professional development

Spotting Hidden Talent Easily

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“Spotting hidden talent can be easy and will increase employee, customer retention, and profitability.” Jeannette Seibly

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

While many complain about the difficulty of finding “hidden talent,” the reality is that the right person may be sitting right in front of you. Unfortunately, biases often cloud our ability to see candidates as they truly are. Other barriers—such as lack of objective data, unrealistic expectations, and flawed assumptions—can further obscure their potential. The list goes on.

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

Ways to Avoid These Common Pitfalls

Prepare Job Applicants. Send them a helpful video about your interview process and what to expect. For many, this is their first time talking with your company. Provide several interview questions (and be sure to ask at least one or two of these) so they feel comfortable with your selection process. Also, send them a link to the brag book: “The Secret to Winning the Job: Start Bragging!” Many applicants have hidden talents that they need to learn how to share effectively.

Use a Valid Honesty/Integrity Assessment. Make sure it’s a direct admission tool and use only for pre-employment purposes (not current employees). This can help weed out candidates who are good at selling themselves but have things to hide. They also help create safer workplace environments. Be sure to check local and state statutes to avoid asking inappropriate questions (e.g., age, marital status, children, etc.). Contact me for a product brochure.

Conduct Phone Screen Interviews to Gather Objective Data. Ask questions designed to reveal facts about past employment and education. Verifying and documenting are essential. Too often, candidates aren’t honest about their past … they just want the job. (For help creating questions, READ Chapter 10, Hire Amazing Employees)

Too often, we rely on intuitive hiring rather than using a strategic job-fit system and obtaining objective data. Then, we are surprised 2 hours, 2 weeks, or 2 months later when we realize the person who showed up isn’t the one we interviewed. This is avoidable.

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

Using a qualified job fit assessment helps alleviate concerns about the legalities of who you are hiring.

Interview for Job Fit. Too often, our beliefs about required skills are sabotaged by subjective biases (e.g., good at math = good accountant; friendly = great boss). Ask job-related questions and listen! Hidden talent will reveal itself when you deep dive into their responses using the “Rule of 3” to determine the depth of their skills. (For additional insights on the “Rule of 3” and creating job-related questions, READ Chapter 10, Hire Amazing Employees)

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

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

© Jeannette Seibly 2024–2025 All Rights Reserved

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 33 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.

Spotting hidden talent is easy when you use a well-designed strategic job fit system. When was the last time you reviewed your hiring practices? If you want to improve your retention, results, and revenues, contact me.

Want to Be Motivated? Take Action!

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“The hardest part of a project or venture is getting started. It starts with the first small step.” Jeannette Seibly

The hardest part of any new venture or project often comes after the initial excitement fades. You’re staring at the plan you created, and overwhelm begins to creep in.

You notice missing pieces.

Your inner psyche chirps, “You cannot do this.”

Your doubt screams, “What were you thinking?”

Or worse, “What will others say?”

Even if you’re not fully aware of your doubts and fears, they will sabotage your progress unless addressed in a positive, proactive way.

Here’s the truth: action creates motivation—not the other way around, despite what many of us were taught to believe. We often use a lack of motivation as an excuse to play small or avoid taking any action at all. But attempting big steps too soon will sabotage your efforts.

What’s the solution?

Take action by identifying the smallest possible step—then, do it.

Take One Small Step

  • Want to lose weight? Put on your walking shoes. Nothing else. Then, the next day, put them on again. Soon, you’ll be out walking! (Yes, this really works.)
  • Want to save money? Set aside 1% each time you receive any money. Before long, you’ll be amazed at how much you’ve accumulated.
  • Want that promotion? Take the smallest action possible—like buying your Get Your Brag On! book. This helps you avoid overwhelm and prevents you from missing critical details that could sabotage your efforts.

Make Sure Your Environment Is Supportive

This includes both physical and emotional spaces.

  • If your home office is in the basement and you dread going down there, move it somewhere you enjoy.
  • If your team members constantly naysay everything, it may be time for new ones. But beware: if they’re pushing back on your habit of constantly changing things, listen. That habit may be your saboteur—not them.

Celebrate Progress

Remember: Your new project or venture isn’t overwhelming. You simply need to take small actions, make thoughtful adjustments, and stop sabotaging yourself. Enjoy the process of creating results one step at a time. Your actions will feed your motivation to continue to move forward.

© Jeannette Seibly 2025 All Rights Reserved

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.

Ready to take action—but unclear about what you really, really, really want to achieve? Let’s talk.

Stop Sabotaging Your Work Relationships

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“Want to make a positive difference in your working relationships? Do what you say you’ll do.” Jeannette Seibly

Many bosses and leaders don’t prioritize building proactive, healthy work relationships. They’re often in denial, fail to see the value, or unknowingly sabotage their ability to collaborate effectively.

As a result, when support is needed to resolve workplace issues or navigate complex customer challenges, they’re left disappointed, frustrated, or hurt. Why? Because the co-workers and bosses they ignored or dismissed are now unavailable—or worse, judgmental. These colleagues may respond with, “Here’s what I would’ve done,” or “You should’ve asked me sooner,” rather than offering real help.

Sabine, a mid-level boss constantly complained about her director. Her best friend finally urged her to hire an executive coach. Sabine didn’t believe a coach could fix the problem—especially not the slashed quarterly bonuses or lack of resources—but she reluctantly agreed.

Her coach offered a simple recommendation: “Go have a conversation with your director. Not just any conversation—one that makes a real, positive difference. Start building a better work relationship. You don’t have to like him, but you do need to respect that he’s your boss.”

Sabine snapped, “If I’d known you were going to tell me that, I never would’ve hired you.” The coach replied calmly, “But you did hire me. Now do it. You’ll be amazed at the difference.”

Sabine followed through—and the coach was right. The results were phenomenal. Sabine became one of the few people who could work well with that director.

The bonus? Six months later, the company president called Sabine: “I heard you’re doing great things. When you’re ready, I want you to run one of my new companies.”

Building strong work relationships—especially with difficult team members or bosses—directly impacts your promotability, results, and career opportunities.

How to Develop Better Relationships

  • Listen—Really Listen. Yes, I say that often. But unless you truly listen, the rest of these tips won’t matter.
  • Take Responsibility for Biases and Judgments. You may think no one notices how you really feel about someone—but it shows. In your choice of words, your gestures, your attitudes. In fact, over 80 percent of what you communicate is nonverbal. That’s why it’s essential to challenge your outdated beliefs and improve your communication style. Attend workshops or courses that help you do the work. And don’t just show up—participate. Sitting on the sidelines or pretending to listen won’t move the needle.
  • Respect Others. Stop making excuses for not supporting the team.

Example: If you struggle to hear during Zoom meetings, turn up the volume on your laptop—it might not be a Zoom issue. If you suspect hearing loss, get tested. Excuses erode trust and disrespect your team.

Another Example: Talking over others when they disagree with your comment or opinion.

  • Get Involved. As a leader, stay engaged—especially when your team asks for help or resources. That doesn’t mean micromanaging (unless necessary). Guide your team to take initiative, talk things out, and stay accountable. That’s how trust and results grow.
  • Ask for Help. Seeking input strengthens relationships—ignoring others when you need help will weaken the relationships. Many leaders avoid asking for help until they’re forced to. Then, their egos get in the way: “I already tried that,” or “That won’t work.” Asking for help doesn’t mean you’re not capable—it means you’re open to better ideas, new perspectives, and collaborative solutions.
  • Honor Your Word. Don’t just talk about what you’ll do—do it. Start small. Example: Concerned about 1:1s with employees? Solution: Schedule monthly 1:1s to start—then increase as needed. Many of you believe you have integrity and do what you say you’ll do. When you do what you say you’ll do, you build trust and credibility.
  • Make Win-Win-Win Decisions. Your decisions affect others—even in subtle ways. Poor decisions can quietly derail team progress. To make better choices, hire a coach, ask for input, and listen. Again, listen. That’s how you honor your word and strengthen relationships. Then follow up: Did it work? If not, conduct a “What Worked? / What Didn’t Work?” review to identify what was missing.

© Jeannette Seibly 2024-2025 All Rights Reserved

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 33 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core. When was the last time you stopped long enough to really look at the strengths and weaknesses of your working relationships?  If you have any concerns, let’s talk and put you on the path toward achieving unprecedented results.

Are You Open to Listening?

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“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.”

©Jeannette Seibly 2025 All Rights Reserved

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.

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

From Guesswork to Clarity: Hiring with Job-Fit Assessments Improves Revenues and Results

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“Job fit assessments take the guesswork out of your hiring process to improve revenues, retention, and results.”

In today’s hiring climate, speed often masquerades as strategy. Managers are urged to act fast—yet when the “right” candidate doesn’t surface, your hiring strategy often goes out the window.

Beneath the urgency and hesitancy lies a deeper tension:

  • Will this hire stick?
  • Will they elevate the team—or disrupt it?
  • Are we measuring what matters?

When clarity falters, misalignment follows. Promising candidates walk. Loyal customers drift. And retention, revenue, and results quietly erode.

When hiring decisions rely on urgency or intuition alone, managers often struggle to identify candidates who:

  • Have vague or inflated skills – that don’t translate to performance
  • Avoid accountability – by justifying shortcuts or disregarding rules
  • Resist feedback – rationalizing poor choices and showing little willingness to learn
  • Lack the long-term attitude or behavior needed – to support team growth and client retention
  • Require hands-on training – but resist being shown or told how to improve

These blind spots lead to failure and building a resilient, high-performing team. Without objective data from validated job fit assessments, better hiring outcomes remain out of reach.

Tired of interviewing a person and having them change their personality within two to 90 days? Keep reading.

What is a Job Fit Assessment?

It’s a screening tool that helps managers hire with purpose—defining roles, aligning expectations, and selecting candidates who truly fit.

Using “whole person” data—thinking style, core behavior, and occupational interests—reveals who a candidate is beneath the polish, not just how they want to be seen.

A job fit assessment shifts hiring from reactive to intentional, offering reliable, replicable insights that meet Department of Labor guidelines for both hiring and promotion.

Please note: Assessments are just one-third of the decision. Interviews (1/3) and due diligence (1/3) complete the trio.

Why are “qualified” job fit tools often overlooked? Most importantly, not all assessments are equal. A “qualified” job fit tool used for hiring and promotion must meet distinct scientific and legal standards. Most assessments don’t.

To be “qualified” and effective, these tools must:

  • Be scientifically validated and reliable, with proven predictive validity
  • Minimize bias and promote fairness
  • Deliver objective data for consistent, defensible decisions
  • Be easy to interpret and apply across roles and teams
  • Align with actual job performance

Why Are Job Fit Assessments Critical to Your Company’s Success?

Clarify Role Expectations. Most job descriptions list tasks, but few articulate a role’s impact on finances, systems, and people. A qualified job-fit assessment helps managers move beyond vague responsibilities to define true accountability about what success looks like (e.g., hiring salespeople who close deals, not just educate prospects; hiring financial planners who enjoy working with numbers).

Define Success Metrics. Hiring isn’t just about filling a seat—it’s about fueling performance. Job-fit assessments help managers identify what matters and avoid repeating costly mistakes:

  • What are the candidate’s natural strengths?
  • What skills need development?
  • How can we best support their success?
  • Are they coachable and open to feedback?

The insights provided by a qualified job fit assessment shape interviews, onboarding, and coaching—and reduce bias by anchoring decisions in data, not assumptions (e.g., eliminating bias tied to gender, age, education, or experience).

Align with Team Culture. Skills get candidates hired. Culture keeps them. The right assessment reveals how a candidate’s values, work style, and decision-making align with the team, company, and role—revealing synergy or friction before the hire.

Paired with honesty-integrity direct admission tools, managers gain deeper insight into values (e.g., drugs, theft, attendance), supporting trust-building from day one.

When managers hire with clarity, everything shifts:

  • Interviews become focused and strategic
  • Onboarding becomes purposeful and personalized
  • Teams align around purpose—not just performance
  • Objective data drives measurable outcomes (e.g., retention, revenue, results)
  • Employees engage more deeply when their roles fit
  • Customer satisfaction and team cohesion grow stronger

In short, qualified job-fit assessments aren’t just tools—they’re catalysts for sustainable retention, revenue, and results.

©Jeannette Seibly 2025 All Rights Reserved

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 33 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.

How can I help you select the right job fit assessment to improve retention, revenues, and results?

Want to Hire Job Loyalists? First, Evaluate the Costs and Benefits

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“To grow, a company’s leadership must embrace change and hiring job loyalists can create positive legacies.” Jeannette Seibly

Many GenXers and Millennials who have been job hoppers are now looking for an employer for “life.” As an employer and as a ‘job loyalist,’ it’s important to become aware of the costs and benefits of job longevity.

Many GenX and Millennial leaders who have spent their careers job hopping every 3 to 5 years are now seeking to find a home or in other words become a ‘job loyalist.’ A job loyalist is intending to stay, contribute, and construct a legacy with a purposeful role. This shift resembles a trend of job hugging; however, job huggers typically plan to pursue new opportunities once economic or external conditions improve.

Job loyalists aim to find one final employer where they can stay and retire—ideally for 10 to 20 years – from job hopping to job holding. Often, this decision is influenced by family needs, health considerations, or personal life pursuits.

Yet both employers and job loyalists frequently overlook a critical reality: those who crave new and exciting work often possess traits such as independence, unconventional thinking, and a need for new challenges – otherwise they become bored. Also, these same traits can mask leadership blind spots that undermine long-term success and the ability to stay with one employer for a long period of time without developing deeper leadership skills.

In today’s fast-paced environment, companies and leaders must balance experience with fresh perspectives, strategic risk-taking, and cultural adaptability to remain competitive. While job loyalist with deep industry knowledge can provide these insights, companies must ask: Can this job loyalist continue to grow without compromising innovation, agility, or strategic clarity?

Costs of Job Loyalists

Being aware of the following pitfalls can help avoid hiring a job loyalist looking for an interim safe place to land.

  1. Risk Aversion and Complacency. Long tenure can foster comfort over courage. Leaders who once embraced bold change may now avoid disruptive innovation to protect their position.
  2. Stagnation in Decision-Making. Without fresh perspectives, strategic choices may default to legacy thinking rather than future readiness. Leaders may prioritize being liked over being effective.
  3. Reduced Agility. Lifelong roles can slow organizational pivoting. Reassigning or reimagining roles becomes difficult when longevity is the job loyalist’s goal. Top talent, your future leaders, will exit if this occurs.
  4. Saboteur of Evolution. Job loyalists may resist cultural evolution, especially in areas like DEI, tech adoption, or emerging leadership styles. “We’ve always done it this way” becomes a silent saboteur.
  5. Complacency on the Job. Remaining in the same company and similar roles may feel comforting to the job loyalist, but it can quietly erode the agility, innovation, digital literacy, and growth every company needs to thrive.
  6. Former job hoppers—now aspiring job loyalists—once thrived on frequent raises, new titles, and fresh challenges. When promises made by new employers are forgotten, ego and lack of trust may prompt them to start job hopping again.

The Benefits of Keeping Job Loyalists and Future Leaders Engaged

Remember, use a strategic job fit selection system including qualified job fit tools to ensure the quality of hiring (including Boomerangs (rehires)), coaching, and managing.

Create Career Pathways and Career Ladders. Talent bottlenecks can be caused by job loyalists. Provide new career pathways and ladders to prevent career blocks for emerging talent and keep current leaders agile. For example: Rather than relying solely on the traditional career ladder, transition executives into board roles or company-affiliated foundations. This opens up new responsibilities and creates opportunities for rising leaders.

Update Current Workplace Culture. Ensure your workforce prioritizes purpose, flexibility, resilience, idea generation, and growth over permanence. Without this shift, attracting top talent becomes increasingly difficult.

Keep Skills Current. Long-tenured employees may avoid reskilling or adapting to changes in technology, human development, finance, and operations. Job loyalists often prioritize personal comfort over company-wide changes, leading to mismatches between role demands and stakeholder expectations. Make skill adaptation and accountability non-negotiable across the company.

Keep Succession Planning Current. Sudden exits can create leadership vacuums and operational disruption. Never assume someone will always remain in a role—or that the #2 person is ready.

One individual served as the #2 for over a decade. When promoted to #1 after his boss retired, he lacked decision-making and critical thinking experience at the enterprise level. He was fired six months later by the board of directors. As an independent consultant, his lack of tech and leadership skills led to closing his consulting business within a year.

Reframe From Keeping a Lifelong Job to Being a Lifelong Contributor. Instead of anchoring leaders to longevity, companies can:

  • Promote lifelong learning and legacy-building by requiring ongoing management development through symposiums or conferences (e.g., encourage leaders to share ideas and facilitate breakout workshops that activate strategic thinking and peer engagement).
  • Encourage role evolution through horizontal or vertical job expansion to meet new business demands (e.g., lead AI initiatives, spearhead wellness programs, drive goal completion, and transform employee development).
  • Design contribution pathways that honor experience without stifling innovation (e.g., mentoring, college and trade school presentations, onboarding support). Ensure the job loyalists have developed engaging and talent-attracting presentations by requiring public speaking training (this applies to all presenters).

©Jeannette Seibly 2025 All Rights Reserved

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 33 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.

Remember, use a strategic job fit selection system including qualified job fit tools to ensure the quality of hiring (including Boomerangs (rehires)), coaching, and managing.

Bridging Communication Gaps to Unlock Better Results

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“Bridging communication gaps aligns your team to unlock better results.” Jeannette Seibly

For many bosses and leaders, bridging communication gaps or resolving communication issues feels like an overwhelming challenge they’d rather avoid.

Instead, they wait, try to control or manipulate their team members, or shift responsibility—and blame—to someone else.

Why? Because they either don’t know how to fix it, fear making things worse, or hesitate to ask for help and follow through.

But when you bridge communication gaps, you foster stronger working relationships, reduce project errors, and boost retention and revenues. In other words, your results become truly remarkable.

5 Key Strategies to Align Your Team and Achieve Intended Results

Each letter in ALIGN stands for a strategic step that turns communication breakdowns into collaborative breakthroughs and drives your team toward intended, impactful results:

Action and Description to Align Team:

Appreciate Differences. Utilize objective job fit assessments to identify hidden strengths and mitigate conflict. The right tool brings clarity and answers the “why” behind people’s behaviors and motivations.

Listen to Learn. If you already have an answer when someone is speaking – you’re not listening! Take time to share goals, budgets, and timelines openly, and invest in training teams to communicate and strategize effectively. This is critical to fostering stronger buy-in and commitment to excel.

Include All Ideas. Acknowledge all contributions to build trust, even though not every idea can be implemented. To quell naysayers, create five ways an idea could work—and truly listen. “Ah-Ha” moments often come through attentive listening and off-the-wall ideas that spark new threads of thought.

Generate Solutions. Facilitate brainstorming by starting conversations with open-ended questions to stimulate thought and dialogue. Allow space for unconventional ideas and set aside judgment to discover fresh possibilities. Remember, the thoughts and attitudes that created the problem will not solve it!

Name the Wins. Celebrate successes and reflect on what worked and what didn’t. This exercise helps teams get unstuck, recognize contributions, and fully appreciate efforts—individually and collectively—at project milestones, during weekly reviews, or at quarterly checkpoints.

Bridging communication gaps isn’t just about addressing what was said and done—it’s about building a culture where every voice is heard, every strength is valued, and every challenge becomes an opportunity for growth. When you align your team, you empower them to move beyond conflict and confusion toward collaboration and meaningful results.

©Jeannette Seibly 2023-2025 All Rights Reserved

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

Ready to bridge your team’s communication gaps and unlock their full potential? Begin with a job fit assessment or schedule a clarity session to set your path. Reach out anytime at SeibCo.com/contact/ I’m here to help you create lasting impact.

Avoid Scapegoating to Improve Results

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“When you inspire others to achieve intended results, you do not need to create scapegoats.” Jeannette Seibly

Remember a time when you were blamed for a poor result, interaction, or situation? It happens to all of us.

  • How did you feel?
  • How did your attitude and behavior change?
  • What did you do next?

Unfortunately, some bosses and leaders resort to scapegoating. It hurts results and relationships. Team members lose trust in leadership.

Being scapegoated humiliates and diminishes a person’s feeling of value to the team and company. (Note: Humiliating anyone is rarely forgotten nor forgiven!) The team or team members withdraw, stop being innovative, and avoid accountability! They adopt a mindset of “going along to get along” until they find a better boss and employer.

When a leader or boss feels the need to blame others and designate scapegoats, it creates a toxic workplace culture of mistrust and distrust – sabotaging results now and in the future.

What is Scapegoating? In a business context, a scapegoat is an individual or group unfairly blamed for problems, failures, or negative outcomes within a company.

Scapegoating is one of the most destructive actions bosses and leaders can take. It can be individually targeted or systemic, where entire departments or roles are unfairly targeted.

When leaders fall into the malicious trap of scapegoating, it’s to avoid feeling like a failure. They attempt to deflect accountability from themselves and deflect focus from the true issue(s). This is especially prevalent during crises, the loss of major clients, or team failures to achieve intended results.

And, beyond team morale, scapegoating can lead to costly turnover, reputational damage, and even legal exposure.

By understanding when and how scapegoating occurs, leaders can foster a more transparent, accountable, and supportive work environment.

How to Stop Scapegoating

  • Hold Yourself Accountable: As a boss/leader, you need to hold yourself accountable for your team’s results. Conduct a deep dive into “What Worked?” and “What Didn’t Work?” to create an objective overview. Ask open-ended questions of the team, co-workers, and executive management to explore what changes could have been made or what issues were ignored.
  • Be an Effective Communicator: When you own your mistakes, it sets the tone for the team and company. Honest communication and straight talk encourage innovation, agility, and profitability, where everyone is engaged and not fearful of becoming a scapegoat.
  • Focus on Resolving Conflict: Resolving conflicts requires your involvement to ensure people are asking open-ended questions and actively listening. When scapegoating occurs, it’s time to stop so you don’t overlook the core cause of the issue or conflict. Ensure team training is provided (e.g., project management, critical thinking, emotional intelligence, etc.) for ALL team members (including you).
  • Build Ongoing Trust: Mistrust and distrust are rampant in a toxic environment where everyone blames everyone else. To build trust, talk straight. Acknowledge every team member’s contribution to the results. Leaders need to make this a daily practice to build and maintain trust with their teams.

What will you do today to foster accountability and eliminate scapegoating in your workplace?

©Jeannette Seibly 2025 All Rights Reserved

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.

Are Your Employees Aligned for Business Today?

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“Aligning employees with today’s business needs is an ongoing effort for every leader.” Jeannette Seibly

A long-time employee asked his boss, “Do you even know what we’re doing anymore?”

This question revealed more than frustration—it exposed a leadership gap. When change happens but communication stays static, people lose their sense of purpose. External demands, shifting priorities, and unclear messaging breed confusion, erode engagement, and drain morale—even your best employees feel it.

What’s missing? Clarity. Connection. Strategic alignment. Being on the same page.

Why is alignment missing in business today?

  • Unclear priorities – too many external challenges
  • Siloed and factional communication – we impact others when making ad hoc changes
  • Change fatigue and disengagement – leads to mediocre quality of products and service

What You Can Do—Starting Now

Clarify Purpose and Performance. When teams are aligned, there are measurable improvements in productivity, retention, and customer satisfaction scores. These aren’t just numbers—they’re proof that clarity and consistency matter.

  • Remind people why their work matters and the difference the company makes for its customers.
  • Hold people accountable for following policies and procedures – this creates a foundation that employees can trust.
  • Communicate stats about the number of customers, increase in sales, safety, and other metrics that are meaningful to employees and the well-being of the company. 

Communicate with Impact. Lead with empathy by acknowledging that change is hard.

  • Ask employees how they’re doing—not just what they’re doing. This builds trust and keeps morale strong.
  • Talk straight by sharing goals, changes, and expectations clearly. Keep your comments short and on point!
  • Don’t make promises that you cannot keep.
  • Acknowledge team members individually and as a group. Do this frequently.

Delegate Work and Train Appropriately. This allows you to concentrate on resolving challenges and pursuing possibilities.

  • Encourage cross-team collaboration and don’t allow silos or factions to consume everyone’s time and energy.
  • Invite employees to lead mini-projects or suggest improvements – that way, alignment becomes a shared responsibility.
  • Offer training that aligns with new business needs. Make these online and onsite workshops available to anyone wishing to improve their job skills: communication, decision-making, AI experience, personal financial goals, etc.

Strategic Selection Based on Job Fit. Make hiring, promotions, and job transitions based on objective data, and stop relying on subjective rational. Too many times, employees say “yes” not fully comprehending the changes required (e.g., relocation, longer hours, or full-time in the office).

For example, if someone has a high interest and skill in working with financials, train them to take over budgeting or cost analysis duties.

How to Keep Moving Forward Together

As a leader:

  • Conduct regular check-ins with each and every employee
  • Provide feedback – 1:1 and in groups
  • Listen and get the facts — don’t make decisions based on assumptions or emotional reactions
  • Ask open-ended questions, and look for patterns in feedback that reveal deeper concerns or missed opportunities.
  • Remember, silence does not mean alignment!

***

Final Thought

Aligning employees with today’s business needs is an ongoing effort. The question to ask is, “What am I doing today to make sure my team is truly aligned?”

©Jeannette Seibly 2025 All Rights Reserved

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.

Empower with Confidence: Host the workshop: “Get Your Brag On!” to help your team articulate their value, align personal strengths with business goals, and boost morale. Several of my clients have hosted these brag sessions quarterly — these offered clarity, acknowledged contribution, and built confidence in times of change. When employees know how to articulate their value, they’re more likely to stay engaged during the process of change. Contact Jeannette for further information.

The Leadership Upgrade: Turning Blind Spots into Breakthroughs

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

Leadership isn’t static—it’s a continuous upgrade. And the most powerful upgrades begin when you’re willing to confront what you haven’t yet seen.

🌟 Emerging Blind Spots in Today’s Leadership Landscape

As leaders, we’re navigating more than just team dynamics—we’re steering through shifting expectations, hybrid work environments, and the pressure to “always be on.” These changes have introduced new blind spots that weren’t on our radar five years ago. And if we’re not paying attention, they’ll quietly erode trust, impact, and results.

Here are a few blind spots noted by research that I’ve seen surface in recent coaching conversations:

Favoritism. With hybrid working options, are you unintentionally favoring the team members you see more often than others? Many publications have talked about the assumption that visibility equals productivity – but that’s a blind spot. (Harvard Business Review and Inc.com)

Leadership Upgrade: Build scheduled check-ins and recognition systems that include everyone, regardless of location.

Fixed Leadership Style. Studies show that 54% of managers default to a single leadership style (e.g., collaborative, directive, or hands-off) (Blanchard LeaderChat). This often leads to micromanaging or a lack of employee and team engagement.

Leadership Upgrade: Flex your style. Ask yourself: “What does this situation need from me right now?” Not “What do I usually do?”

Digital Perfectionism. In a world of polished Zoom calls and social media posts, attempting to hide behind a perfect image will often backfire when they meet you!

Leadership Upgrade: Leadership isn’t about being flawless—it’s about being real. (OurMental.Health and Arxiv Research) Sharing your process is just as important as sharing the results you’ve achieved. Let them see the truth of your leadership journey — it builds trust.

“Blind spots aren’t flaws—they’re invitations. When you’re willing to see what you’ve been missing, you unlock a deeper level of leadership.” —Jeannette Seibly

🔄 How to Flip Blind Spots into Savvy Leadership

Here’s how to turn blind spots into strengths that elevate your leadership:

  1. Use Assessments and 360-Degree Feedback. Leverage tools that reveal how you want to be seen, how you actually show up, and how others perceive you. These insights offer a powerful trifecta of clarity. But the real transformation begins when you partner with an executive coach to interpret the results, create a focused action plan, and engage in hands-on conversations over a period of time.
  2. Hire the Right Executive Coach—and Listen. Being coachable is key. A skilled and experienced coach helps you bypass trial-and-error and zero in on what truly needs attention. Avoid overanalyzing your blind spots—just listen, adjust, and implement. Your coach isn’t there to fix you—they’re there to help you see what’s been hiding in plain sight.
  3. Engage with an Industry Mentor. Mentors offer insider knowledge about your company, team dynamics, and industry politics. Together with your coach, they help you navigate complex situations and accelerate your growth. The key to effective mentorship is to show up, listen up, and do the work!
  4. Welcome Feedback from Your Team. Your team wants you to succeed—but you must create a safe space for honest feedback. Use structured 360 assessments to gather insights, then act on them with intention.
  5. Dial Up Your Humility. Participate in emotional intelligence workshops and leave your ego at the door. Mastery requires authentic practice, effective coaching when using the

skills, and a willingness to grow.

  1. Sharpen Your Communication Skills. Strong communication is non-negotiable. Take workshops to uncover biases and build confidence in how you write, speak, and connect with others.
  2. Identify Triggers and Biases. We all have them. Work with your coach—and if needed, a licensed therapist—to uncover subconscious patterns and develop healthier responses.

🚀 Ready to Lead Today with Impact?

Leadership upgrades don’t happen by accident. They happen when you choose to see, listen, and act with intention. What blind spot are you ready to transform today?

With over 32 years of experience, I’ve helped leaders get out of their own way and into focused action—transforming blind spots into stepping stones for savvy, results-driven leadership.

📩 Contact me to learn more about my one-on-one coaching programs and PXT Select® job-fit assessment tools.

© Jeannette Seibly, 2020–2025 All Rights Reserved

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.