Manager

Asking for Help Is Required to Achieve Intended Results

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“Asking for help is brilliant!” Simon Sinek

“Recognizing the value of asking for help in hiring, coaching, and managing challenges shows strength and will contribute to your company’s growth.” -Jeannette Seibly

Too often, people believe asking for help makes them look weak. It creates barriers to achieving intended results and hurts our boss/leadership skills.

When stuck in a working relationship, situation, or strategic issue, we freeze, flee, or change the goal (which diminishes the intended result)—all because we failed to ask for help!

Yet, asking for help is one of the cornerstones of achieving your intended results. With only 10 percent of teams achieving their required results, it’s crucial that you, as the boss/leader, confidently ask for help, use the art of listening, and make the necessary changes!

Why do we hesitate to ask for help?

Lack of …

• Willingness. Ego can be a significant barrier. Leaders should remember that seeking advice is a sign of strength, not weakness.

• Trust. Trust yourself and selectively seek insights from a few reliable people rather than broadcasting your query widely (e.g., social media or more than 2 or 3 people).

• Self-Awareness. Lack of self-awareness can lead to an inability to recognize when help is needed.

Seven Tips to Get the Help Needed to Achieve Results

1. Set Aside Your Ego. Take a moment to breathe and seek advice from the right sources. This is critical. Talk directly with the person(s) who can provide the help! For example, a training expert was asked, “I was told I needed to do XYZ when making a presentation. But at a recent workshop, everyone walked out. What happened, and what do I need to do differently?”

2. Don’t Wait Too Long. Anticipate the need for help early to prevent compounding issues. It’s harder to ask for help once you’ve sabotaged yourself (usually unintentionally), experienced a project failure, or damaged a relationship with a co-worker or customer. Ask for help earlier not later.

3. Listen. The art of listening goes beyond the words and includes asking open-ended questions to uncover deeper insights.

4. Don’t Wait for Clarity. (It seems counter-intuitive.) Seek objective feedback, especially when things seem murky and unclear. And remember, you asked for help. This is not the time to become defensive … you asked for help … this is the time to listen. Share in concise statements: The goal of the project or issue; What has been done to date; and What is slated for the future Then, ask for help: “What do you see is missing?”

5. Be Coachable. Stay open to learning and avoid letting ego and pride interfere with accepting help. Remember, your defensiveness will sabotage your success.

An author told me in a group meeting that bragging was nonsense to her, but then complained of poor book sales. She explained, “I don’t see the value and I’m too busy to learn how to brag.” Yet, marketing and self-promotion determine 90 percent of someone’s success as an author. Even after others chimed in, she refused their help! When you refuse to listen, people will stop helping you and your results will suffer!

6. Make Asking for Help a Habit. Seeking assistance regularly can foster your professional growth and build your leadership credibility. Also, it helps you produce results faster and easier each time while building your influence.

7. Make Your Requests for Help Clear and Concise. Clearly articulate what you need and be open to accepting a “yes” or “no” response. If a person is not available or is unwilling, ask someone else.

Important Question! How do you plan to incorporate these tips into your leadership approach?

©Jeannette Seibly, 2021-2025 All Rights Reserved

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, boasts over 32 years of hands-on experience. Her expertise helps leaders and bosses refine their hiring, coaching, and management practices and achieve their intended results. Along the journey, she has guided the creation of three millionaires and numerous six-figure earners, all while championing those ready to elevate their game to new heights.

Secrets to Achieving a Successful 2025

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“What are you doing differently to get the results this year?” Jeannette Seibly

A new year has begun! While some of you as leaders and bosses may be excited, others dread it and hope it’s not another year like last year!

What are the secrets to moving forward and achieving a fabulous year?

No, it’s not creating more resolutions!

It’s expanding your leadership!

Keep reading …

Secrets to Expanding Your Leadership

Be Curious. Take time for reflection on what you really, really, really want to achieve this year for yourself! Expand and think bigger than your normal way—playing small and safe won’t get you a promotion, pay increase, or new job opportunities. Expanding your curiosity requires hiring the right executive coach and doing the work!

Seek Feedback. While you may hate to hear others’ opinions, thoughts, and feelings (most people do), discovering your leadership blind spots is priceless. Suggested questions: “When you think of me, what are my strengths?” “What are one or two areas that you would recommend I improve on?” “Anything else you’d like to say?” Remember, you’ve asked them for their feedback. Do NOT debate. Instead, ask open-ended questions to delve deeper if you desire to do so. If you really want to expand your leadership savvy, do this.

Know Thy True Self. Yes, many people believe they already do. Interestingly, they know themselves by how they want to be seen … not by who they really are (and how others see them). In this era of desired authenticity, knowing your inherent strengths and how to work with these traits to minimize weaknesses is important. This expands your influence and encourages others to listen to your ideas.

Seek Resolutions. Conflict and disagreements can create havoc with your team and your future, especially if you’re someone who likes to sugar-coat the issue or deny the issue exists. Your job as a leader is to help others grow and develop. It starts by having people discover “why” there are differences and how to use critical thinking skills. Learn to expand your results and resolve the situation instead of having the focus on someone’s personality!

Develop Good Working Relationships. You don’t have to love your boss or employees. However, you do need to focus on their positive qualities and learn how to work with them for your success. I’ve worked with many leaders to develop and expand this skill — it made the #1 difference in their success.

Dial Up Your Humbleness. Yes, egos have a way of getting in the way of your success! To avoid burnout, ask for help! Use your coach, boss, and team to improve and expand (or simplify) your ideas for workability.

Self-Care. When you feel overwhelmed by people and situations, breathe! Sounds simple but it’s not automatic it naturally calms you down. Take a walk. Talk it out privately with a confidant. Again, be open to feedback that you may not want to hear. Being a great leader requires expanding knowledge, confidence, and abilities.

Hire a Coach. ALL successful leaders have coaches! Take the leap and hire the right one now!

©Jeannette Seibly 2025 All Rights Reserved

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, boasts over 32 years of hands-on experience. Her expertise helps leaders and bosses refine their hiring, coaching, and management practices and achieve their intended results. Along the journey, she has guided the creation of three millionaires and numerous six-figure earners, all while championing those ready to elevate their game to new heights.

Internal Mobility Creates Profitable Companies

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“It’s tough when markets change and your people within the company don’t.” Harvard Business Review

Many employees are staying longer with their current employers, but this doesn’t necessarily mean they are happier (also known as the Great Detachment—employees who are unhappy but not leaving, according to Gallup). In fact, many are simply waiting for new jobs elsewhere. The significant reasons? Many companies are failing to provide professional development and opportunities for growth.

Promoting internal mobility is a key strategy for retaining employees, enhancing both company agility and profitability. Leaders should leverage their employees’ skills by facilitating their movement into new roles and opportunities within the company. Internal mobility can include lateral moves, promotions, project-based roles, and taking on new responsibilities.

By creating a company culture that builds on and utilizes existing skills and knowledge, your company can be ready for change and profitable growth!

Steps to Make Your Company Ready for Internal Mobility

Update Current Policies and Practices

Review existing policies and identify gaps that make it difficult for employees to apply for and get different jobs within your company. Instead of requiring a long list of skills and experiences, focus on their accomplishments. For example, ask them to describe a recent project where they and their team produced intended results.

Create Career Pathways

Not everyone wants to be a manager of people, yet this is often the only way employees can get a pay increase. Instead, utilize their experiences by building different career ladders or pathways. Use a qualified job fit assessment to focus on employee strengths and actual interests. For example, placing someone who excels with numbers into accounting may not be beneficial if they have no interest in accounting or finance.

Train and Develop Your Leaders

Many leaders hold their positions due to their expertise in finance, technology, or operations, but they may lack people development skills. Hire coaches for these leaders and focus on developing them to develop others.

Address Cultural Resistance

Some managers and employees resist internal mobility. To overcome these blocks, understand why. For instance, some companies base career mobility on length of service, which is not always indicative of effectiveness or ability to learn new skills. Address this type of resistance by emphasizing skill and performance over tenure.

Address Skill Gaps

Everyone can be a leader without a title, but it requires leaders to allow employees to work without micromanagement. Encourage employees to share ideas and take initiatives to close skill gaps. Provide workshops, one-on-one coaching, and training programs in communication skills, critical thinking, teamwork, and project management to prepare them for internal moves.

Build a Talent Pipeline

Encourage employees to participate in small-group and company-wide teams, as well as trade and professional associations. These opportunities broaden their awareness and help them learn new skills. When new positions arise or employees leave, look first at your talent pipeline to fill these roles. This saves time and money, while increasing your company’s agility and profitability to meet new market demands.

© Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 32 years of practical experience guiding leaders to improve their hiring, coaching, and managing practices and achieve amazing results. Achieving business success always starts with having the right people in the right jobs. She has been an Authorized PXT Select® Partner for over 33 years. Contact Jeannette to learn more about state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A Note from Jeannette: Developing internal mobility in your company increases agility and improves the bottom line. What does it take? What are some of the issues and challenges that must be addressed? This week’s article covers common, yet overlooked, areas that need attention. Contact me for a confidential conversation to resolve what seems unresolvable.

Now is the time to get into focused action! Are there days you dread managing 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 guiding leaders to hire, coach, and manage their teams successfully, including helping you get out of your own way and working effectively with your team to achieve the required results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

The Secret to Overcoming Team Resistance

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“Use a compassionate no-nonsense approach when teams are resistant to change.” Jeannette Seibly

There are many ways to overcome team resistance … but the secret is to strengthen your ability to communicate effectively.

Managing teams that are resistant to change requires patience, empathy, and clear communication. By understanding the root causes of resistance, involving your team in the process, and providing support and resources, you can create the intended results and a process that motivates the team to do more.

Use Effective Communication to Address Resistance Constructively

Use a compassionate no-nonsense approach. This approach blends empathy with clear, direct communication. This style is effective in leadership and interactions as it respects others’ feelings while maintaining focus on results.

• Have empathy (the ability to understand and share the feelings of another – Oxford Dictionary) and be clear by actively listening and engaging with concerns.
• Be direct in your expectations, feedback, and decisions.
• Hold team members accountable by acknowledging feelings.
• Offer support and resources, yet be firm in setting boundaries (e.g., timetable and budget).

When offering new ideas, take responsibility for how you share them. Remember, you’ve been thinking about these changes for a while. It may be the team member’s first-time hearing about them. Hence, resistance. Talk straight in a no-nonsense way. Don’t be cutesy and make jokes to communicate your point … also pay attention to microaggressions you may not be aware of saying. (Talk with your executive coach to distinguish them.) Stick with the issue being addressed and why the change is necessary. Don’t be afraid to hear others’ suggestions, but don’t get bogged down and take the team off-track.

Beware of the “I’m confused” default response. Yes, some employees default to confusion when they resist change or need to step out of their comfort zones. They use this excuse to not be held accountable … why? It works! First, talk with your executive coach to ensure you are clear on how to best present your ideas or suggestions. Use a job fit assessment for objective feedback. If this “confusion” happens frequently, the person may be in a job that isn’t a good fit. For example, if you place a technical person into a customer service role, they may lack the required mindfulness when interacting with people on a frequent basis. (They are actually confused.)

Build trust by being consistent and leading by example. When team members fear playing a bigger game, there will be a lot of resistance! Are you leading by example? Are you willing and able to listen and talk through the concerns without disrespecting the team? Do you allow others’ fears to diminish achieving the goal? (Hint: Goals should be ten words or less and stretch you and your team from where you are now.)

Get back to basics through training … it is critical. Provide ongoing training … one and done does not work when guiding team members to expand their communication, critical thinking, and technical skills (and your communication and leadership skills). Remember, be patient … small steps will always lead to significant gains.

©Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 32 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 33 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: Team resistance to new ideas or ways of doing their work can be challenging as a boss/leader. A compassionate no-nonsense approach works best since it includes empathy and talking straight. Contact me to start a confidential conversation and address how to resolve what seems unresolvable.

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.

How to Acknowledge Fears Due to Uncertainties

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“It’s important to keep moving forward responsibly during the uncertainties being experienced right now.” Jeannette Seibly

While uncertainties are a natural part of life and can be challenging, they also offer opportunities for growth and adaptation.

There are many uncertainties today due to natural disasters, economic and political confusion, and global impacts. These often elicit fears – fear of change and fear of the unknown. As a boss/leader, it’s essential you acknowledge your own fears and manage them first. Your reactions can encourage innovation, business growth, and new systems … or keep you and others stuck in fear.

Fear is contagious! Don’t disregard your own! (Yes, I’m repeating it since many bosses/leaders fail to acknowledge their own fears!)

• Take the time to talk with your executive coach and stay in action moving forward.
• Use a job fit assessment leadership report to uncover your leadership blind spots … during times of uncertainties, people are more sensitive to your words and actions.
• Keep up-to-date on any industry, business, and company changes, no matter how small.
• Focus on moving your team forward and keeping them engaged. Remember, team members will mimic how you handle these challenging moments of uncertainty.
• Do your homework, admit to not having all the answers, and talk straight.

How to Acknowledge Fears Responsibly

Acknowledge your fears privately. Acknowledge your fears and treat yourself with compassion. Take time for self-reflection. Answer, “What is keeping me awake at night?” Start a private journal (for your eyes only) to address your actual concerns and possible solutions. Also, write down new insights and opportunities that pop up – no matter how off-the-wall they may seem.

Share your concerns appropriately and responsibly. Recognize situations or thoughts that trigger your reactions. These may be unrecognized biases and fears. Acknowledge that they are natural and normal human responses that everyone experiences. But don’t hang onto them. During team meetings, set aside fears and create a “What if …” time for new ideas to flow. Stay away from “How to do it” – that comes later after the brainstorming phase.

Focus on what you can impact. With your team, develop a plan that will provide a sense of direction using new strategies. Set manageable goals by breaking down milestones into small, achievable steps. These “wins” are essential.

Don’t step over acknowledging others’ contributions. Appreciation can minimize others’ fears of change and uncertainty which cause anxiety and impact performance. Share your own fears and growth appropriately and with brevity.

Practice mindfulness. Be aware of words and attitudes (yours and others) that get in the way of team members and others feeling that they are part of the process. Stay present during conversations and other interactions, especially about any issues or team conflicts. Get them resolved immediately. Remember, breathing practices can help calm the mind, alleviate feelings of fear and indecisiveness, and improve the quality of win-win-win outcomes.

Stick to the facts and use numbers/metrics to de-escalate any upsets. Speak responsibly and factually. Don’t be afraid to say, “I don’t have an answer at the moment.” This builds trust, credibility, and influence. If you engage in hyperbole, your board, team, or client will stop listening and trusting you. Remember, what you say and do will be repeated and possibly recorded.

Stay connected. Again, don’t attempt to go it alone. When confronted by a problem, talk it out with your executive coach, one or two trusted confidants, and with your management team. (Don’t post on social media!) Also, attend trade, industry, and professional meetings — these can provide insights from shared experiences and give a sense of community, making it easier to cope with uncertainties while pursuing new opportunities.

©Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 32 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 33 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: Fear due to change and uncertainty is contagious! As a boss/leader, it’s essential to take care of yourself and your team dynamics during times of uncertainty. This week’s article addresses considerations to guide you and your team to move forward and address the natural fears that are arising at this time. Contact me to start a confidential conversation and address how to resolve what seems unresolvable.

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.

Want to Improve Your Hiring Decisions?

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“If predicting job success were easy, or quick, we wouldn’t see expensive early hiring failures!” John W. Howard PhD

As you know, hiring and investing in your people costs money. Too often, mistakes are made despite all the interviews and other pre-employment rituals. Your retention, revenues, and results suffer.

The problem occurs when you hire, transfer, or promote people into jobs that don’t fit them. This often results in the person leaving your company and taking other top talent with them. For example, taking your top salesperson and promoting them to the manager role is a frequent misstep.

Current Problems Most Companies are Experiencing

Relying on:

Intuitive Hiring. Yes, it’s easy to rely on our “intuition/gut” to tell you if the person is the right one. The problem is two-fold. #1: There is no objective data, which often results in the collection of false information and hiring mistakes. #2: Your retention, reputation, revenues, and results suffer.

The Resume. Over 80 percent of resumes contain inaccuracies, embellishments, or lies. Many resumes today are created using AI, online templates, or professional resume writers. The question is, “How valid is the information?” Remember, you need objective and reliable data to improve your hiring decisions. The resume alone will never give you that.

Any Assessment. Over 95 percent of assessments today are not validated for pre-employment or job selection use. It’s time to learn about the science and legality of using objective job fit assessments. (See Chapter 9 in Hire Amazing Employees)

Overcoming These Challenges Requires Using Real Systems

Use the interview, assessments, and due diligence equally in hiring decisions. Do not rely solely on the interview; stop asking questions that are not job-related. (SEE Chapter 1 in Hire Amazing Employees)

Select a job fit assessment with the validity, reliability, and predictive validity that comply with the Department Labor Guidelines for pre-employment and selection use. (Most hiring bosses don’t do this.) The proper assessment will guide you to hire the right people with your eyes open to any challenges you may encounter. Remember, no one is perfect, but you cannot teach a cat to become a dog.

Train your hiring bosses. Use an intracompany system that provides all the tools and resources required. This will save you and them from hiring mistakes, costly turnover of current employees and clients, and legal challenges. (See Chapter 3 in Hire Amazing Employees)

Don’t Overlook Hidden Talent: Many talented people are already employed in your company. You overlook them based on biases and other subjective factors and seek top talent from outside the company.

©Jeannette Seibly 2024 All Rights Reserved

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: Is the way you hire people working for you? Are you happy with your hiring results? Improving your retention, revenues, and results creates a positive reputation for you and the company. Contact me for a free, confidential conversation on how to improve your selection process and hiring decisions.

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.

Want to Be a Great Leader? Stop Focusing on Your Weaknesses

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“We can all be good-to-great leaders if we’re willing to focus on our true strengths.” Jeannette Seibly

Many leaders can be their own worst critic and give reasons as to why (e.g., bad boss, wrong employees, unreasonable customers, etc. etc.)!

But focusing on weaknesses only makes the weakness more of a problem!

It doesn’t serve you, your employees, or your customers!

Being a good-to-great boss/leader requires getting real about who you are and getting the coaching necessary to develop you and your team members.

How to Focus on Improving Your Leadership

Know Thyself … Not by how you want to be seen because people can see through a fake. Instead, use a leadership report from a qualified job fit assessment to clarify traits that are strengths and how those same strengths can also be considered weaknesses. For example, a sales manager who loves meeting people may have poor listening skills.

Knowing yourself is critical to developing the real skills required to be a great boss/leader.

Hire an Executive Coach. Ninety-nine percent of good-to-great bosses/leaders have an executive coach. The right coach provides a sounding board and someone to guide you through sticky situations and political factions at work.

Complete What Worked? / What Didn’t Work? Use this exercise when you are experiencing a project or team failure. Or, as a way to complete the day/week/month. Don’t forget to include the human side of your job and projects, too.

Stay focused on your strengths and what matters most in building your company, employees, and customers.

Get Frequent Feedback. Use an objective 360-degree feedback assessment — using formal ones provide needed confidentiality and compare you with the working population. Too often, internally developed feedback assessments nitpick at things that don’t matter and reflect the opinions of a few employees. It doesn’t mean you overlook these types of concerns. However, the results from the formal assessment provide objective insight that is needed before having conversations individually with team members and making any adjustments to your leadership style.

Network to Stay in Touch. Reach out on a consistent basis to a select few leaders to talk through company or industry issues.

Develop People Leadership Skills. This is key to being a great leader! While you may have charisma or technical/financial skills, you may lack good interpersonal and emotional intelligence skills. Take workshops every year to develop your emotional intelligence, communication, diversity awareness, and team development skills.

©Jeannette Seibly 2024 All Rights Reserved

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: You can become the leader you’ve always wanted to be and visualize yourself to be. First, you need to be honest about your strengths and weaknesses, then do the work to improve on your strengths on a consistent daily basis. Need guidance on developing your leadership from good to great? 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.

Is Your Team Not Hitting the Results Required?

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

While only 10 percent of teams produce the intended results, it doesn’t mean you, and your team needs to be in the 90 percent range!

As an effective boss/leader, you must be able to diagnose team issues and communicate the changes effectively as soon as possible. Allowing problems to linger, or ignoring or denying them will sabotage your results now and in the future.

Secrets to Achieving the Required Results

Ensure the Goal is a Real One. Goals should be ten words or less! If it is longer, the true goal may be camouflaged in vocabulary and sabotaging actions. Shorten the goal to be crystal clear and flat as a pancake without add-ons. Now, review the milestones and actions being taken. Do they support fulfilling the goal?

Manage People for Results, Not Their Personalities. The foundation for successful results is bring the right people onto the team by using objective job fit data and assessments. If they later decide to leave, let them. Focusing on the work that needs to be done and the best people willing to make it happen is critical. Manage team conflict and different personalities to ensure everyone’s opinions are heard, and everyone is valued. Do not allow name-calling or blaming — since those actions are not easily forgotten nor forgiven.

Complete What Worked? / What Didn’t Work? When done correctly, this exercise will provide insights into progress made and what stopped the team/project from moving forward. Have everyone complete this exercise individually since collectively are less likely to skim over critical details that initially seemed meaningless. Now, review all the results together as a team.

Address Miscalculations, Bad Data, or Other Critical Thinking Issues. Ask one or two experts from outside the team for input when this happens. It doesn’t mean you do it the way they recommend, but it does require incorporating their insights appropriately.

Brainstorm. Focus on the top three issues. Address one problem at a time while knowing one can impact other concerns and current non-issues. For example, reworking the budget can impact money already spent. Ask open-ended questions and ensure complete work is being done.

Go Round Robin. Encourage everyone to speak. While this may seem like it takes longer to resolve the issue, it doesn’t. If someone withholds information (e.g., not being asked for their opinion), the person may end up withholding important information delaying a resolution later in the process.

Alignment Not Consensus. Waiting to reach a consensus will limit the speed of moving forward since factions have agendas. Doing complete work upfront makes decision-making easier. Address everyone’s issues and aim for alignment (for the details click the link).

Inspect Results. By reviewing the numbers, did you achieve the intended outcome?  What is the impact on others and their thoughts? Address further actions to be taken. Don’t forget to acknowledge each and every team member for their work.

©Jeannette Seibly 2024 All Rights Reserved

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:  Only 10 percent of teams achieve intended results. How do you intervene when your team is failing to achieve the target? Communication is one of the keys to improving results! Need guidance in transforming your team efforts? 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 Doing Complete Work?

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“What we say we will do and actually do matters!” Jeannette Seibly

One of the most difficult challenges for bosses/leaders today is ensuring they’re doing what they say and doing “complete” work.

What does “doing complete work” mean?

  • Taking action to research and present all data needed to approve new ideas or solutions.
  • Providing all necessary information for bosses, employees, and customers to make good, well-informed decisions.
  • Completing duties to the highest standards.

Due to busyness, fear, lack of motivation, or poor communication skills, many bosses/leaders today fail to ensure they and their teams are doing complete work. When shortcuts are taken, quality and customer and job satisfaction are negatively impacted, and challenge the bottom line.

Do you …

  • Ignore resolving team conflicts by agreeing there is an issue/conflict but fail to resolve it?
  • Have great policies but fail to enforce them?
  • Have well-designed systems but fail to coach, train, and manage others to use them effectively?
  • Complete part of the job and hope others will “clean up” after you?
  • Wait to feel motivated to do the complete work – and then, just keep on waiting?
  • Fail to focus (e.g., mind wandering) or allow yourself to multi-task?

It’s essential to be the type of boss/leader who gets the job done by doing complete work.

How to Do Complete Work

Hire for Job Fit. Use objective job fit data to select, coach, and manage team members for better results. Many surveys show that outcomes can be spectacular when people fit their job responsibilities and are given opportunities to learn and grow. The outcome … retention, revenues, and results increase!

Communicate Clearly. It starts with you providing transparent and effective communication. Be clear about expectations and goals, and provide the training required to achieve them. Remember, word choice matters. Be open to hearing honest communication from your employees.

Delegate and Empower. Believing in yourself and your team members is critical. Giving them opportunities to excel and expand their skills makes for a positive work experience. It shows up in the quality of the work completed and their willingness to admit mistakes, be coachable, and enjoy learning.

Provide Resources. Ensure you’re providing appropriate tools and training — it makes a visible difference.

Share Feedback in Real Time. Don’t wait until performance appraisal time since waiting allows minor incidents to expand into upsets and conflicts. Use the direct or sandwich approach to share feedback, which must occur now to make a positive difference.

Monitor Results. Without micromanaging, use digital tracking to ensure tasks are on track. Make the scoreboard available for all to see. Check for progress daily or weekly so there are no surprises or issues occurring that can sabotage results. Remind teams frequently about the purpose of the project or job and the value they provide.

Be Accountable. Accountability starts with you! It means taking responsibility for showing up, asking for help, and accomplishing the results you said you’d produce. Hire an executive coach to discover your blind spots that get in the way. For example, overcoming the fear of talking to team members about mistakes without being heard as critical. Don’t forget to face head-on the obstacles that get in the way (e.g., factions, silos, difficult team members, etc.).

Encourage a Culture of Excellence. This isn’t about perfectionism. It’s about doing quality work that elicits favorable responses from others. Don’t forget to reward and acknowledge each and every person for their efforts – it encourages more of the same complete work.

©Jeannette Seibly 2024 All Rights Reserved

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:  What does doing complete work mean? Many bosses/leaders today are incredibly busy. They do just enough to get by and hope someone else will take care of the rest. The problem? Failure to do complete work impacts everyone!  Want to better understand this required work practice? 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 the Leader You Want to Be?

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“Are you the leader you want to be? Or are you hoping someday things will change so you can be?” Jeannette Seibly

Some of you would say, “Yes!” While others would say, “I’m working on it.”

The next question is, “Are you making the right moves and building on these skills? Or are you allowing distractions to take precedence in developing your management and leadership skills?” (Hint: These are also known as excuses.)

Yes, I know. Everyone is busy. But being busy and developing your skills go hand-in-hand. They happen simultaneously, not independently of one another. (Yes, read that again.)

Your Keys to Your Leadership Success

Know Thyself. Not from “how you want to be seen,” but from “who you really are.” Authenticity makes a big difference in being an influencer, results producer, and great leader. Addressing leadership blind spots is critical. Use a qualified job fit assessment that provides objective clarity, insights, and leadership coaching for best results.

Be Aware of Your Impact on Others. All leaders impact others and influence their job satisfaction. Ask yourself, “Is it positive? Inspiring? Do others wish to be included on my teams?” If not, it’s time to address what is getting in the way now (e.g., failure to develop others, resolve team conflict, address factions, improve poor quality).

Practice Great Communication Skills. Your most significant impact on others is your ability to listen, talk, and write meaningfully. While you may believe you are a great communicator, your employees, business associates, boss, board, and clients may disagree. Get into their world or listen from their perspective to better understand this invaluable skill. Also, keep improving on it! Use a 360-degree feedback assessment to get to the truth.

Have an Executive Coach. Do-it-yourself leadership development usually fails to produce the required results. Why? Your leadership blind spots will always sabotage you without objective review. All great leaders have an executive coach. They also have an industry mentor. Make sure the people you’ve selected are helping you grow and do not simply agree with your perspective when addressing sticky situations or political workplace relationships.

Develop Resilience, Flexibility, and EI. All of these traits become good or bad habits. If you make a mistake or experience a failure, do you have the flexibility to shake it off and use your emotional intelligence (EI) to move forward? Languishing in the hurt or upset is not a good leadership trait. (Hint: We all experience frustrations – how well you recognize them and move forward builds your leadership savvy.)

Grow Retention, Revenues, and Results. Yes, all three are critical indicators of your success as a leader, regardless of why you’ve not achieved one or more of them. How you hire, coach, and manage makes a profound difference in the quality of your team, their responsiveness to challenges, and their ability to deliver on time and within budget in a quality manner!

Practice Self Care! Taking care of your mental, physical, and spiritual health is essential to being the leader you want to be. Set up a consistent schedule to keep you healthy.

©Jeannette Seibly 2024 All Rights Reserved

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: Here are great questions to ask yourself: Am I being the leader I want to be? Am I inspiring and developing others? Do others want to be included on my team? It’s time to address your skills and blind spots to become the leader you know you can be. Contact me for help in becoming a great leader that makes a positive impact.

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.