Optimize Human Performance

What Are You Investing In? Probably Not Your Talent

July 22, 2024 by Jeannette Seibly

“What you focus on expands, and so do your results!” Jeannette Seibly

Many bosses/leaders have a budget and are looking at the next technology, sales system, or AI they can buy to build their company’s success and attract and keep customers. Sadly, they fail to provide the dollars required to train and develop their most important asset: their employees. They forget that team members are the main reason customers stay or leave.

Investing in your talent impacts your company’s results when:

People are promoted to jobs without the necessary training and coaching for success
Employees do not receive the proper training to support your client’s needs
It becomes challenging to job transfer employees due to a lack of upskilling

Studies have shown that training and development improves morale and retention, attracts top talent, boosts individual and team performance, and keeps customers from straying to your competition.

Many employees today value training and development. Remember, while many technical skills need continuous upskilling, don’t overlook the essential skills of communication, critical thinking, and ethics (to name a few).

Develop the Team Members and Achieve Amazing Results

Job Fit. It starts with hiring and knowing their strengths and weaknesses based on objective data. Hiring the right person for the wrong job equals poor job fit. And no amount of training and development will make them a superstar. Poor job fit can be very costly. If that is not enough to get your attention, studies have shown it can cost over $300K per person when you hire someone who is not a good fit.

Career Pathing. Not all employees are alike! Their career path should reflect the skills required for the success of their job and accomplishing their long-term goals. This makes it easier to upskill and focus on needed training to prepare for job promotions and job transfer. Example: One top employee wanted to return to his hometown in a different state. The company paid for the transfer. However, the employee could not operate independently without the structure of the office environment. Within a year, the employee left to work for a competitor.

Personalize. Similar to the Career Pathing above, not all team members need the same training. Listening would be a better skill to develop for someone fearless in speaking up than focusing on learning how to talk in meetings. Use a qualified job-fit assessment to provide objective insights and clarify areas that must be designed to improve effectiveness.

Leadership and Management Development. Even though many employees today say they have no interest in being a boss or leader, the truth is they don’t have the training and are not given the opportunities to showcase these skills. While they may not want the job title or responsibilities, the training can be priceless in supporting them to lead teams, manage projects, and improve personal job satisfaction.

Critical Interpersonal Skills Are Crucial. Communication, critical thinking, and ethics training (to name a few) are crucial skills needed today more than ever. It requires ALL employees to develop them ongoingly. Remember, these skills can be used everywhere with anyone at any time in their lives.

Use a Mix of Training Delivery. Use podcasts, face-to-face workshops, virtual training, etc. Remember, not all people learn the same way. Ensure the trainer or presenter uses a mix of media, games, and other engaging ways to help facilitate everyone getting value.

Appreciate Progress. All bosses/leaders must acknowledge each employee and their teams for steps taken and growth observed — what you appreciate strengthens the person’s confidence and competence in using their new skills. When a skill is not used appropriately, fine-tune it with spot-on coaching to steer the employee and team forward.

Hire an Executive Coach. Everyone, especially bosses/leaders, must have an external executive coach and an internal mentor. The executive coach can provide objective insights and confidentially address issues while steering you through sticky situations and political working relationships. An internal mentor can guide your ability to work with people through industry, professional, and company silos, factions, and other political elephants.

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: Are you adequately investing in your employees and teams? Many will spend more time and money on technology and overlook their people’s critical development. Need help fine-tuning your training and development 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 using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

How to Choose Expectations that Produce Positive Results

July 8, 2024 by Jeannette Seibly

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

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

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

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

Take Responsibility for Your Expectations

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

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

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

Transform Your Blind Spots into Savvy Leadership

June 24, 2024 by Jeannette Seibly

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

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

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

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

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

How Do You Define Blind Spots?

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

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

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

What Are the Top 10 Leadership Blind Spots?

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

Which ones do you recognize for yourself?

The top 10 blind spots are:

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

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

How to Flip Blind Spots into Savvy Leadership

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

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

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

Are You Ready to Get Your Ideas Heard?

June 17, 2024 by Jeannette Seibly

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

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

“But wait,” – you may exclaim!

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

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

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

Why Are Your Ideas Not Heard?

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

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

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

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

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

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

How to Present Ideas So Others Hear You

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

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

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

Example:

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

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

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

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

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

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

Combat Energy Zappers to Avoid Sabotaging Results

June 10, 2024 by Jeannette Seibly

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

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

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

6 Strategies to Stop Energy Zappers

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

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

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

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

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

One sales rep avoided making his calls and following up with potential customers. His excuse was, “They don’t want to buy from me anyway.” When his sales manager demanded he schedule 20 minutes twice daily to follow up and follow through, his sales improved dramatically.

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

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

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

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

Be a Bold-Committed Listener Who Achieves Stellar Results

June 3, 2024 by Jeannette Seibly

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

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

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

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

How to Be a Bold, Committed Listener Who Values Others

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

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

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

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

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

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

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

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

Do You Focus on Workability?

May 20, 2024May 20, 2024 by Jeannette Seibly

“Workability in a project, situation, or relationship allows for opportunities to achieve intended results.” Jeannette Seibly

Today, our focus often gravitates towards the ‘ideal’ of our goals and dreams. However, we overlook the crucial element of workability and the practicality required to achieve them. Instead of waiting for the perfect moment, let’s focus on working smarter, not harder – step-by-step.

All leaders and bosses today are busy pursuing their goals and the goals of their business or company. However, when we become too fixated on the big picture, the crucial details often get overlooked. This can lead to avoidable problems that hinder our progress and even damage our reputation.

Tips to Create Workability

It Requires a Team. Don’t try to do what you don’t do well. Hiring the right team is essential to achieving the desired results. It starts with following a strategic job fit system to ensure the right person is in the right position on the team!
Honor Financial Obligations. Years ago, I met a self-proclaimed enlightened business owner who claimed he had a million-dollar business. But he kept his financials in a shoebox. Hiding important details will hurt you and have others question your credibility. Schedule time weekly to keep your A/R, A/P, and taxes up-to-date and paid. Remember, the IRS doesn’t care about your excuses.
Trust Others to Get the Work Done. Complaining about how others do their work limits creativity and innovation; it does not make a difference in achieving results. #1—Stop micromanaging since you’ve not done the work and don’t know the details involved. #2—Hire for job fit to ensure they have the interest and willingness to do the work as it needs to be done.
Honor Feedback. Instead of being defensive when unsolicited comments are made, lean in and learn more.
Focus on Integrity. Cutting corners, overlooking quality concerns, not proofing documents, and ignoring safety precautions will get you in trouble and hinder workability. This is because your team has to work around you, often with less-than-stellar results. For example, reading the fine print is required, and having a good business attorney review documents before signing them is essential!
Hire a Coach. I know, I say this often! “Every successful leader has a coach!” The right coach guides you through the details and offers alternatives, regardless of your feelings. The coach also helps you organize your goals, so you have time to live a healthy lifestyle simultaneously.
Express Gratitude. Appreciate what you have and express it instead of focusing on what you don’t. This will make you a more accessible leader and person to work and live with! Your family and employees will appreciate this more than you imagine… along with your cat and dog!
Stay Connected. Schedule 1:1 and group time with the people in your life. Put away electronics, and don’t allow other distractions to get in the way. Remember, there will always be high and low points in life. Your relationships will help you through both if you prioritize the time now.

A note from Jeannette: Due to the many demands on leaders and bosses today, it’s important to create a workplace culture (home and office) of workability. It supports achieving goals faster and more effectively. Are you having challenges getting everyone on the same page? Let’s talk now—before it’s too late. Contact me!

This book (“Hire Amazing Employees“) by Nancy Schick, NY Employment Attorney and Mediator, can help you improve your hiring process. I met Jeannette Seibly a few months ago In this Together Round Table, where I also learned about her book, Hire Amazing Employees. Since my clients frequently struggle with this task, I bought myself a copy and gave several as gifts. The book contains many helpful tips for avoiding the impact of hiring errors. Read the full testimonial here.

Can Mistakes Be Resolved?

May 13, 2024 by Jeannette Seibly

“Saying, ‘I apologize’ is easy – but if you don’t take responsibility for what you say or do, the apology is meaningless.” Jeannette Seibly

While the answer is “yes,” too many bosses and leaders derail their careers when they make mistakes, experience failure, or find themselves in conflict. Then, to make matters worse, they attempt to rectify it too quickly, lie about it, or fail to take responsibility by blaming others or the situation.

Remember, the same mindset that created the problem should not be used to solve it—it will only make it worse.

Have you:

Used a disrespectful tone of voice or become upset with your boss when s/he is critical of your work? Or the work of your team?
Lost your patience with a customer or team member? As a result, do they now refuse to work with you?
Offered inappropriate or incorrect solutions and then denied doing so? As a result, your co-workers are upset and want you fired.
Used microaggressions (e.g., men are more intelligent than women) when talking with your team. Result? They are offended.
Been given feedback by your boss or team, and you were defensive and rude?

While these may sound extreme, too often, you have done a version of them. (We all have.) When these issues occur, you can derail your career or job promotion opportunities without knowing it!

How to Resolve Avoidable Mistakes

Pause and Breathe. Mindfulness is important. Say to yourself, “I will work through this and get the help I need to improve.” Now, take action to resolve your mistake, failure, or conflict.

Contact Your Executive Coach as soon as possible before you make the mistake, failure, or conflict worse. Complete the “What Worked? / What Didn’t Work?” exercise to provide objective insights.

Take Responsibility. After devising a plan with your coach, talk with your boss. Map out who, what, when, where, and why it needs to be done. Remember, “hoping the issue will go away” is a strategy for failure! This is a golden opportunity for you to be the boss and leader who can make a positive difference – failure to do so will result in irrevocable loss of trust.

Apologize. Offering apologies will be the next thing to do. Saying, “I apologize” is easy. But your apology must be genuine so your boss, co-workers, team members, and customers can hear you! While these two words seem simple, you may resist saying them! Remember, pay now by taking responsibility or later when you’ve been fired.

Do It! Enough talking about it. Get into action. Be willing to dance (be flexible) in the conversation—remember, the actual discussion will be different than the conversation you mapped out in your head. Listening to their concerns can turn around their negative feelings towards you and get you on the right track. Yes, you must take the time and offer the patience to solve the mistake, failure, or conflict. Remember, keep talking to your executive coach throughout the process.

A note from Jeannette: Mistakes, failures, and conflicts can be resolved if you’re willing to do the work and get into action. But if you act too quickly, depending on the problem, it will only make it worse. If this has happened to you recently, now is the time to talk it out using my 31+ years of leadership and management issues to resolve it — before it’s too late. Contact me now!

Are You Using Your Talents Effectively?

April 15, 2024 by Jeannette Seibly

“Why does 30 to 40 years seem like a long time to work? Because you are not working in a job or career that supports your natural talents.” Jeanette Seibly

Many would say, “sort of.” Or, “I guess.” Or, “I don’t know.”

The challenge? Many people today are unaware of their talents, gifts, and natural abilities! This includes everyone at every level in a business, nonprofit, entrepreneurship, or other workplace.

Unfortunately, most people fail to recognize and develop the skills and strengths necessary to support their natural talents. Instead, too many people waste time wishing for, being frustrated by, and being jealous of others’ talents.

If they spent that time learning about their own talents, they wouldn’t have to spend money on coaching and training to support goals that don’t honor their talents (e.g., 1099 employee v. W2 employee). The result? They feel like failures instead of winners!

Talents are natural abilities that someone is born with, while skills are learned abilities that come from practice and experience. Upwork

A financial planner worked hard to become a Certified Financial Planner (CFP) and accomplished her goal. She commented, “If someone studied that hard to become a CFP, they must be in the right job.”

Sadly, no. People can achieve degrees and certifications because they must keep their jobs or be eligible for promotions. Or it is due to parental or others’ expectations that they do so. Or because their friends or people on social media said it was the best career choice! (It may have been for that person – but not for you.)

The truth is if you want to grow in your career and life, focus on developing your unique talents, gifts, and strengths to pursue your goals. But first, ensure the goals you are pursuing honor you!

How to Honor Your Talents

It’s essential to identify your natural talents and strengths through:

Self-Reflection: Ask yourself what activities, tasks, projects, classes, and interactions give you joy and satisfaction. They usually feel engaging and fulfilling, and time passes very quickly. You want more of them.

Example: If you love crafting, gardening, or coding, ensure your job or hobbies include a creative outlet!

Feedback from Others: Talk to friends, family, co-workers, mentors, and bosses who know you well. They can provide insights into your strengths and talents that you might need to be made aware of. But don’t buy into everything they tell you since their advice may be more of a reflection of how they achieved their success.

Example: Years ago, a CFO asked if I would work for him in his department. I said, “Thank you, no.” While I have excellent math skills, crunching financials wouldn’t use my talents or support my interests. Just because you’re good at something doesn’t mean it’s the career path for you.

Job Fit Assessment:

Take a job-fit assessment that provides objective data: occupational interests, thinking style, and core behaviors.
Review your strengths with an executive coach.
Beware of myths that often get in the way of recognizing your talents.

Examples of Myths:

Buying a franchise is easy and guarantees you success. The reality? Too many people buy a franchise and fail. Why? They are uncoachable and think they know how to run a well-established brand better! (Hint: Their thinking style, need to be creative, and/or do it their way got in the way.)
I’m good at math, so I should be an accountant, engineer, or financial planner. Too many people believe this, and what is often overlooked is that they don’t have the interest to do that type of work. (Hint: There are so many occupations that require logical thinking and the ability to use numbers and metrics; don’t narrow your options!)
I’d love my job if I had the right boss. That is categorically incorrect! (Hint: If you don’t enjoy your job responsibilities and fail to use your talents, it won’t matter who your boss is or how much you like them.)

Example of Honoring Your Talent: A woman worked hard to graduate as an engineer because her parents and teachers believed it was “the right career” for her. When she received her degree and got her job, she quit two months later. In a moment of insight, she realized she needed to follow her true passion and got a position in human resources where she could work with people daily.

Recognizing Moments of Being in the Zone: Reflect on times when you’ve been so involved in an activity that you lost track of time. These moments can indicate a natural talent, skill, and interest. Look specifically at what you enjoy about the task or project. What is the best way to incorporate this into your current or future job aspirations?

Example: Auto, bike, or computer repair. Working with your hands is a valued talent that pays very well.

Exploring Your Passions: Your passions can often lead you to your natural talents. Think about what excites you and how you can pursue those interests further. Talking with a career coach or executive coach can also be very helpful.

Example: You are great at attracting money for your favorite animal shelter. What would it take to do this full-time or in other nonprofits?

A note from Jeannette: Are you using your natural talents, gifts, and strengths effectively? Finding work that honors your talents is important to enjoying your job! If you’re frustrated or confused about how to discover your talents, let’s talk. I have 31+ years of guiding people to uncover and pursue their talents, gifts, and strengths. Contact me now!

It’s time to talk it out! 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.

This book (“Hire Amazing Employees”) can help you improve your hiring process, by Nancy Schick, NY Employment Attorney and Mediator. I met Jeannette Seibly a few months ago In this Together Round Table, where I also learned about her book, Hire Amazing Employees. Since my clients frequently struggle with this task, I bought myself a copy and gave several as gifts. The book contains many helpful tips for avoiding the impact of hiring errors. Read the full testimonial here.

Want to Improve Your Leadership? Ask Open-Ended Questions!

March 25, 2024 by Jeannette Seibly

“A good boss or leader asks open-ended questions and listens to the responses!” Jeannette Seibly

Good leaders ask open-ended questions. Then, they listen to the responses and use the feedback proactively! This leadership skill is critical to unleashing your team’s power and generating the solutions needed to resolve problems.

In my recent article, How to Ask the Right Questions to Achieve Results, I outlined how to ask questions. In this article, we’re focusing on encouraging conversations and discussions by asking open-ended questions.

We’re not wired to ask open-ended questions, and this limits our results. When you use open-ended questions and have at least three questions ready to keep your team talking, it’s amazing what you can learn and the new ideas that are generated, especially when the team or conversation is stuck (e.g., circular logic, same-old excuses, stories, and ideas).

(Hint to get started: Create a “cheat sheet” by writing down the open-ended questions listed below. Keep this with you for every phone call, sales call, interview, etc. As you start conversations, pay attention to whether or not you’re using an open-ended question. If you’re not using open-ended questions, a lot of information, insights, and sales opportunities will be left undiscovered. Remember, like any new skill, this takes practice!)

If you’re not asking open-ended questions, you’re limiting solutions, new ideas, and resolving issues because when employees feel valued and heard, they work harder to get problems resolved and are willing to talk out ideas!

What are open-ended questions?

Cannot be answered with a yes or no
Cannot be answered with one-word responses
Do not have pre-defined answers
Allows team members to provide insights that have not been considered
Promotes in-depth discussions
Energizes conversations and meetings

Incorporating open-ended questions allows your team members and others to elaborate and share their ideas, thoughts, and feelings.

How to begin asking open-ended questions:

Start with: Who, What, When, Where, Why, and How type questions. Using these words at the beginning of a question will open up opportunities for others to respond.

Examples:

Who should be involved and why?
What are the hidden costs of this idea?
When is a good time to start, and why?
Where are good places to host this event?
Why is this important?
How do you propose we move forward?

This method works well during brainstorming, offering feedback, job interviews, or generating new ideas when the team is stuck.

Other ways to start open-ended questions:

Tell me about …
Please describe …

Where you can use open-ended questions (remember to listen):

Hint: You can use them EVERYWHERE!

More specifically:

Job Interviews: Asking open-ended questions during job interviews can give you insights into candidates’ skills and personalities.
Meetings to Debrief or Provide Feedback: Participants feel more open to providing important information when open-ended questions are asked.
Social Get-Togethers: When meeting others, ask open-ended questions to begin a conversation. “Why do you enjoy this xxx?”
Networking Events: Asking open-ended questions encourages others to share their experiences, interests, and other tidbits of information. “What brought you to this event?” (Works exceptionally well if you are an introvert or talking with a shy person.)
Sales Calls: Going beyond the yes or no responses, you can uncover the hidden elements needed to help the client and close the deal.
Brainstorming or Idea Generating Sessions: Open-ended questions open opinions, thoughts, and other creative gems.
Resolving Team Conflicts: These can be tricky. It’s important to be non-accusatory and listen critically. First, ask: “Tell me about what you believe is the #1 issue.” Then, ask, “Why is this important?” (Note: Be responsible for using “why” to begin the conversation, and use it after they’ve shared their concerns.)

Remember, asking open-ended questions invites better conversations and provides more fulfilling interactions. So, go ahead and embrace the art of asking open-ended questions! What would you have to lose?

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: Asking open-ended questions is a skill most bosses and leaders need to use. Why? It takes time. Yet, the truth is … it takes less time to find out now (aka pay now or pay later). Want to become an influential boss or leader? Get on the fast track by tapping into my 31++ years of experience in developing them! Contact me now with your questions!

What could you accomplish by unleashing your inner leader now? 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.