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How to Respond to the “Why Generation”

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why generation

“’Why do you do it that way?’  Is a great question to streamline anything.” Jeannette Seibly

 

Two-thirds of today’s working population is made up of Millennials and GenZs, a.k.a. the “Why Generation.” They are asking questions to understand:

  • “Why were these policies and systems designed this way?”
  • “How does this procedure help people access products and services easier and faster?”
  • “What are the reasons for this decision?”

When digital natives ask “why,” it is not to be rebellious, disrespectful or rude. Instead, they want to offer their technology skills to makes a way of making a positive contribution.

Traditionally, the fear of asking bosses “why,” is that it was seen as challenging their authority. The truth was, bosses often didn’t know the answer or have the power to change a system or procedure. As a result, employees were wary of offering new ideas. They feared speaking up would hurt their promotion, pay increase and/or continued employment.

In today’s workplace, leaders must set aside their egos and encourage curiosity. “Why” is a great question to ask when building a win-win outcome with any project, team and/or system. It requires each person to be vulnerable and say, “I don’t know. But, let’s find out the answer together.” It’s how and why innovation and disruption get created, saving time and money while engaging top talent.

7 Ways to Engage the “Why Generation”

  1. “Why are policies and systems that way?” It’s one of the first questions many ask. Embrace this question. It’s a great opportunity to review and update policies, systems, and procedures.
  1. Educate employees about the impact they have. Train them on “how” and “why” their tasks (or lack of effort to do them well) impact the work done by others. Cross-training within the department and throughout the company will broaden everyone’s POV.
  1. Be available to answer “why” in a way others will understand. Some employees learn in a methodical manner (show and tell me). Others learn best by sharing the concept. Then, through trial and error, they will learn the details of how-to-do-it (tell me and let me figure it out). Using scientifically validated job fit assessments will reveal how employees best learn and help you be a better boss and coach.
  1. Learn how to listen and talk with one another. Listening is a two-way street. Asking and answering “why” creates new opportunities and expands old ones. To build win-win outcomes, training must include communication, critical thinking, cultural sensitivity, decision making, and other soft skills. These can and do impact the creation of improved products and systems.
  1. Sharing history will prevent a repeat of history’s errors. If you don’t know the “why,” find out the facts. Also, be open to having an inquiry with your employees: “Why do you believe it was done that way?”
  1. Be curious and ask open-ended questions in team meetings (e.g., who, what, when, where, why and how).
  • “Why do you believe this system or procedure needs to be changed?”
  • “How and when would your idea improve it?”
  • “Who have you talked with that is affected by this change?”
  1. Evaluate changes before implementing them. While change may look good on paper, in reality, it may not work for your company. Don’t forget to share your findings of why it will or won’t work.

As a boss and leader, it’s important to remember “why” the “Why Generation” is asking so many questions. The answer: to offer new ideas and make a positive contribution to everyone.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 26 years. As an executive coach, speaker, and author, she provides straight talk with dynamic results. It takes courage to ask and answer “why.” Help your employees and bosses learn how to do it with ease. Contact Jeannette for a preliminary confidential conversation. And, do it now.

How to Have Tough Conversations When You Hate Conflict

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Two businesspeople standing face to face

“Every time you fail to have a tough conversation you lose confidence in yourself.” Jeannette Seibly

How to Have Tough Conversations When You Hate Conflict

We hear a lot today about the importance of having tough conversations. But, for many bosses and leaders this can be difficult. They hate conflict and they fear they do not have the skills required to win … as if winning was the goal.

The key in any conflict isn’t about winning the conversation. It’s about listening and building win-win agreements. When we have tough conversations that produce win-win outcomes, we gain confidence. It’s a skill that can and should be learned through practice.

Why Is It Important to Push through the Fear of Conflict?

Today, more than ever, we need to listen and hear what our employees, customers and vendors are saying. If we don’t, we will hurt our bottom lines … and our careers.

The bonus is, having those tough conversations with the intention of win-win outcomes builds loyalty.

Why Do People Hate Conflict?

Everyone’s idea of “conflict” is subjective to them. It’s based on their own experiences, education and social influences.  It reflects their confidence (or lack of) when listening to others and handling differing POVs.

Also, many people hate being told “no!” They fear this two-letter word and give it too much meaning.

When someone disagrees, it doesn’t mean they don’t like us or that our ideas aren’t valid. It means they don’t understand or agree with our POVs. Or, they have a different agenda.

8 Tips for You to Create Win-Win Outcomes

  1. Bring Curiosity. Be curious about others’ POVs. Listen to learn. Avoid making offhand comments to deflect that you are uncomfortable.
  2. Come Down to Reality. Telling the truth now avoids needing to remember what you said in the future. Otherwise, you will lose credibility. If you fear others are unwilling to hear the truth, be a parrot and repeat yourself. If the news is difficult, start by saying, “This may be hard to hear …”
  3. Ask Open-Ended Questions. Open-ended questions begin with Who, What, When, Where, Why or How. It’s a great way to get people thinking.  Often, when you hear new ideas, you will automatically say, “No!” Be open to discussing new ideas … otherwise, you will lose the respect of others.
  4. Talk Straight. Saying what you mean and meaning what you say is important. Use words and phrases that others readily understand. When you use jargon or new age terms (e.g., mindfulness, EI, etc.), misunderstandings will occur. These conflicts can be avoided by using simpler words and easy to understand explanations.  Role-play with your coach if you expect to have a tough conversation.
  5. Get Out of Your Head. Quiet the chatterbox. Instead of thinking about what you will say while others are speaking, listen! Be open to hearing what the other person is saying, verbally and non-verbally. (Over 90% of communication is non-verbal (e.g., hand gestures, posture, tone of voice, etc.)). Trust that you will respond appropriately.
  6. Address the Elephant in the Room. If your company’s culture avoids having tough conversations, be responsible upfront. Start the conversation by first stating that the person may not like what you’re about to say. For example, “I know it can be difficult to talk about this issue. Would it be OK to share the facts of this problem first and then get your feedback?”
  7. Expect a Positive Outcome. What you expect usually comes true. If you believe a project will fail, many times it will. Yet, if you expect the same project to achieve positive results, many times it will. The same is true with tough conversations.
  8. Pay Now or Pay Later. When issues occur, you need to have those tough conversations now. Failure to do so will negatively impact you, your employees and management teams. It will also limit your future career options (yes, I’m repeating myself).

Whether you think you need to have tough conversations or not, you will need to have them. To build this skill, hire a coach to guide you through how-to-have tough conversations and create win-win outcomes.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 26 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. What’s in the way of you and your team members having tough conversations? Learn how to overcome the fear of conflict to help you and your teams win. Don’t wait, because you will end up paying later. Contact Jeannette now for a preliminary confidential conversation.

How to Create the Best 1:1 Networking Meetings

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network meetingsNote: This is the second part of a 2-part article. Last week we focused on getting the most out of group networking meetings. This week we will focus on how to conduct effective 1:1 networking meetings.

Today, more than ever, it’s important to get the most out of your 1:1 networking meetings.

The purpose of 1:1 networking meetings is to get to know people in your industry and profession. And, meet others in different business communities. Without human interaction, building a data base of contacts will do you no good.

Meeting with people 1:1 can feel awkward when you are not prepared. Like any skill, you can learn how to conduct effective 1:1 networking meetings. All it takes is commitment and practice.

Keep in mind, your ultimate goal in 1:1 networking meetings is to conduct market research, not sell.

What should you leave the meeting with?

  • -Name and contact information of the person you talked to
  • -Information not posted about their company, industry and profession
  • -Three top challenges and their proposed solutions

Remember, these meetings are not designed for you to sell your products and services. The opportunity to present and sell will come later if you’ve done a good job of learning about their business. And, have built a positive relationship with the person introducing you into their company.

5 Tips for Making the Most of Your 1:1 Networking Meetings

  1. Create an intention of what you want out of each meeting. This provides you with an incentive to attend and not cancel. The purpose is to get-to-know-the-person and their company, not sell them something.
  • -Prepare your opening introduction (Review, It’s Time to Brag! Business Edition)
  • -Listen more than talk
  • -Prepare good open-ended business questions (review their LinkedIn, FB and company website)
  • -Ask questions for clarification
  1. Put away your phone and other electronic distractions. Listening requires paying 100% attention to the person speaking. If you don’t, you’re telling others you don’t value them. A University of Michigan study showed that laptops (and phone apps) are also a distraction. Use paper and pen to jot down notes.
  1. Focus. The type of questions you ask will be different if you sell B2C or B2B. Ask open-ended questions. (Open-ended questions begin with who, what, when, where, why or how.) For example: What should I know about you and your business? What are the 3 biggest challenges at your company today? Why do you like working there? (Grab your copy of It’s Time to Brag, Business Edition! and review the Chapter on Networking Works.)
  1. Don’t be a chatterbox. You’re there to learn about them. Don’t share confidential information or names when it’s your turn to talk. While people love to listen to stories, make sure they are real and keep them short. Remember, people have short attention spans.
  1. Follow-Up and Follow-Through. This is where most people fail in their networking efforts. You will lose future sales if you don’t follow-up and follow-through. Do not send them to your website for answers … instead, talk with them. The key is to build a personal positive relationship every step along the way.
  • -Send requested information within 24 to 48 hours (ask them what they prefer: text or email)
  • -Call or email to ensure the person got the information within one or two days
  • -Wait three days to call and ask if they have any questions
  • -Stay in communication if they are not ready

Smart 1:1 networking skills are important and a great way to better understand a person’s or company’s needs. After you’ve establish a relationship, then, and only then, can you sell your products and services with each. Remember, people buy for their own reasons, not yours.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 26 years. As an executive coach and speaker, she provides straight talk with dynamic results. Networking can be frustrating and isn’t always an easy process. Like any skill, smart networking requires commitment and practice. To improve your results, grab your copy of “It’s Time to Brag! Business Edition.” Contact Jeannette for a preliminary confidential conversation.

Smart Networking Tips that Actually Improve Your Results

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Group Networking Meetings2

Note: This is a 2-part article. This week we will focus on getting the most out of group networking meetings. Next week we will focus on how to conduct effective 1:1 networking meetings.

 

Smart networking is a must for every business professional.  It helps you attract and keep customers. Stay up-to-date in your industry, profession and business. And, provide invaluable opportunities.

Smart networking activities build relationships. When done right, networking uncovers hidden or unknown opportunities. It also provides invaluable insights about a company’s (or person’s) challenges.

What is networking? Networking is a marketing process designed to help you conduct research. Network meetings are not designed for selling. Selling becomes easier and more effective when you’ve taken the time to learn about the person and/or company through networking.

Joining industry, trade, professional and/or paid business networking groups is smart. Some of these groups will meet once or twice a month, while others meet weekly. Some groups have membership fees, while others are free. It’s important to understand the “group rules” before joining.

Remember, your time and money are important. Choose well, then, commit to attending.

Joe decided to join a general business network group. The group met twice per month and only one person per profession attended. However, he failed to attend on a consistent basis. He used the excuse his clients had to talk with him at the same time, instead of scheduling them for a different time. Also, he failed to setup 1:1 meetings. He lack curiosity about others, and wasn’t interested in helping them succeed. After several months, his boss asked him if he was getting anything out of this group. Joe responded, “NO!” There was no commitment.

8 Important Tips to Achieve Results from Group Network Meetings

  1. Choose one or two groups that resonate with you. Be clear. What is your purpose? Is it to build your business contacts? Is it to have someone to eat lunch with? What do you want or need to get out of it? Are members B2C or B2B, or a mix? Does the group provide referrals (warm introductions to others)? Or, only leads (ideas for cold calls)? How can you help members be successful?
  1. You have less than 30 seconds to make a positive impression. Dress appropriately and learn how to shake hands. Be prepared with your quick introduction of 20 words or less (review the 5 simple steps in It’s Time to Brag! Business Edition). Remember, people today have very short attention spans. Also, don’t use canned or generic intro’s. These do not differentiate you from others selling similar products or services.
  1. Keep every conversation simple and on-point. Plan to meet as many people as possible, even if you believe you are an introvert. This is not an opportunity to speak up about political or religious topics. Don’t talk about the benefits of your products or services, unless, someone asks.
  1. Put away your phone and other electronic distractions. Listening requires paying 100% attention to the person speaking. If you don’t, you’re telling others you don’t value them. A University of Michigan study showed that laptops (and phone apps) are also a distraction. Use paper and pen to jot down notes.

A woman had a new business venture and attended a group network meeting to generate interest. Instead of listening, she spent the meeting responding to her texts and FB postings. This behavior told everyone that she believed she was important and they were not. Needless to say, no one was interested in talking with her. Sadly, It was a lost opportunity for her new business.

  1. Don’t thrust your biz card in someone’s hand and say “Call me!” Instead, have a short conversation and determine if there is mutual interest to meet and talk further. If you have something specific to discuss, share that with them. That way they are more likely to take your call and respond to your emails.
  1. Build Your Network One Person at a Time. Group meetings are not designed to build good 1:1 business relationships. These only occur after having longer conversations, over a period of time.
  • -Within 24 to 48 hours send an email or call to setup a 1:1 meeting
  • -Don’t wait for others to ask you, even if they promised to do so
  • -Respond to all requests from others to connect … you can learn something from everyone
  • -Schedule meetings within a couple of weeks, preferably face-to-face
  1. Don’t add people to your email blasts without their permission. Do not become a spammer. Giving you their card is not giving you permission. Honor their, “no.”
  1. Make a commitment to attend … and honor that commitment. Your actions speak louder than words. We all have those times when we don’t want to go. Instead of falling into the “excuse trap,” show up with a smile and a positive attitude. You will never know what you are going to get out of your network meetings. If you don’t go, you won’t get anything!

Remember, Joe? He was not committed. Use these 8 tips to demonstrate your commitment and watch your networking results improve.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 26 years. As an executive coach and speaker, she provides straight talk with dynamic results. Networking can be frustrating and isn’t always an easy process. Like any skill, smart networking requires commitment and practice. To improve your results, grab your copy of “It’s Time to Brag! Business Edition.” Contact Jeannette for a preliminary confidential conversation.

 

26 Years … WOW!

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Celebrating-26-YearsI still remember October 7, 1992. On that fateful day, I was sitting in my newly created home office in Livonia, Michigan. I asked myself, what do I need to do to become successful? Because of the tough challenges I experienced in corporate America, I had learned a lot. But, how does that help me as a new business owner?

At that moment, I made a commitment: Success will be measured my ability to use what I’ve learned and help others succeed!

The results from the past 26 years? I’m an award winning executive coach, speaker, author and Authorized PXT Select Partner.

We All Have Dreams and Goals

Today, I’m sitting in my office in the metro Denver area smiling. 15 years ago I pursued one of my long-time dreams of moving to Colorado. My goal: enjoy the sun, drier climate and Rocky Mountains. Earlier this summer, a long-time mentor, Leslie Charles, interviewed me about my journey to fulfill this dream. Her “groundbreaking” book on how to fulfill your dreams will be released in Fall, 2019.

So what’s next? I want to travel, speak, coach and write more, buy a home and adopt a dog (I’ve always adopted cats). And, I’d like to become a bestselling author. Thanks to the guidance from Judith Briles and other authors this could become a reality in the future. In Judith’s newest book, I’m featured in Chapter 3, “How to Create a $1,000,000 Speech”.

Many of you have dreams and goals too. Some are in hot pursuit. Some of you have given up after experiencing setbacks and uncertainties.

And, many of you are waiting until the “right time.” Some of you are making decisions based on your feelings or gut reactions. While some believe their situation is the best it can ever be. And, many of you have given up on believing in yourself and your abilities!

My Journey is No Different than Yours

We all have successes. And, we all have failures. Lamenting about the past doesn’t move anyone forward into the future or allow you to create new possibilities.

I, like many of you, have experienced failures. I’ve learned how to learn from them and move forward. You can too.

The secret is to hire a coach … but beware, it’s critical that the coach you hire is the right coach for you.

Here’s What I Know … Achieving Your Dreams Requires Hiring a Coach and Doing the Work

This is what doing the work looks like: Recently I worked with a young man who had a goal of getting any job. After our first coaching call, he committed himself to a true goal. He wanted to become an executive director for a not-for-profit. First step, we took the time required to understand his strengths and weaknesses for that job. Then, he created his brags. He believed he was ready to network to uncover opportunities. The problem was after several weeks, he still wasn’t winning the interviews or job offers. Next, we uncovered several facts. When sharing his experiences, he failed to share his numbers. In his interviews, he didn’t talk about the organization’s mission and goals. He failed mention his ability to build a quality team. In just one targeted coaching session, he recommitted to his goal and completed the additional work required to achieve his goal. The result? He’s contemplating which executive director position to accept.

My Biggest Brag This Year!

The amazing results attendees gained from my “Get Your Brag On!” presentations. These interactive workshops touched my heart when participants shared their “brags!” They awakened their ability to speak up with confidence, “I did this …” “I achieved this …” “I matter.” In Jim Pawlak’s syndicated column, BizBooks, he was written a review of my book. Grab your copy of the book at It’s Time to Brag! Business Edition.

My Philosophy Remains the Same

I’m committed to the success of every person I work with.

My trademark is being a catalyst and leadership expert. I have an uncanny ability to help business owners, executives and entrepreneurs identify hidden roadblocks. I help them blast through their barriers and leverage their achievements. They become winners and great communicators, team members, bosses and leaders!

So, What’s Next for You and Me?

The simple answer is, achieve our dreams and goals for Q4 and 2019. If you’re committed like I am, let’s get started now!

©Jeannette Seibly, 2018

How to Provide Practical Feedback for Success Today

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Leader comm“Leadership success requires giving practical real-time feedback.”

Many employees, teams and companies fail due to lack of real-time, practical feedback. Bosses wait until annual performance review time, bringing up issues from months ago. Managers fear saying anything negative because it would reduce their likability. Most lack experience on how to turn feedback into a positive process and instead wait until it is unavoidable.

The good news is providing real-time, practical feedback is a skill that can be learned. Good leaders check on progress to provide timely feedback. They are proactive about resolving issues and not waiting until there is a crisis. Plus, they demonstrate by example how to offer and receive feedback in a constructive manner.

5 Feedback Tips for Success

  1. Do It Now. Have a conversation after a quick and thorough investigation into the complaint. Talk with all people directly involved. Listen for the core issue. Then, build an agreement with everyone involved on how to proceed forward.
  2. Build Good Working Relationships. Develop good relationships with all of your employees: full-time, part-time, contract or temporary. This builds trust and makes it easier to provide needed feedback in the future.  It also makes it easier to communicate tough decisions. Employees value well-delivered feedback from someone they know is committed to their success.
  3. Use Sandwich Approach. Here’s the formula: 2 positives to begin + 2 factual and specific concerns + 2 positives to end = positive feedback. This basic outline provides effective feedback in a manner that employees can hear. Don’t forget to listen to their POV. There will always be more than one side to any story or problem.
  4. Provide Training. Provide training on how to use persuasive listening skills to offer good feedback. Using scientifically validated job fit tools will uncover misconceptions employees have about one another … and provide invaluable laser-like coaching. This allows you to turn around tough issue easier, faster and more productively.
  5. Use 360-degree Feedback. Real-time, critical feedback can be difficult to get. Use scientifically validated 360-degree tools quarterly, not annually. Quarter reviews will provide far more powerful feedback than annual performance reviews! These tools keep individual responses confidential and encourage truthfulness. Work with your executive coach to review the results. Then, share key results with others and listen to their feedback on how to improve.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. Feedback after the fact is useless. Feedback provided in real-time is invaluable. What do you need to be able to deliver and listen to feedback now? Contact Jeannette for a preliminary confidential conversation. Do it now.

7 Bad Habits that Get in the Way of Results

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Bad Boss Habits.2

Today’s podcasts and articles focus on motivating your employees to achieve amazing results. But, for many bosses, there are times it seems like a difficult, never-ending challenge.

It can be difficult to motivate others with four generations in today’s workplace. To add to the challenge, many bosses have not been well trained. Sometimes it’s the bad habits bosses learned from their own bosses that get in the way. Other times, they fail to upgrade how they talk and manage their employees.

If you have any of these 7 bad habits, get a coach and transform into a great boss.

  1. Violating Confidentiality. Transparency doesn’t mean sharing private conversations. Instead, share numbers. Share good tactical and strategic methods. Never call people out on their stuff in public. Only do it behind closed doors.
  2. Treating Experienced People Like Rookies. Talking down to people or micromanaging them won’t motivate them to do better. Instead, it can create a backlash of negativity. Talk in a respectful manner and talk straight when there is an issue. Be specific in the feedback. Listen and find value in their experiences.
  3. Threatening Jobs. Putting fear into employees rarely achieves positive results. It will also impact your relationships with clients. Job fit is the #1 reason people excel in their jobs. By using qualified job fit assessments, you will clarify “why” they are and are not successful. These tools will also improve your hiring, coaching, managing and training style.
  4. Being a Friend First. This bad habit impacts your ability to make decisions, give assignments and coach others. If you were a team member and are now the boss, have conversations with each team member to discuss the change. Boss first, and a friend second.
  5. Treating Them as Children. Too often we fail to talk and treat our employees as adults. Micromanaging their activities and insisting everything must have your approval, is demoralizing. Instead … trust them.
  6. Changing Expectations. Every employee needs consistent goals, policies and expectations to succeed. Constant changes negatively impacts employee morale. They give up, become apathetic and develop a why bother attitude. Be consistent and stay the course.
  7. Lacking Awareness. Even the best bosses value scientifically validated 360-degree feedback tools. These tools improve management styles because individual responses are confidential and encourage truthfulness. Hire a coach to review the results with you to increase your awareness as a boss. Then, share key results with employees and listen to their feedback on how you can improve.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. Are your bad habits demotivating your team and negatively impacting your results? Ready to make needed changes? Don’t wait! Contact Jeannette now for a preliminary confidential conversation.

What Happens When You Update Your Hiring Practices?

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sales-hiring-assessments-01The short answer: you will find great qualified job candidates.

Yet, many of you are lamenting, “I don’t believe that … there aren’t any qualified candidates looking for a job.”

Look again. They are out there! They will not waste their time applying for and interviewing with companies using out-dated hiring systems and practices.

The bad news is, if you keep hiring the way you’ve been hiring, you’ll keep the same results and miss out on the good ones.

Q4 will arrive soon. Now is the time to review why your qualified job candidate pipeline has shrunk and how to improve it for 2019.

7 Critical Selection Factors to Improve!

  1. Cost of Hiring Mistakes. It’s important to know the true cost of making hiring mistakes. This information will impact decision-makers to make the right changes needed.
  2. Objective Data. To improve your decision-making process use good objective data. It ensures that you are hiring for job fit, are aware of the skills needed and can plan for future workforce needs.
  3. Due diligence. Conducting background, education, theft and reference checks are important. To uncover honesty and integrity issues not found in public records, use qualified core value assessment tools.
  4. Job Postings. Well written and attractive job ads are the key to finding active and passive job seekers! Hire an outside company or have your marketing team put together the job ads. Keep your ATS up-to-date, easy to use and mobile friendly. Remember, you only get one opportunity to grab their interest.
  5. Biases. Selecting applicants and making job offers based on gut reactions or other biases will limit your applicant pool. And, not in a good way. Examples include:
  • 50+. These workers are amazing. They show up. They don’t job hop. They get the work done. Yet, their expertise is often overlooked.
  • 25-. These are our future workers. Hiring and training them now will support your company’s workforce in the future.
  1. Onboarding. This critical practice should begin the minute they apply. Engaging them immediately keeps their interest high. Use chat and other electronic messaging to stay in communication. And, remember keep it user-friendly.
  2. Key Words. For every job post, your key words should be reviewed and updated. For example, the key word CPA will overlook qualified job candidates for accounting positions.

©Jeannette Seibly, 2018

Grab your FREE Tip Sheet on Selecting the Best Coach for you!

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. Does your company need to upgrade how you hire your employees? Are you open to making the needed changes? Don’t wait or it might too late. Contact Jeannette now for a preliminary confidential conversation.

How to Become an Effective Coach to Your Employees

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coaching puzzle

 

Grab your FREE Tip Sheet on Selecting the Best Coach for you!

 

Do your employees value your coaching style?

Research has shown that many leaders overestimate their coaching abilities. Some don’t understand how to do it, while others don’t like to do it. The additional issue is, many bosses have been poorly trained by their bosses on how to coach others effectively.

Effective coaching focuses on:

  • -Improving employees’ abilities to do their jobs
  • -Developing soft and technical skills
  • -Guiding critical thinking and decision-making processes
  • -Changing poor behaviors into good ones
  • -Clarifying goals and focused actions steps
  • -Encouraging initiatives and resourcefulness

Telling employees to “work harder” does not improve anyone’s performance. This coaching hype is often used when bosses are not effective coaches and don’t know what else to say.

5 Key Factors Required for You to Become an Effective Coach

Get Trained. To develop any skill, it’s important to hire the right trainer. This makes the learning process easier and faster so you develop good habits and stop bad habits quickly. Skills include how-to: listen, ask open-ended questions, build solutions, answer ‘why’, establish milestones and goals, and develop patience.

Listen. The ability to truly listen is the #1 reason effective coaches are successful. When bosses talk over employees, multi-task and give standard responses, they are not being effective coaches. As a coach, listen to what is being said and not said. Use persuasive listening skills to brainstorm and build solutions. Then, guide your employees to take focused action steps.

Believe in Them. Believing in your employees’ abilities is key, even when they are failing. For example, a facilitator was having a difficult time leading her team. Because the manager believed in her, he adjusted his coaching style. He shared on-point stories, and provided specific and actionable feedback. Along the way, he reminded her to believe in herself. The team’s results were amazing.

Use Qualified Assessments. Scientifically validated assessments help you coach with laser-like effectiveness. Too often as coaches, we aren’t on point with the real issue and we fail to provide actionable feedback. For example, telling sales people who are highly sociable to ‘listen more than talk’ won’t change their behavior. They love telling stories and sharing experiences. A good coach will provide specific feedback on how to ask open-ended questions and listen with a purpose.  

Have Compassion. Many of us forget what it was like when we were an employee. Some of us learned from the school of hard knocks, while others had bosses that micro-managed them. Times have changed. Effective coaches listen for the employees’ concerns and their specific road blocks. They have compassion for their circumstances and customize specific feedback. (Remember, what worked for one person may not work for others.) They empower their employees to take initiatives and focused-actions required to achieve desired goals.

Remember, coaching skills are simple and can be learned. However, it takes disciplined practice to master them.

©Jeannette Seibly, 2018

Grab your FREE Tip Sheet on Selecting the Best Coach for you!

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. What’s in your way of becoming an effective coach? Are you ready to step up and become the coach your employees value? Don’t wait until it’s too late. Contact Jeannette now for a preliminary confidential conversation.

Make Your Team Winner of the Year

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Change.ResultsDid you know that less than a third of all projects are completed on time and within budget? Here in the U.S., $122 million is wasted every year due to poor project performance, according to Capterra Project Management Blog.

Many blame project failures on lack of resources, ongoing conflicts, poor facilitation, wrong team members, no one doing the work, etc.

What is the secret to making your team winner of the year?  Accountability. Projects excel when teams are accountable for their results.

As the facilitator, being a sounding board and checking on progress weekly, monthly and quarterly is required for success! And, to ensure accountability.

Many facilitators would respond, “What?! I don’t have the time and I shouldn’t have to babysit!”

Many would further blame their team members, “They should know when to come to me and ask questions.”

However, learning how to be a sounding board while checking on progress isn’t hard. It keeps everyone accountable.

How to Ensure Accountability

  1. Distribute minutes for each group team meeting. This reminds everyone what they agreed to do.
  2. Schedule weekly one-on-one meetings. Check in to determine the status and progress being made between group meetings. This prevents any surprises and helps you uncover any brewing problems.
  3. Expect great results. Be clear you are checking in to ensure great results with no surprises.
  4. Listen for progress. Listen and acknowledge progress, initiatives and other steps forward. As the sounding board for the team, allow them to vent. Make sure these sessions end on a positive note so actions will be taken to move project forward.
  5. Brainstorm to find resources. When the “I’m too busy” excuse erupts, ask them for ideas on how to move forward or delegate tasks. (Remember, you are a sounding board.) Encourage them to take initiatives to find the money, materials and people.
  6. Pay attention to what is working and what is not working. When checking in, don’t micro-manage their work efforts or working relationships. Instead, expect each person to handle these challenges on their own. Step in only when their excuses jeopardize the project’s progress.
  7. Stay focused. When a task isn’t done, stay focused on why. Determine if the problem is due to lack of skills, or inability to focus on the current challenge. Partner the person with an experienced team member for training. This will prevent future issues.
  8. Remind them of the big picture. When you are checking in, repeat the purpose of the project, the goal, and current milestones.
  9. Acknowledgement works wonders. Always say please and thank you. These simple phrases make a profound difference. Acknowledge them for their efforts, no matter how small. Share progress and don’t forget to brag!

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. Are you a good sounding board? Do you hold your team members accountable? Don’t wait or it might too late. Contact Jeannette now for a preliminary confidential conversation.