Frequent Conversations Are Required to Achieve Intended Results

“Frequent conversations that are productive stay focused on moving forward.” Jeannette Seibly

Have you ever wondered why we need frequent conversations to achieve intended results? Especially, if you’re a leader with too many demands.

Due to many team members working from home and frequent changes in business, staying focused and staying in communication can be hard.

And, the best way to keep everyone focused on the objectives and key results is through frequent conversations. It encourages progress, keeps everyone productive, and allows for innovative ideas.

How to Have Conversations that Achieve Intended Results

  1. Meet Weekly. When working on any project, meet every week. This encourages team members to get their work done and keeps everyone focused on the objectives and key results.
  2. Keep Meetings On-Point. Put together a short agenda. Review before starting the meeting. Remember, general meetings are a time to keep everyone updated, not a time to tell someone how to do their work. Effective meetings focus on the who, what, when, where, and why of a project.
  3. Use Check-Ins. Instead of meeting with the whole team, meet 1:1 with the team leader and/or team members to stay updated. Also, this is a good way to address specific issues and get resolutions faster.
  4. Create Accountability. At the start of each project, no matter how big or small, create the goal and milestones. Once done, assign each team member to their area of expertise to manage. Now, as a leader, have frequent conversations to review progress and stay updated on any changes.
  5. Stay in Communication. When a team member becomes confronted by an issue, don’t allow the person to isolate. It’s important for everyone to rally together as a team by using straight-talk conversations to help members move forward. And, if the issue is of a personal nature, offer assistance.
  6. Listen to Learn. Instead of listening to rebut (which most of us do), listen to learn. Ask questions. Don’t be afraid to request examples (e.g., show me). This keeps lines of communication open and avoids surprises.
  7. Brag! It’s meaningful to acknowledge each and every person with kudos and congrats on the steps taken and the results achieved. When you sincerely acknowledge someone, your results will magically improve!
  8. Give Meaningful Feedback. Instead of saying, “This needs improvement.” Say, “There are a couple of things I would recommend changing. Can I share them with you?” Then, keep it simple and on-point. Don’t tell them how to do it (unless they ask). Also, be open to their feedback regarding the changes you have asked to be made.
  9. Develop Trust. Trust is critical. It starts with straight talk. Say what you mean and mean what you say.

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags include being an award-winning executive coach, management consultant, and keynote speaker. Do you have questions? Contact Jeannette for a confidential conversation.

A Note from Jeannette about having frequent conversations to achieve intended results. With many team members working remotely, it’s important for you to have frequent conversations with team members. If you don’t, it will negatively impact achieving intended results. If you want to learn how to manage conversations with a diverse and remote workforce, contact me for a confidential conversation. Your team and customers will thank you!

 

The 6 C’s Required to Create Crazy Amazing Success Starting Now!

“Achievement can only happen when you are willing to pursue what you really, really, really want.” Jeannette Seibly

It’s Q4! The craziness of 2021 is winding down. It’s time, if you haven’t done so already, to create new goals or pull them out from hiding in your drawer. Now, deal with the little negative voice in your head! Let’s create real success to support your goals for now and 2022.

The 6 C’s to Practice for Success

CREATE a Vision. What do you really, really, really want to achieve? Put aside what your parents and/or family and/or friends believe is the right vision. If it is a work goal, create the initial goal, plan, and budget before sharing it with your boss.

COURAGE is an Inside Job. Success requires authentically telling the truth about who you are and what you really want to achieve. Then, create the goal and take action instead of waiting for the perfect time (since it’ll never come). If this is an entrepreneurial pursuit, keep your day job until you have enough income to leave.

CONVERSATIONS Must Level Up. The conversations in your head and with others must focus on the outcomes you want to achieve, not on excuses or negativity. These only get in the way of success. Talk like a business person or community advocate when sharing your vision.

For example: Stop talking about feeling unmotivated this past year. Instead, talk about the new book you are writing. Or, the new project you are leading. Or, the new effort to create a community/family garden. The possibilities are endless. Share why it’s important and why it makes a positive difference for you and others. (PS: When having these types of quality conversations, allow others to contribute.)

COMMITMENT Requires Focused Action. Telling yourself, “I’m committed,” but not taking the right focused actions, normally creates failure. If you’re truly committed, create a blueprint supported by actions that lead to your intended results! Now, follow it! Do not create busyness as your new excuse.

CONSISTENCY Each and Every Day. Be bold and audacious by taking one step forward each day. Write in your journal (for your eyes only) and share your brags daily. This will motivate you to stay in action. If you have a day job, find the time and ask for help (e.g., have your family do chores, hire someone to tutor your kids, etc.). Then, honor the time you’ve set aside.

COACHABILITY: The Secret for Success. Asking for help and being coachable starts with hiring the right coach. It makes all the difference. Many entrepreneurs and small business owners fear a coach will change things and they will no longer be in control. Get over it! Be more committed to your success than your ego!

For example, an entrepreneur loved creating new products. But she hated creating the business infrastructure required to grow. She continued to struggle with sales until she learned how to work with her coach and do the work required.

Following these 6 C’s you will achieve crazy amazing success!

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags also include being an award-winning executive coach, management consultant, and keynote speaker. If you’re struggling to get unstuck, now is a great time to contact Jeannette for a confidential conversation.

A Note About Achieving Crazy Amazing Success from Jeannette. It’s Q4! 2022 is only three months away. Although 2021 has not been business as usual, it’s offered many new opportunities for entrepreneurs. Don’t despair if you’re still thinking about your dream! Q4 is the time to learn the 6 C’s and take focused action. Need help? (We all do from time to time.) Contact me!

How to Be an Effective Coach

“If you want to be an effective coach, and want others to listen and use what you have to say, first, you must be coachable.” Jeannette Seibly

Many believe being coached is no big deal when they are the coach. Coaches love giving advice and it provides an ego boost. The challenge is, many have learned from a traditional approach of, “Do as I say, not as I do.” Or, they lack the confidence and insight required to be an effective coach.

Do you experience (check all that apply):

  • Giving advice that doesn’t reflect the person’s struggles?
  • Coming across as critical about how it should be done?
  • A lack of insight into what the true issue is?
  • Not having credibility in the listener’s eyes?
  • People ignoring your coaching and doing it their way?

If you answered “yes” to more than one question, it’s important to keep reading!

Today, it’s critical that leaders and managers effectively coach team members for success. The quality of the coaching provided impacts business growth, team member retention, and customer satisfaction.

Remember, if you lack the skills to effectively coach others, it can tarnish your working relationships for a very long time.

Nine Essential Coaching Skills to Improve Your Effectiveness

1. Set a Positive Example. Leaders, bosses, and managers are not perfect. But ethical issues, being late for meetings, or multitasking during conversations (to name a few) hurts your credibility as a coach. Improve your effectiveness by working with your executive coach to address these issues and blind spots.

2. Visualize a Positive Outcome. Take the time to visualize or mentally think through what you want to say. If you hit a snag during this visualization process, rewind and restart to ensure a positive outcome. Read Dr. Lynn Hellerstein’s newest book: Expand Your Vision: How to Gain Clarity, Courage, and Confidence for more information.

3. Be Specific. Write down the specific issues to organize your thoughts about why you need to coach a team member. Saying you found problems with the sales report or you don’t like a graphic is of no value. Instead, be specific about where the report is inaccurate or why the graphic doesn’t have visual appeal. Remember to manage the task, not a person’s personality.

4. Use a Job Fit Tool for Clarity. These tools often include “coaching” reports guiding the leader to be on-target when providing feedback.

One company president uses the coaching information when talking with his direct reports. When there is a problem, he scans the report for insights and adjusts his coaching style. By doing this, the other person feels valued and becomes coachable.

5. Talk Straight and Stay On-Point. Talking in generalities or going off on tangents leaves the team member or co-worker confused and frustrated.

A human resources director (HRD) counseled a financial director (FD) to stop the negative gossip about a vice president (VP). A week later, the FD continued to make negative comments about the VP. FD’s coach said, “I thought HRD had counselled you to stop making negative comments about the VP.” FD’s reply, “No… he stated we need to operate as a team. I was unclear what his point was since I am a team player.”  

This level of confusion is what happens when you speak in generalities.

6. Keep It Confidential and Private. Criticizing a team member in public has repercussions, even when the person says, “No problem. I don’t care if anyone else hears this.” If the person has a public negative reaction, it will often reflect negatively on you. Instead, set up a 1:1 private and confidential meeting immediately after an issue or problem has occurred. Don’t share publicly. During the 1:1, remember to share facts, not opinions. Otherwise, what you say will not be heard as objective feedback.

7. Choose the Appropriate Coaching Approach.

a. When to Use the Direct Approach. Be clear and concise with those that can handle or want that style of feedback. Keep in mind this approach will always depend on the situation (e.g., illness, passing away of a family member, etc.).

“Good report. But when including numbers in a report, you need to include a graph and bullet point the numbers. Any questions? How soon can you get this report updated and back to me?”

b. When to Use the Sandwich Approach. Talk straight and be specific. Use this approach when the situation may cause an emotional reaction, or the person is easily triggered. Share 2 positive actions the person has taken, 2 specific areas for improvement, and close with 2 positive actions the person has taken.

“Your proposal was good. The numbers supported the importance of this project. But when providing this type of information, it’s important to include a graph so the reader can visually see the value. And, bullet point the numbers to make them easier to read and understand. Again, good proposal and I appreciate you getting this done so fast. Any questions? How soon can you get this report updated and back to me?”

8. Have Compassion. Everyone has challenges, especially during this ongoing pandemic. Be empathetic, while sticking to the point.

“It’s hard when a family member has COVID. My heart goes out to those struggling during this pandemic. But when providing written reports, the information and spelling need to be proofread before submitting. Let me know what you need and how I can help.”

9. Share a Story. An effective way to coach others is by sharing a story about your own similar challenge and what you did to work through it. Then, offer one or two ideas for them to implement.

©Jeannette Seibly, 2021 All Rights Reserved

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

A note from Jeannette about how to be an effective coach: Successful people have coaches. When leaders and others talk with their coach regularly, their productivity, confidence, and results improve. The challenge is, many don’t believe they need a coach, and hear feedback as criticism. As an entrepreneurial leader, make a commitment to coach others for success by being an effective coach. Want to get started, but don’t know how? Contact me for a confidential conversation.

3 Bad Habits You Need to Break to Be a Confident Leader

 

Leaders today are facing new challenges. Remember, it’s important to build true confidence in yourself and others during this time.

Building your confidence today and inspiring confidence in your team is critical! And, given what’s going on in the world, it’s even more important now.

What inevitably gets in the way of being a confident leader? Your bad habits.

Due to all of the uncertainty, as a leader, you are under more pressure than ever before. Now, is when your leadership habits…the good, not-so-good, and bad…can either support you and your team achieving great results or not.

It’s Critical You Breakthrough These 3 Bad Habits

  1. Poor Listening Skills. This #1 bad habit will sabotage your results!   

A leader had a bad habit of checking his emails and texts during meetings. He insisted he was only multitasking and could hear everything being said. He failed to understand the human brain is wired for one activity at a time. (Multi-tasking is a myth!) It wasn’t until he missed hearing critical information that he learned this lesson the hard way. Even after the team member repeated himself, he failed to understand or question the significance of it. As a result, the budget was exceeded and timeline was missed.

Always listen as though your results (and career) depend on it…because they do!

  • Lack of Awareness. One leader constantly found fault with how others did their work. He thought he could do it better and faster. The truth was, he didn’t have the skills to do their jobs. He lacked the awareness of the impact of his comments and did not understand these comments disengaged his team and hurt productivity.  

When someone fails to achieve the required results, it’s time to inspire confidence in your team members, not criticize their work habits. Remember, during this crisis, it’s NOT business as usual.

During ALL conversations stay present and aware:

  • State the intended goal or results in 10 words or less.
  • Listen to each team member’s input and concerns.
  • Work through any push-backs in a win-win manner (think, ethical considerations, workability, impact on others, etc.).
  • Align on the work and completion dates with your team to meet your client’s needs.
  • Provide necessary resources. Remember, working from home is not the same as working from the office.  

Your awareness determines the quality and timeliness of your team’s results.

  • Know-It-All Attitude. A new leader was a micromanager, a common trait of inexperienced leaders. She wanted everything done exactly as she thought it should be done. Whenever a mistake was made, instead of taking responsibility, she blamed her team (and others) for making her feel humiliated and for letting her down.

To break this bad habit, listen to your team members’ ideas. They are working on the front lines and can be resourceful when encouraged to do so. Also, listen from compassion since they are experiencing a lot of frustration, stress, and anxiety during these uncertain times. It’s up to you to inspire confidence in them!

Building true confidence in yourself and others starts inside you.

Remember, bad habits are amplified during a crisis. They will come out and be displayed in unexpected and unwanted ways. Work with an executive coach NOW to effectively navigate through these uncertain times. It’s the mark of a confident leader who inspires confident team members!

©Jeannette Seibly, 2012-2020

Jeannette Seibly is an award-winning dynamic results coach and keynote speaker. For the past 27 years, she has guided the creation of leaders to excel in achieving results. Contact Jeannette today for straight talk with dynamic results. Don’t forget to listen to her podcasts on Anchor.FM or YouTube.com.

I’ve got an invitation for you.

All leaders are bosses! If you want to be a better boss or hope to be a boss someday, I invite you to download “15 Ways to Be a Better Boss”  It’s free.

Mindful Resilience is Required to be a Successful Leader

Life.Should.2Note: This is a reprint, originally posted on June 23, 2020. Last week I conducted a Mindful Resilience webinar for the Denver Financial Professionals. Participants shared: “This is very helpful…I love it…Thank you.” Due to so many changes occurring right now in the workplace and in life, I would recommend reviewing the 6 Tips.

What can you do to handle your emotional triggers while eliciting the best from others?

We are all triggered by certain words, facial expressions, and gestures. As successful, resilient leaders, we don’t have the luxury of hanging onto our upsets.

Mindful resilience is when we develop a conscious awareness of our triggers and address our reactions in a positive manner. It’s starts with you, as the leader, taking responsibility for your triggers when they occur so they don’t get in the way. Remember, clarity of what triggered your reactions is required before you can create win-win-win outcomes.

6 Tips to Create Mindful Resilience

Breathe. Remember, everyone gets triggered. The moment you notice you are triggered, breathe in for 5 counts. Pause. Exhale for 10 counts. Repeat this practice 3 times. Why should you practice breathing? Breathing reduces the fight, flight, or freeze stress response triggered in your brain. Breathing allows you to take responsibility for your reactions (aka triggers) and is critical before attempting to resolve any issue.

Have Come-Down-to-Reality Conversations. Team members can hold onto upsets and use them to justify their poor job performance. That’s why you, as the leader, need to be aware of when these upsets are brewing and take responsibility for resolving them before they turn into a major issue. Remember to use straight talk with compassion during these tough conversations.

Get to the Heart or Core of the Problem. When you as a leader inadvertently dis someone or ignore a festering issue, upsets will be covertly expressed. It’s like a mole hill expanding into a mountain. Remember, you are human and you will make mistakes! So, will everyone else. Instead of allowing your ego to justify your actions, ask and clarify what happened with your team member or team, then, talk it out. If you don’t, the upset will become an irreversible issue that overshadows the core problem.

Be Responsible for Your Communication Style (most people aren’t)! When you use words or terminology that others don’t understand, apologize. Start over by asking questions and be curious about their responses. It’s very easy to lose people when you present the same information over and over (think, you’re probably bored). Also, when you’re presenting a new idea you’ve been thinking about for a while, remember, it’s the first time they’ve heard it. Keep in mind, people learn at different rates of speed. Be prepared to draw a graph or show them a specific example. Remember, as a leader, it’s your responsibility to slow down and get everyone on the same page.

Learn How to Forgive, Even When You Don’t Believe You Should. As a leader, you will have arrows aimed at you when team members feel frustrated or upset. But you don’t have the luxury of hanging onto these insults without them impacting your mindset and success as a leader. Forgive those that gossip, criticize, or blame you. While this is easier said than done, remember, forgiveness is for you. Remember, you don’t to say, “I forgive you” to the offender to forgive them. If you do, it may make it worse.

Hire the Right Coach. Mindful resilience requires you to expand your POV. When a sticky situation or political relationship is not going well, talk immediately with your executive coach. Listen and learn. You can make things worse and sideline your career if you attempt to do it on your own.

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel at working through difficult situations and political relationships. Contact Jeannette to improve your strategic hiring, coaching, training, and managing processes.  Don’t forget to listen to her podcasts on Anchor.FM or YouTube.com.

How do I interview to win the job offer? Selling yourself is key to winning the job, promotion, and/or pay raise you want! Learn how in 5 easy stepshttp://CareerBragging.com

One fun marketing idea: learn how to Be a Fabulous Podcast Guest (and get invited back!)  http://SeibCo.com/workbooks/

How to Develop a Great Relationship with Your Boss

building-better-relationship-with-your-boss.4Every successful leader has times when his/her boss doesn’t like them! This happens for a variety of reasons. For example, you’ve made a series of bad decisions, your direct reports are complaining about you, or your ego hurts results.

Why doesn’t your boss like you? Because you’ve made more work for him or her!

The key to developing a great relationship with your boss is resolving issues as they arise. This requires 1:1 communication. Unfortunately,  you tell yourself to wait it out. You hope that you won’t need to talk it out. Yet, this strategy rarely works and hurts your relationship with your boss. You also miss out on new career opportunities.

6 Tips to Develop A Positive Working Relationship with Your Boss

Develop Trust. If you are someone that doesn’t listen to yourself when you make promises, it’s the reason your boss (and others) don’t trust you. Learn to be present and listen when you make promises. Also, listen to your boss, especially when you think you already know what the boss is going to say! Ask follow-up questions to clarify expectations for assignments.

Develop Confidence. While you may not have confidence in your boss’s ability to make the right decisions, set this aside. (If appropriate, recommend an executive coach!) It’s important you develop your boss’s confidence in your ability to manage your team or project. To develop this confidence, work with your own executive coach and focus on the inevitable ups and downs of managing others and projects. This makes less work for your boss! The added benefit is confidence breeds likability.

Develop Integrity. Bosses value honesty and candor. But, when telling the truth, be responsible to state it in a tactful and diplomatic way. There are 2 ways (hint: use the best one based on the boss’s type of personality):

  • -Warn the boss s/he won’t like your answer and then use straight talk; OR
  • -Use a sandwich approach: share 2 positive things before sharing 2 specific issues. Then, wrap up with 2 good things.

Develop Good Working Relationships with Others. If team members complain about your management or project style, this breeds discontent. Many bosses don’t like resolving people issues or getting in the middle of conflicts! To alleviate this from happening, learn to slow down when interacting with others. Build alignment by being present in all conversations and work through conflicts. Be a champion for team success not just your own success. Work with your executive coach and learn how to elicit better responses from others.

Develop Project Success. If you fail to meet your customers’ expectations, you will create distrust. And, eventually your boss will be forced to fire you! Instead, learn how to manage projects for success. Start with developing strong project management habits, brainstorming skills, people development skills, and meeting facilitation skills.

Learn How to Brag! Most bosses have no idea what you’ve been doing, and, when they do, they only hear about problems! Learn how to brag and bring your successes and your teams’ successes to your boss’s attention. Also, learn to appreciate your boss…it makes you more likable!

©Jeannette Seibly, 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel in business and beyond. If you have a boss that doesn’t like you, get it resolved now before it’s too late! Contact Jeannette for a confidential conversation. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

Having trouble landing your next job? It’s time to learn why! Selling yourself is key to winning the job, promotion, and/or pay raise you want! Learn how in 5 easy stepshttp://CareerBragging.com

Want to attract more customers? Learn how to Be a Fabulous Podcast Guest (and get invited back!)  http://SeibCo.com/workbooks/

How to Put Others at Ease During Conversations

microaggression.bizsavvycoach.3As leaders, it’s important to learn how to put others at ease during conversations. Mastering this skill opens up a world of possibilities! With conversations, you will learn about potential project flaws, how to motivate team members, and how to improve your influence with bosses and clients. And, these are only a few of the benefits!

Are you someone who:

  • -Can comfortably talk with all types of people: team members, boards, executives, and influencers?
  • -Marvels at others’ ease when conversing with anyone, anywhere, and at any time?
  • -Enjoys talking with others and have a desire to listen and learn?

Developing excellent conversation skills will make you a better communicator. If you’re willing to do the work, you can learn how to interact, motivate, and influence others with ease as a leader.

9 Tips to Fine-Tune Your Conversation Skills

  1. Be Present. Set aside all distractions before starting any conversation. When talking or listening, keep your focus on the other person. Think of them as a VIP, regardless of their title or position in the company. Whenever possible, move from behind your desk and sit in a chair close-by. When working remotely, keep your eyes on the screen. Start to notice how present you are or are not during conversations.
  2. Unleash Your Natural Curiosity. This is important when interacting with others. Instead of taking a righteous position, keep your mind open to hearing what others have to say, and create new solutions together.
  3. Allow Others to Communicate in Their Own Way. Expecting others to communicate with you in a particular way can be off-putting. You will miss out on hearing important information. Instead, allow them to communicate in a way that works for them. (To quickly understand their communication style, use the PXT Select.) Develop a thicker skin if you are easily offended. Learn how to ask questions to elicit the best from others instead of debating their POV.
  4. Have Compassion for Others’ Challenges. Be open to listening, and, when asked, provide appropriate advice. Do this without blaming them (or others) for the situation. Stay objective while being understanding of the situation. This is not a time for jokes or other humor. Be responsible for ensuring any excuses shared don’t derail a project, client relationship, or team effectiveness.
  5. Keep Your Calendar and Office Decluttered. You might ask why this matters during a conversation? It matters because a clean office is more inviting. Others feel more comfortable and are more open in what they have to say. If working remotely, remove wall art that could be offensive. Always minimize distractions. Otherwise, these can be become deterrents to having conversations and learning what you need to know in any situation.
  6. Pronounce Their Names Correctly and Use Their Preferred Names. Avoid using shortened versions (e.g., Jenny for Jennifer, etc.) or labeling others (e.g., superwoman, strong man, etc.). If you don’t remember the person’s name or don’t know how to pronounce it, ASK! “I’m not clear how to pronounce your name.” OR “I’ve met so many people recently. Can you remind me of your name?” Then, repeat the person’s name to their satisfaction.
  7. Ask Questions Without Sounding Like a Reporter. A good conversation puts others at ease. Learn how to have a conversation without first deep-diving into the who, what, when, where, and why. That’s what a reporter does. If you uncover a problem, be responsible for setting up the conversation before deep diving into it. “I’m hearing a potential issue in this conversation and need to clarify what I’m hearing. Is that OK?”
  8. Share Your Own Experiences. Team members want to know they are not alone in their challenges. When you share your experiences, start with the point of your story and end with the point to re-emphasize it. Remember, keep it short (about 1 minute) and stay focused on the topic. Most importantly, honor confidentiality.
  9. Keep an Open Mind. Stay focused on the topic at hand by taking a positive and healthy interest in their POV. Listen and respond to questions using straight talk. This encourages team members to stay at ease during any conversation. It’s how you discover what you need to hear, not what you want to hear.

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel in business and beyond. Find out how effective you are as a communicator with all types of people. Contact Jeannette for a confidential conversation. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

If you are underemployed or unemployed, it’s time to learn how to sell yourself and get that job, promotion, and/or pay raise! http://CareerBragging.com

Do you want to increase your business? Learn how with Be a Fabulous Podcast Guest (and get invited back!)http://SeibCo.com/workbooks/

 

There IS a Better Way to Improve Meetings

Delivering Bad NewsLeaders and team members want to be productive. Engaging team members during meetings create shorter discussions and better decisions. Productivity will naturally increase!

Ironically, the #1 challenge leaders face is engaging team members and keeping meetings productive. And as we all know, today there is the additional challenge of conducting remote meetings.

Consider, There Is a Better Way

Stop Focusing on PowerPoint presentations. Recently, Jeff Bezos banned PowerPoint at Amazon. They found meetings are now shorter and smarter…while costing nothing to implement! (Inc. 2020)

The presenter provides a written, readable, and stand-alone hard-copy document (1 to 3 pages). This requires the presenter to think through and communicate with greater precision.

Team members read, together and in silence, at the beginning of each meeting. This encourages leaders and team members to get on the same page faster and engage in more meaningful conversations.

By replacing PowerPoint with briefing documents, Bezos effectively increased company-wide management productivity by at least 25 percent.

But Wait! Before You Implement!

Understand Reading Levels

Before you jump in and hope to achieve the same dramatic results, remember people read and comprehend at different rates of speed.

According to a study of literacy rates by Wylie Communications, 34% of Americans read between a 4th– and 5th-grade level. 37% read between a 6th– and 8th-grade level. Savvy presenters focus on communicating at the lower grade levels. Yet, writing at a 4th-grade level can be difficult. That requires eliminating “big words” and “jargon” while simplifying numeric data and charts.

Also, leaders must manage the discussion process since team members can become difficult when others read too slow, ask too many questions, or misinterpret the data.

Develop Clear Communication Strategies

Communicating information on point and in simple terms requires practice. When writing, focus on your audience, include simple graphs and other documented data.

Use a readability indicator (Google for sites) to keep your ideas simple and on point. Some sites provide the grade level for the document. (The readability indicator for this article is 8th grade.) Keep in mind, your audience’s reading level will be lower than you think. (Center for Plain Language)

You may believe distributing information before the meeting can be helpful. It’s not. Team members can’t or won’t take the time to read it…and will fail to remember content and/or pretend to understand the data. This can further disengage the team.

Manage the #1 Saboteur

The problem of multi-tasking is still a major deterrent for productive meetings. It’s why some companies ban electronics during meetings!

Yet, the distractions of working remotely and poorly managed meetings continue to make it difficult to keep leaders and team members focused.

To keep people’s attention during my workshops, I use worksheets with key points listed and provide blank spaces to fill in data. This approach provides a structure for note-taking. It allows team members to absorb more information while keeping them engaged and focused on the topic. While some may resent this approach, it’s usually because they don’t want to stay present during the conversation.

Provide Training to Improve Communication Skills

Due to greater reliance on video conferencing, online chats, and phone calls, leaders and team members must step up and improve their communication skills.

Tips:

  • Listen with the intention of learning and ask questions to clarify. Non-verbal communication includes physical and auditory cues. Since 80% of communication is non-verbal, if you don’t develop the skills you will find it difficult to truly discern what they mean.
  • When speaking, start with the point you want to make.
  • Keep your ideas on-point and brief since attention spans are short. Avoid talking just to talk.
  • Use simple and easy to understand explanations and graphs.
  • Ensure everyone is being responsible for staying present during all conversations.
  • It’s important you and your team participate in various training opportunities to improve speaking, listening, and debate skills!

©Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel in business and beyond. This includes conducting engaging and productive meetings! Contact Jeannette for a confidential conversation. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

Is your career at a stand-still? It’s time to learn how to sell yourself and get that job, promotion and/or pay raise! http://CareerBragging.com

Do you want to Be a Fabulous Podcast Guest (and get invited back!)? Learn how: http://SeibCo.com/workbooks/

5 Ways to Boost Your Career as a Remote Leader

Sales.business.time.focus.get real

Typically, leaders have boosted their careers by having frequent 1:1 time with their bosses.

In this new world of work, 1:1 time is disappearing since you are now a remote leader. The new challenge is taking responsibly and committed actions to create 1:1 time with your boss or miss out on career opportunities and promotions. Remember, your actions will always speak louder than your words!

5 Tips for Boosting Your Career and Paycheck

Take Initiative. Pick up the phone, send an email or text. Say and ask, “Just checking in. What do you need from me today?” Communicate in a method your boss prefers and is most likely to check. Also, provide updates on special projects or notify him/her of any unusual challenges. If there is a project or situation that needs his/her attention, request a voice-to-voice or video conferencing meeting asap. Come to the meeting with the facts and more importantly, potential solutions.

Brag. Bosses and clients seldom know all that you’ve done to meet quality requirements and deadlines. So, use metrics to let them know in a biz-savvy manner of your accomplishments.

Follow-Up and Follow-Through. Working from home does not mean you are on vacation! Set up work hours that reflect the company’s and client’s needs. Be sure to set up your home workspace and environment to reduce distractions and interruptions.

Develop Good Relationships. Working with and through team members as a remote leader requires new skills. Develop your people and project management skills by working with an executive coach. This will avoid costly trial-and-errors.

Remember, it’s a new normal.

  • Plan on extra time to resolve the usual challenges.
  • Take responsibility for clearly communicating and guiding others through confusion.
  • Make a commitment and follow-through to ensure everyone is on the same page.

Be a Solution Provider. Today there are many new challenges. Don’t be afraid to recommend new ideas. First, listen to team members’ feedback. Then, share with your boss before implementing the new ideas. During video conferencing, listen and don’t multi-task. If you do, you’ll risk missing out on valuable information. When there are issues, research to uncover the true problem. Focus on the work, procedures, and systems, not on team members’ personalities.

© Jeannette Seibly 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel in their careers. The new world of work is here. What are you doing to excel?  Contact Jeannette for a confidential conversation. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

Developing Your Salespeople is the Mark of a Good Leader

Smarter.Not HarderSuccessful leaders know one of the toughest jobs today is developing their salespeople.

It starts with your expectations and your ability to hold them accountable. Sometimes it will feel like herding cats! Yet, strong profitable sales are a result of your salespeople following the systems, knowing the product details, and mastering successful sales habits.

8 Tips to Develop and Improve Salespeople’s Results

It starts with the right hire! Hiring and promoting the right salespeople sends a strong message to employees, clients (current and future), vendors, and investors. Remember, use scientifically validated job fit assessments to determine a salesperson’s true ability to prospect, build relationships, and close sales.

Did you know…?

  • -Promoting the wrong person is very costly. Many times, when you promote the top salesperson into a management role, s/he will fail. The skills and personality traits that make them #1 in sales are not the same skills and personality traits required to be a great manager.
  • -Many job seekers can sell themselves by looking the part and saying the right things. But are unable to sell your products and services. Make sure to go deeper to discover how willing and able they are to work straight commission or base plus commission.

Create a Workplace Culture that Values Sales Success. Invest in training for each and every salesperson! This starts on Day 1 in a well-designed onboarding program! Remember to remind everyone of best sales practices during daily stand-up meetings via video conferencing. Hold everyone accountable to dress up and show up on time and be ready to go sell. Host weekly, monthly, quarterly, and annual sales summits to improve knowledge of systems, products, and industry changes. And, make sure you include fun!

Provide Relentless Coaching. Remember, the goal is to close sales. But there are other activities that must happen first. Hire the right sales coach to provide you and your team coaching and training for developing good sales practices. Eliminate the heavy emphasis on finding and closing the BIG ONE. This mindset hinders developing solid sales activities, habits, and skills. In the long run, the right skills and practices will build a profitable and financially solid bottom line.

Create the Right Winning Mindset. Everyone has slumps and bad days. A successful leader will make sure to acknowledge personal and team achievements and share challenges the team has overcome. These are great learning opportunities and help everyone to keep moving forward. Creating winning mindsets includes encouraging everyone to work with and through team members to create new ideas.

Don’t Ignore Poor Sales Performance. Good leaders don’t wait for poor sales performance to turn around. Instead, review the coaching report from the job fit assessment for salespeople. This will bring clarity to the issue. Focus on only one issue at a time or you will overwhelm the salesperson. Together create a performance improvement plan. For best results, focus on the salesperson’s strengths. You cannot manage their weaknesses and expect successful sales results!

Motivate with Recognition and Rewards. While great pay and perks are important, they are not everything. Create a strong recognition and rewards program with immediate acknowledgment. Be sure you are rewarding the right behaviors and profitable results. Keep in mind, top performers enjoy financial rewards, regular performance feedback, and autonomy. So, look for non-monetary ways to reward great results.

Create Meaningful Metrics. First, prospecting is a process (e.g., cold calls, emails, networking, etc.). This requires follow-up and follow-through every day. These all-important skills separate successful salespeople from wanna-be successful salespeople. Second, track who, what, when, where, and why along with how to best stay in contact with prospective and current buyers. Remember, companies buy from salespeople that have their best interests at heart.

Brags. Learn how to brag in a biz-savvy manner. Using brags in introductions and to stay self-motivated is important. Too often salespeople do a poor job of enticing people to talk with them. Remember, networking meetings are a great way to generate interest, not sell products. Selling products and services usually requires at least one meaningful conversation. And, that doesn’t usually happen at a networking event.

©Jeannette Seibly, 2020

Jeannette Seibly is an award-winning executive coach and keynote speaker.  For more than 27 years, she has been an expert in guiding leaders to excel.  Contact Jeannette for a confidential conversation to strategically develop a coaching and hiring program for exceptional and profitable sales results. Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.