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Make Your Team Winner of the Year

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Change.ResultsDid you know that less than a third of all projects are completed on time and within budget? Here in the U.S., $122 million is wasted every year due to poor project performance, according to Capterra Project Management Blog.

Many blame project failures on lack of resources, ongoing conflicts, poor facilitation, wrong team members, no one doing the work, etc.

What is the secret to making your team winner of the year?  Accountability. Projects excel when teams are accountable for their results.

As the facilitator, being a sounding board and checking on progress weekly, monthly and quarterly is required for success! And, to ensure accountability.

Many facilitators would respond, “What?! I don’t have the time and I shouldn’t have to babysit!”

Many would further blame their team members, “They should know when to come to me and ask questions.”

However, learning how to be a sounding board while checking on progress isn’t hard. It keeps everyone accountable.

How to Ensure Accountability

  1. Distribute minutes for each group team meeting. This reminds everyone what they agreed to do.
  2. Schedule weekly one-on-one meetings. Check in to determine the status and progress being made between group meetings. This prevents any surprises and helps you uncover any brewing problems.
  3. Expect great results. Be clear you are checking in to ensure great results with no surprises.
  4. Listen for progress. Listen and acknowledge progress, initiatives and other steps forward. As the sounding board for the team, allow them to vent. Make sure these sessions end on a positive note so actions will be taken to move project forward.
  5. Brainstorm to find resources. When the “I’m too busy” excuse erupts, ask them for ideas on how to move forward or delegate tasks. (Remember, you are a sounding board.) Encourage them to take initiatives to find the money, materials and people.
  6. Pay attention to what is working and what is not working. When checking in, don’t micro-manage their work efforts or working relationships. Instead, expect each person to handle these challenges on their own. Step in only when their excuses jeopardize the project’s progress.
  7. Stay focused. When a task isn’t done, stay focused on why. Determine if the problem is due to lack of skills, or inability to focus on the current challenge. Partner the person with an experienced team member for training. This will prevent future issues.
  8. Remind them of the big picture. When you are checking in, repeat the purpose of the project, the goal, and current milestones.
  9. Acknowledgement works wonders. Always say please and thank you. These simple phrases make a profound difference. Acknowledge them for their efforts, no matter how small. Share progress and don’t forget to brag!

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. Are you a good sounding board? Do you hold your team members accountable? Don’t wait or it might too late. Contact Jeannette now for a preliminary confidential conversation.

How to Get Positive Results from Tough Conversations

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tough conversations.3

No matter how you define them, tough conversations, conflicts and confrontations are all one in the same. And, most people will avoid them at all cost.

A top sales rep failed to take care of a customer’s request. Instead of her manager reminding her that clients’ emails needed to be handled immediately, he took care of the request himself. He dreaded any type of tough conversation and rationalized it was easier to do it himself. He feared he would upset her and didn’t want to listen to her excuses. But, when it happened again, the manager’s upset was apparent when he told her he shouldn’t need to do her job for her. The problem was, he forgot this was their first conversation about it. The result? She quit and took several clients with her.

Usually when we have a conversation that is not going well or need to have one that we anticipate will go badly, we feel anxious and tense.  Just the thought of having one of these conversations changes our breathing and heart rate … signally to our bodies that something doesn’t feel right!

To add to these feelings of dread, our memories are not infallible. Many studies have shown that our minds begin to distort the past almost immediately.

So, we wait and hope problems will magically disappear (and, they rarely do). Or, we jump right in without preparing ourselves to create a positive result. Gossip and finger-pointing grow, creating a mountain out of a molehill! All because you felt it would be easier to avoid having a tough conversation.

A manager hated his job, but, needed the paycheck. His boss would remind him periodically that he needed to listen more, instead of coming across as a know-it-all bully in meetings. Nothing changed and several employees quit. Why? His boss didn’t know how to talk straight, which left the manager unclear of what needed to change and how to do it. The manager’s career was derailed.

It’s critical today, more so than ever due to the difficulty of attracting and keeping great employees, that bosses and business leaders learn how to get positive results from having tough conversations.

8 Ways to Handle Tough Conversations

  1. Create the Intended Outcome Before the Meeting. This is multi-step process. First, write out what worked and what didn’t work … focus on the facts of what happened. This exercise gets you to the heart of the upset or conflict based on your POV. Second, look at the problem from both sides to help clarify for you what is in the best interests of the aggrieved person … and, the company, employees, vendors, and customers. Third, review company policy and have copies available, if needed. Then, and only then, determine your intended outcome.
  2. Set Up a Specific Time to Meet. Schedule a time that is mutually convenient to begin and end the meeting. Ensure there is enough time so no one feels rushed.
  3. Make it Private. Provide a confidential one-on-one setting and include others directly involved. This is important since you want people to speak freely to fully resolve the issue.
  4. Talk Straight. Saying what you mean in a manner that others can readily understand is important. Don’t let your feelings about who is right or wrong take over the meeting, or it will sabotage your results. It’s beneficial to role play your conversation with your coach or mentor before the meeting to build your confidence.
  5. Ask for Their Perspective First! Asking them to go first serves three purposes. First, it allows them to vent or share what the problem is based on their perceptions. Second, you can see what the real issue(s) is from their POV. Third, they are more likely to listen to you if they have a chance to talk first.
  6. Use Persuasive Listening Skills. Repeat back to them what you heard them say to their satisfaction, using the same words. Do not assume you know how someone is feeling. Because, if you do, you may be wrong and it will spark additional upset. When you are sure they are done talking, then, share your POV. Give opportunities for each person to contribute to building a solution.
  7. Keep Your Ego at Bay. Dial down your ego and dial up your humility. Remember, being right will not get the issue resolved. Use “I” phrases when talking. Don’t disrespect anyone by saying, “These things should never happen.” or “Everyone believes I’m right.”
  8. Focus on Win-Win-Win Outcomes. Everyone wants to feel that they’ve won. Be open and willing to table the final outcome if further information is required. Schedule the next meeting. Follow-up. Stay in communication. Don’t wait!

Bosses and business leaders must learn how to have tough conversations that make a positive difference. These 8 ways provided above will improve your results with employees, clients and vendors, while improving your business reputation. An added bonus in having tough conversations is that these will dramatically improve your ability to hire, coach, manage, and train your teams to produce intended results.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. What’s in the way of you and your team members having tough conversations? Persuasive listening training is critical and will help you and your teams overcome underlying fears. Don’t wait until it’s too late. Contact Jeannette now for a preliminary confidential conversation.

How to Improve Team Accountability and Business Growth

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Want to improve your business growth? Hold your team (and yourself) accountable!

Many times we play the blame-game when we don’t achieve our intended results. We blame the economy, lack of resources, our boss, and each other. This no-win blame-game hinders your business growth (and your career too).

A key employee took over facilitating a project after the former facilitator received a promotion. The former facilitator had done an excellent job of holding team members accountable for their results and setting up the required systems. The key employee ignored the established systems since she was “not a detail person.” After two team members complained, she stopped holding team members accountable because she wanted to be liked. When chaos erupted after failing to meet a client’s deadline, she blamed the team and said, “It’s not my fault!” Her boss fired her.

Team accountability is required to produce intended results. If you don’t have the skills to hold your team accountable, it’s critical that you take responsibility for learning them now!

It’s Never Too Late to Hold Your Team Accountable

11 Key Skills:

  1. Start with a Positive Attitude. No matter where you are in the project or what mischief has already happened, be respectful and speak positively about each and every team member. Vent your frustrations privately. Otherwise, team members will not don’t feel their efforts matter.
  2. Clarify the Team’s Natural Strengths and Weaknesses. When you use a qualified assessment tool, the objective data will address “why” some members naturally excel, while others need additional encouragement to succeed. Share this data appropriately with team members to build a “can do” attitude and team comradery.
  3. Participate in Team and Facilitator Training. Many facilitators don’t know how to conduct an effective meeting, and don’t have team and project management skills. (Often they don’t know that they don’t know!) Attend workshops to gain these skills, especially if you’re in the middle of a project. Additional training can uncover issues lurking in the background and missed opportunities.
  4. Check on Progress. Too often we believe everything has been handled after each meeting. However, we fail to conduct interim check-ins and follow-up with each person one-on-one to make sure there are no surprises. These check-ins uncover inactivity, nips in the bud brewing resentments, and helps discover additional resources required.
  5. Listen As Though Your Results Depend On It. Listen for: what’s working and what’s not working. Your ability to truly listen sets the tone for others to pay attention too! Often you can prevent future issues by also hearing what others are not saying!
  6. Keep the Goal. If you’re not hitting your milestones, changing your goal to support the team’s efforts may feel good. However, it’s only momentary and will diminish the team’s satisfaction, credibility and future career opportunities. Instead, work with an executive/business coach to discover why and get back on track.
  7. Distribute Minutes from Each and Every Meeting. This traditional idea is still very important today … it keeps everyone accountable. Only keep track of what has been agreed on and who is responsible for completing a task or spearheading a study, etc. Distribute minutes within 24 to 48 hours after the meeting.
  8. Be a Parrot. At the beginning of each meeting, remind members of the goal, purpose, company values, and company or client mandates. This will set the context for the meeting. Then, conduct a review of team progress.
  9. Handle Tough Conversations Quickly. Holding people accountable won’t initially win you any popularity contests if it hasn’t been done previously. But, over time, people will change their opinions based on how well you handle tough conversations. Here’s how … Handle disagreements quickly before they escalate. Ask questions to clarify and understand their concerns. Repeat what they said before offering your own opinions. Remain neutral.
  10. Let Them Go. Holding people accountable will uncover team members who are not willing to do the work. Give them the choice of staying or leaving. Don’t humiliate them with snide comments; these don’t motivate any one!
  11. Celebrate Every Success. Host a small celebration and use the Brag! exercises to help everyone be fully acknowledged.

Remember, it’s never too late to take responsibility for training your team (and you) to be accountable. Use these 11 key skills to ensure success of your project and grow your business (and your future career options too).

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. What’s in the way of holding your team members accountable? Don’t wait or it might too late. Contact Jeannette now for a preliminary confidential conversation.

Increase Your Value by Listening…It Builds Solutions

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Silhouettes of Business People Discussing Outdoors

The art of listening and building solutions can be learned by anyone.

As busy business owners, executives and entrepreneurs, it can be hard to listen when we don’t want to hear what someone is saying. We blame it on our busy-ness, ever-present distractions and the other person’s irritating communication style.

However, it’s important to remember, our employees, customers and vendors provide the greatest value in helping us build solutions and profitably grow our businesses. It’s on us to listen and learn, while hearing and providing what the team needs to win.

It’s Profitable to Listen

Be open to other’s contributions. Your team, customers and vendors are valuable sources of information. Encourage them to rock the boat with their potential solutions. Then, work with your team to determine how these solutions can strategically build a positive outcome and ROI. One successful business owner stated, “My team and customers come up with 100’s of ideas, only a couple that can be actually implemented profitably.”

Talk straight. This sounds easy, but, it’s not. One business owner loves to rely on his emotional reactions when making decisions. As a result, his decisions constantly change, making it hard for others to get a straight answer. Using the 5 W’s (why, when, where, who and what) deep dive into asking questions without interrogating anyone.

Listen for what you don’t know. Yes, this can be hard on the ego. It’s also the reason many companies are struggling today. An executive believed he could intuitively tell the “right answer” without objective data. As a result, the company is struggling to grow and become profitable due to his “know-it-all” attitude. Avoid quickly rubber stamping any ideas, or automatically dismissing any suggestions based on your emotions and lack of real objective data.

Welcome brainstorming. The true art of brainstorming will not allow you to disregard off-the-wall comments as these can elicit the best ideas from others. One executive loved to play the game of pretending to listen to other’s ideas, but, would only implement his own. As a result, he was fired for ignoring key information.

Learn from everyone’s mistakes. No matter what we do to avoid them, mistakes and failures happen … to everyone. Instead of assessing blame and engaging in gossip to feel better, seek solutions. Objectively review what worked and didn’t work. This process will minimize the emotional roller-coast. It also provides clarity to address overlooked action steps that seemed unimportant, but were critical to success. Do NOT be distracted by the shiny object syndrome that naturally occurs when you need to resolve current challenges. One business owner loved her new ideas and used them as a distraction to avoid working through her business challenges. When she listened to her business coach, she saved time and money, and was able to strategically focus to build a profitable business.

When you start to really listen, you will hear valuable solutions and opportunities that you would never think of on your own. This is the least expensive and most profitable way to grow your business.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst and leadership expert for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results.  The art of listening for and building solutions can be learned by everyone. Take the time to find out why you don’t always listen to what others have to say. Don’t wait! Contact Jeannette now for a preliminary confidential conversation.

Change Can Transform Your Results for Success

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Change occurs around us daily, whether we know it or not.

Many of us fear the impact change can have on our jobs and in our lives. Often, we feel helpless or become resigned.

Success anywhere in our lives must embrace change, not for the sake of doing or thinking differently, but, because it is required to achieve our intended results. Embracing change allows us to be open to new ideas, explore outside our comfort zones and seek new career opportunities, financial options and ways to improve the quality our lives.

Traps We Often Fall Into

While many people refuse to let go of long-held beliefs, even when they get in the way of our success, it’s important to transform our points of view to achieve intended results.

Procrastination. Waiting until the proverbial perfect time or until life intervenes with dramatic events is time wasted. Making important changes now will create a happier, healthier and more successful you.

Boredom. We often allow distractions and disruptions to get in the way of focusing, being silent and listening because we are bored. Disengaging from old patterns of thoughts and behaviors is required to create new pathways for results.

Fear. To avoid addressing our fears, we often unconsciously calculate a risk-aversion formula that keeps us feeling safe and secure.

When I was a kid, I hated cooked peas. While my enjoyment of these tiny green vegetables hasn’t changed, the risk/reward ratio is also very low. However, the risk/reward for engaging in difficult conversations with coaching executives offers greater risks … and provides greater rewards. My natural confidence boost and career satisfaction have been amazing … and, they have greatly benefited too!

Embracing Change Is an Inside Job

Remember, life is a process, not an event. When old habits reappear, practice self-compassion, don’t beat yourself up and move on!

Self-Insightfulness. Mindfulness, meditation and awareness allow us to address the “why” of our past, release these unconscious emotions and make changes more easily. Work with a coach or therapist to guide the creation of new personal and professional practices.

Forgiveness. Forgive yourself and others for what you have done or not done. While it may not be easy, let go of regrets when memories resurface. For example, if you need to repay a person, work out a plan to do so (e.g., repayment of money borrowed). Apologize if you upset someone. Get back into focused action after you’ve failed in a project.

Change the Energy. Revitalizing yourself is easier when you also make physical changes in your life. Change or alter your office, desk or cubicle … and, your personal living space too. Drive a new way to work. Greet each person you meet with a smile and “Hi!” Get a new job. Changes allow you to create new opportunities, and they can be fun and rewarding too.

Walk, Talk and Write It Out. Exercise, talk confidentially with a couple close friends and journal your thoughts and activities to make it easier to let go of the old and welcome the new. Remember, change may require modifications to your life (e.g., adopting a new puppy will require pet proofing your home).

Inner Power and Strength. Naturally developing these inner beliefs takes time and awareness. Resilience, acceptance and compassion are the keys to stop the old feelings of “helplessness” or “being controlling.”

Success anywhere in our lives must embrace change to transform our results.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. Do you need to make changes? (Hint, everyone does!) Uncertain as to what to do? Don’t wait for the unintended consequences! Contact Jeannette now for a preliminary confidential conversation.

SeibCo’s 2018 Business Survey Results.  Get your free copy now: “How to Achieve Success When 2018 Is Not Business as Usual“

10 Quick Must-Have-Skills to be Career Fit

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Develop Leaders2There are necessary must-have-skills that will support you in any career. They determine your ability to be promoted and ready for future career opportunities, and, they impact your side gigs and entrepreneurial interests as well. If you become too comfortable and fail to develop your skills, there is a greater risk of being sidelined in your career.

Instead of expecting your employer to help you develop these skills, take program(s) (on-line and in workshops), hire a coach and raise your hand when opportunities appear at work.

Remember, no one was born possessing these skills … it takes time and commitment to be ready when career options appear.

Career Fitness!

Regardless of your career choice(s) the following 10 skills are required to succeed in any position.

    1. Communication. Possessing and developing good verbal, non-verbal and written skills are critical. Become aware of how your choice of words, gestures and stories impact others.
    2. Decision-making. The ability to create, negotiate and follow-through on agreements is key to making good decisions with win-win outcomes. Remember, someone may forget the details, but, they won’t forget whether your attitude was helpful or hurtful.
    3. Project Management. Many studies have shown that accountability and responsibility are required to brainstorm an idea with a positive ROI, design a viable system and execute the plan to achieve intended results. Work with your coach when team conflicts, withdrawal of funds or other project stopping situations occur; otherwise, they will take the project (and your career) off course!
    4. Resiliency. The key is, when mistakes or failures happen, and they will, learn how to responsibly resolve the matter and move on. Use it as a teaching moment for you and the team…and keep moving forward.
    5. Business Basics. There will be skills that you enjoy learning and others that you won’t. It’s important to use a qualified assessment to understand “why.” This awareness helps you develop the needed mindset required to learn all of them. For example, if you don’t have an interest in financial management, becoming an accountant is not the best idea. However, it is important to learn basic accounting skills, read a P&L and develop good money practices.
    6. Sales and Customer Service. In almost any position within a company (or as a business owner), you impact the customer! Take responsibility for ensuring you’re a positive contributor in the sales cycle (e.g., prospecting, uncovering needs, presenting and winning the sale) and delivering the results.
    7. Follow-up and Follow-through. In the current survey I’m conducting, one of the most common challenges many express is the failure of people to return calls or provide promised information. Listen and deliver. Do NOT rely on your brochure or website to answer a prospective customer’s questions or current customer’s interest in learning more. This can be one of the most important skills you learn, and the reason opportunities disappear.
    8. Manage Your Time. Good habits are developed through positive practices. Return all calls. Be on time for everything. And, fulfill your promises.
    9. Bragging. Self-promotion is important today. If you’re not aware of your achievements, neither is anyone else. You will be overlooked for promotions, pay increases, and new business and other lucrative opportunities. Learn how to brag in a business savvy manner. You cannot rely on your boss, customers or business associates to do it for you!
    10. Hire, Manage and Coach. Every boss needs to learn these critical ingredients for business success … it starts with hiring the right person for the right job. Only then can you effectively manage and coach. Engaged workforces, satisfied customers and profitable performance don’t happen by accident!

If you are willing to learn and practice these 10 must-have-skills, you will succeed in your career!

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst for the past 25 years. As an executive coach, speaker and author, she provides straight talk with dynamic results. Remember, it’s up to you to learn and perfect the necessary career skills so you can have a great career, start your own business and/or become a self-employed! Don’t wait! Step up now! Check out her website, or contact Jeannette for a preliminary confidential conversation.

Do You Roast Marshmallows When There is a Fire?

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Marshmallows FireI was reminiscing with a former coaching client last week and we were laughing at the many stories we had created during the 5-year time period we had successfully worked together.

One of the most powerful stories was, he never seemed to worry about anything … when maybe he should have!

The story we created together: There could be a fire in the building and he would sit and roast marshmallows instead of running around upset or worrying about the fire. His response when this happened in his life, “I understand that maybe I should be worried … and I am concerned … but, I don’t see how running around will change anything.”

Many of us worry about things when there is a perceived “fire.” We believe we have no control over our reactions to it. And, instead of investigating the facts, taking proactive actions or appropriately waiting it out, we worry that worst things will happen.  Or, if we stick our heads in the sand, we can falsely believe everything is fine and do nothing.

While worrying does hinder your ability to achieve results, being too calm can get in the way of doing what needs to be done.

3 Ways to Minimize Worry and Improve Results

Remember, we all have times we worry about our jobs, clients, employees, family members, driving, projects, etc. When we get caught up in this vicious cycle of the bad things that may happen (and many times never happen), it diminishes our ability to make the right decisions, take the appropriate actions and move forward.

  1. Minimize disruptions and distractions. Many of these can be avoided. And, you do have a say in making this happen. Remember, when you react to newsfeeds, rings tones and gossip over coffee (to name a few triggers), you are training your brain to overreact … creating a bad habit.

Ideas:

  • *Limit your time on social media and hide negative postings.
  • *Silence your phone for a period of time, or use a different ring tone for those calls you really do need to answer.
  • *Don’t participate in the gossip mill.
  • *Seek factual information.
  • *Address the worry with your coach or mentor, then, take immediate action steps where appropriate.
  1. Practice mindfulness. Being present to what you are doing, who you are talking with and what you need to focus on is important. There are many books and podcasts available to talk you through how to become mindful. Read one chapter of a book or listen to a short podcast each day on this topic.
  1. Focus. When you have a goal you are committed to achieving (e.g., being a great boss, partner or spouse; getting the job offer; creating financial stability; etc.), do not allow circumstances to get in the way. Create a daily intention to support your goal (e.g., I am open and accepting. I believe in me. My employees are great. I am a great boss.). Work with your coach to clarify and focus on the next right actions to take. This will improve your results.

To minimize worrying and improve results, be aware and recognize when you should take different actions due to a real “fire,” or when you should sit and enjoy roasting marshmallows.

©Jeannette Seibly, 2018

Jeannette Seibly has been recognized as a catalyst for the past 25 years. As an executive coach, advisor and consultant who provides straight talk with dynamic results.  Remember, you can achieve your intended results with help from your coach, regardless of the circumstances. Don’t wait! Step up now! Check out her website, or contact Jeannette for a preliminary confidential conversation.

10 Myths about Executive Coaching You Need to Know

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Successful business owners, executives and leaders know that having an executive coach isn’t a luxury, it’s a necessity.

While many business professionals believe the DIY approach works, it’s a myth! The DIY process will prolong the time it takes to achieve your goals, and in the process you’ll become tired, stressed and hit the proverbial wall.

Many DIYers quit, change their goal to reflect what progress they have made, or fall victim to the allure of some shiny object. At that point,  intended results have been sidelined, dreams diminished, and the vision for success forgotten.

Uncovering myths about executive coaching allows you to see why it’s a critical component to success. Having the right coach allows you to get real about your goals, keeps you focused and reawakens your commitment to succeed.

The Top Ten Myths about Executing Coaching:

1.I can do it myself. (Unfortunately, many DIYers think they can be their own coach. Listening to yourself is a fool’s game and rarely gets you promoted.)

2.A good coach needs a certification. (Certificate programs can be helpful and provide technical skills. However, an executive coach with experience, powerful listening skills and the ability to customized ideas to your unique situation is far more powerful. That kind of experience cannot be learned from a certification program.)

3.It’s too expensive. (Not necessarily. How much are your career, time, family and financial future worth?)

4.My company won’t pay for it, so it must not be important. (There comes a time when you have to value yourself, your career, and be willing to invest in both to ensure your success.)

5.Coaching is only for people who don’t have what it takes. (Coaching is for anyone and everyone wanting to take the next step up in their career. Having a confidential sounding board helps you become aware of your blind spots. And, everyone has them!)

6.If you work harder, you will be successful. (Working smarter, not harder, means doing things in a way that is effective and efficient. The right coach will help you work smarter.)

7.I’m doing fine and don’t need a coach to prepare me for the next step. (Great! Are you ready to handle the next issue or challenge with ease and effectiveness? If you say yes, ask your employees, boss, customers and vendors if they would truly agree.)

8.I have friends and family who provide me with lots of advice. (Yes, many people do. While they mean well, most friends and family members don’t have the courage to tell you what you really need to hear. As a result, you miss out on the critical factors required to make better decisions, build stronger teams and achieve intended results.)

9.I have too much work to do and cannot take on anything else. (If this describes you, coaching should be at the top of your list. Most coaching comes just in time, when you need it most and when it can provide the greatest impact.)

10.I’ve already hit the glass ceiling and no coach can change that. (Nonsense! Anyone can become a successful leader with the right coach navigating them to success. Additionally, success today is about more than just technical and financial skills. It requires being forward-thinking, team-oriented and goal-driven…all areas where an executive coach makes a big difference.)

When you uncover the myths holding you back, you will see that hiring an executive coach is the most critical component for your success. What are you waiting for?

©Jeannette Seibly, 2018

Jeannette Seibly  has been an executive coach, business advisor and management consultant for over 25 years. Do you need a confidential sounding board, someone that can help you navigate issues and challenges effectively? Are you ready to catapult yourself toward success? Contact Jeannette for a free confidential conversation.

Do You Have What It Takes to be a Leader?

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Everyone can be a leader.

The qualifying questions are:

  • Are you willing to do the work necessary and step up to be one? Or,
  • Are you waiting until someone taps you on the shoulder to begin? (Hint, it may be a long wait!)

What Does It Take?

Make a commitment. Many people say they want to achieve certain goals in their lives, yet, do not take the focused action steps necessary. For example, they wish to participate in a networking group or on a team project, but fail to show up and contribute.

  • Review your values and goals.
  • Are they consistent? For example, if you have a goal of becoming a millionaire, yet, everyday spend money for lunch, coffee and other items your actions do not support your goal.
  • Make the necessary changes one step at a time. Take one item that you are spending money on and instead invest that money.

Use qualified assessments. These tools provide incredible accuracy and insight into your leadership traits. They also provide objective awareness of how to better communicate, manage and work with others. The challenge is there’s a lot of mischief over what defines a qualified assessment. The bottom line is that a qualified assessment complies with the Department of Labor guidelines for pre-employment use. These tools have significantly higher reliability and validity, and predictive validity, than the other 3,000 tools available in the market today.

  • Select a qualified assessment and a qualified coach. (www.SeibCo.com/contact)
  • Review the results with your coach.
  • Together with your coach put together a project that will help you improve one area. (Hint: putting together a project to listen better will yield poor results. Instead, put together a customer service goal that will require you to listen in order to achieve that goal.)

Be coachable. Behind every leader is a trusted advisor/coach. (Think, Michael Jordan, Steve Jobs, etc.) Also, leaders usually have an industry mentor to help them stay current in their profession and industry. You need to have both to excel as a great leader. The right coach encourages you to do what you need to do, but don’t want to do, to achieve unprecedented results.

  • Select and hire a coach.
  • Select an industry mentor and ask him or her to be your mentor.
  • Put together a 13-week project and goal with your coach and share it with your mentor.
  • Do the work required to make it happen.
  • Blast through those barriers that normally stop you.

Take one day at a time. Every human being has personal baggage. In order to be a great leader, we need to unload it, be responsible for our perceptions of the incident, and have acceptance that the situation happened. Take the time now to get it resolved, one day at a time. It doesn’t get easier as time goes by – it gets harder. Failure to do so, may have you miss out on promotions or coveted opportunities, or, even become unemployed. If necessary, find a licensed therapist to get down to reality and better understand yourself.

Pick yourself up after a failure. Don’t berate yourself for mistakes or failures. Pretending you don’t have any, or are unable to apologize makes others uncomfortable following your leadership. Every great leader has made more than one mistake! The key is, they picked themselves up and resolved it. Now, not later when may be too late.

Everyone has what it takes to be a leader. The million dollar question is, are you willing to do the work to become one?

©Jeannette Seibly, 2016

Jeannette Seibly has been working with leaders as an international business advisor, executive coach and management consultant for over 23 years. Along the way, she guided the creation of three millionaires. Her trademark is her uncanny ability to help business professionals identify roadblocks and help them blast through those barriers to produce unprecedented results. Contact her for a free, confidential conversation on how to get the results you want: www.SeibCo.com/contact

Effective leaders influence performance

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So, you want to be a leader, a future executive. (If you’re already a leader, this is a must-read to help develop your organization.)

First, here’s a little history to give you a perspective on the performance challenges many multi-generational organizations face today.

  • Millennials … require a different way of being managed and are even shaping management practices today. They prefer to be consulted, given opportunities to do their work their way and be praised for any progress they make. Learn how to influence rather than command their performance. But, be aware, they tend to have a low tolerance for the inevitable failures we all face. And, if they are unhappy, they seek jobs elsewhere.
  • Baby boomers … were brought up under the command or be fired regiment. They learned from mistakes; but, may have lost promotions because of them. Many bosses during this era earned their positions due to longevity with the company and their ability to do what they were told to do. Being happy at work wasn’t expected and job hopping wasn’t an option.

Second, regardless of the era, effective leaders influence performance by walking their talk, honoring integrity and achieving goals by working with and through others. Their expertise expresses itself quietly due to hands-on experiences, learning from their mistakes, and developing resiliency. They focus on creating a win-win workplace that respects everyone’s efforts, and do not expect preferential treatment for themselves.

Third, if you want to be a leader, take responsibility for causing your future.

  • Work-ability. Growing up, many Gen Y’ers were told they could do and be anything they wanted in business. In an ideal world, that would be true. However, we live in a world where people must do things they are not interested in doing. Be an advocate to change traditions that no longer work. For example, most companies still require their leaders to manage others (although, careers can be unnecessarily ruined when they fail). One solution is to suggest creating multiple career ladders that can leverage individual talents. http://BizSavvyHire.com
  • Communication skills beyond 140 characters. While Baby Boomers learned how to work with bosses that were erratic or unprofessional, their younger peers are not so tolerant. Stop expecting others to make communication changes required to suit you. Instead, develop the ability to effectively talk with anyone, anywhere (not just IM, text or email). It’s a must-have skill due to a diverse global market. Break through your #1 fear when having conversations! http://:ow.ly/zei8S
  • Fun work. While work can be enjoyable, there will always be parts of the job you hate. Do them anyway and learn how to systemize or make them easier. This is a hidden opportunity to show others your initiative.
  • Embrace change. It can be the game changer you’ve been striving for. Be ready to pounce in a business savvy manner when it happens.
  • Coachability. Most leaders today have a business advisor or executive coach, depending upon their entrepreneurial focus or management goals. Find an internal mentor to navigate the politics. Hire an external coach to provide a customized approach for your professional style and goals.  http://SeibCo.com/contact

 

©Jeannette L. Seibly, 2014