Entrepreneurial Leaders Who Believe They Know Everything Will Fail

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

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

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

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

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

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

5 Tips to Expand Your Ability to Learn

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

Questions to ask yourself and review with your coach:

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

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

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

©Jeannette Seibly, 2021 All Rights Reserved

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

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

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

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

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

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

How to Experience A-Game Days

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

©Jeannette Seibly, 2021 All Rights Reserved

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

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

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

New Normal Hiring Has Changed How You Select Top Talent! Are You Ready?

“Increase your hiring accuracy today by fine-tuning your strategic hiring system and quality of tools. Otherwise, you’ll experience loss of top talent, customers, and business growth.” Jeannette Seibly

Recently, I heard from a job candidate that during her third group interview the hiring boss threw up his hands and left the room. Later she learned, the hiring boss had been talking with customers about their business changes and was left wondering what type of job candidate he really needed. The good news was, he prevented hiring and letting go of a new employee when the new job requirements became clear.  

We have forgotten that “new normal” includes new hiring and selection processes, and cannot be treated as business as usual.

Unfortunately, in our haste to get jobs filled today, we dust off old job descriptions and job postings. Then, tweak here and there before posting…believing we’re saving time! The problem is we’ve forgotten that NEW job skills are needed to support our customers and businesses. Plus, many job candidates’ skills have been dormant for the past year and could be rusty.

This “new normal” is the time for you to create a strategic hiring process and update selection tools focused on the future growth of your company. Otherwise, you risk customers and top talent leaving, frustrated with your company.

5 Key Places to Improve Your Selection Process

1. Envision the New Job. Take time to envision the new job with the key players. Focus on what you and your company need to accomplish. THEN, write up the new job description.

Here are the top 5 key changes (Insperity, April 2021):

  • Remote work
  • Flexibility and work-life balance
  • Technology use
  • Compliance with laws and regulations
  • Cybersecurity

2. Create a 180-Day Success Plan. Note specific goals (no more than 3 per month) the successful person needs to complete in the first 30-60-90-180 days! Be realistic and share with job candidates during the interview process. Pay close attention to their reactions.

3. Infuse Energy in Job Postings. Job postings may be the first time applicants hear about your company. Infuse them with positivity and opportunities for job candidates. Your goal is to attract top talent with new skills or people that are flexible and willing to learn quickly. Post on ATS site that is super easy for job applicants to use.

4. Use Job Fit Assessments that Provide Objective and Consistent Data. Job fit is the #1 reason people succeed (Harvard Business Review). Many people interview well and can tell you what you want to hear. It is why successful companies use scientifically developed job fit assessments. These state-of-the-art tools provide real data and insights about the candidates. It’s important to know before you hire the true strengths and weaknesses of your candidates. Make sure you can objectivity and consistently answer with real data: “Can they do the job?” “Will they do the job?” and “How will they do the job?” These answers will impact the quality of work done and relationships with customers and team members!

5. Bring Back Due Diligence. Many companies have stopped obtaining verifiable due diligence data. Remember, over 40% of people lie on resumes. The most common areas are education, previous dates of employment, and previous salary. (Indeed, February 2021) Yes, these are some of the key areas we use to determine the job candidates we will interview!

©Jeannette Seibly, 2021 All Rights Reserved

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

It can be embarrassing to you when your team produces results that do not meet customer or company needs. Discover how to work through team conflicts before they sabotages your career.

A Note from Jeannette About: New Normal Hiring Has Changed How You Do It! Are You Ready?      How you hire today has changed from how you hired in 2019 and 2020. If you haven’t updated and upgraded your selection systems and quality of tools, it will show in your results. High turnover of top talent and customers will hurt your business growth, now and in the future. And, your reputation will take a hit too (think, social media reviews). Are you stuck working with hiring managers resistant to making these critical changes? Contact me for ideas to overcome their resistance and start achieving dynamic results.

Leaders: Talk Straight for Teams to Trust You

“Want better results? Want your team to trust you? Try straight talk.” Jeannette Seibly

The past year has been challenging for everyone everywhere. It’s been difficult to find out what is true and who is “blowing smoke.”  As leaders and team members, we must do our best to listen, hear, and talk straight. Straight talk gains the trust of our bosses, team members, and customers.

However, straight talk can be tricky if your workplace culture doesn’t support honesty. Many of us fear sharing the truth because we are afraid of the consequences. And, these fears can be very real!

But when you rely on “white lies” or spin the facts, you will suffer the consequences. And, so will your company. The truth will emerge in the future. When it does, your boss, customers, and team members will feel hurt, angry, and betrayed because you didn’t talk straight!

Years ago, I learned this the hard way. There was a controversy going on within my department. When the VP of a different department asked me what I knew, I shrugged my shoulders and shook my head. I lied by saying, “I don’t know.”

Later, when the truth came out, he said to me, “In the future, say, ‘you cannot talk about it.’ Otherwise, I won’t trust you.”

When leaders and team members talk straight by telling the truth, results can be amazing. It develops trust and allows team members to get unstuck. They can now share real problems and ideas while developing new and better solutions.

“When leaders and team members talk straight by telling the truth, results can be amazing.” Jeannette Seibly

4 Overlooked Ways to Speak in an Honest, Truthful Manner (aka Straight Talk)

Deliver or Receive Bad News with Respect. When leaders and teams only want to hear good news, competitors will steal their clients and top talent will leave!

How to do it:

  • Don’t shoot the messenger—Make it easy for others to tell you the truth.
  • Share bad news first by saying, “You’re not going to like what I’m going to say…” OR “I’m afraid you won’t like what I need to say.”
  • Share your fact-based message. Fine-tune it so it is meaningful to your boss and/or team and/or customer. For example, some leaders want to hear the financial issues and are not interested in employee morale. Pay attention to your audience.

Overcome Your Fears. Your fears can be real. But it is important to address concerns even if your boss, customers, and team won’t like it! Failure to share negative information can trigger bigger issues about safety, employment, or financial impacts (to name a few).

How to do it:

  • Stick to the facts and use metrics.
  • Conduct audits and update policies, practices, and tools to ensure compliance.
  • Use communication channels (e.g., intra-company, group training, etc.) to address “new normal” operating procedures.

Train for Straight Talk. Many teams and leaders don’t know how to talk straight. They talk around a point, wing it, or are evasive because they are afraid to tell the truth and/or don’t know the facts. This results in miscommunication, unclear directives, and poor ethical practices at every level in your organization. All of these are avoidable with straight talk.

How to do it:

Take Responsibility. Telling and/or hearing the truth can be challenging. Many companies have sacred elephants, are afraid to rock the boat, and have team members that are well-liked but fail to get the job done.  These are just a few of the reasons why only 10% of teams achieve intended results! Straight talk encourages you to tell the truth in a way that others can hear and listen to you.

How to do it:

  • State the facts and review them with your business advisor, CPA, or attorney before talking with decision-makers.
  • Document facts and the costs/benefits of solutions.
  • Share this information with your boss or board in a way they can hear it, and continue the conversation until it’s resolved.

©Jeannette Seibly, 2017-2021 All Rights Reserved

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

Do you fear telling team members the truth because it’ll create conflict? You’re not alone. Learn 3 keys on how to talk through team conflict now. “7 Reasons Why Teams Don’t Resolve Conflict” 

A Note about Leaders: Talk Straight for Teams to Trust You from Jeannette. Talking straight can be difficult because people fear the truth. They don’t want to hear anything negative. They accept mediocrity and make excuses believing they did the best they could.  But for leaders everywhere, it’s pay now or pay later because the truth will come out. Need help to feel comfortable talking straight and telling the truth? Contact me to start a confidential conversation. It could save your career and your business.

Are Your Mental Abilities Feeling Foggy?

“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

  1. 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.
  2. 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.
  3. 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!
  4. 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.
  5. 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.”
  6. 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)
  7. 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 2021

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.

Want to know what egos and team results have in common? Get your answers by click here.

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.

Develop a Winning Attitude to Achieve Great Results

“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

  1. 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.
  2. Do the Work Instead 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!
  3. 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.”
  4. 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 2021

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!

Are You Being Inclusive with Your Team?

“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

  1. Welcome Each Person as they Join the Meeting, Virtually or On-Site. Use their first name (or, the name they wish to be called).
  2. 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.
  3. 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.
  4. 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!
  5. 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!)
  6. 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.
  7. 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 2021

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!

The #1 Reason Teams Don’t Zap Conflict

Photo by John Schnobrich on Unsplash
“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)

Photo by Helena Lopes on Unsplash
“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

  1. 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.
  2. 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.
  3. 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.
  4. 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.
  5. 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.
  6. 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.
  7. 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.
  8. 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.
  9. 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.
  10. 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.
  11. 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 2021

 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!

Craft Your Next Career Opportunity Today

“Are you ready for your next opportunity? If yes, take initiative and create your next opportunity in your current job. You’ll get results faster.” Jeannette Seibly

Instead of looking for a new job with more opportunities, expand your current position and responsibilities. Why? You already know the company structure, customers, industry, and systems. You can hit the floor running faster and produce results quicker with your current team and boss.

How to Create Your New Opportunity

Talk with Customers and Department Heads. Meet with others to determine what is missing. Listen more than talk and ask questions for clarification.

Ask the following questions:

  • “What are your top 1 or 2 concerns right now?”
  • “Why are these important challenges?”
  • “What do you believe are the solutions?”
  • “How do you believe my team can best help?”

Once there is an alignment of what to pursue with your team, explore and focus on the top 1 or 2 concerns.

“Effective brainstorming requires listening to all team members and writing down all ideas.” Jeannette Seibly

Brainstorm for Solutions. To get started, acknowledge your team for their willingness to be part of this new opportunity. Then, together with your team, review the data from your conversations. Also, review the company’s mission and 2021 goals. Now, your team is ready to brainstorm. Remember, effective brainstorming requires listening to all team members and writing down all ideas.

Align Team Members. Don’t rely on consensus for agreement. Align on the project you will focus on. Then, talk with your boss and key influencers to get their buy-in. Be prepared to address any specific concerns or elephants.

Put Together the Presentation. Purpose. Timeline. Budget. These are the three key areas. Keep the narrative to one page for each item. Since it is a new idea, use simple graphs to support your points. During the presentation, don’t be defensive when answering questions or it’ll kill the opportunity. Instead, remember, you’ve been working on this opportunity for a while. But it’s the first-time others are learning about it.

Now, Make it Happen.

If you have the:

  • Green light–Don’t wait. Get into action now and address any required changes along the way.
  • Yellow light–People are not clear. Clarify your proposal. Keep your communication simple and smart. Remember, they have their own agendas that you did not address to their satisfaction. Now is the best time to use your persuasive listening skills to create win-win-win outcomes.
  • Red light–There was no buy-in. You overlooked or missed important points. Talk with your boss and key influencers after working with your executive coach. Then, debrief with your team. Review and determine what’s next. Don’t let one failure sideline your ability to seek future opportunities within your current job.

©Jeannette Seibly, 2021

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 Crafting Your Next Career Opportunity Today from Jeannette. Many of your key leaders and employees want more than their current position offers. Instead of letting them leave, encourage them to take initiative and create their next career opportunity within their current position. Then, provide the training and coaching required for their success, or there is a good chance they will fail. Need help? Yes, we all do from time-to-time. Contact me!

It’s a New Normal. Are You Ready to Get Employees Skill-Ready?

“You will lose key employees and customers if your people are not talent-ready.” Jeannette Seibly

In October 2020, the World Economic Forum released its report of the top 15 skills for 2025. While 2025 may seem a long way off, it’s not.

As you read the list note software development, cybersecurity and technology are not at the top of the list. Instead, it’s about creativity, problem solving, analytical thinking, and innovation.

It is critical companies develop these necessary skills today. Waiting until 2025 won’t work since your company will be left behind its competition. Start training at the top and cascade down now. This reinforces the skills training since your executives and managers will set a positive example.

3 Key Issues Often Overlooked

  • Discrimination practices will get in the way when designing individual training goals. Insert into your leaders’ job descriptions, “training and coaching the next leaders include each and every person!”
  • Failure to budget and use that money for training tells customers your business is not ready to be their vendor or contractor.
  • Hiring, coaching, and managing are much easier and less expensive if you hire and promote based on job fit. This requires using objective data on a consistent basis. Not everyone has an interest in learning and using the new skills appropriately.

Here is the “List of the Top 15 Skills” (click here for the full report):

(Note: most of these are considered “soft skills,” which are often ignored.)

  • Analytical thinking and innovation
  • Active learning and learning strategies
  • Complex problem-solving
  • Critical thinking and analysis
  • Creativity, originality, and initiative
  • Leadership and social influence
  • Technology use, monitoring, and control
  • Technology design and programming
  • Resilience, stress tolerance, and flexibility
  • Reasoning, problem solving, and ideation
  • Emotional intelligence
  • Troubleshooting and user experience
  • Service orientation
  • Systems analysis and evaluation
  • Persuasion and negotiation
Are you ready? Happy employees are well trained in all aspects of their work.

5 Key Factors to Prepare Your Company for Success

  • Create a strategic plan for ongoing training and skill development. Make sure your budget includes consistent communication reminders on how to use these new skills!
  • Develop skill levels (basic, medium, and advanced) required for different job responsibilities. For example, non-tech salespeople need systems awareness but don’t need advanced systems analysis and evaluation.
  • Select trainers who are shining examples of using these skills (internal and external). They must be able to engage participants and answer questions. Otherwise, your leaders and employees will lose interest.
  • Provide easy-to-access workshops, videos, coaching, and 1:1 training to reinforce skills. Ensure manager/executives receive the training first. This will set an example for all team members.
  • Encourage team members to work in cross-functional groups and rotate who leads the team. This will expand everyone’s knowledge on how to apply these new skills in different situations.

©Jeannette Seibly, 2021

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 Your Employees Talent-Ready from Jeannette. 2021 is not business as usual and employees are frustrated with the lack of new opportunities for skill development. (Yes, even your newly hired team members.) Now is the time to develop everyone, from the top-down, to expand their skills and knowledge. It gets team members excited to come to work each day!  Need help? Yes, we all need help from time-to-time. Contact me!