Today’s Hiring Failures Are Due to Being Uncoachable!

Many new hires today are failing in their jobs. The #1 reason? They are not coachable!” Jeannette Seibly

Poor interpersonal skills are the reason why there are so many hiring failures today! The #1 issue? They are uncoachable!

Why is being coachable important? It reflects the ability to accept and put in place feedback from bosses, team members, customers, and others! (Leadership IQ) Being coachable is why leaders and teams succeed in business!

Here’s are shocking stats:

  • Almost half of new employees today will fail within 18 months of hire.
  • Almost 90% of the time it’s due to the new hires’ attitudes and poor interpersonal skills.
  • Only 11% of failures are due to technical skills. (Leadership IQ)

Many hiring managers admit overlooking or explaining away flaws they saw during interviews. But they were unsure what to do with these insights or biases because they failed to use real consistent data that job fit assessments offer. They hired the job candidates based on technical and other hard skills, but fired them due to poor interpersonal skills!

To improve your hiring and selection process, it starts during the interview by making this important time count!

7 Keys to Improve Your Hiring Success

1. Job Fit Is #1. According to a Harvard Business Review study, job fit is why people succeed! Use a qualified job fit assessment to ensure you’re seeing the whole person objectively. When using real and consistent data, you can delve deeper and learn more about the person before hiring them! This avoids surprises!

2. Determine Coachability by Asking These Two Interview Questions. A coachable person is looking to improve and is willing to ask for help to do so.

Ask: “When was the last time you made a mistake?” and “How did you handle it?”

Then, listen for:

  • “What did s/he learn?”
  • “Who did s/he talk with?”
  • “Why did the mistake happen?”
  • “What were the results?”

This is perhaps the most important revealing part of the interview.

3. Gain Insight During Reference Checks with Previous Co-Workers. Ask this question: “Would you work for this person? Why?” Listen. I’ve found this question to be a very good indicator of a person’s on-the-job interpersonal skills.

4. Talk Straight. Share with the job candidate about your company’s ongoing training and development programs. During each interview, emphasize your expectation that the person participates. If there is any pushback (e.g., “What if I already…?” “I already know that.”), you may need to reconsider hiring this candidate since you are looking for team players that are open to learning and expanding all their job skills.

5. Focus on Results Required for the Position. Put together a 180-Day Success Plan. Share it during each interview with the job candidate and listen. The person’s reactions may change over time, so it’s important to address any change. Remember, you are seeking team players with the attitude of, “I’m open to learning from my mistakes and contributing to the success of everyone.”

6. Provide a Coach and a Mentor. Provide teams and future leaders in your company with an internal company mentor and an external executive coach. One fast-growing company shared this expectation with job candidates. Those that didn’t believe they would need a coach were not considered further. Several years later, the coachable team members achieved executive and leadership levels in their careers. It was due to their focus on coaching, developing, and learning.

7. Be Coachable! Yes, many successful leaders have coaches. Be sure you have one and be sure you are learning how to be a good coach, while developing and learning along with the team. Believe it or not, it can be a lot of fun!

©Jeannette Seibly 2021 All Rights Reserved

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

A note from Jeannette about how to hire coachable people. We’re in a talent tsunami, where 20% to 50% of employees are seeking new jobs. One of the top reasons is they are uncoachable in their current job and believe the grass will be greener in other companies. It’s up to you to use real and consistent data to make good hiring decisions and uncover a job candidate’s coachability before you hire them. This impacts your ability to attract and keep top talent and great customers, while improving your bottom line. Unsure of how to get started? Contact me for a confidential conversation.

Do You Have Problems Working with Authority Figures?

“If you want to get ahead in your career, you must learn to listen to and work well with your boss.” Jeannette Seibly

Do you:

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

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 figures! They believe they know how things should work and fail to listen to sage advice. This mindset costs them valuable time, money, and energy that could have been better used for business growth.

7 Tips to Improve Effective Working Relationships  

  1. Recognize You Have a Problem. “You can’t change what you don’t acknowledge.” (Dr. Phil) 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.
  2. 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.”
  3. Encourage Brainstorming and Listening to New Ideas. When you or your team know-it-all and rely on past solutions, you will fail to get to the core issue. Be open to listening to others…it saves time and money while creating viable solutions.
  4. Resolve Conflict Before It Diminishes Your Results. Authority avoidance leaders create lots conflicts. They have poor communication styles and work ethics, making it difficult for team members to succeed. Remember, successful leaders have coaches to help them resolve conflicts before they are no longer manageable.
  5. Learn to Delegate. If you want to achieve true leadership, you must stop doing it yourself! 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.
  6. 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 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.
  7. 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.

©Jeannette Seibly, 2021 All Rights Reserved

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

A note from Jeannette about being an authority avoidance leader. Everyone has a boss, board, team, and/or customers that provide feedback and criticism. Failure to listen and learn will sideline your career. Take the time to develop effective working relationships, be coachable, and take feedback, while learning from your mistakes. If this sounds too difficult, contact me for a confidential conversation.

How to Improve Leadership Results Before You Need to Fire Them

Due to the talent tsunami, experts warn 20-50 percent of employees are looking for new jobs or are planning to quit once the pandemic is behind us. To attract top talent, you must have leaders that are considered good leaders. Now is the time to make a positive difference.

A bad leader is someone who fails to work with and through others to keep customers happy and satisfied while building successful teams.

Examples:

When the oldest sibling was promoted to President of the family business, everyone expressed concern. She was insecure and relied only on her favorite people when making decisions. As a result, after losing several key customers, the family fired her.

In another company, a leader wasn’t a strong boss, but did make good decisions and cared about the customers. But a disgruntled employee scrutinized and gossiped about him to the point where he was considered a bad leader and felt forced to leave.

7 Signs of Poor Leadership

This list is endless…what are your key indicators of a bad leader?

  1. Loses focus on the goal by getting lost in the “weeds”
  2. Lacks empathy
  3. Stifles creativity and new ideas
  4. Is unable to motivate the team to achieve intended results
  5. Is indecisive
  6. Is unable to talk straight
  7. Plays favorites when assigning work

Too often, we wait until we’ve lost good customers or top talent before getting the leader the help and guidance needed for success.

7 Tips to Improve Leadership Results Now Before It’s Too Late

  1. Provide Executive Coaching. Many bad leaders are overwhelmed by the challenges they face. The right executive coach guides these leaders to improve communication, navigate politics, and manage sticky situations. Hire an executive coach from outside the company to ensure confidentiality. If the person isn’t coachable, it’s time to create an exit plan or job reassignment.
  2. Use qualified assessments. Use a qualified 360-degree feedback assessment and a job fit assessment. These provide objective insights and guidance based on consistent real data.
  3. Design a performance plan. It’s important to require bad leaders to participate in workshops. This helps them to acknowledge what they don’t know that they don’t know. Focus on one specific area at a time and team them with an internal company mentor (in addition to the outside executive coach). Courses must include addressing leadership blind spots (e.g., emotional intelligence, working with and through others, diversity, ethics, critical thinking, to name a few).
  4. Analyze the cost. Too often, we overlook bad leadership because we don’t see or understand the impact. When conducting a cost analysis, review turnover of top talent and customers, quality issues, and complaints. NOTE: If there are little or no problems, look deeper. The leader may be the scapegoat to distract from the real issue.
  5. Talk with disgruntled team members. Don’t be surprised if the bad leader’s problem is due to the inability to handle group think, cliques, and subjective expectations. Have the executive coach work with the team and the leader to get everyone on the same page. Remember, change is a process, not an event. And, no leader is perfect.
  6. Some bad leaders are good individual contributors as long as they don’t have people management responsibilities. Also, look for a special project or new opportunity that can use the leader’s good skills. NOTE: When making a transfer, the new position may have a new job title. But it’s best to avoid adjusting the paycheck or it could trigger a dissatisfied leader with an axe to grind.
  7. When All Else Fails Let the Bad Leader Go. Be sure you work with HR and/or an attorney to dot the I’s and cross the T’s. If you don’t, this can be very costly, especially if you’ve allowed it to go on for too long.

©Jeannette Seibly, 2021 All Rights Reserved

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

A note from Jeannette about turning around bad leaders. Turning bad leaders around is one of my primary strengths. As an executive coach, I’ve worked with many poor leaders to transform them, or help them move on. When a bad leader needs help, the best solution is to do the right things now. If a team views their leader as needing help, don’t wait! Otherwise, s/he may need to leave the company! Remember, a bad leader cannot transform into a good one on his/her own! Contact me for a confidential conversation. 

13 Tips for Leaders to Positively Influence Their Teams

“When you positively influence your team, great results are achieved.” Jeannette Seibly

Take a moment:

  • Think about the worst boss you’ve ever had.
  • Now, think about the best boss.
  • What was the difference?

Many would say the difference was how the best boss applauded their efforts and ideas, while the bad boss was dismissive and negative.

Bosses are leaders in the company. Leaders influence team members by how they interact with them. This includes listening to new ideas, guiding them through challenges, and encouraging them to meet (and exceed) customer demands.

As a leader, you influence team members in their daily lives, both at work and after work hours. To be considered a “best boss,” take the time to be present and aware of your interactions with others … this will fundamentally influence your team’s results.

How to Create a Positive Influence with Your Team

  1. Learn from Mistakes. When you help your team learn from mistakes rather than berating them, your team’s confidence will build.
  2. Handle the Politics. Every company has internal politics. Protect your team members by stopping gossip, addressing complaints, and dealing with microaggressions. Remember to keep confidential issues confidential!
  3. Brag on Them! Share with others about the team’s results and individual accomplishments.
  4. Be Courteous. Say “Please” and “Thank you.” Ask, “Do you have 5 minutes to talk?”
  5. Ask Questions. Instead of assuming you already know it all, be open to learning something new!
  6. Get Both Sides of the Story. When a problem arises, get both sides by asking questions without sounding like an interrogator. Only then will you learn the truth.
  7. Build Confidence. Point out where progress is being made. Only focus on one challenge at a time and guide them through to achieve a positive solution.
  8. Provide Real Goals. Provide stretch goals instead of just providing tasks camouflaged as goals.
  9. Be Fair. Don’t have favorites when handing out assignments. Build on team members’ strengths; this builds a stronger, cohesive, and more agile team.
  10. Support Personal and Professional Goals. Be a resource and/or guide to help them achieve both.
  11. Be Ethical. Show a good work ethic and be the type of leader that is honest. Remember, your team members will mimic you!
  12. Think Bigger! Be open to thinking beyond the norm and welcome each team member’s ideas. Encourage all team members to take part when brainstorming.
  13. Trust and Value Them. Allow your team to do their work without being micro-managed. If problems arise (and they will), keep your door open. Trust and encourage them to work with and through others to create viable solutions.

©Jeannette Seibly 2021 All Rights Reserved

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

A note from Jeannette about being a leader who provides a positive influence. Providing a positive influence isn’t hard. But it does require being present and aware during ALL interactions. If your team has a challenge, encourage them to learn and work through the ups and downs. This positive influence builds trust and team confidence. Want to be a positive influence with your team but don’t know where to start?  Contact me for a confidential conversation.

Entrepreneurial Leaders Who Believe They Know Everything Will Fail

“There are known knowns. These are things we know that we know. There are known unknowns. That is to say, there are things that we know we don’t know. But there are also unknown unknowns. There are things we don’t know we don’t know.” Donald Rumsfeld

A CEO shared ideas with an executive team member on how to achieve better results with her team. Instead of listening and learning, she replied, “I already know that.” OR “I’m already doing that.” In other words, she was not willing to admit what she was doing wasn’t working! She believed her past successes would somehow resolve the current issues. But, when she was unable to improve her results, six months later she left. Her parting comment was, “I don’t know what I could have done differently or better.”

Clearly, there were things she didn’t know that she didn’t know.

Many entrepreneurial leaders believe it’s important for young leaders to be open to learning new things. The truth is, it’s important for ALL leaders! Even long-time leaders don’t know everything!

The #1 challenge that gets in our way is our egos! Especially those with long-time experiences in a profession or industry. We stop being open and learning from others and believe we know everything! Or, we fear being thought of as incompetent by hiring a coach, even though, most leaders have coaches! As a result, failure is right around the corner for those leaders who believe they know it all!

Remember, knowing something doesn’t mean you have the skills to perform at the level required.

5 Tips to Expand Your Ability to Learn

  1. Listen to Learn. Building a confident team that produces consistent and intended results starts here! As an effective entrepreneurial leader, listening is a two-way street. You need to listen to your team, just as they need to listen to you! Provide persuasive listening training and attend as a participant!
  2. Practice is Required for Mastery. A new leader had done two board room presentations with his boss. He believed he now had the skills to go solo and would hit his goal for a promotion. When his boss recommended he take a workshop to learn the fundamentals, he declined. “I have it handled and don’t have time,” he replied. But, during the next two presentations, he failed to keep the board members engaged and answer questions truthfully. Instead of a promotion, he was sidelined. Effective practice depends on the quality of the practice. As every martial arts person will tell you, the right practice is required daily, over and over, even as a master. It starts with learning the basics, practicing them, then, expanding on them.
  3. Pay Attention to Job Fit. Many leaders fail to get real about their strengths and weaknesses and that of their team members! They believe anyone can do anything well. This arrogance results in miscommunication, missed deadlines, and customers leaving! Take the time to get clear about “why” you and your team members are successful…and, why they are not! Now, use this objective information to build a solid foundation for your business, teams, and customers to succeed.
  4. Learn How to Be An Effective Coach. When your team does not follow your advice, you will label them as not being coachable. Your attitude will get in the way of expanding your skills to become an effective entrepreneurial leader and coach. 

Questions to ask yourself and review with your coach:

  • Have you asked them about actions already taken?
  • Have you been clear that their performance isn’t hitting the goal?
  • Are you clear about your expectations? Are they realistic? Have you used straight talk when explaining them?
  • Are you using a “Rule of 3” to deep dive into their responses by having a two-way conversation, not an interrogation?

Note: To be an effective coach, you, yourself, must be coachable.

  • Who is your coach?
  • How often do you talk?
  • What stops you from listening when your coach shares knowledge you don’t like or disagree with?
  1. Critical Thinking. Remember, not all ideas will provide a positive ROI! Get real by deep diving into a topic and understanding the pros and cons. This requires reading more than the headlines on social media posts. Also, it requires you to talk it out with several industries and/or company contacts to get the inside scoop. The most important questions to ask, “Why did it work there? What are the challenges for it to work here?” Once you set aside your belief that you know how it should work, you can build on the structure you already have in place with your team.

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly, The Leadership Results CoachJeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach, management consultant, and keynote speaker for over 28 years. She is an expert in guiding entrepreneurial leaders and their teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

A note from Jeannette about know-it-all leaders. As an entrepreneurial leader, success requires being open to new ideas, systems, and people. When you are willing to set aside your beliefs that you know how it should work, you can achieve dynamic results. When you hit a wall (and you will), reach out. It can mean the difference between success and so-so results! Contact me for a confidential conversation.

How Do You Build a Confident Team?

“Your team’s success depends on you building their confidence.” Jeannette Seibly

Building a team that is confident and focused on achieving intended results takes time, energy, and awareness. As the leader, it’s one of your key job responsibilities. And, when you pay attention, the results can be fabulous!

The challenge is when you have team members concerned by what others think, fearful of asking for feedback, and are not coachable. That is the time for you to zero in, build their confidence, and help them succeed. If you don’t, it will diminish their (and your) results.

7 Tips to Build a Confident Team

  1. Patience is a Virtue. When a team member is too concerned about others’ opinions, it can be frustrating. Be patient and take time to listen to their concerns. The problem could be they don’t see the value of the goal or they don’t feel comfortable with the process of getting there. Partner the person with a team member to review the written timeline, milestones, and goals. Also, have them create a graph and/or talk through different scenarios. This helps the team member gain confidence, alleviate his/her concerns, and get on the same page with the team.
  2. Everyone Make Mistakes. When you have team members that fear making mistakes, it will often bring out their insecurities. Use the three-step process and debrief: “What Worked?” “What Didn’t Work?” “What Would You Like to be Acknowledged For?” Beware of the same mistake being made over and over because that indicates additional training is required.
  3. Use a Qualified Assessment. These help team members value and become aware of different thinking styles, core behaviors, and occupational interests. Using the right assessment shows natural differences and builds confidence.
  4. Believe Your Team Members Can Develop Solutions. When your team hits a wall (and they will) or has an overwhelming problem, first(!) clarify the true problem. This will require straight talk and listening. Then, brainstorm the solution. Do not interject your ideas until after each team member has shared. If you do, you risk shutting down your team and diminishing their confidence.
  5. Provide 1:1 Constructive Feedback. Many times, when team members are feeling insecure, they can be defensive. When this occurs, within 48 hours provide 1:1 feedback. For example, “During our weekly team meeting, you ignored a team member’s idea to resolve your issue. This resulted in you losing feedback that would have moved the project forward. Plus, you diminished the other’s confidence in you to create a solution.”
  6. Acknowledge Each and Every Person. When acknowledging team members, take the time to be specific and generous. Remember, whatever you acknowledge them for, it builds confidence and encourages more of the same great behaviors and attitudes!
  7. When Nothing Is Working. Since you’ve already made changes without success, you need objective input! Work with your executive coach to determine changes required. Otherwise, you’ll continue hurting your team’s confidence and their ability to achieve intended results.

©Jeannette Seibly, 2021 All Rights Reserved

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

A note from Jeannette about building a confident team. As a leader, one of your key job responsibilities is building a confident team. A confident team achieves intended results. If you’ve hit a wall with your team’s confidence or your own confidence needs a boost, contact me for a confidential conversation now before mischief shows up.

Do You Bring Your A-Game to Work Each Day?

“It’s fun to experience your A-Game at work…but it’s up to you to bring it with you each day!” Jeannette Seibly

Your A-Game occurs when you are playing like a top-performing leader. This means you are working well with people, focused on the right business challenges, and bringing resources to your team. And, getting the results you want. It’s a great feeling. At the end of the day, you want to do it again!

But top performance doesn’t happen by accident. It takes doing the right things the right way…and starts by being present and aware.

How to Experience A-Game Days

  1. Self-Care Is Critical. Taking care of yourself is important. It’s difficult to operate at top performance while denying your health and well-being. Hire a coach if your normal days seem like B-type days.
  2. Resolve Conflict Instead of Hoping It’ll Go Away. Team conflict doesn’t mean you’re off-track. It means you need to address the core issue(s) you’ve been ignoring. This will make the difference between achieving dynamic results or experiencing costly hit-or-miss results.
  3. Delegate to Your Team and BELIEVE They Will Come Up with the Answers. Your belief and trust in others will make projects easier to accomplish. (Or, more difficult if you’re micromanaging.) Remember, your team can take the initiative, be resourceful, and wants to be trained. A-Game leaders value the learning process and lead by example.
  4. Brainstorm Solutions and Then Get Out of the Way. Lack of true brainstorming is a key reason teams fail! Trust the process of brainstorming and don’t latch on to the first and easiest answer. Now, get out of the way and allow your team to explore these new options.
  5. Keep Your Eye on the End Results While Managing the Process. There will be times you will go off-track and into the weeds! It’s important to objectively ask and answer whether or not the current actions will lead you to the desired results. Watch out for busywork that occurs when a team member doesn’t have the skills or interest in using these skills to get the job done. Now, manage the process to stay on track. Remember, don’t manage your team members’ personalities, manage their actions.
  6. Dial-Down Your Ego. Being humble every day is important when bragging about your successes! It also builds trust from your team.

©Jeannette Seibly, 2021 All Rights Reserved

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

A note from Jeannette about bringing your A-Game to work each day. Your A-Game occurs when you are operating at top performance levels. But those levels don’t happen by accident. They require you to consistently do the right things the right way…and that starts with you being present and aware. If you find that many of your days are B-, contact me to understand how to reach A-Game levels consistently!

Are you frustrated that your team loves conflict and chaos more than achieving intended results? Discover how to step up and work through these saboteurs now, before it’s too late!

Have You Uncovered Your New Leadership Blind Spots?

“Uncovering new blind spots occurs daily during this new normal.” Jeannette Seibly

Due to “new normal” changes, your leadership blind spots have changed too! Now is the time to uncover them. If you don’t, it will cost you and your team business results, job satisfaction, and career advancement.

What Are Blind Spots?

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

Self-analysis is of little value. By definition, it’s impossible to know what your blind spots are and how they impact others.

Common Leadership Blind Spots to Get You Thinking

Research by Dale Carnegie revealed that many leaders have blind spots around:

  • Showing appreciation
  • Admitting when they’re wrong
  • Truly listening
  • Honesty with self and others

Other blind spots include (just to name a few):

  • Believing you have all the answers
  • Allowing team conflict to be the norm
  • Treating your commitments casually
  • Failing to understand the difference between virtual and on-site meetings

6 Tips on How to See These Blind Spots and Become Effective

Use assessments and 360-degree feedback to discover your inherent strengths and weaknesses. There are three types of assessments: 1) assessments that reflect how you want to be seen, 2) assessments to show who you truly are, and 3) assessments that share how others see you. All three provide you with 20/20 insights. But, now, the real work begins. Review your results with a qualified executive coach. Then, create a plan (e.g., workshops, videos, weekly coaching calls, etc.) to develop these new skills during this new normal.

Hire an executive coach and DO THE WORK. Hiring the right executive coach to guide you through this discovery process is priceless. It eliminates the normal trial and error that otherwise occurs. Hire one that supports you to be in action. Stay away from conceptual discussions since these will not improve your leadership effectiveness or your results.

Engage with an industry or company mentor. The right mentor is an invaluable source of information. His/her knowledge about your industry and company can guide you through complex situations and sticky political relationships.

Listen to your team’s feedback. Your team wants you to succeed. And, while you may believe you want to hear feedback from your team, many of you would rather not. For valid feedback, use a qualified 360-feedback assessment. This will encourage team members to be honest when sharing their insights and feel comfortable doing so.

Dial up your humbleness. Take part in emotional intelligence workshops and learn how to tame your ego! It’s the biggest challenge for many leaders and where most blind spots live. Create awareness of your impact on others. And, hire a coach to guide you to create win-win-win outcomes, especially when your ego is the loudest!

Improve your all-important communication skills. Your ability to write, speak, and talk with others is crucial to your success. Improve these skills by recognizing your biases (and, yes, your blind spots). Take responsibility when talking with different people and focus on everyone getting on the same page.

©Jeannette Seibly, 2020-2021 All Rights Reserved

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

It’s awful to be the leader of a project that is full of conflict and saboteurs. What do you need to do to manage these before they end your career?

A Note from Jeannette about uncovering new leadership blind spots due to the “new normal.” There have been many business changes since the pandemic. These “new normal” changes also impact your leadership blind spots, since they have changed too! Now is the time to uncover them. If you don’t, it will cost you and your team business results, job satisfaction, and career advancement. Contact me for a confidential conversation.

I Want My New Career Opportunities Now…I’m Ready

“Ambitious people believe they are career-ready for their next opportunity. Unfortunately, many lack the required set of skills to succeed.” Jeannette Seibly

Many leaders and ambitious business professionals want their new career opportunities right now. The challenge? Many times, they are not ready!

A couple of weeks ago, I spoke with a college junior. He’s a go-getter. He’s in a hurry to graduate and get on with his career! This summer he has an internship, a part-time job, and is taking two classes.

I shared with him, “Slow down. Consider you’ll most likely have more than 7 careers in your lifetime. So, it’s important now to build a solid foundation of skills in each job and class. Take the time to learn and grow. Sometimes you don’t get a second chance when attracting great career opportunities.”  

This ambitious young man will go far as long as he’s able to curb his impatience and build a strong set of foundational skills as he moves forward in his career.

Many ambitious people leap too fast into new jobs and career opportunities. They’re not skill-ready.  And, they lack the awareness of what these skills are and are impatient while waiting to move up to the “next level.”

Consider for a moment people getting what they want before they are ready:

  • 70% of lottery winners end up broke (National Endowment for Financial Education)
  • 40% of executives fail within the first 18 months (Business2Community)
  • It’s typical to find the grass is not greener in the next job or career (Forbes)

It’s important to build a solid foundation of skills in each job and task now. This enables you to take those skills and enjoy the benefits of your success tomorrow.

Build a Solid Foundation of Skills Today to Prepare You for New Career Opportunities  

Get Real. Many times, you will create goals based on ideals (e.g., being a millionaire, having the title of boss or executive, leading larger projects, etc.). The problem is…and I’ve seen it happen too often in my 28 years of coaching…you’re not ready! You lack the skills required to succeed at the next level (e.g., build good working relationships, execute intended results, resolve team conflicts, etc.). Work with your coach to clarify your career direction and avoid latching on to “job titles,” “paychecks,” or other compensation as “the goal.” If you don’t have your own coach, get one!

Hire a Coach and Find a Mentor. Remember, you cannot snap your fingers and transform your skillsets. It takes time, practice, and more practice before you become a master. Instead of relying on the normal DIY approach and struggling through the inevitable trial-and-error, fast-track by hiring your own coach. Don’t rely on the company to do it for you. Also, find an industry or company mentor. Make sure both of these people can guide you through difficult relationships, projects, and company politics. Next, it’s up to you to be coachable.

Conduct an Honest Evaluation About Your Current Skills. All business leaders and ambitious professionals have blind spots. Use a qualified job fit tool and a 360-degree feedback assessment to uncover them. Armed with this info, work with your coach to develop the skills required for the next level of job responsibilities.

Persist by Doing the Work. There are no short-cuts. It’s easy to go off-track and avoid potential failures or after you’ve experienced failure. Work with your coach to clarify and develop a strategic career plan that works for you. Remember, the experiences of both success and failure make you a better fit for future jobs IF you take the time to build your skillsets now.

Thank, Brag, and Celebrate!

Jeannette Seibly, The Leadership Results Coach
Jeannette Seibly, The Leadership Results Coach

©Jeannette Seibly, 2021  All Rights Reserved

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

It’s awful to be the leader of a project that is full of conflict and saboteurs. What do you need to do to manage these before they end your career?

Note from Jeannette: I Want My New Career Opportunities Now…I’m Ready! How many of you have heard the motto “30 and out?” It’s when employees have worked in the same company, and often the same job, before retiring after 30 years! But this is no longer a career option. Most of you, when you retire, will have had more than 7 careers in your lifetime! The challenge? As ambitious professionals and leaders, you will probably jump into your next career opportunity too soon. You won’t be ready. This is why it is important to build a solid foundation of skills in each job along the way. If you’re struggling to determine your career direction, contact me for a confidential conversation.

When You Feel Stuck, Stop Believing Something Is Wrong with You!

“To get unstuck, stop believing there is something wrong with you. Only then, can you discover ‘why.’” Jeannette Seibly

A couple of months ago I worked with a business owner, Joyce. Joyce shared she’d had a bad year and hated managing people. A previous coach had given Joyce a standard answer, “Learn to become a manager of people to grow your business.” Joyce tried but her business suffered. She believed something was wrong with her and was stuck not knowing what to do next.  

After reviewing her job fit assessment, Joyce learned she was fine! She just didn’t have the interest in developing the skills to manage people. I let her know that it was OK to stop thinking she had to manage people to grow her business! (This encouraged Joyce to stop beating herself up.)

Now Joyce is back selling and restructuring her business model for success. She’s unstuck and happy again!

This often happens when you use a “standard cookie-cutter approach” instead of getting real about why you are stuck!

Do remember the cartoon, Wylie Coyote, and the number of times he hit the wall and slid down? Do you remember he’d get back up and hit that same wall again, over and over?

In real life, many of us are like that. We get stuck and stay stuck for too long out of fear there’s something wrong with us. Or, sometimes worse, listen to the wrong advice. And, sometimes rely on our feelings and become emotionally attached about the right way to go.

It doesn’t need to be that way! Everyone gets stuck! It’s what you do to get unstuck that matters!

“Everyone gets stuck! It’s what you do to get unstuck that matters!” Jeannette Seibly

5 Ignored Truths to Get You Unstuck!

1. The #1 Culprit: The Grass is Greener Syndrome. When you compare your life, jobs, and other factors to others, you can get jealous. You are stuck believing life will be better if you have what they have! But the reality is that the grass isn’t greener someplace else. It’s just different. In time, if you do leap to a new job, home, or relationship before you are ready, you’ll experience the same “stuckness” all over again! The key is to look inward! Use meditation, work with an experienced coach, and be willing to do the right work to find a new pathway for your success.

 Years ago, I worked with a CPA, Darla. She’d been a great employee but over the past 6 months adopted a negative attitude. After we talked through her job fit results (she was a good fit), I asked, “What’s the problem?” Darla’s answer, “I want to travel.” I replied, “Then, aren’t you in a great job that can allow you to do that! Your heavy workload is during the 1st quarter of the year. After that, you can schedule time for travel!” She agreed, shifted her mindset, and became a good employee again!

2. The #2 Culprit. Poor Job Fit. Over 70% of people are in jobs that don’t fit them. (Gallup) Too many people have fallen into the trap of believing they can be successful in any job they want. In an ideal world, this might be true. But we don’t live there! We get stuck thinking we can be our own boss or get rich selling insurance (two of thousands of examples), instead, we fail! Here’s why: You don’t fit the thinking style, core behaviors, and occupational interests for success in those occupations. Use a qualified job assessment to objectively provide real data. It’ll tell you “why” you’re stuck. Then, talk it through with your coach before talking with your boss to make appropriate job changes.

3. A corollary to #2 … Expand Job Responsibilities. CAUTION: this is NOT about doing more work! Busy work can create boredom, frustration, and emptiness! It’s about taking on new responsibilities that expand your skills and engage you in your job. Develop your “brag statements” before pitching to your boss the need for job changes.

4. Get Real and Stop the Trial & Error. Honestly, it’s exhausting. Listen DIYers! Yes, I know. You think you have it all handled. But the reality is, if you stay stuck or keep getting stuck in the same place, you need to expand your perspective and change up your game plan. The most effective way to shift this is to work with a real and experienced coach. Stop relying on friends who tell you what you want to hear!

David, a former executive, found himself fired from his job of 15 years. He spent the next 5 years trying out different jobs, including buying a franchise. Exhausted from his failures and financially struggling, he finally reached out to his coach (me) to answer the question, “Why?”. Now, he is happy and working in a 6-figure job he loves.

5. You May Have Hit Your Ceiling. I have found there are times when people “max out.” It’s time to sell the business, work in a new company, retire, transfer to a new job, and/or create a new goal for their life. But before jumping to something new, talk it out with your coach. Uncover the real underlying issue. Remember, there is a difference between boredom and being antsy to move on before you’re ready.

©Jeannette Seibly, 2021 All Rights Reserved

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

Are you frustrated that your team loves conflict and chaos more than achieving intended results? Discover how to step up and work through these saboteurs now, before it’s too late!

A Note about Getting Unstuck and Thinking Something is Wrong with You from Jeannette. Too often we look at others, become jealous, and then, make changes that don’t work for us. We get “stuck.” When we allow ourselves to stay stuck in boredom, frustration, and emptiness, our emotional attachments sabotage our career and life choices. There’s a lot of hyperbole out there! Get real by working with a real coach to discover why you are stuck. This is the best time to move forward. Contact me to start a confidential conversation and feel energized again.