“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
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.
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.
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.
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.
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.
Dial-Down Your Ego. Being humble every day is important when bragging about your successes! It also builds trust from your team.
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.
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!
“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 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 Jeannetteabout 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.
“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!
Make it a habit to say, “Thank you.” and “I appreciate your help.”
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.
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.
“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 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 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.
“Win-win-win solutions means: you win, I win, and others impacted win too!” Jeannette Seibly
Many of us are struggling today to create viable solutions during this new normal. The challenge is we don’t have a crystal ball to foresee new options. As a result, we default to the same old ways because it seems easier and faster. But problems will arise when outdated solutions get in the way of real results because we missed important details.
Now, more than ever, it’s important to work with and through your team for solutions. The process builds confidence and trust in each other, while creating new momentum for better solutions. So, stop relying on your own counsel and set aside the excuse that it takes too much time to ask for others’ input! Listen now or pay later!
“Listen now or pay later!” Jeannette Seibly
6 Ways to Create Win-Win-Win Solutions
Identify the real issue. How many times have you created solutions only to learn it wasn’t the real issue? This occurs when team members are afraid to tell the truth. They fear the consequences of speaking up and being judged. Company politics also squelches getting real. To overcome these barriers, deep dive by asking good open-ended questions. Be willing to listen to what you don’t want to hear (e.g., poor team performance, bad system design, lack of training, etc.). Armed with the truth, you and your team can now create win-win-win solutions.
Accept potential solutions that are not your own. How many times have you stopped listening to ideas that were not your own? Yes, this happens more often than you think! This bad habit limits your teams from offering new possibilities. Be open, listen, and be curious! Create three viable options (Rule of 3) before determining which one to pursue first.
Encourage each team member to share.Inclusion is key. Ask each and every team member for their input. Go around the table, whether it’s virtual or on-site. Then, do it again. Write everything down so all team members can see the information during the meeting.
Value contributions. Don’t judge! While you may argue some ideas are nonsense, be patient and trust the process. Some ideas will be off-the-wall, some ideas may be before their time, and others will be the same old ones. But these will spark solutions if you value each person’s ideas! The process also creates energy and momentum for moving forward.
Use critical thinking before aligning on the final solution. Conduct due diligence to uncover any legal, financial, or other limitations that will impact your chosen solution. This requires you and your team to deep dive behind the internet headlines. Remember, while the solution may have worked for your competition or in your best friend’s company, it does NOT mean it will be appropriate for you and your business. That’s why you use the “Rule of 3.” When you don’t become emotionally attached to only one solution, you are less likely to overlook critical key points.
Manage the bumps and distractions along the way.Team conflict, new budget constraints, or new legal concerns (to name a few) can derail any solution. Don’t let it stop you or get you stuck! Talk with your coach to work through the challenges and learn from them. It’s your role to manage these roadblocks along the way and create win-win-win solutions.
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.
A Note about Creating Viable Solutions from Jeannette. Too often we review the tactics we’ve used in the past to create solutions for today. The problem is, relying on the same old ways of doing business during the new normal will derail results. “Listen now or pay later!” Take the time to create new viable solutions. It doesn’t need to be time-consuming or difficult! Review this week’s 6 Tips to keep you moving forward! If you get stuck, contact me to start a confidential conversation.
“If you want to create a customer-focused culture, you must start by being accountable for the results!” Jeannette Seibly
As a leader, creating results-producing, can-do customer-focused teams requires being accountable! You must develop laser-like attention to hiring, coaching, training, and managing your team and team members. If you don’t, you will create a chaotic workplace culture, and customers will fire you and seek out your competition!
Many leaders operate as elite helicopters flying at 30-feet above the action. While they are hovering, they fail to plan for and handle important details. They tend to cause team conflicts and they are often considered a difficult team leader!
Remember, it’s not business as usual! It’s time to get real before you lose customers and top talent!
5 Required Tips for Creating a Results-Producing, Can-Do Customer-Focused Team
Promote the Right Bosses! Yes, it starts here! Stop promoting people that are not already exhibiting good people management skills. Instead, create a separate career ladder for them that recognizes their strengths. Otherwise, they will become toxic bosses and top talent will leave! Your customers will leave with your top talent!
Hire Right the First Time.Use data-driven, objective, and consistent information to select the right people for the right jobs Regardless of what job candidates tell you about their experiences, use the right tools to ensure they fit your job requirements. Hiring great team members will attract top talent and great customers too! Your customers will thank you since they don’t have to keep training new employees that soon leave!
Create Company Values that Inspire. It’s not business as usual. You must set aside your ego and remember your team members are watching and emulating what you do! Dust off the company mission and value statements. Get your executives and bosses onboard and trained! Your customers seek vendors and service providers to give them what they requested the first time!
Value Learning and Development. Creating a customer-focused workplace culture starts with you. Are you holding your teams accountable for meeting customer needs and achieving intended results? Are you ensuring all workshops, online and on-site, include all employees, bosses, and executives as participants? Are you including the right training? Must have training includes: Inclusion, Conducting effective meetings, Critical thinking, True brainstorming, Alignment, and Achieving intended results.
Are you holding your teams accountable for meeting customer needs and achieving intended results?
Your customers value teams that are working on the same page at the same time!
Expand Your Team’s Mindset. Life and work experiences, education, and other beliefs create a person’s mindset. It influences how you and your team members interact with customers and each other. Your job as the leader is to hold your team members accountable for fulfilling the customers’ needs. Your customers experience value by what you do and how you do it!
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.
A Note about Creating a Results-Producing Customer-Focused Culture from Jeannette. Do you consider yourself the type of leader that operates like an elite helicopter flying at 30-feet above the action? Do you know that by hovering, you fail to plan for and handle important details? Do you know you also become a difficult team leader? If you want to inspire your teams to produce intended results, contact me to start a confidential conversation.
“A new challenge emerging from the pandemic is not recognizing people, things, and situations as we remember them.” Jeannette Seibly
A couple of weeks ago I called a consultant who does HR work. We’d talked off and on for the past 18 months about using assessments. He had several clients that needed to resolve management issues. In the meantime, he had introduced me to a new client needing to hire someone. The last time we talked was in December 2020. I called him a couple of weeks ago to follow-up. He told me, “I don’t know who you are, and I remember faces.”
Whoa! What a surprise. He was sure we’d never spoken with each other before. I painted a picture of our call in December. His response was, “I receive 116 emails daily.” So, I sent an email for a Zoom meeting, but doubt I will hear back from him.
You are not alone if you have had a similar experience. If you’re in sales, business development, management consulting, or leading virtual teams, you are more likely to face this new challenge for remembering people, completing normal tasks, and recalling specific points during a conversation. Many find they are “not functioning with normal mental quickness or struggling to find the right word.” (Why Your Brain Feels Broken, NYTimes Parenting)
Also, there are the memory challenges experienced by people who are COVID long-haulers, working baby boomers, and people multi-tasking instead of listening. Additionally, mental health challenges (e.g., depression, anxiety, and stress), can lead to false memories too. (PsychologyToday.com)
As you physically go into offices and business meetings, you must interact with people as they are today, not as you remember them from over a year ago! People change. These changes will impact conversations and situations since perspectives have changed too.
Some of you will even question your own memory if you failed to listen and allowed distractions!
7 Tips to Create Mental Clarity
Paint a Picture. If someone says, “I don’t remember …” or they appear not to remember, paint a picture of the last conversation. Describe where you were. Include any unusual situation (the coffee shop didn’t sell tea). Stay factual.
Offer Your Name. Don’t play the guessing game. This will leave someone frustrated or upset they can’t remember. Instead, give them your name, business focus (10 words or less), and a quick overview of your last interaction. If you don’t remember your last interaction, start fresh and have a conversation about today.
Stay Focused by Putting Away Distractions. “A lot of people think they are good at multi-tasking. The sad truth is they are not.” (Dr. Sanjay Gupta, author of Keep Sharp: How To Build a Better Brain at Any Age) If you multi-task during discussions, you will miss hearing important information and feel lost in future conversations. Some of you will even question your own memory if you failed to listen and allowed distractions!
Send an Email. Recap and outline three key points. Do this before a scheduled meeting to get both of you on the same page faster. Be aware, if the person remembers it differently, ask for his/her version. Again, stick with the facts.
Listen Anew. Put aside what you believe you already know or remember about the person, thing, or situation. Remember, you can be right or you can be effective. Instead, build a new bridge from yesterday to today by listening and being curious. It’s a great opportunity to create a “new normal.”
Exercise, Eat, and Stay Active. This keeps your brain sharp. Sudoku, jigsaw puzzles, and word games are several ideas to help keep your brain active. Eat a healthful diet and get up from your desk every hour and move for a few minutes. (Gupta)
Remember to breathe when you feel agitated, frustrated, or you’re struggling to remember a word, phrase, or person! This is a simple and effective technique. It calms your brain from its automatic reaction of fight, flight, or freeze. Also, it reduces your stress of having to get it right and calms you so you can be present during the current conversation.
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.
A Note about Feeling Mental Fogginess from Jeannette.“At the University of California Irvine, research is beginning on how the lockdown has affected people’s memories. It’s been reported that even some of those amazing people who usually remember events like buying a cinema ticket 20 years earlier because they have highly superior autobiographical memory are finding they are forgetting things.” (BBC) The bottom line is, be kind to yourself and to others when memories are not clear as usual. If you want clarity on how to build a bridge from yesterday to today when talking with people, contact me to start a confidential conversation.
“A winning attitude is priceless!” Jeannette Seibly
Winning isn’t everything, but developing a winning attitude is. A winning attitude builds confidence. It increases your ability to take initiative and be resourceful. It creates healthy self-esteem while improving your results.
Whether you win or not, you always gain new knowledge, skills, and awareness that are only available with a winning attitude. And, these experiences are priceless.
When you fail to bring a winning attitude to a project or task, you will likely produce mediocre results.
I’ve found in my 28 years of coaching and speaking with 1,000s of people, that a healthy relationship with winning is as important as learning the lessons from losing.
Unfortunately, a lot of people today have conflicted feelings and attitudes about winning. They have learned to be great losers and poor winners (yes, I wrote that correctly). This comes from intense peer pressure to conform and not overshadow others. Conversely, when you work on teams where winning is everything that has a downside too.
I learned a very important lesson about winning after working full-time during the day and taking graduate courses at night to receive my master’s degree. It occurred at my celebration party. Some people didn’t attend, and the reason why was a former co-worker told them, “She doesn’t deserve it!” Huh? The lesson? Not everyone will be happy about your success, but you cannot let that stop you from developing a healthy winning attitude.
“Too often, people dream the dream but fail to commit to making it happen.” Jeannette Seibly
4 Tips to Create a Healthy Winning Attitude
Take Initiative. Too often, people dream the dream but fail to commit to making it happen. They want to win but fear the time and effort required. There is also a very real fear that it will negatively impact their relationships. To achieve my goal of paying for my master’s degree, I researched and wrote the education reimbursement policy for my employer. The company approved it and paid for the majority of my master’s program. That’s what taking initiative looks like.
Do the WorkInstead of Creating Excuses.For me, it meant applying for the graduate program and enrolling in the classes. I took classes at night and studied on the weekends. Yes, I had to sacrifice participating in other things, but my commitment to myself and my master’s degree was worth it!
When Obstacles Occur, and They Will, Become Resourceful! Everyone hits a wall. Sometimes it’s a really big one. But giving up isn’t an option. When one of my required classes was only offered in the afternoons, twice a week, during work hours, I had to change my work schedule from full-time to part-time. This also meant a pay cut for one term. Then, I changed companies with only 6 more credits required. Thankfully, my new boss encouraged me by saying, “Get it done now.”
Celebrate the Win with Gratitude, not Ego. When you win, it’s important to celebrate and acknowledge your accomplishments! Add the achievements to your resume. For me, I accepted the gift of the graduation party from my parents. Graciously accepting acknowledgments is also an important part of a winning attitude.
Remember, a winning attitude is required to achieve great results: a career you enjoy, new opportunities, and job satisfaction. For me, developing a winning attitude supported me to achieve great results in my career and in my business.
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.
A Note About Developing a Winning Attitude from Jeannette. Winning attitudes require believing in yourself and taking the right actions to make it happen. That’s why It’s important today we develop a winning mindset. If you are seeking clarity about what to do, let’s start a conversation to get you into action. Contact me!
“Inclusion isn’t hard, but it takes intention, skill, and commitment to make it happen.” Jeannette Seibly
Have you ever attended a get-together and sat there with a smile plastered on your face? Then, after the appropriate amount of time, you left with your facial muscles hurting and your energy depleted.
I recently attended an event where this happened to me! There were about 30 people on the call, but only 5 people were interacting with the host. The rest of us sat and watched the interaction with smiles plastered on our faces! It was like watching a tennis match of back-and-forth dialogue between a few select people. And because they didn’t include us, there was no opportunity to add to their conversation.
Those of you who know me know I’m not a wallflower. So, why did I feel deflated after attending what was supposed to be a fun event?
When I shared this with a friend, she said, “You didn’t feel included.”
“You’re right!” I responded. A light-bulb moment.
Then we talked about how employees, managers, and team members feel when they are not part of the clique or the leader’s inner circle. Because it’s hard to keep that fake smile plaster on your face every day!
As leaders, it’s everyone’s job to engage and include each and every person on the team! That’s being inclusive! And, in today’s workplace culture, this is a critical skill you must develop!
“In today’s workplace culture, inclusion is a critical skill you must develop!” Jeannette Seibly
7 Tips to Be Inclusive
Welcome Each Person as they Join the Meeting, Virtually or On-Site. Use their first name (or, the name they wish to be called).
Introduce People to One Another. At any type of meeting or social gathering, take responsibility to introduce people to one another. On Zoom calls, allow 15 seconds for each person to give a quick intro. Being seen and heard sets a positive tone for the meeting or event.
Ask for Each Person’s Opinion. During brainstorming and idea generation activities, give everyone a chance to speak. Give them the option of “passing.” I go around the group more than once to ensure everyone has an opportunity to speak. And I usually get better interaction the second time around.
Acknowledge Each Idea. Say something positive, “Wow!” “That’s great.” “Hadn’t thought about that one.” When you value each idea, others feel more comfortable offering their thoughts and insights. Reserve judgment about the quality of the ideas for later. It’ll be obvious if an idea won’t work for a project or issue. However, I’ve seen the lamest ideas become epic solutions! So, learn patience and trust the process!
Don’t Offer Your Ideas Upfront (as the leader or boss). During true brainstorming activities, you want people’s unfiltered Wait until everyone has an opportunity to share, then offer your ideas. If you don’t wait, people that disagree or have more experience than you may feel uncomfortable sharing. It’s amazing how this simple tactic will generate more engagement and better ideas. (In case you’ve not read my recent articles, only 10% of teams produce intended results!)
Assign Tasks Appropriately. When assigning tasks, base your decisions on the person’s skills and not on who you like the best. Allow people to volunteer first before making assignments. If a person raises his/her hand and doesn’t have the skills, team them with someone who is an expert and excellent teacher. Otherwise, the tasks may not get done and the person will disengage from the team.
Appreciate Each Person. Make sure to appreciate each person for their contribution no matter how large or small. Remember to use “please” and “thank you” often.
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.
A Note About Being Inclusive from Jeannette. Being inclusive isn’t hard. But you must have the intention, skill, and commitment to include all people during calls or on-site meetings. There are many training and coaching programs available to develop these skills. If you’re hesitant about what to do, let’s start a conversation to get you into action. Contact me!
“If you want great team results, value different points-of-view while managing the process and moving the conversation forward.” Jeannette Seibly
The #1 reason team members are unwilling to zap team conflict is the fear of consequences (80%*).
The result surprised me because not much has changed over the years.
Years ago, I facilitated a team and there was a guy named Rob who didn’t like listening to people with different ideas. And, gave me a hard time for giving everyone a chance to speak. In fact, he would make snide comments like, “That’ll never work” or “You’re wrong” creating no-win disagreements with others. One time he wrote about me, “Must be her time of the month!” I felt humiliated.
But, as the facilitator, I didn’t allow it to deter the purpose of the team. Ironically, Rob was being fast-tracked by executive management. So, when Rob’s comments continued, I mentioned it to my VP. He responded, “You’re overreacting.” But, for whatever reason, Rob stopped attending the meetings to the relief of everyone on the team. The conflict he created was gone. They were now able to do a great job of achieving the intended results without Rob as a roadblock.
There are a lot of programs available on conducting effective meetings and managing conflicts. Every team leader and member must access this information to improve their confidence and their team’s results.
Remember, “If you’re waiting for someone else to take the initiative, so are they!” Jeannette Seibly
Keep in mind, team conflict is not a bad thing. But how you manage team discussions makes all the difference. If you don’t learn how to resolve team disputes constructively, your team will fail. Unresolved team quarrels are why only 10% of teams achieve their intended results! (Pritchard)
“If you’re waiting for someone else to take the initiative, so are they!” Jeannette Seibly
11 Tips to Guide You to Resolve Team Conflicts and Build Better Result
Be Intentional. Most team members attend meetings with the intention of “just getting through it” and use the time to think about other things. Attend each meeting with the intention of listening, learning, and ensuring the process is moving forward, great results will follow.
Park Your Ego at the Door. Roll up your sleeves and go into the meeting to move the project or program forward. When issues arise, and they will, listen to the other person’s argument instead of thinking of a rebuttal. You may find you agree! This is required to build better ideas.
Set Up the Team to Win. At the very beginning of a project or program, be clear about the goal, timeline, budget, and get buy-in from all team members. Define who the project or program is for (e.g., company-wide, department, customer, association, etc.). Address any naysayers now. If you wait, it’ll only get worse.
Ensure Everyone Has Chance to Speak. Whether you are the team leader or not, encourage candor. Ask clarifying questions when needed and value each person’s responses. Call on each team member to ensure no one is missed. Allow them to say, “pass” if they have nothing to add. To manage time, remind team members they have 3 minutes each.
Encourage Brainstorming. This is Critical. Brainstorming issues allows each person to share their insights and experiences without comments from others. Don’t make any decisions without hearing from everyone.
Build on Other’s Ideas. To align on ideas, again, give each team member a chance to speak. When it’s your turn, focus on an idea already offered and add any new info. Don’t ever bash others’ ideas.
Don’t Take Sides. When asked your opinion, share the positive attributes of both sides. If you have an idea that is win-win-win, offer it. Then, allow others to take credit for it.
Bring in an Outside Influencer. Instead of feeling disheartened your team is in turmoil, ask for help. An outside influencer will review the facts, provide insights, and guide critical thinking. Remember your intention is to resolve the issue, not assess blame.
Agree or Agree to Disagree. A quick way to resolve a disagreement: repeat back what the person said to his/her satisfaction before offering your own opinion. Have them do the same in return. (Often, you’ll discover that what you thought was a disagreement no longer exists.) This ensures the other person feels heard. Remember, only one person speaks at a time. This deters the triggers that can set people off on new tangents while confusing the core issue.
Seek Out Mentoring and Coaching. Talk with your mentor or coach on how to best handle the conflict. Remember, the focus is not on who is right or wrong, it’s getting the issue(s) resolved. Don’t forget, bosses want results-producers that are committed to fulfilling the intended results.
Learn and Master the Art of Working with Difficult Team Members. These skills will support you in all group and team efforts. You must practice them to master them!
*The stat came from people responding to an online survey or participating in a focus group I conducted.
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.
A Note about Resolving Team Conflicts from Jeannette. Team conflicts can be disheartening to even the strongest of team leaders and facilitators. But team conflicts can be used to produce intended results when managed constructively. There are many training and coaching programs available to develop the skills required for conducting effective meetings. Need help? I’ve been running meetings that have produced unprecedented results for over 30 years…contact me and we’ll brainstorm answers for you. Contact me!
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. 
