Manager | SeibCo, LLC

The Secret to Creating Goals that ARE Achievable

October 6, 2024September 30, 2024 by Jeannette Seibly

“Teamwork requires working together to achieve better results while not ignoring issues.” Jeannette Seibly

We all have goals, dreams, and wishes for our careers and life. But too often, we fail to achieve them. We blame the economy, our bosses, and our family. We wait (and keep on waiting) until it’s no longer a viable goal.

What’s missing? Taking responsibility for how we create our goals. We allow our thoughts, ideas, and feelings to camouflage what we really really really want to accomplish.

7 Strategies for Achieving Your Real Goals

1. Ensure the Goal is Real. There are many guidelines for writing goals. Google them – Achievable, Measurable, Realistic, and With a By-When Date. Use this information to get you started.

2. Here’s the hard part: Goals should be ten words or less! I know, it seems impossible, but it isn’t. When you use too many words, the true goal will be camouflaged in vocabulary and will sabotage taking real actions. Shorten the goal to 10 words or less to be crystal clear and flat as a pancake.

3. Keep It Simple. When you become too wordy, you make the goal, dream, wish, or intention impossible to accomplish. We were all trained to be wordy (think of school when stating the simple fact wasn’t good enough … we had to write a paragraph or one-pager to get a good grade). Ask yourself, “What do I really really really want to accomplish?” For example, I want to get a job making six figures. However, the job must be remote, cannot require working more than 30 hours a week, and provide three weeks of vacation. This is no longer an actual goal.

Instead, ask yourself what do you really really really want? The new goal: “Get a job making $125,000 annually by 12-31-2024.” This has become simple and doable.

4. Clarity and Discernment. Ensure your idea will work as designed by reviewing the numbers realistically. Will you break even, operate at a loss, or be profitable? It requires more than “feeling it” and “believing it.” For example, flipping homes involves knowledge about buying the home, the cost of repairs and labor, closing costs, and the length of time it’ll take to sell (aka flip). Goal: Sell a home for a 30 percent profit in 6 months.

5. Listen to Feedback! Before launching your idea, talk with a knowledgeable person. Ask open-ended questions. You are listening for: What is missing in my plan or idea? When ideas are not working, sometimes, it only takes a simple tweak, and they will work.

The biggest challenge? Your emotional attachment to your way of doing something can get in the way. Especially if you’ve been thinking and rethinking and overthinking the idea. Feedback will guide you through it if you listen.

6. Then, Review the Goal. Fine-tune. While you don’t want naysayers to upend your goal, reviewing and considering their input before moving forward is important. Example: I had someone tell me it would take 2 years before I could get the funding required to launch a program. I listened, asked questions, and made slight adjustments to my plan. Then, moved forward. I launched the program in 13 weeks, and it was profitable. Here was my goal: Launch a regional event for career advisors by xxx.

7. Remember, when you’ve hit a wall, or someone is blocking you, it’s time to hire a coach. We all have blind spots that get in the way. By working with an executive coach and taking a qualified job fit assessment, you can obtain real insight into what is getting in your way. (Note: qualified job fit assessments have incredibly high accuracy and reflect who we are – they are not focused on how we want to be seen – which often gets in the way of achieving our goals).

Examples:

Wanting to be a salesperson without the willingness and ability to close a sale on a consistent basis will limit your tenure as a sales rep. Instead, if you want to be in sales and be successful, get honest about your abilities – get the training required – now seek a job in sales that fits you!

OR,

You want to be a boss. But on truthful reflection, the real goal is making more money. Since you are unwilling to do the actual work required to be an effective boss/leader, find a position that accomplishes your financial desires.

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: We all have goals, desires, and dreams we wish to accomplish. What gets in our way is that we camouflage our goals with too many words to describe them. This makes it impossible to achieve them. This week’s article focuses on simplifying and clarifying your goal to achieve the intended results. Want help discovering and fine-tuning your actual goal? Contact me.

Now is the time to get into focused action! Are there days you dread doing what is needed to manage your people, projects, and team’s financial performance? You’re not alone! Everyone has those days! But continuing to hide behind excuses only hurts you and your future promotability. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully – this includes getting you out of the way and working with and through people effectively to achieve the results required. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Are You Experiencing a Crisis in Confidence? Want to Come Back Stronger?

October 6, 2024September 9, 2024 by Jeannette Seibly

“Losing confidence in yourself means it’s time to review, re-engage, and come back stronger than before.” Jeannette Seibly

All bosses/leaders have experienced or will experience a crisis in confidence, self-doubt, or fear when working towards achieving a goal – the more significant and innovative the intended result – the more likely this will occur.

How can you tell if you’re experiencing a crisis in confidence?

You are:

Unable to make decisions
Making poor decisions by ignoring the facts
Concerned or fearful of what others will think, say, or do
Unable to sleep or fail to take good care of yourself
Not feeling comfortable with the changes being made
Unwilling to admit a mistake and take responsibility
Changing the goal (or intended result) to reflect current progress

When you face a challenging moment or experience doubt or uncertainty, it’s time to regain and revitalize your confidence. Remember, every boss/leader experiences these moments; it does not define your abilities or worth.

How to Regain Your Confidence

Acknowledge Your Feelings: Feeling uncertain or questioning yourself is okay. Recognize and accept these feelings instead of ignoring them. Contact your executive coach, industry mentor, or confidantes if it persists.

Reflect on Your Achievements: Take some time to review what you’ve accomplished in the past by completing the five easy exercises in “It’s Time to Brag!” A positive reflection on past successes reminds you of your capabilities.

Learn and Adapt: Learning from mistakes or setbacks is crucial. Complete “What Worked? / What Didn’t Work?” Then, with insight and renewed confidence, acknowledge the overlooked tasks and milestones or errors made when completing them.

Seek Advice and Support: Asking for help and talking with your executive coach, mentor, or one or two business professionals is wise. An outside perspective is often constructive and offers encouragement when you listen with an open mind and positive expectations and ask open-ended questions. Remember, the conversation will go faster, and your confidence will return quicker if you remain emotionally unattached to your point of view on how it “should” work.

Set Small, Achievable Tasks to Regain Momentum:

Adapt your strategies and approach based on what you’ve learned from the exercises and conversations listed above.
Create a “It’s Done List” (aka To-Do list).
Break the tasks into smaller, quickly accomplishable steps (e.g., getting a bank loan requires a P&L that is clean and up-to-date).
Schedule the completion of all of these items and take at least one focused action step now.

The natural confidence this process creates is priceless. But stay and keep in action – you’re not done until the intended result is accomplished.

Practice Self-Care: Ensure you care for your physical and mental health. Exercise, proper nutrition, and relaxation can all contribute to a more positive mindset while rebuilding confidence. Include journaling your brags and what you’re grateful for as part of a healthful ritual.

Stay Persistent: Confidence grows by experiencing and overcoming setbacks, frustrations, and failures. Keep moving forward, even if progress feels slow. Remember, the tortoise, not the racing rabbit, won the race!

When you embrace these steps and take the actions to overcome a crisis in confidence, you will return stronger than before. Don’t forget to acknowledge yourself for this achievement — and update your brags.

A note from Jeannette: Are you experiencing a crisis in confidence? Do you want to come back stronger? This week’s article is a must-read for bosses and leaders wishing to work through these inevitable crises and come out stronger than ever before. Need an objective perspective? Contact me.

Transform Stress into Resilience

October 6, 2024September 2, 2024 by Jeannette Seibly

“Embrace stress as an opportunity for your resilience to shine through.” Jeannette Seibly

While many believe summer is a time to slow down and relax, the truth is, it’s been a hectic time … political rhetoric, economic uncertainty, workplace changes, and confusion about AI. Family and friend time can create additional frustrations. Your business projects, profitability (or lack thereof), clients, and teams have caused stress. Transforming your stress into resilience is required more than ever.

7 Ways to Transform Stress into Resilience

Yes, it’s a #1 stress reducer. Breathe in for a count of 10, pause, then exhale for a count of 10. Do this at least three times. You’ll be amazed at how fast this works while creating resilience and improving results.
Honor your inner leader. Too often, we attempt to ignore our inner wisdom to slow down. It’s time to listen, learn, and discuss it with your executive coach, mentor, and/or therapist. (Yes, mental health concerns are at an all-time high – there is no shame in reaching out for help – especially when doing so reduces stress, creates resilience, and produces better results.)
Know thyself. Many times, especially today, people are in jobs where they do not fit their work responsibilities. In addition, the challenges of working with factions, sticky workplace issues, and complicated working relationships can make achieving the required results highly stressful. Take an objective qualified job fit assessment and work with your executive coach to determine your natural leadership skills and blind spots. The objective awareness of strengths and intrinsic weaknesses will develop resilience to issues you cannot control.
Get the facts. Clarify the actual issue. Too often, we latch on to the smallest bits of information and run with it. This almost always creates a more significant problem (s). Talk out the facts with one or two trusted advisors and your executive coach. With a clearer perspective, get into action and resolve the issue now.
Have the tough conversations you’ve been avoiding. Stress occurs when someone’s choice of words, discussion points, tone of voice, hand gestures, or facial expressions offend you. BREATHE. Remember, when stressed, you will overreact and misinterpret. Instead, have a conversation to learn the truth. If you don’t resolve it now, an irrevocable point will occur, preventing you from resolving the situation and saving the relationship.
Keep a private journal. Use journaling as a way to create a positive future. Write down “brags” about what has been working. Include “I am grateful for …” Write about your future and goals. Take action on one of your goals – remember the smallest steps can create resilience, and the momentum will keep you moving forward.
Be present with people. People know when you’re not listening. That creates stress for everyone. Then, to make it worse, you lie about it. It becomes a stress-filled interaction when others must repeat themselves. They become resentful. Instead, learn mindful resilience. I promise, listening will reduce stress and increase resilience, and your results will improve, too!

©Jeannette Seibly, 2019-2024

A note from Jeannette: It’s the end of summer, and you’re surprised by the amount of stress you’re feeling. You’re not alone. Here are some tips to alleviate it and develop resilience to move forward. Contact me for help with addressing that nagging issue that won’t disappear.

Do You Want to Be a Great Leader? Start the Transition Process Now

August 12, 2024 by Jeannette Seibly

“Great leaders prepare their successors to transition into their new roles ready for the challenge.” Jeannette Seibly

Learning to be a boss/leader is a process, not an event, and requires preparation! So does preparing your successor and preparing them for a smooth transition!

One of the lessons all bosses/leaders need to learn is when to step aside.

Too often, they wait too long. They allow their egos to get in the way and won’t let go. By the time they are experiencing mental health issues, physical disability, or death, it’s too late to have a prepared successor ready to take over.

The other challenge facing today’s leaders is that many potential future leaders are uncertain if they wish to become bosses/leaders. I suggest it’s due to a lack of preparation: training, development, coaching, and being given opportunities now to excel.

What Can You Do to Prepare?

Create Your Own Future. Too often, if you are hanging on too long, you don’t have a “What’s Next” planned. You will continue to talk about it, make excuses, create issues, and not take the focused action required to move on. Hire an executive coach and make a plan. Now, implement the plan.

Assess Who’s Next. When you have a key employee(s) designated to step up, they may not have the skills and talents to do so. Or they have been a great #2 person but are not the right person to become the #1 leader to move a business or team forward. While they may say they are interested, now’s the time to discover the truth. Create an individualized succession plan and use an objective job fit and leadership assessment. This is critical in determining job fit in the new role. Use the assessment to guide your conversations and listen for consistency in their responses. Ensure they are given the tools, resources, and coaching required to win.

Hire an Executive Coach Now. Hire an executive coach to guide the future successor. Using an outside coach ensures any growth and development issues that might limit the future leader remain confidential. Remember, we all have our challenges. These should not restrict their ability to move forward if the person has done the work, is ready, and there are no ethical or other integrity issues in the way.

Select an Internal Mentor Now. The mentor’s role is to guide the future leader through industry, company, and professional changes. Many mentors don’t make great coaches due to the time required. The other consideration is confidentiality. Having a mentor as a coach can limit job transition or promotion opportunities due to the future leader going through a challenging work situation or difficult period in life. Again, if the person does the work, is ready, and has no ethical or other integrity issues, continue to move forward!

Invest in Training and Development. Have them attend programs to develop their interpersonal, emotional intelligence, managerial, and leadership skills. Ensure, along with their coach and mentor, these new skills and awareness are being used appropriately and effectively. Remember, as mentioned at the beginning of this article, learning to be a leader is a process, not an event – it takes time, being held accountable, and practicing the right skills.

Provide the Opportunities. Now is an excellent time to get them involved in company teams, critical client challenges, trade and professional associations, and other leadership opportunities. Remember, while you know you can do it faster (and better), you may have forgotten that it’s due to your long-time experience. Allow your successor to develop those experiences while you can provide the benefits of your knowledge and guidance.

What Do You Do When the Person Changes Their Mind? This is a great question that is often ignored. Have a conversation to learn why. Do not spend a lot of time attempting to talk the person into changing their mind. This rarely works out well for anyone.

A note from Jeannette: As a boss/leader, do you have a successor? Great bosses/leaders spend time ensuring a smooth transition for when they are ready to move on due to promotion, job transition, or retirement. What is the best way to prepare a successor? How can you ensure a potential successor is ready? Why is it essential to create “What’s Next?” for yourself? Contact me for a confidential conversation!

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

How to Choose Expectations that Produce Positive Results

July 8, 2024 by Jeannette Seibly

“Our expectations about others are directly related to our ability to lead and influence them.” Jeannette Seibly

As bosses and leaders, we all have expectations that positively support our ability to be influential leaders. Conversely, limiting or negative expectations about others (e.g., how they “should” behave, talk, and do their work) hurts our ability to influence change and produce intended results!

Our ideas about the way the world works are based, in part, upon our expectations. These expectations color our experience – for good or ill – and can influence our reactions and responses to just about everything and everyone that we encounter. (PsychologyToday.com)

How do we choose our expectations to make a positive difference with our teams, customers, and results?

Take Responsibility for Your Expectations

Be Present. When in conversations, set aside preconceived ideas or expectations of how others should speak or behave during conversations. Set aside distractions. Listen with an open mind. Remember, mastery requires consistent practice.
Set Aside “Shoulds.” Biases and judgments can significantly impact your effectiveness as a boss/leader, whether positive or negative. Setting these aside can be incredibly difficult to overcome without the right coaching, training, and reminders. It’s important to remember that you operate in a world and work in a company where you are expected to judge and evaluate people’s performance and their impact on others. However, it’s crucial to base these judgments on objective data, not their personalities!
Be Objective. Telling the truth and using factual information is essential. Adjust your expectations to do the right thing correctly (e.g., provide feedback with empathy and compassion), and do not excuse destructive or disruptive behaviors, poor quality, or missed deadlines. Set an expectation of high quality and ensure that efforts are rewarded.
Stop Labeling Others. When you affix labels to people (e.g., narcissists, difficult people), it’s often due to being upset with a conversation you had with them or a decision they made. Your team members will follow your lead. Your frustrations can create microaggressions and a hostile and harmful workplace culture. Choose an expectation that everyone works well with others to ensure you are managing for a safe workplace!
Avoid Making Decisions for Others. The expectation of knowing what is best for team members will get in the way of being effective. Instead, ask first. Then, decide what is best for a person (e.g., job promotion, job transfer, change of work responsibilities), company, work team, and customer. Since team members will say “yes” to new work opportunities – but fail to understand what is expected of them to succeed — use a qualified job fit assessment to ensure no surprises for you or them!
Dial Up Your Humbleness and Dial Down Your Ego. Your false sense of power (e.g., job title) will influence your expectations of others and how they “should” listen and speak to you. Your ego will naturally think of yourself as superior (your ideas are the only right ones) and create a false belief that people should listen and do as you say! These expectations will limit others’ willingness to work for you, increase workplace stress, and hurt results. Keep your ego in check!
Know You Will Be Disappointed. You will be disappointed when you pin your happiness and success on fulfilling unrealistic expectations. Set realistic goals for yourself and others. Celebrate the small steps! Create brags for all accomplishments (yours and others), whether large or small.
Accelerate Achieving Positive Results. Hire an executive coach who can guide you through the inevitable difficulties you will experience in working relationships and completing a project. You will become more respectful by becoming more realistic and accepting of others. Adjust your expectations of yourself and others by using mistakes and failures as opportunities to learn and grow.

Note from Jeannette: The expectations we choose for ourselves and others can positively or negatively affect our results, relationships, and work quality. Do you need help adjusting and choosing your expectations to achieve your goals, improve your results, and improve working relationships? Let’s talk now—before it’s too late. Contact me!

Are you using your talents effectively? Many of us are not! Click Here for a Free Download on how to use your abilities and enjoy a rewarding career!

How to Win Back an Alienated Team

July 1, 2024 by Jeannette Seibly

“How you manage your team either engages or alienates them.” Jeannette Seibly

Alienating your team can happen whether you are a new boss/leader or not. It often happens when you make decisions that are not in the team’s best interests or make changes that are not perceived to be in their best interests.

Emily was a new boss and wanted to engage her team. She immediately began holding team meetings and had each person share what they were doing. This change alienated the team since the previous boss wasn’t interested in team development. At first, the team didn’t share or shared inappropriately. Then, after she talked with them individually and as a team about why sharing their individual progress supported the team as a whole, they learned to value this time together and support and learn from one another.

When alienation happens, waiting them out is not the right approach! It is best to take proactive action to win the team back as soon as possible. The longer you wait, the harder it will be to get on the right track.

Signs a team member or team has been alienated:

Missed work assignments
Poor attitude when assigning work (“Oh! Whatever!”)
Unwilling to improve performance
Negative team vibe (be careful with this one – the issue may not be you)
Talking with others about you (upset, frustrated)
Team turnover
Unable to make eye contact
They tell you what you want to hear
There are factions, silos, and cliques at work against you

Now address “why” you alienated them:

Made an unpopular decision
Fired or removed a team member, especially if the person is well-liked
Micromanaged them
Used microaggressions or other offensive behaviors
Allowed your ego to get in the way and took credit for their work
Made changes that impact them or another group without their knowledge

8 Ways to Get Your Alienated Team Back on Track

Breathe, Listen, and Be Present. What is the real issue? Ask! Don’t accept the first response! Go around the team several times until the truth comes out! You cannot change what happens moving forward without the truth! Be patient. This can take time, but it is well worth the effort.
Your apology needs to be genuine. Share how you’ll make changes in the future and follow through on this commitment. This is especially important if you make a mistake that hurts the team or someone they care about.
Talk Straight. It builds trust! There will be times when you need to make unpopular decisions or rock the boat. It’s part of your job description to talk it out with team members, customers, and the company. Share the facts!
Set Expectations. Acknowledge the past and why there is a need to make changes. Keep the new expectation short and straightforward. For example, all meetings will start right on time and end on time, too. Now, follow through!
Don’t Defend. Stating your position repeatedly, telling people how they feel, or belittling others will not win them back! Remember, listen.
Assign Based on Strengths. Avoid favoritism or selecting the person who always raises their hand to take on tasks. Get to know your people and assign projects, assignments, and other activities based on strengths and what the person enjoys doing and is good at. If someone wants to learn a new skill (e.g., how to manage a budget), partner them with a good teacher.
Ask for Input. Slow down. Ask for their ideas, thoughts, and concerns before making changes (especially if you’re a new boss/leader). Write these down so everyone can see them. Be prepared to address them point-by-point before and after the decision has been made.
Meet 1:1. Talking with each team member alone can also provide insights that the team would frown on if shared openly at a team meeting. Remember confidentiality! Or you’ll alienate the team even more!
Master These 8 Ways … To get your alienated team back on track quicker, hire an executive coach. Attempting to implement these on your own can be overwhelming, or you may miss nuances that your executive coach can see.

Are you using your talents effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

A note from Jeannette: Do you sense there is something off with your team? Have you considered that you are the cause of the alienation? Let’s talk before you lose your team, effectiveness, and customers! Contact me!

Are you using your talents effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

Did you know your top salespeople are multipliers? According to research from McKinsey & Company, top sales performers can be 4x more productive than bottom performers. They consistently meet (or surpass) their sales targets, clearly understand their client’s needs, and adapt quickly in all situations.

When you discover your top performer’s secret sauce that makes them a superstar, you can increase sales productivity, improve conversion rates, and increase YoY growth. PXT Select® and its AI-based testing algorithms are your gateway to this transformation.

Join us on Thursday, July 18^th @ 10 AM Central / 11 AM Eastern / 8 AM Pacific to learn how the PXTS can help you replicate your top salespeople for a stellar year! You MUST register by contacting JLSeibly@gmail.com (An Authorized PXT Select Partner)

Transform Your Blind Spots into Savvy Leadership

June 24, 2024 by Jeannette Seibly

“We all have blind spots, and to see them requires an open mind!” Jeannette Seibly

Do you know how your impatience, fear of conflict, and being easily triggered affect your effectiveness as a boss/leader?

All bosses/leaders have blind spots. Often, these are complex and, many times, impossible to distinguish. Or they get created because of criticism from someone whose opinion you value. Or you have been unwilling or unable to acknowledge your biases, judgments, and evaluations of others objectively.

Unidentified blind spots are weaknesses that cost you, your company, your team, and your customers intended results.

Your blind spots, when ignored, will sabotage you and your career unless you identify them and discover them with your executive coach.

How Do You Define Blind Spots?

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

No matter how hard you try to be self-aware and mindful, you cannot readily self-identify your blind spots. The problem is your blind spots impact others and can limit their effectiveness at work.

The challenge is to hire the right executive coach to uncover your blind spots before they damage your leadership reputation and future opportunities.

What Are the Top 10 Leadership Blind Spots?

While some blind spots may be easy to spot, according to Inc. Magazine, here are the top 10.

Which ones do you recognize for yourself?

The top 10 blind spots are:

Going it alone
Being insensitive of your behavior toward others
Having an “I know” attitude
Avoiding the difficult conversations
Blaming others or circumstances
Treating commitments casually
Conspiring against others
Withholding emotional commitment
Not taking a stand
Tolerating “good enough”

“Identifying your blind spots and overcoming these hurdles is critical to developing your savvy leadership.” Jeannette Seibly

How to Flip Blind Spots into Savvy Leadership

Use assessments and 360-degree feedback to discover your inherent strengths and weaknesses (aka blind spots). There are three types of assessments: 1) assessments that uncover how you want to be seen, 2) assessments to show how you really are, and 3) assessments that show you how others see you. All three provide you with great 20/20 vision. But now, the real work begins. Work with a qualified executive coach to review the assessment results and guide you in developing a laser-focused action plan to flip these blind spots.
Hire the right executive coach and listen. You will improve your influence and leadership savvy when you are coachable and listen. Having a coach eliminates the typical trial and error that otherwise occurs when you attempt to self-analyze what you say and do. (You will often be wrong!) Do not focus on conceptual conversations regarding the merits and demerits of your blind spots. Just listen to your coach, adjust, and implement.
Engage with an industry mentor. The right mentor(s) is an invaluable source of information and will be knowledgeable about your company, management team, and industry. Along with your executive coach, the right mentor can also guide you through complex situations and sticky political relationships. This is the fastest way to move past your blind spots, resolve issues, and achieve intended results.
Listen to your team’s feedback. Your team wants you to succeed. However, while you may believe you want to hear feedback from your team, honestly, in many cases, you’d rather not. Use a qualified 360 feedback assessment to encourage your team to tell the truth. Then, create a game plan to learn from and implement these invaluable insights.
Dial up your humbleness. Take part in emotional intelligence workshops. Set aside your ego during these programs since it can be your most significant hurdle to overcoming blind spots and developing savvy leadership. Remember, authentic practice is required to achieve mastery!
Improve your all-important communication skills. Your ability to write, speak, and talk with others is critical to success. Don’t fall into the trap of “I have it all handled.” Instead, take workshops to recognize your biases (aka blind spots) and develop your inner confidence.
Identify triggers and biases. We all have them. To uncover triggers and automatic judgments (often subconsciously), work with your executive coach to discuss the issues and develop more effective ways to handle them. (Note: You may also need to work with a licensed therapist to remove stubborn barriers.)

A note from Jeannette: If others have told you that you are impatient, fear conflict, and are easily triggered, keep reading! Even if you believe they are wrong, it’s essential to realize that ALL leaders have blind spots, including you. If you’re stuck and uncertain about how to discover your blind spots, contact me for a confidential conversation.

Are you using your talents effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

Are You Ready to Get Your Ideas Heard?

June 17, 2024 by Jeannette Seibly

“Are you ready to have your ideas heard? It’s time to bring forth your confidence, competence, and savviness!” Jeannette Seibly

Sharing your ideas and having them heard is very empowering to you and to others. Ideas are meant as a kernel or possibility to build on, to create solutions to issues, to generate new business growth, and to improve and expand working relationships. However, it requires you to stand up and speak up.

“But wait,” – you may exclaim!

Your “Yeah, buts” are why your ideas are not being offered, heard, or acted upon.

Here are the secrets to getting your ideas heard and valued!

First, understand why your team members and leaders don’t listen to you
Second, share your ideas so that others will listen to you
Third, flexibility is required without losing the purpose/goal crucial for success

Why Are Your Ideas Not Heard?

Ego. Underneath all the excuses, either your ego or the other person’s ego is in the way. It can be due to arrogance, righteousness, or skepticism. If you encounter someone’s resistance to change, give it time and repeat it later.

You’re Not Listening! If you fail to listen to others’ concerns, fears, or rebuttals, they will refuse to listen to you.

First Time They Are Hearing It. You’ve been thinking about your idea for a while; give others time to catch up!

Be Aware of Different Thinking Styles. Some people think in detail, while others listen in a big-picture mode. Both absorb new information at different rates of speed. Be clear and brief, and prepared to repeat.

Ask Closed-Ended Questions. “Yes” or “no” questions generally result in a no. Instead, ask open-ended questions and give the other person permission to share their thoughts. Otherwise, your idea will be dead before it can move forward.

Lack of Empowerment. Many people feel disempowered to take new ideas and explore them. Be clear that your idea is open to their input. Encourage, listen, and build on what they say (especially if it’s off the wall). These are usually the best ways to move ideas forward.

How to Present Ideas So Others Hear You

Presenting Your Ideas. Do your research, learn the facts (not false information), and logically outline your discussion points to make it easier for others to follow. Don’t be shy about addressing any elephants in the room, but be responsible for how you choose to do so (e.g., fun, compassion).

Choose Your Words Responsibly. Keep it simple and brief. Remember, team members will shut down if you rely on jargon, slang, or acronyms. Or it could be using the “F” word. If others continually ask you for clarification, you’ve lost them, and they’ve stopped listening to your idea(s).

Use Fact-Based v. Emotional Messaging. If you usually use one or the other, expand. For example, if you rely on “emotional messages” to get people’s attention, share facts and be a contrarian.

Example:

Start with a contrarian statement: Did you know intuitive hiring is one of the leading causes of job dissatisfaction?
Then, follow up with a couple of quick facts. Studies have shown that over 90% of hiring is based solely on interviews. And “yes” or “no” to hire someone is made within the first 4 to 15 minutes.
Now, the emotional message of ‘why it’s important.’ This way of hiring is costly due to the failure to obtain objective data. Here’s an idea that may help us improve our bottom line and bonuses. (Note: Hire Amazing Employees: How to Increase Retention, Revenues, and Results!)

Use Graphics and Pictures. To get everyone on the same page, convey your ideas using easy-to-understand graphics and pictures. You can also physically show them the issue and how your idea will solve it.

Do Mirror Work. Practice your presentation in front of the mirror using your outline. Do this in various ways (e.g., humorous, emotionally charged) to develop your ability to feel comfortable in each situation. You can also do this in front of family, friends, and business associates.

Be Open to Others’ ideas. Listen and build on these ideas. Remember, listening is a two-way street. Allow others to offer their ideas to create a workable solution that they consider a win-win-win.

A note from Jeannette: Many people do not feel comfortable or confident sharing their ideas, even if they know they are good ones! Do you want a breakthrough in this vital skill? Let’s talk now—before someone claims your idea as their own! Contact me!

Are you using your talents effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

Combat Energy Zappers to Avoid Sabotaging Results

June 10, 2024 by Jeannette Seibly

“Many people allow boredom, stress, and toxic people to zap their energy. But being responsible for these feelings can renew your energy and improve your results.” Jeannette Seibly

Our ability to feel good and maintain high energy levels is crucial for productivity and overall well-being. This includes engaging in activities we enjoy, such as spending time with loved ones or pursuing hobbies. However, it’s equally important to be aware of situations or people that drain our energy. This self-awareness is the first step in combating energy zappers and taking control of our energy levels.

Our most significant energy zapper is often our own excuses. The belief that things are the way they are and we can’t change them is a self-imposed trap. When we allow stress, boredom, or toxic people to affect us, it can lead to unhealthy habits like overeating or excessive caffeine consumption, further depleting our energy. Recognizing and taking responsibility for these factors is key to breaking this cycle and improving our relationships, performance, and results.

6 Strategies to Stop Energy Zappers

Schedule. One effective strategy to combat energy zappers is to manage our time efficiently. Whether it’s using an online or handwritten calendar, scheduler, or planner, the key is to schedule tasks and commitments. Treat these as appointments with a VIP—yourself. This simple act of scheduling can bring order to your day, boost productivity, and lead to a sense of accomplishment, all of which contribute to increased energy levels.

I remember using an online planner to write and publish my first book (and subsequent ones, too). I mapped out everything that needed to be done. Then, each week, I would set my goal and honor it. It was energizing to see my work pay off with three Amazon Best Sellers!

Do It or Delegate It. Just because you don’t want to do it doesn’t mean others won’t welcome the opportunity. Delegate and remember, they won’t do it the same way you would do it. But often, they do it better than you would because they enjoy it – it energizes them!

I have an antique lamp that hasn’t worked in several years. I’ve been contemplating whether to get rid of it or fix it. One day, in my neighborhood magazine, there was an ad for lamp repair. Without thinking more about it, I called. The man came, fixed it, and I wrote a check for $38! No more energy zapping regarding the lamp. He was energized, too, since he loves fixing lamps!

Set Aside 20 Minutes. When you dread doing the work, stop seeking excuses—the resistance drains your energy and creates inner frustrations. Instead, set a timer for 20 minutes and focus solely on the task. If you need more time at the end of the 20 minutes, keep going or schedule more time within the next 24 hours. It’s energizing to get those hateful tasks done.

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 his sales manager demanded he schedule 20 minutes twice daily to follow up and follow through, his sales improved dramatically.

Hire a Coach and Find an Accountability Partner. Yes, both can guide you towards achieving your goals. While you may want to resist these conversations and be uncoachable, set aside those normal behaviors and attitudes and do the work. Getting into focused action is priceless, and the results can be naturally energizing. Also, work with an experienced executive coach to guide you through complex situations and relationships that are substantial energy zappers. Once resolved, your energy is beyond priceless!

Write It Out, Walk It Out, and Talk It Out. These three activities will help you overcome the average day-to-day energy zappers experienced when working with people who cannot be trusted, over-demanding bosses, and lack of workability in a project. Just be sure you’re not the one creating those people!

Pamper Yourself. Yes, take time to have a facial (women and men), read a book you love, and listen to the music you enjoy. One or more of these types of scheduled bliss is well worth your time to uplift your natural energy. Being outdoors in nature is also a natural energizer.

A note from Jeannette: Natural energy doesn’t lie! Relying on caffeine, sugar, or other energy enhancers can sabotage your results and relationships at work. But how do you combat energy zappers? Be aware and responsible for them while learning how to work through them. Are you having challenges getting the results you want? Are your excuses getting in the way? Let’s talk before you’ve deep-sixed a great idea or project! Contact me!

Be a Bold-Committed Listener Who Achieves Stellar Results

June 3, 2024 by Jeannette Seibly

“The #1 quality people remember about their bosses is the feeling of being heard and valued.” Jeannette Seibly

Mastering the art of being a bold, committed listener is not just impressive, it’s a game-changer in your role as a boss and leader. This skill doesn’t go unnoticed. It empowers you to create an environment where team members, customers, and even your bosses can express themselves freely, without fear of you becoming defensive or offended. They feel truly heard and valued, which is a powerful tool in your leadership arsenal.

As a bold listener, you hold the key to unlocking your team’s potential. You can turn a problematic situation, conflict, or poor performance into a positive outcome. Often, the solution is right there, waiting to be heard. By simply listening, you empower your team to find their own solutions, boosting their confidence and satisfaction in their contributions.

Being a bold, committed listener isn’t hard, but it takes your willingness to listen, especially when you don’t want to hear what is said.

How to Be a Bold, Committed Listener Who Values Others

Identify Your Biases. Identifying and acknowledging your biases, snap judgments, and instant assessments about others is essential to becoming a committed listener. (Yes, we ALL have them.) We all have biases, and it’s important to be aware and set them aside when listening to others. This self-awareness is a crucial aspect of effective communication and understanding.

Encourage Face-to-Face Conversations, either on-site or via online conferencing. Relying on emails or texts will cause miscommunication, and people (including you) will not feel heard. Poor communication is often due to reliance on emojis, misused jargon, inability to articulate true thoughts and feelings, and abbreviations.

Be Present. Do not drive while having a conversation! I cannot say this enough: multi-tasking is a myth. (If you don’t believe me, use a search engine to read about how the brain is wired.) Set aside electronic distractions and anything else that distracts your attention, including internal mental chatter!

Choose Your Words. Be responsible for the words you use when responding to others. Labeling people never goes well and can be offensive. One of the most common labels right now is “narcissist.” Encourage others using these labels to “use their words” to describe their issues and concerns instead of using labels or catch-all phrases.

Silence is Golden. Allow others to use you as a sounding board, which is part of your job as a boss and leader. Ask open-ended questions to direct the conversation and guide them to find the answers for themselves.

Tell Stories. People love stories when they are brief and on-point in the conversation. A well-told story will be what the person will remember for a very long time. Note: Keep the people’s names and other identifiers confidential.

Celebrate Unrecognized Achievements. Too often, people downplay what they’ve accomplished. Be the type of leader who not only hears the successes but also says, “Congrats!”

A note from Jeannette: Being a bold, committed listener can turn a problematic situation, conflict, or poor performance into a positive outcome. But it takes your willingness to listen, especially when you don’t want to hear what is said. Are you having challenges listening to others? Let’s talk now—before it’s too late. Contact me!