Being In the Driver’s Seat Is Required to Navigate for Results

“Bosses and leaders need to navigate to achieve results rather than settle for mediocrity.” Jeannette Seibly

Too many articles talk about navigating for results but not how to put yourself in the driver’s seat to achieve them.

I’ve led many new projects or projects requiring new results (e.g., increasing attendance, financial revenues, etc.). Every time, there were many bumps along the way in the form of naysayers, economic challenges, and team conflict. But I learned how to stay in the driver’s seat, even though periodically I wanted to bail! Instead, I worked through my uncomfortableness, relied on team counsel, and kept everyone on the same page. The accomplishment? We did it! We won! We celebrated!

In last week’s article, I discussed Are You Driving Your Results?

The question I received was, “How do I put myself in the driver’s seat in the first place?” It’s an interesting question that is seldom asked.

The answer: It’s a conscious mindset of making the decision and commitment to be the driver and set up yourself and your team to win!

How Do You Drive Results Without Being Pushed into the Passenger Seat?

Be Uncomfortable. When you feel uncomfortable today, it’s easy to use that as your excuse and get off track. Many times, you do it covertly and allow your fears to dominate. The problem? You give up the driver’s seat and the opportunity to learn the skills necessary to acquire the experience! In the book Hidden Potential, Adam Grant talks about how people acknowledge their uncomfortableness as they begin a project and work through the discomfort to become highly proficient and achieve unprecedented results.

What is the reality for you as a boss and leader?

Be Willing to Participate. Too many want to sit back and observe and not participate in the creation process, managing differing opinions, and the ups and downs of getting and keeping everyone on the same page (hint: this is an ongoing process – not an “I did it once and now I’m done.”). The problem? Once you’ve given up the driver’s seat (to observe), it isn’t easy to get it back and steer towards the intended results!

Find Counsel. Asking for help is different than looking for advice on social media or asking all of your co-workers for their ideas. Hire an experienced executive coach who provides counsel by listening and guiding. Just because you’re in the driver’s seat doesn’t mean you have the experience to move a team from start to finish without challenges and have everyone satisfied with the results.

To keep everyone on the same page and moving forward:

  • Share your experience in working through past challenges.
  • Speak with the end result in mind.
  • Be open to brainstorming new ideas when the current ones are not working.
  • Acknowledge initiatives and steps taken by team members, individually and as a group.
  • Be authentic, and know you don’t have all the answers!

Being open to new ideas is how you stay in the driver’s seat and make a positive difference. An experienced executive coach will keep you thinking as the driver.

Celebrate! Too many drivers forget to honor their team members individually and as a group. Or, only do so if there is a win! It’s important to remember that even a failure can provide positive learning opportunities. Conduct a group debrief of What Worked? / What Didn’t Work? Celebrate. Create brags! The process honors you as the driver and your team members, too!

©Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of 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 31 years. Contact Jeannette to learn more about this state-of-the-art job-fit assessment tool or how to coach and manage your people to achieve extraordinary results.

A note from Jeannette: How do you put yourself in the driver’s seat? It’s not hard, but it requires a conscious mindset to decide and commit to being the driver, especially when you feel uncomfortable and ready to bail! Want to tap into my 31++ years of experience in driving results? Contact me now with your questions!

It’s time to get honest and genuine! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes for 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Are Your Future Bosses and Leaders Ready to Lead the Way?

“Preparation is the key to success – that includes developing your team’s talent as future leaders too!” Jeannette Seibly

“Leader and manager development” is at the top of the list of priorities for HR leaders during 2024, according to Gartner’s annual HR Priorities survey.

According to the survey, here are several of the factors driving this priority:

  • Productivity anxiety
  • Employee conflict
  • Mutual distrust between employees and bosses
  • Pressure for operational proficiency

Also:

  • Bosses (managers) are overwhelmed by the growth of job responsibilities
  • Bosses (managers) are poorly equipped to lead change

The bottom line – here are the mistakes we often make:

  • We wait until the new leader or boss has been given the job title before we provide the tools and training required to do the job. But that is not enough!
  • We assume there is no difference between being a top performer versus being the boss. But leveling up and the added responsibilities will cause failure. (Level up = emotional intelligence, flexibility, and resilience to name a few).
  • We subscribe to the traditional sink or swim mentality of letting them figure out their new job on their own! (Yes, there are still employers that rely on this poor practice.) We only intervene when it’s necessary to put the new leader or boss on a performance improvement plan or fire them if there is too much turnover, conflict, or other nefarious outcomes!

All of these costly mistakes ensure loss of top talent and customers, while negatively impacting business revenues and results.

How to Prepare Future Leaders and Bosses

Start with:

Develop a Career Pathway.

  • What are the person’s primary interests and goals?
  • How can they achieve these in your workplace culture?
  • What type of training and education is required to meet the company and the person’s goals?

Map out the career pathway in writing and provide the dollars necessary. Remember, not all people should be or want to be bosses or managers of people to move up in the company. This often-overlooked issue can be very expensive when the person fails and leaves the company.  All their knowledge, experience, and other attributes go with them! And, your reputation as an employer suffers too. Create different career ladders and opportunities for employee growth. This should include exposure to cross-training and other customer related opportunities.

Use Valid and Reliable Job-Fit Assessments. It’s important to hire and promote based on job fit. Another benefit of using objective data and predictive validity (the ability to measurement or predict future performance in a job) is the ability to change the job responsibilities to fit the incumbent’s thinking style, core behaviors, and occupational interests! Some job-fit assessments also provide leadership reports with objective data and insights into strengths and areas for development. Remember, people today refuse to work in jobs that don’t reflect their interests and do not provide perceived value to advance them on their career pathway!

Now, Provide Hands-On Training and Development:

Build Expertise. While providing ongoing leadership and management training is important, it’s even more important that they are given opportunities to use the training and develop those skills!

Example: “1 in 5 managers would prefer not being people managers.” Yet, guiding them to learn how to work with and through other people is required in most jobs. But managing people working on projects is different than managing people on a daily basis.

Ideas for development include: leading team projects, working on a corporate team project, being on boards for non-profits and for-profits too, volunteering, etc. The key is to ensure they are actively participating and not just observing!

Proficiency with Technology. Technology and innovation are here to stay! It’s important future leaders and bosses develop an entrepreneurial spirit or curiosity to think like a business leader and drive needed change. If they don’t have the authentic curiosity or interest in technology or business, your company and customers will suffer.

Provide Talent Mobility. Post jobs and allow employees to be considered for them. This provides incentives for them to expand their skills and knowledge – always critical components to improving retention, revenues, and results! Remember to use a strategic job fit selection system for internal job transfers and promotions. Have candidates interview for the job as if they were new job candidates. Also, review their job-fit assessment results and training and education to-date.

Ask these types of questions (these are offered to get you thinking):

  • What was your most recent mistake? What did you do to fix it? What did you learn from it? (Listen for: coachability, awareness)
  • How have you used xxx (pick one or two new skills) effectively? How do you know you were using it effectively? (Listen for: ability to adapt, be flexible, and use skill appropriately)

Also, conduct internal reference checks. Example: True story – a young man was promoted by his boss because of the young man’s likability. The problem? He wasn’t courteous or likable by his co-workers and customers(!) – his overconfidence and ego got in the way too often!  

Use Objective 360-Degree Feedback Assessments. Many companies use internally designed 360-feedback questionnaires. Most of these create a lot of employee apprehension rather than provide valid insights for bosses and leaders. The main reason? There is no objective measurement being used! Pay now or pay later when using internally designed 360-degree tools versus professionally validated assessments.

©Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of 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 31 years. Contact Jeannette to learn more about this state-of-the-art job-fit assessment tool or how to coach and manage your people to achieve extraordinary results.

A note from Jeannette: Are your leaders and managers (bosses) ready to lead? Are they comfortable with change? Do they have the interests to develop the skills and competencies required? Want to tap into my 31++ years of experience of developing effective leaders and bosses? Contact me now with your questions!

It’s time to get honest and genuine! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes for 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Bosses and Leaders Need to Develop Conflict Resolution Skills

“Resolving conflicts between employees and teams is a top 2024 challenge for bosses and leaders today – but they are not ready!” Jeannette Seibly

Many bosses and leaders today need to focus on conflict resolution between individuals or teams more so than ever. But they are not ready. (Gartner Research) It no longer works (and never did) to rely on “Do as I say.” Or ignore conflicts and difficult employees while hoping the issue will take care of itself. While some will fire the perceived offender, this doesn’t resolve the real issue since it takes more than one person to create conflict.

Unresolved conflict is like a virus – it spreads invisibly into everything we do – and causes top talent and customers to leave!

Reasons conflict resolution has become a top issue during 2024 for bosses and leaders:

Employees are:

  • Taking comments and situations personally
  • Unaware of the negative impact they have when not doing their work as required
  • Unwilling to value the facts over gossip, lies, and innuendos
  • Upset when they feel unfairly treated (I’m right, and they’re wrong)

Boss and Leaders lack the following:

  • Willingness to be effective and instead focus on likability (not rocking the boat)
  • Ability to create win-win-win results (I’m the boss, and I’ll do it my way)
  • Skills or interests to get to the core of the real issue(s)
  • Objectivity is required, and instead, listen to the “loudest” or “favored” person or group
  • Emotional Intelligence (EI) skills are required to effectively manage brainstorming sessions and allow for differing opinions to create new solutions – when this is not managed effectively, it is experienced as conflict

Addressing conflicts requires getting to the core upset or issue. This can be difficult due to the various communication styles and skills in today’s workplace. Additionally, perceptions of how co-workers, bosses, and customers should talk and behave are traditionally handed down through family cultures, communities, and religious beliefs.

The solution? Everything can be resolved through communication. Often, you are unwilling to talk it out and resolve conflicts because you dismiss other’s thoughts and feelings as unimportant.

Three Key Communication Skills

Listening Skills. Focus on listening, being present, and hearing what others are saying. Listening takes awareness and lots of practice. It requires being present during conversations and not letting your mind wander. It’s especially difficult when you cite, “I’m too busy,” and fail to listen!

Remember, the longer a conflict goes on, the more mischief, factionalism, and other costly challenges occur (offsprings of the original issue). It’s important to unravel the core problems before you move forward. These conflicts do NOT go away on their own without working through the facts.

It’s up to you as the boss and leader to exemplify the skills required! To improve listening and reduce misinterpretations during meetings (a significant source of conflicts), a good place to start is with no “cell phones” allowed during meetings! Hold your supervisors, managers, and management team accountable and responsible for doing the same! Employees will follow your lead.

Speaking Skills. Many employees have limited speaking skills in the workplace for various reasons (e.g., different primary languages, fear of voicing their ideas, and remote and hybrid work concerns). Learn to speak slowly and carefully and engage all team members during meetings, virtually and onsite. Keep your word choice simple and be able to use synonyms (similar words and phrases) to help employees and team members understand what you’re saying.

Stay away from sound bites or using jargon. When explaining decisions you’ve made, be prepared to answer questions without diminishing any question as unimportant. When you humiliate one team member, others will side with them — causing instant conflict.

Influential leaders know that miscommunication is one of the top reasons for employee conflicts today! The words you choose and whether or not you listen make a big difference in causing or managing conflict. It takes less time to ensure everyone is on the same page today than to deal with tomorrow’s conflict.

Non-Verbal Gestures. While verbal and written skills are essential, non-verbal skills account for 80 percent or more of what people hear (e.g., tone of voice, hand gestures, head nods). Given that interpretations of gestures are often based on family and community cultures, one gesture may mean one thing to one person and something different to another. Take the time to talk through these differences. It’s time to listen and learn.

Three Key Solutions to Diminish Conflict

Hire Yourself an Executive Coach. Many leadership blind spots can create conflicts. Address them as they occur and work through them. You’ll become a more decisive leader and boss.

Training and Development. To reduce conflicts, close the communication gaps. This requires investing money to create onsite workshops and video training libraries. Hold everyone accountable for developing and using these skills—especially all leaders, bosses, and supervisors.

Use a Qualified Job Fit Assessment. How do qualified job fit assessments reduce conflicts and improve communication? They help team members understand objective differences in each other. They also provide a foundation for those difficult conversations about difficulties experienced when working with each other. For example, with objective data, employees are less defensive about traits that impede team progress (e.g., a hyperactive employee attempting to work with an employee who fails to meet deadlines).

Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of 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 31 years. Contact Jeannette to learn more about this state-of-the-art job-fit assessment tool or how to coach and manage your people to achieve extraordinary results.

A note from Jeannette: Conflict resolution has become one of the top 2024 issues bosses and leaders must address! But many are not ready to do so for a variety of reasons … and I’ve seen too many to count. Want to tap into my 31++ years of experience? Contact me now with your questions!

It’s time to get honest and genuine! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes for 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Hiring for Likability Causes Company Results to Suffer

“Likable job candidates are easier to hire but harder to fire.” Jeannette Seibly

Why is it so easy to hire based on “likability?”

Job candidates:

  • Are positive
  • Listen to what you are saying
  • Smile a lot

The problem?

  • They tell you what you want to hear
  • You fail to ask job-related questions
  • You don’t listen to their actual responses
  • You fear deep-diving into their actual skills and responses
  • All because you like them

The results?

  • Customers are upset they have another person to train on your behalf
  • The new “likable” employee has little to no interest in doing the job as it needs to be done (e.g., the employee lacks the initiative to get answers the customer needs)
  • The hiring boss waits too long to let the person go — in the meantime, the bottom-line results suffer due to loss of customers and top talent (again)

In a recent video, a GenZer claimed that bosses should hire based mostly on someone’s likability. The problem? Most companies have been doing that for decades. Now, turnover and poor job fit are at an all-time high since we have negated the importance of job fit, an important indicator of job success.

A new employee was hired to train employees in an insurance agency — the hiring boss liked her spunk and positivity. But she had no experience working in an agency, having previously worked in the benefits division of a large company. The current employees, who had also applied for the job, were now expected to train the trainer. The new trainer lasted 60 days. While everyone felt she was “likable,” the truth was that she was ineffective in training people to succeed in their jobs due to her lack of hands-on experience and poor job fit. (She worked better in a large corporate setting.)

These Are the Pitfalls When Hiring for Likability

Hiring too quickly. On average, many hiring bosses and leaders make a “yes” or “no” decision within 4.3 minutes of meeting the job candidate based on likability and other biases. For example: “It’s unusual for job applicants to like the color orange – I love orange too.” OR “They attended the same college I did.”). Note: Yes! These situations happen all too often and have no objective basis for job fit!

Relying on fragments of information. Savvy job candidates are likable and are good at telling hiring bosses what they want to hear. Since the hiring boss feels good about the person, s/he fails to ask job-related questions and deep dive to determine if the person has the required work experience. As a result, many hiring managers make decisions based on fragments of information instead of obtaining complete objective data.

Failing to admit we are wrong. When a person is likable, many hiring bosses will defend the job candidate even with data that shows they are not a good fit for the job (e.g., hiring accountants with excellent math skills but no interest in using them). Why? Once we’ve made up our minds, it’s difficult for us to change and admit we were wrong (again). Remember, this happens way too often… you cannot change a person’s fit with the job, but you can change the job to fit the person. Examples: People may learn the skills but lack the interest in using these skills effectively. OR, Former employees from large corporations find it difficult to work in smaller environments where more initiative is expected to keep the customer happy.

Expecting them to clean up issues. While likable job candidates will tell you what you want to hear, they do not have the capability to make the tough decisions and have the difficult conversations to “clean up issues” they were hired to do.

How to Focus on Job Fit and Less on Likability

Create a Strategic Job Fit System. Then, follow it! It’s not complicated. But it does require accountability and responsibility for who you hire and why you hired that person(s).

Use Qualified Job-Fit Assessments. It’s crucial to see the “whole person” (e.g., thinking style, core behaviors, and occupational interests). Using the wrong assessment allows applicants to show themselves as they want to be seen, not as who they are. With over 3,000 published assessments available, it can be difficult to discern which ones comply with the Department of Labor guidelines for pre-employment and selection use. Recommendation: Ask for a technical manual and check for distortion, predictive validity, reliability, and validity coefficients. (See Chapter 9, Use the Right Assessments and Skill Tests, Hire Amazing Employees). Using the correct assessment correctly makes all the difference in the selection process!

Conduct Due Diligence. It’s not uncommon for applicants to provide education, job titles, and companies that don’t exist! (Yes, likable job applicants can lie.) Make sure to conduct background, licensing, education, and other checks. Many times, using a third-party provider ensures a thorough and consistent process. (SEE Chapter 17, Types of Checks, Hire Amazing Employees)

©Jeannette Seibly 2024 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of 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 31 years. Contact Jeannette to learn more about this state-of-the-art job-fit assessment tool or how to coach and manage your people to achieve extraordinary results.

A note from Jeannette: Too often, we hire based on likability and ignore selecting for job fit (employees that fit their job responsibilities and workplace culture). But with high turnover of top talent and customers, poor job fit impacts results and your bottom line. With a well-designed job-fit selection system, let’s make 2024 a great year. Want to tap into my 31++ years of experience? Contact me now with your questions!

It’s time to get honest and genuine! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes for 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Get Real About Achieving Results

“Achieving real results requires you to do the work and not rely on excuses or other mental gymnastics.” Jeannette Seibly

How do you get real about achieving results? If you’re like me and most people, we create an idea or goal in our heads (and sometimes write it down on paper). Then, we overanalyze it, find fault, and ditch it before giving it a chance!

Creating real results requires making the decision, creating the plan, and honoring the commitment. These are needed to blast through the inevitable obstacles and celebrate a great 2024!

3 Most Common Places You Stop

  1. Make the Decision. Your goal or intended result requires a “Yes” or “No.” Either will move you forward. “Yes” is the first step towards achieving the results you want to achieve. “No” allows you to move forward with another goal or achieve different results. What if you’re really uncertain? Play the advocate for each side. Write down at least 5 reasons it could work. Now, decide.

Get real and don’t stop: Stay out of “maybe” or “if the universe wants me to do it” or your endless excuses. These do not honor your inner power, dreams, and goals. Often, we rely on these phrases and behaviors instead of taking responsibility for selecting the right coach, putting together the team, and playing to win the result.

  1. Create a Goal and a Plan. Yes, I know. You hate writing out a plan for fear of failure. Guess what? I behaved the same way until I worked with my coach, wrote down my goals, and achieved a financial gain of 125 percent!

Writing the goal (yes, handwritten) clarifies the intended result, keeps you in action, and guides you to complete and achieve the result! It doesn’t need to be a formal plan. Don’t forget to address the following areas in your plan as they are, not as you believe they should be. (For example, hoping Joe will be a great accountant when he hates working with numbers is inconsistent with achieving real results.) Here are the areas to review: Financial, People (Team), Operations, Sales, Marketing, and Legal (feel free to expand the list).

Get real and don’t stop: When things are not working the way you want, do NOT change the goal! While you may rationalize the change, your inner power recognizes it for what it is: fear. It’s time to believe in yourself and your team! Use What Worked?/What Didn’t Work? to clarify what is missing in your plan or mindset.

  1. Make the Commitment. This is often overlooked. We can decide to do something but fail to commit to doing it! For example, you can choose to hire a new team. But unless or until you make the commitment and take real action, nothing will happen that creates real results! When you make and honor your commitment, you will blast through fears and other detractors and deterrents.

Get real and don’t stop: Using the above example, Instead of relying on how you’ve always done it (with poor results), stop! Breathe! Get real about how you hire and take action to improve your system. Otherwise, you’ll be waffling about, or talking about, how to hire and select the team that best fits their jobs! Talking about it doesn’t give you the real results!

A Couple of Other Reminders!

Achieving Results Is a Process, Not an Event. I used to hate processes! Yet, I’m very good at creating them. Since I love achieving intended results and wanted more of them, I had to overcome hating systems and expand my mindset! Remember, without a good process (one you can build on), you won’t achieve real results now or in the future!

Celebrate Each Win. Each step forward is a win. Each lesson learned, or failure experienced is a win. Remember, Thomas Edison wrote, “I have not failed. I’ve just found 10,000 ways that won’t work.” Don’t forget to update your brags along the way!

©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, it 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: This is the time of year to get real about achieving results! What are your thoughts and feelings that get in the way? This week’s article focuses on expanding your mindset and making 2024 count! Need help getting out of your own way? Have questions? Contact me now!

It’s time to get honest and real! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes during 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

NEW PODCAST INTERVIEW: This just in!!

I was recently interviewed by Dr. Barnsley Brown on the Bold Badass Business Owners show, and the video interview is now up and ready for you to enjoy!  Click here:  https://www.youtube.com/watch?v=hOSQUADEG6A

And if I may humbly say so, it’s one of the best interviews I’ve ever given…. Not a bunch of fluff stories, though I promise you’ll learn stuff you NEVER knew about me “behind the scenes.”

The interview is filled with business brags you can implement immediately to create the stellar sales, satisfaction, and success you want.

And do me a favor would you?  Be a hero and forward this podcast to your friends and colleagues who are in business or thinking of starting a business.  They’ll thank you for it.

Now check it out: https://www.youtube.com/watch?v=hOSQUADEG6A

Spotting Hidden Talent Easily

“Selecting people based on job fit increases employee and customer retention and profitability.” Jeannette Seibly

Did you know hidden talent can be easily spotted using a well-designed job-fit selection system?

While everyone is complaining about the difficulty in finding “hidden talent,” the reality is that the person could be right in front of you! However, your biases often get in the way of seeing their hidden talents. Other blocks that can get in the way include lack of objective data, unrealistic expectations … the list goes on and on.

Bottom line: We miss spotting hidden talent due to a lack of good, reliable, and objective data when making our hiring, promoting, and job transferring decisions.

Here Are Ways to Avoid These Common Pitfalls

Prepare Job Applicants. Send them a helpful video about your interview process and what to expect. Remember, for many, this is their first time talking with your company. Provide several interview questions (and be sure to ask at least one or two of these questions) so they feel comfortable with your selection process. I would also recommend sending them a link to the brag book: “How to Sell Yourself Anytime, Anywhere: Start Bragging!” Many applicants have hidden talents that they need to learn how to share effectively!

Use Valid a Honesty/Integrity Assessment. These direct admission tools can help weed out those job candidates that are good at selling themselves, but have things to hide. They also help provide safer workplace environments. Be sure to check with local and state statutes to avoid asking inappropriate questions (e.g., age, marital status, children, etc.).

Conduct Phone Screen Interviews to Gather Objective Data. Ask questions designed to reveal the facts of their past employment and education. Remember, verifying and documenting is essential. Too often, job candidates fail to get honest about job fit… they want the job. (For help in creating questions, READ Chapter 10, Hire Amazing Employees)

How many times have you hired someone and 2 hours or 2 weeks or 2 months later realized who you interviewed was not the person who has showed up for the job!

Use a Qualified Job-Fit Assessment. It’s crucial to see the “whole person” (e.g., thinking style, core behaviors, and occupational interests). Using the wrong assessment allows applicants to show themselves as they want to be seen, not as who they are. With over 3,000 published assessments available, selecting ones not designed or complying with the Department of Labor for pre-employment and selection use is easy. How do you know the difference? Ask for a technical manual and check for distortion, predictive validity, reliability, and validity coefficients. (See Chapter 9, Use the Right Assessments and Skill Tests, Hire Amazing Employees). Using the correct assessment, the right way makes all the difference in the selection process!

Interview for Job Fit. Too often our beliefs in the skills required are sabotaged by our subjective biases (e.g., since they are good in math, they will be good accountants or financial consultants; since they were friendly during the interview, they’ll be great bosses; etc.). Ask job-related questions and listen! Deep dive into their responses using the “Rule of 3” to determine the depth of their skills. (For additional insights about “Rule of 3” and creating job-related questions, READ Chapter 10, Hire Amazing Employees)

Conduct Due Diligence. It’s not uncommon for applicants to provide education, job titles, and companies that don’t exist! Make sure to conduct background, licensing, education, and other checks. Many times, using a third-party provider ensures a thorough and consistent process. (SEE Chapter 17, Types of Checks, Hire Amazing Employees)

Require Onboarding for Best Results. Start when the job offer is accepted and will continue over a period of months. Otherwise, your newest talent will “leave” while remaining on the payroll. (READ: Chapter 20, The Success of a New Hire Is Up to You! Hire Amazing Employees)

©Jeannette Seibly 2024 All Rights Reserved

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

A note from Jeannette about discovering hidden talent: Often, we miss spotting hidden talent due to the lack of good, reliable, and objective data when making our hiring, promoting, and job-transferring decisions. With a well-designed job-fit selection system, let’s make 2024 a great year. Need help? Have questions? Contact me now!

It’s time to get honest and real! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes for 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus … they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Healing Our Inner Power Creates Leadership Success

“Healing our inner power is important to create a healthy and wealthy career.” Jeannette Seibly

What is inner power? It’s a: Quiet force within you that knows when to act and when to move and gives you the strength to do so. (Psychology Today)

When do leaders experience a loss of inner power? When you:

Many attempt to hide these types of losses or ignore them due to feelings of guilt, shame, or wanting to look good.

Remember, your inner power helps you stay resilient and resourceful and allows you to bounce back faster. It requires taking the time to recognize, factually, what occurred and your feelings associated with it. Then, do the work to move forward. (An excellent way to objectively discover what happened is to complete the worksheet “What Worked? / What Didn’t Work?)

10 Healing Ideas to Reclaim Your Inner Power 

  1. Make the Commitment. Nothing can genuinely change until you become responsible for where you are now and commit to moving forward. In my many conversations with leaders who have experienced a loss of inner power, they re-presence this declaration. It became the line in the sand of before and after. It’s when they get into focused action to move forward.
  2. Stop Creating Endless Goals. Attempting to pursue more than three goals at a time is usually too much, and why most people fail to achieve any of them. Get real about what you really-really-really want to accomplish. Now, get into focused action.
  3. Hire an Executive Coach (or other appropriate coach (e.g., health, finance)). The best way to move past a business or career loss is to get help. Work with the right coach to guide you in the right direction without the devastating ups and downs of trial and error. Please don’t make the common mistake of trying to do it yourself to avoid feeling shame or guilt. It’ll be more challenging to move on and achieve the needed wins.
  4. Know Yourself. Self-awareness is critical. Many leaders believe they know and trust themselves but are afraid to be seen as they are. It’ll take a toll on your health and well-being if you don’t get honest. Make sure to become aware of your blind spots and inherent talents. Now is an excellent time to discover them and learn new ways to develop your natural strengths. Remember, you cannot build your inner power on weaknesses.
  5. Build Healthy Relationships. Take the time to build positive professional, personal, and family relationships. Spend time with like-minded people by reaching out and taking the time to get to know them. Don’t forget to offer help as appropriate.
  6. Grieve Your Loss, But Don’t Wear It On Your Sleeve. When a loss occurs, take time to grieve. It’ll come out unexpectedly and hurt your progress if you don’t. For example, if your loss of power is due to a job or financial loss, it may be time to review the direction or path you’ve been pursuing.
  7. Hire a Licensed Therapist. It can speed up the healing process and help you make needed changes.
  8. Get Your Brag On! Take the time to conduct a “brag” inventory, and include strengths and successes you’ve experienced. This process helps you focus on “what’s next” instead of living in the past.
  9. Be Mindful. Practice mindful breathing and learn to be present during conversations. It’s where the aha’s occur!
  10. Love Yourself (for who you are and who you are not). Now is a great time for self-reflection. Journalling will help you grow and learn from your experiences.

©Jeannette Seibly 2022-2023 All Rights Reserved

Jeannette Seibly is a champion for success. As a leader, do you have bosses that are difficult for teams to work with? Jeannette’s depth of experience and wisdom can transform those bosses from hated to respected! Contact Jeannette for a confidential discussion.

A note from Jeannette about healing an inner loss of power: We don’t know what 2024 will bring us after a year of economic, political, and worldwide upheaval. The key is to reclaim your inner power. It’s something you need to do each and every day. Since this is not an easy process, now’s the time to talk it out and claim it. Contact me for a confidential conversation.

It’s time to get honest and authentic! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes for 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

 

Are You Frustrated that You’re Unable to Find and Keep Top Talent?

“Are you feeling the stress due to your hiring practices? It’s time to make real changes.” Jeannette Seibly

There are four often overlooked reasons.

Many companies realize they have a problem finding and keeping top talent. They even know it’s due to their hiring managers’ bad habits and practices!

But realizing the obvious (e.g., interviewers need training) does nothing to create a positive difference with your job fit selection system.

How to Improve (not just read about) Your Company’s Retention, Revenues, and Results!

Use the Right Job-Fit Assessment. Legal and scientific (e.g., validity, reliability, predictive validity, and distortion) factors are often overlooked! And most assessments are not designed to comply with the Department of Labor Guidelines for pre-employment and selection purposes. Using the right one will help you achieve real results (e.g., salespeople who can close sales and CPAs/financial planners who enjoy working with financial data). When selecting a job-fit assessment, ask for the Technical Manual. Beware … run the other way if they provide a letter from their attorney. These letters are designed to protect them, not you! (Read Chapter 9, Use the Right Assessments and Skills Test, “Hire Amazing Employees)

Ask Job-Related Questions. Even though most hiring bosses know better, many ask inadequate or inappropriate interview questions. For example, “What’s your favorite movie/book/color/restaurant?” These questions have nothing to do with the job and are illegal! The focus needs to be on questions that address: Can they do the job? Are they willing to learn the job? Will they actually do the job? Can they be successful in doing the job here? (For help designing interview questions: SEE Chapter 12, Pointers for Successful Interviews, “Hire Amazing Employees”)

Recognize Your Competition’s Top Producer May Fail in Your Company. No two companies have identical cultures and values. It’s why a top results producer in one company may fail in another! A well-designed job-fit selection system will reveal whether or not they will succeed at your company. (SEE: Chapter 2, Create a Strategic Selection System, “Hire Amazing Employees”)

Know Your Biases and Judgments Make Little Difference. Yes, we ALL have them! Even you! How do you minimize the negative impacts of the biases and judgments? Recognize them using a well-designed job-fit selection system to hire, promote, and transfer your people! Do this now before the next rendition of the “Great Resignation” or “Great Attrition” occurs in 2024! It will save time, customers, and sleepless nights. (SEE: Chapter 1, The Selection Triad – What Is It and Why Should You Care? “Hire Amazing Employees”)

©Jeannette Seibly, 2023 All Rights Reserved

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, it always starts with having the right people in the right jobs! She has been an Authorized PXT Select Partner with Wiley for over 31 years. To learn more about this state-of-the-art job-fit assessment tool, contact Jeannette.

Improve How You Speak to Create Better Results

“Your manner of speaking will create followers or detractors.” Jeannette Seibly
  • Have you ever attended a meeting where the F-bomb was used too often?
  • Do you or others use too much jargon or innuendos, leaving people annoyed?
  • Do you stop listening to people who talk for the sake of talking?
  • Have you been uncomfortable when sexist or racial comments are made?
  • Do you need to let everyone know when you are frustrated or upset?

When we’re honest with ourselves, we can all answer “yes” to the above questions.

The truth is that communicating with others can be exhausting when poor speaking habits are used. As a current or future boss, leader, and influencer, improving your way of speaking will create better results for your team, customers, and business.

How to Transform Your Speaking Style to Achieve Positive Results

Start your comments with the end in mind! This will keep your words on point, making you less likely to ramble. When sharing, focus on moving the conversation forward, not rehashing what’s already been said. It keeps your listeners listening!

Stick with common words. Use simple words. For example, use ‘generous’ instead of ‘magnanimous.’ Using common words gets everyone on the same page faster and keeps everyone’s attention. Remember, when writing (emails, memos, manuals, articles, or books), people do not look up the big words and will stop reading if you use more than one.

Stop talking to talk. Many people talk too much and too long. Then, they use inappropriate words, jargon, or innuendos to bring back the team’s attention. Instead, learn to share a personal experience or story. Keep it smart and simple! Really, really, really smart and simple! (Hint: Stay away from the details!)

Define jargon. Use the actual words when using jargon. Example: A/R, A/P, and ROI use Accounts Receivable, Accounts Payable, Return on Investment). It keeps the audience listening to you! Remember, while those listening will say they understand, they are embarrassed to admit they don’t. It also prevents miscommunication when the audience relies on their interpretation.

Refrain from innuendos and gossip. It hurts your credibility since 99 percent of the time, you don’t have the facts. Get the facts and share them with the person who can make a difference (e.g., theft – talk with security or HR; not doing their share – talk directly with the person; poor job of hiring the right people – talk with the hiring boss, HR, and your CFO/Controller).

©Jeannette Seibly 2023 All Rights Reserved

Jeannette Seibly is a champion for bosses and teams delivering intended results. Does your company or department have a persistent problem? Jeannette’s depth of experience and wisdom guides clients to achieve intended dynamic results consistently! Contact Jeannette for a confidential discussion.

A note from Jeannette about improving how you speak and the results you achieve: Do you want to improve your results and those of your team? Improve how you speak, your choice of words, and pay attention to your audience. Contact me for a confidential conversation about becoming a great communicator! 

The coach is in! Are you ready to build your confidence and success as a boss? A great boss works with an experienced executive coach as a sounding board. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams. Along the way, they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs. Remember, your effectiveness, influence, and confidence will accelerate when you have a coach.

What Do You Do When Your Team Is Hurting Results?

“When a team fails to achieve intended results, bosses and leaders need to look in the mirror first for answers!” Jeannette Seibly

No one likes to think their team is hurting results. But dismissing the issue, believing it’s unimportant, and failing to take responsibility for the systems and outcomes is a no-win for teams, bosses, customers, and leaders! Remember, finding new customers and talent costs a lot of money. And it overlooks the necessity to improve quality and your team’s reputation!

Tips to Discover and Improve Results

Get into Action. Ask questions to get to the core of the issue. Use an objective process: “What Worked? / What Didn’t Work?” Debrief as a team. This exercise will end the usual finger-pointing or the blame game. During this process, use acknowledgment for the “good things that did happen.” Appreciation encourages viable solutions!

Be in Communication. Keep your team and co-workers apprised when there is an issue. Ask questions after conducting your team debrief to see what else may be missing. Do this immediately, BEFORE talking with the customer or other people affected. Keep everyone up-to-date while valuing their input! Promise to resolve the issue(s). (Very Important Hint: Don’t drop the ball … people have long memories when promises are not kept! These memories can stifle your co-workers and team from working with you in the future.)

“Excuses don’t help make things better. They only offer a rationale to avoid trying.”

Simon Sinek

Bring in Outside Expertise. Everyone wants to hide that they failed to achieve the intended results, fearing embarrassment and humiliation. Consider that bringing in outside help takes the pressure off you to have all the answers. (Hint: You don’t; others may not value your opinions right now.) Work with these experts to diagnose the actual issue. Listen. Make appropriate changes. Don’t forget that ongoing and consistent training is crucial when developing new habits!

Use a Qualified Job Fit Assessment. When teams and team members fit their job, it diminishes miscommunication, factionalism, and other mischief! Often, issues can be resolved by using people’s strengths and placing them in the right jobs! First, refine job descriptions and job responsibilities. Second, develop the skills that impact the quality of the results: communication, critical thinking, and team management.

Top-Down Challenge. When results fail, many bosses and leaders focus on the bottom-up (employees v. management). Consider the issue may be you! While many bosses and leaders believe they are above reproach, their rigid perspectives and do-as-I-say mindset get in the way. Remember, it’s not business as usual anymore! Bring in an executive coach/consultant to improve the management team’s coachability and ability to coach others for results. Then, empower each boss and leader and provide the tools to make the necessary team changes.

©Jeannette Seibly 2023 All Rights Reserved

Jeannette Seibly is a champion for bosses and teams delivering intended results. Does your company or department have a persistent problem? Jeannette’s depth of experience and wisdom guides clients to achieve intended dynamic results consistently! Contact Jeannette for a confidential discussion.

A note from Jeannette about when your team hurts intended results: Set aside the normal finger-pointing! Now, create conversations and solutions to create win-win-win outcomes. Contact me for a confidential conversation about how to have conversations that produce intended results.

The coach is in! Are you ready to build your confidence and success as a boss? Great bosses work with an experienced executive coach as a sounding board. I have extensive experience and wisdom in guiding bosses and leaders to hire, coach, and manage their teams. Along the way, they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching program. Remember, coaching speeds up your ability to achieve intended results for you and your teams!