed.

Example of Rule of 3:

  • What is one specific challenge you have faced?
  • How did you resolve the issue?
  • What specifically did you do?
  1. At the end of the interview, not the beginning, share the information below. Remember KISS (keep it simple and smart). Here’s why: You want job candidates to tell you who they really are … not what they think you want to hear.
  • Vision and mission of the company
  • Job title and top 3 to 5 job responsibilities (do not negotiate now)
  • Quick overview of 180-Day Plan with a specific focus on Q2 and Q3
  • DO NOT conduct salary and benefit negotiations until it’s time to make a job offer
  • Share what will happen next with selected candidates (e.g., future interviews with team members, reference and education verifications, job fit assessments, etc.)

NOW! And, I cannot say this enough! Follow-through as promised! If you don’t, job candidates will share their less-than-positive interview experiences on social media! And, you will lose out on hiring top talent.

©Jeannette Seibly 2020-2022 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. During the past 29 years, she has become an award-winning international executive and family business management consultant and keynote speaker. Recently, she was able to add another brag. She has been an Authorized PXT Select/PXT Partner with Wiley/Profiles International for 30 years, guiding companies to hire the right person the first time. Have questions? Need help? Contact Jeannette for a confidential conversation.

Note from Jeannette about conducting effective and productive hiring interviews today: Preparation is vital. The quality of time spent on the 16 tips listed will impact your company’s bottom line, customer and employee satisfaction, and your ability to sleep well at night! Are you uncertain how to begin? Experiencing roadblocks? Need help with interview training or assessment selection? Contact me today.

Being a top influencer can attract top talent and have you seen as a great boss. So become aware and develop the skills now! Grab your FREE copy of Eight Tips to Increase Your Ability to Influence.