Personal Transformation

Are You Feeling Restless and Not Clear About What You Need to Do?

January 29, 2026 by Jeannette Seibly

“If you’re feeling restless and have decreased job satisfaction, consider you don’t know what you really want to do.” Jeannette Seibly

There are many reasons you could be feeling restless in your career or job, and unsure what to do about it (pick one or two that resonate with you):

Poor job fit (you have the skills, but not the interest)
Plateau in career (hit a ceiling and need a new direction)
Doing the minimum work (lack of initiative)
Unable or unwilling to move forward (self-doubt)
Need more variety (boredom – your daily tasks or responsibilities haven’t evolved)
Time to expand (not clear how or what to do)
You’ve outgrown your current role or professional identity (your skills and capacity have expanded, but your job hasn’t)

Many times, when restlessness appears, there is a sense your current role isn’t matching your capacity or values. Or, another way of saying it, you may not be in the right job anymore. Yes, you have the skills, but the work doesn’t awaken your inner leader, or as others call it, your inner dharma or purpose.

Sometimes restlessness shows up when your professional identity has grown, but your current role hasn’t evolved to match it.

You may be bored because your boss fails to give you new projects, or because you fail to take initiative to ask for more or get involved in other opportunities.

You may have outgrown an old definition of yourself and your external world hasn’t caught up.

You blame your boss, company, or other external factors.

But … let’s look internally.

Here’s a quick self-check (a suggestion from AI):

“If I took a week away from work, would the restlessness disappear or still be there?”

If it disappears → it’s job fit or role design.
If it stays → it’s career direction or professional identity.
If it intensifies → you’re ready for a bigger role or new chapter.

What Can You Do?

Hire an Executive Coach. This is a smart step to ensure you’re clear about what you’ve done, what you want to do, and whether your current role is a true fit. Too many people stay in jobs that don’t fit them or try to mimic others’ careers and successes. This rarely works out well. Take the time. Get the coaching. Take the actions that actually move you forward.

An executive woman who had built her identity around being “a finance person” moved through several financial roles and clung tightly to that professional narrative. When a coach encouraged her to consider operations, which would have expanded her depth and breadth of career opportunities, she rejected the idea outright because it didn’t align with the vision she tightly held for herself. A couple of years later, she found herself once again searching for another finance position, illustrating how staying narrowly defined can limit growth rather than protect it.

This reflects how strongly people can resist paths that challenge their self‑concept, even when those paths might expand their long‑term opportunities and career fulfillment.

Complete a Qualified Job Fit Assessment. Again, job fit is key. Yes, I keep repeating this because so many people settle for a paycheck while doing work that either stresses them or bores them. Make sure you use a qualified job fit tool that focuses on interests, thinking style, and core behavioral traits. Most employers use assessments incorrectly, so it’s wise to work with an executive coach who uses the right tools.

Envision Your Career Future. Explore what exists beyond other people’s expectations, especially because many of us don’t actually know what we want. It’s easy to fall into imitation, apathy, or well‑meant advice that doesn’t match what we’re truly seeking. Unfortunately, it’s easier to stay in jobs that don’t fit simply because we like the people even while the work drains us.

Clarity becomes essential. If you’re not ready to branch into a more fulfilling role, you can still honor your interests by weaving them into your personal life. Whether that means taking a painting class, repairing bikes, or finding any outlet that reconnects you with what energizes you. This kind of personal expansion can then naturally morph into other areas of your life, including your job and career, opening doors you couldn’t see before.

Honor Yourself. It’s easy to give up and tell yourself that being stuck is for “the best.” Instead, take one small action step forward. Then, another. Keep steps small. For example, block one hour each week to explore roles, projects, or responsibilities that energize you now, not the ones you accepted years ago. Along the way, you will create clarity about what to pursue. Remember, talking about making changes over and over will NOT create a positive difference. Your actions create your motivation for what’s next.

Remember, restlessness is often the first sign that your career is ready for its next chapter.

Jeannette Seibly is a Leadership Results Coach, Talent Advisor, and Business Author with 33 years of experience activating greatness in leaders and companies. She delivers practical coaching and solutions that elevate performance today, build legacies that stand the test of time, and support people empowering themselves to lead with clarity and impact.

Remember, restlessness is often the first sign that your career is ready for its next chapter. It doesn’t disappear by waiting. Contact me for a confidential conversation today to explore what’s next.

Use Self-Doubt to Build Self Confidence

January 22, 2026 by Jeannette Seibly

“Self-doubt can be an indicator you are moving into something new. This is not the time to doubt yourself.” Jeannette Seibly

Self-doubt shows up in everyone’s career. Often it sounds like a “little voice in your head” insisting you’re not ready, not capable, or not enough. But that voice isn’t a stop sign. It’s a signal you’re stepping into growth. When you learn to use self-doubt instead of fighting it, you turn hesitation into confidence and momentum.

Have you ever heard the “little voice in your head” say:

“NO!”
“You’ll fail.”
“You can’t.”
“You’re not smart enough.”
“You’re too old.”
“You don’t have what it takes to succeed.”

You’re not alone. Everyone experiences self-doubt. It shows up when fear or uncertainty creeps in. It’s normal for anyone moving forward in their career or life. But don’t let it derail your goals, career choices, legacy, or leadership. Use it to build confidence by stepping into those moments of discomfort, uncertainty, and mental chatter.

Confidence is an inside job. It’s trusting yourself and recognizing that self-doubt often signals progress.

7 Ways to Use Self-Doubt to Build Confidence

Self-Talk with Your Brags. Internal chatter can derail you, especially when trying something new. Complete the Brag! exercises in Get Your Brag On! Focus on what you’ve already achieved because you’ve achieved a lot and doing so turns self-doubt into confidence.
Replace Fear. Repeat “I am enough!” at least 50 times in the mirror. (I know this sounds like too much but it works.) Many people experience Imposter Syndrome, especially women, because they don’t feel like they are enough or have enough … regardless of credentials or awards. When self-doubt appears, talk it out with your executive coach. Identify the real source of the fear (e.g., seeking approval, working with a difficult team member, making the right hiring decisions).
Learn Something New. Everyone started their career not knowing something. Return to the basics and learn from the ground up. It builds confidence and influence because you understand how things work and where to adjust. When you set aside your ego, you learn faster and are more effective in achieving results.
Perfection Isn’t Perfect. Perfectionism creates stress, conflict, and missed milestones. Even when we do a good job, there will be mistakes made along the way. Relax, trust the process, and ask for help when needed. More importantly, learn from your mistakes.
Make the Best Decision You Can. Identify three must‑haves for your project, new vehicle, or next job. Then get three quotes or proposals. When selecting a book editor, I reviewed three viable candidates and chose the one that met my criteria. The cheapest or most expensive isn’t always the best.
Accept All Feedback Graciously. When receiving negative feedback, don’t let self-doubt take over. Get specifics. Be open to hearing what’s being said. It’s how you improve. Ask, “What is your most specific concern, and why is it important to you?” Listen, learn, and incorporate what’s appropriate. If you refuse to learn from feedback, self-doubt wins.
Trust and Believe in Yourself. Everyone fails at times. If you’re unwilling to work past your self-doubt and take focused action, you rarely achieve intended results. Work with your executive coach to explore options. For example, if you dislike selling, becoming a financial planner won’t be a successful career choice today.

Use your self-doubt as a guide, not a barrier. Lean into the discomfort, apply these seven practices, and take the next step forward … no matter how small. Confidence grows through action, reflection, and consistency. Start today.

For success in 2026, leaders must use their self-doubt to learn about themselves and how to be unstoppable. Contact me to learn how.

Do You Allow Self-Doubt to Sabotage Your Results?

January 19, 2026 by Jeannette Seibly

“Self-doubt can be a saboteur and cause us to miss out on achieving intended results.” Jeannette Seibly

Self‑doubt is far more common among leaders than most people admit. It shows up when coaching team members, navigating project snafus, or learning new skills. The good news is that everyone experiences self‑doubt, including the most effective leaders.

The bad news is that self‑doubt often convinces leaders to stop doing the work needed to move forward, avoid needed conversations, or allow fear to take over the driver’s wheel. That’s precisely when self-doubt wins and you stop, which is the wrong move.

Self‑doubt may feel like a stop sign, but more often it’s a green light. It signals that you’re entering unfamiliar territory, a place where growth, innovation, and new results become possible. The real challenge is not the doubt itself, but the lack of clarity, skills, or perspective needed to move forward. That’s where mentors, coaches, and collaborators make all the difference.

Using Self-Doubt as Leverage

Take Time for Reflection: What Worked / What Didn’t Work

This simple exercise, grounded in objective data, reveals what needs attention: conversations, work assignments, your expectations, or structural changes to the project or how you leverage an opportunity. Without data, self‑doubt fills in the blanks with fear instead of facts.

Have the Tough Conversations

These conversations aren’t easy, but they don’t have to be painful. Preparation matters. Use your reflection data, stay open to feedback, and be willing to hear what you may have missed.

Plan to Listen for:

signals where you’re on the right track
where you went off-track
gaps in conversations or financial projections
team members doing the bare minimum
quiet changes that could derail the project

Ask Open‑Ended Questions

Listening is your competitive advantage. There may be unseen dynamics slowing progress: political, relational, or operational. A mentor, executive coach, or industry expert can help you interpret what you’re hearing. Always ask: “What would you do?”

Be Coachable

Admitting there’s a problem is uncomfortable. Hearing someone else point it out can be even harder. But coachability is a leadership multiplier. Stay more committed to results than to ego. If doubt persists, talk with one or two additional mentors (not five or ten) to uncover what’s really driving your hesitation.

A company owner frustrated with poor hiring results blamed candidates, recruiters, and the economy. The real issue? He wasn’t using valid, legal, and scientifically sound selection tools to understand a candidate’s thinking style, behavioral traits, and occupational interests. His biases were not objective data. But he used them to drive decisions. Retention dropped. Customers left.

To achieve true job fit (and keep customers), use objective, replicable data to transform hiring quality and your long‑term results.

Ask Yourself: “What Can I Learn?”

This is one of the most important questions. Self‑doubt always carries a message. Ask: “What is this teaching me?” Listen for the answer in silence, not in the noise of others’ opinions. Then turn insight into action by talking with your coach, taking a course (or teaching one), and having the conversation(s) you’ve been avoiding.

Jeannette Seibly is a Leadership Results Coach, Talent Advisor, and Business Author with 33 years of experience guiding leaders and executives to achieve exceptional results. She delivers practical coaching and innovative solutions for hiring, leadership development, and performance success. Successful leaders have coaches—connect with Jeannette to elevate your results and impact in 2026.

Overcoming self-doubt when faced with a challenge can be difficult. That’s why having an executive coach to guide you through the process is important. Contact me for a confidential conversation to discover where you are sabotaging your results.

Conversations That Create Solutions

January 15, 2026 by Jeannette Seibly

“Many issues can be worked out through effective communication.” Jeannette Seibly

As we move through different seasons of life and leadership, we often notice issues in how systems work, how departments communicate, or how some employees do just enough to get by. We can join the complaining. Or we can choose conversations that create clarity, collaboration, and solutions.

Practical approaches to turning problems into progress:

Have preliminary conversations. Ask trusted people, mentors, or your coach, what they believe the problem is. What others inside the company share is rarely the whole story, so stay curious rather than believing the first explanation as the truth. Also, don’t keep having these types of conversations without forward moving progress.
Ask what they would do to resolve it. When someone says, “It is what it is,” invite them to think outside the box: “Give me three possible solutions.” Then pause. Silence allows people to think. Write the ideas down even if you don’t agree with them. As you build a solution, keep them handy.
Pull together only those involved to build a solution. Avoid calling in an entire team or department when the issue involves one or two people. Meet with the true influencers, title or not, and gather their insights. If it is a department- or team-wide issue, bring everyone together.
Send out an agenda so everyone knows the purpose and discussion points. At the start, ask if anything else needs to be added. Also, ensure effective meeting protocols are followed (e.g., turn off electronic devices, listen, etc.).
Conduct a psychologically safe meeting where every voice is heard and respected. Beware of your own biases or that of other leaders in the room that can shut down sharing and idea-generation.
Identify a solution. If more information is needed, document who will do what by when. Never skip this step. Write it down and include in minutes of the meeting. Send out minutes within 24 to 48 hours.
Follow up and follow through. Accountability and responsibility often solve the very issues that created the problem. Remember, you’re listening for resolution, inclusion of others, and current and future impact.
Send a positive group update and keep your own leader informed.
Start with a “debrief.” To bring teams together, have each person list a one thing that worked and one thing that did not work. Remember, this is sharing, a psychological safe space. Acknowledge everyone. Then share the issue that brought everyone together. You may find the issue resolved through this exercise.
Use a job‑fit assessment with a qualified facilitator. This is a great way to bring team members together that are sniping or disparaging others. Then pair people to discuss differences. The relief and insights gained from the objective data can be remarkable.

For success in 2026, leaders must stop ignoring issues and create viable solutions. Having effective conversations is crucial. Contact me for a confidential conversation.

How Do You Listen Effectively?

December 18, 2025 by Jeannette Seibly

“If you’re listening to respond, cut people off, or have a ready answer, you’re not listening!” Jeannette Seibly

In creating our legacy and shaping our future, we must learn how to listen effectively. How you listen honors your legacy and the legacy of others. This is critical as you move forward in creating and fulfilling projects, supporting communities that are important to you, and supporting neighbors and family who enjoy being with you.

However, too often we listen through our own filters:

Biases, judgments, or assumptions about whether someone’s story “fits” what we already believe.
Listening to reply, not to understand.
Thinking of the next thing we want to say.
Making a quick decision that the person isn’t worth listening to.

The above are examples of not truly listening. In fact, if you have a response ready before the person finishes speaking, you’re not really listening!

Why Listening Matters for Your Legacy

Listening is more than a skill. It’s a way of honoring stories, discerning values, and building meaningful connections. For adults 55+, listening deeply allows us to:

Capture wisdom that might otherwise be lost.
Strengthen relationships by truly hearing what matters.
Shape our legacy by aligning words, actions, and values.
Create communities where every voice is valued, and every story has impact.

Other Considerations for Listening in Everyday Life

Attention to detail: Do you notice the pauses, memories, and details that reveal care and intention?
Reactionary or calm: Do they respond with patience, or with quick judgment? A calm tone reveals resilience. A reactionary tone indicates they are still dealing with their anger and the unfairness of the situation.
Community spirit: Are they positively contributing to family, friendships, or community events?
Openness to growth: Even later in life, are they willing to learn, adapt, or grow?

Listening Beyond Words

Consistency between words and actions: Do their stories match how they live? Listen for three examples or themes that reveal true values.
Ownership of mistakes and failures: Can they admit missteps and explain what they learned? That’s wisdom worth passing on.
Curiosity and initiative: Do they ask questions about others, the world, or legacy? Genuine curiosity signals engagement.
Values alignment: Notice whether their personal values resonate with the community you want to build. Do themes like autonomy, service, or sustainability keep surfacing?
Communication clarity: Can they share complex life lessons in ways others can understand and carry forward?

Practical Listening Habits to Build Your Legacy

Pause before responding. Silence often reveals more than a rushed answer.
Listen for patterns, not isolated statements. One polished story doesn’t equal consistency in how one lives life.
Note emotional tone. Calm confidence differs from rehearsed charm.
Separate impression from evidence. Write down what you heard versus what you felt. Then, compare. If it’s not consistent, ask yourself: Are they truly sharing, or just talking to talk? Or, do I need to “level up” my listening?

Remember, what you do to honor your legacy and the legacy of others begins and ends with the way you listen.

Jeannette Seibly is a legacy-driven Talent Advisor, Leadership Results Coach, and Amazon Best-Selling Business Author. For over 33 years, she has empowered thousands of executives and business leaders to achieve sustainable success through strategic hiring, values-based coaching, and intentional leadership development. Her work blends clarity, accountability, and soulful impact—activating performance and purpose at every level.

Do you want to improve your listening? Do you journal? Contact me, and I’ll send you a complimentary copy of Journaling Prompts: Practicing Deep Listening.

Do You Have Problems Working with Authority?

November 20, 2025 by Jeannette Seibly

“If you want to succeed, you must learn to listen to and work well with your boss.” Jeannette Seibly

Do you:

Deny having authority issues and place blame for mistakes on your boss?
Look for approval from your boss and seldom get it?
Ignore advice and instead argue for your point-of-view?
Do it your way when your boss or board says, “No”?
Have a team that bickers a lot?

Can you imagine NFL team players thumbing their nose at the coach when told to adopt a new game strategy? I cannot either.

Yet, many times, business leaders fail to work well with authority! They believe they know how things should work and fail to listen to sage advice on how it normally works. This closed mindset costs them valuable time, money, and energy that could have been better used for business success.

7 Tips to Improve Effective Working Relationships

Recognize You Have a Problem. Awareness is the first step toward meaningful change. When you cringe because someone sounds like your mom, dad, or teacher, you have a trigger. Heal the relationship with your parent(s) and you will go further faster as a leader.
Learn to Positively Handle Feedback and Criticism. Many times, when you get triggered, it has nothing to do with the feedback. It’s an automatic reaction from your ego saying, “Don’t talk to me that way.” Breathe. Put your feelings into words. Learn to ask questions for clarification. If you truly listen, you will find your boss’s insights (or someone else’s) were “right on.”
Encourage Brainstorming and Listening to New Ideas. When you or your team know-it-all and rely only on past efforts, you will fail to get to the core issue or true solution. Be open to listening to others … it saves time and money while creating viable solutions.
Resolve Conflict Before It Derails Results. Leaders who avoid authority often create unnecessary conflict. Their poor communication styles and inconsistent work ethics make it hard for team members to succeed. Unresolved tension drains energy and stalls progress. Proactive leaders seek coaching and support to address issues early—before they escalate and negatively impact performance.
Learn to Delegate. If you want to achieve true leadership, you must stop doing it yourself and learn to trust your team! To expand your business, sales results, and influence with your team, create a team that is resilient, reliable, and resourceful. That starts with your willingness to listen and work well with your boss, board, team, and customers.
Get Over, “Do It My Way.” Life is not about doing everything “your way.” Yet, there are many stories on social media about DIYers. It takes maturity and experience to work well with your boss, team, customers, business, and bottom line. You will make mistakes. But your ability to learn from those mistakes and seek counsel will improve your results.
Take a Good Long Look in the Mirror. If you are a leader that acts as a lone ranger, be aware your team members will mimic you! While you may believe this is OK, at some point, it will create irrevocable issues at the wrong time! Learn to be coachable and understand there are other workable ways to get the best results.

Everyone has an authority figure: boss, board, team, and/or customers. They that provide invaluable feedback and criticism when you listen. Failure to listen and learn will sideline your career.

Jeannette Seibly is a legacy-driven Talent Advisor, Leadership Results Coach, and Amazon Best-Selling Business Author. For over 33 years, she has empowered thousands of executives and business leaders to achieve sustainable success through strategic hiring, values-based coaching, and intentional leadership development. Her work blends clarity, accountability, and soulful impact—activating performance and purpose at every level.

Take the time to develop effective working relationships, be coachable, and take feedback, while learning from your mistakes. This is can be impossible to do on your own. If this true for you, contact me for a confidential conversation.

Are You Open to Listening?

November 6, 2025 by Jeannette Seibly

“Are you open to hearing what’s being said? If not, you’ll lose out on many new possibilities, opportunities, and solutions.” Jeannette Seibly

Most of you would say, “Of course.”

But earlier today, when a co-worker or employee needed to talk, you played Spider Solitaire or let your thoughts wander while they spoke. Then, when they asked a question, you replied, “Could you please repeat that? I wasn’t listening.” You do that more than once.

I remember coaching a young man whose company had asked me to support his leadership growth. During the call, I suspected he wasn’t listening. I asked what he was doing.

He twitched and said, “Listening.”

“No, what are you really doing?”

He gave a sheepish grin and admitted he was watching a newsfeed on his phone.

“You do remember the purpose of these calls is to prepare you for a promotion, correct?” He nodded.

“As a leader, you need to learn how to truly listen—especially when you don’t want to hear what someone is saying.”

He asked, “Why? If they’re boring or I’ve heard it before?”

I responded, “Because in your listening, you and others can hear something new … a solution … new opportunity … new possibility. It’s how you develop your leadership—and your people. Otherwise, your legacy might be, ‘He never listened.’”

Several years ago, I was walking in the one-mile parklike setting where I live. There are usually plenty of people out with their dogs. Sometimes, they’ll even talk with you!

I recognized a dog, so I stopped to pet her. I asked the woman, “How are you doing? How’s Sadie?” She’d adopted the dog just a month earlier.

She said, “I’m good. Sadie’s doing well, too.” I smiled. Then she added, “I had been visualizing this dog. Other opportunities fell through, but I kept visualizing. Now, here she is.”

Why was this important to me? My cat had just passed away. I wasn’t sure if I wanted another. But in that moment of being open and listening, I knew I did. Later, I started visualizing. Even cut out a picture. Within a short time, I adopted Remy from the local humane shelter.

It happened because I was open to listening.

What Do You Need to Do to Improve Your Openness to Listening?

Be Curious. You don’t know it all. You never will. When you bring curiosity to your listening, you learn, grow, and develop ideas or dreams.

Ask Questions. There are books filled with conversation starters. They’re helpful. When using these ideas, these prompts can also unlock deeper thoughts you’ve been mulling over. If you don’t have a book with question starters, use your curiosity and ask open-ended questions. This is much better than gossiping—or recycling the same old ideas.

Humble Up. Your ego will try to protect you by refusing to listen. When you hear new ideas, you might feel excited… then uncomfortable… then fearful. That’s a good sign. It means the ideas are nudging you forward. Acknowledge your feelings—and keep the ideas flowing. Then, take focused action on one of them! What opened up?

Here’s another way to look at it: Wouldn’t it be better if your legacy said, “He was a great boss because he really listened,” rather than, “I hated going to work each day because he never listened to anything I said.”

Ready to elevate your openness to positively impact your next chapter? Let’s talk.

When Is It Time to Adjust Your Goals?

August 5, 2025 by Jeannette Seibly

“Goals aren’t just tasks; they’re trust-building exercises with yourself.” — Jeannette Seibly

The end of July has come and gone. Less than five months remain in 2025. While many of us have written down goals, just as many are contemplating ways to ignore them—if we even remember that we had any.

Too often, goals are drafted, printed, and filed—never to be seen again until shredding day.

On a network call last week, I heard something familiar—yet still striking: the quiet detour people take from their goals. Several spoke of changing or setting them aside. While this isn’t new, it prompted deeper questions: Do we abandon the effort too quickly, missing what the process of working toward a goal could unlock? Or is it simply unfeasible this year due to shifts in life or business, like caregiving responsibilities, job changes, new company mandates, or health setbacks?

A goal isn’t just an endpoint. It’s a stretch. It asks us to reach beyond habit and into growth—where inner strength, clarity, and confidence can be revealed.

No doctrine says you can’t change a goal. No rulebook says you should. The difference? It’s personal. It depends on what your commitment to shift, create, or move forward—and how urgent it feels. (Example: If a boss asks you to join a team, you comply asap; if a doctor advises weight loss and exercise, you act with urgency—or face the consequences.)

Throughout the remainder of the year, opportunities will arise to abandon, postpone, or fully commit to your goals. The question that must be answered is: Are these goals designed to satisfy my boss, client, or family? Or, are they serving my deepest intentions: financial freedom, improved health, and stronger relationships? Then, what is the cost of waiting?

Every goal requires an evolving process to be fulfilled—you won’t be able to predict every twist, relationship shift, or unexpected circumstance. Yet the goal itself often remains the gateway to growth, and the confidence that emerges along the way is invaluable.

The key? It’s up to you.

🧭 Definitions to Anchor Your Focus

Review your goals and ensure these three keys are included. If not, consider rewriting and pursuing.

Goal: A desired result requiring purpose and action. Keep it under 10 words and assign a timeframe. → Achieve $10,000 pay increase by 12/31/2025 → Lose 10 pounds walking 3x daily by 9/30/2025
Intention: A clear commitment fueled by personal meaning and direction. It’s the “why” behind your goal—the energy that drives it. Again, 10 words or less.
Milestones: Measurable checkpoints that track progress (10 words or less). These build your confidence and remind you that success is unfolding, even when it’s not immediately visible.

My advice? Keep going. Only change your goal if it no longer aligns with your life’s direction. For example, if a job offer falls through, staying in your current role might be the best choice for now—but that doesn’t mean you stop exploring new opportunities. Choosing to stay isn’t a failure; it’s a moment of clarity and focus. It may also be the perfect time to set a new goal—one that genuinely excites and inspires you.

What will you proudly say you achieved in 2025? The next five months will fly by—and before you know it, it’ll be 2026. Make sure you can look back and say, “I did that.” The most meaningful wins often come from the goals that required you to stretch. (Congrats—early!) And remember, you don’t have to do it alone. Lean on your coach, your team, and your circle of support. Trust yourself—and trust others to help you stretch.

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, has guided thousands of executives and business leaders to achieve remarkable success over the past 32 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.

For those navigating the 55+ transition, goals aren’t just about productivity—they’re about rediscovery. This stage invites a deeper alignment between values, lifestyle, and legacy. Whether you’re refining your career path, relocating, or reimagining what fulfillment looks like, the right goal can act as a compass—guiding you toward clarity, confidence, and meaningful impact. Contact Jeannette now.

How to Get Past Failure and Move Forward with Confidence

June 17, 2025 by Jeannette Seibly

“Success is not final, failure is not fatal: it is the courage to continue that counts.” – Winston Churchill

We’ve all faced setbacks—some were frustrating, others downright humiliating. But instead of retreating and hoping no one notices (they will), the key is to get into action. Failure isn’t a dead end; it’s a detour that redirects you toward better results.

6 Steps to Regain Focus and Drive Success

Reflect with Purpose. Complete the What Worked? / What Didn’t Work? exercise individually, then bring your team together to share insights. This ensures learning, not blame.
Extract Lessons & Adjust. Ask: What did we learn? What can we do differently? Example: If you went over budget, assign clear financial oversight next time. Remember, the key is to tell the truth.
Acknowledge Contributions. Go around the virtual table and recognize each person’s successes. Failure doesn’t erase progress—celebrate what worked and what was learned!
Engage in Honest Conversations. If the failure impacted customers or employees, address it directly. No excuses—just listen, learn, and align on next steps.
Prioritize Alignment Over Consensus. Waiting for full agreement as to what to do next is a fool’s game. Get alignment, make decisions, and move forward. Momentum matters.
Take Action—Now Stop searching for an escape route. Action builds resilience and dissolves resistance. The sooner you move, the faster you recover.

Failure isn’t the end—it’s a pivot point. The faster you embrace it, the stronger your leadership becomes.

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, specializes in delivering innovative solutions for hiring, coaching, and leadership challenges. Over the past 32 years, she has empowered business owners, executives, and managers to achieve remarkable success. With a steadfast commitment to excellence, Jeannette champions those eager to elevate, expand, and excel in their results.

Transform Stress into Resilience

October 6, 2024September 2, 2024 by Jeannette Seibly

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

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

7 Ways to Transform Stress into Resilience

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

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

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.