Reinvention | SeibCo, LLC

Are You Avoiding Kindness?

August 20, 2026 by Jeannette Seibly

Real kindness requires backbone, not telling people what they want to hear (aka platitudes). In today’s workplace, kindness is required to be effective and to be a results‑producer.

A lack of kindness often comes at the expense of teamwork, accountability, quality, client care, and the bottom line.

Kindness used to mean helping people grow, telling the truth, and doing what’s right even when it’s hard.

But today, “kindness” has been reduced to being agreeable, avoiding discomfort, and keeping everyone happy. It’s a way of avoiding potential legal issues, addressing unreasonable demands, and preventing team or customer upsets. That’s not kindness. When leaders focus on being liked, keeping the customer or boss happy, and protecting the bottom line, this surface‑level civility (aka fake kindness) creates a legacy of being nice but makes the leader ineffective.

Where Has Kindness Gone Missing?

Truth telling. Leaders avoid honest feedback to “be kind,” leaving teams stuck, costs rising, and customers unhappy.
Accountability. Standards are softened to avoid hurt feelings, creating mediocrity.
Follow-through. Leaders promise support but fail to provide the resources and feedback required, negatively impacting the company and clients.
Kindness creates confusion when leaders tolerate conflicts, factions, and groupthink out of fear of being labeled a bad or mean boss.
Hard conversations are avoided due to lack of skill, fear of failure, or making the situation worse.
Kindness is applied selectively, creating confusion and resentment.
Offense‑seeking. Teams (and leaders) look for opportunities to feel offended, diminished, or discredited.
Decision‑making. Leaders delay or avoid making timely decisions to prevent upsetting someone, harming progress and trust.
Performance management. Avoiding tough conversations about poor performance hurts the individual, the team, and the customer.

The Blunt Truth About Kindness

Kindness isn’t soft or fuzzy. As a leader, it’s crucial to develop kindness with a backbone while guiding teams and customers through the inevitable difficulties, conflicts, and upsets.

Be Clear. Clarity is kindness. Provide the resources and truth required to get the job done. These conversations will take longer. The benefit? They allow the team to be innovative and surpass the intended results.
Be Direct. Directness with diplomacy prevents misunderstandings and raises standards. Keep the goal and intention in the forefront to move everyone forward.
Be Consistent. Consistency builds trust when you tell the truth early, directly, and respectfully. Remember you will need to repeat it many times during meetings and conversations.
Be Accountable. Accountability protects people and results through intended actions, not avoidance.
Be Courageous. Courage is the highest form of kindness for yourself and others. It guides teams and customers to do what they’ve been avoiding.
Be Compassionate. Chances are you’ve had a similar experience. Share a short story about how you handled a situation or relationship to support your own growth.
Be Generous. Appreciate each team member’s contribution. Encourage them to brag about their successes too.
Be Self‑Aware. Listen to the “tiny voice in your head” before saying something you’ll regret. Stop, breathe, and use silence when your critical voice is too loud.

A Leader’s Self‑Check

“Am I being kind or just agreeable?”
“Am I helping this person grow or keeping them comfortable?”
“Am I avoiding the truth and calling it kindness?”
“Am I protecting people through silence at the expense of the team or client?”
“Am I being authentic or just saying what is expected of me?”
“Are my expectations ego‑based?”
“Am I failing to hire the right people required to achieve needed results for customers?”
“Am I gaslighting someone because I failed to take responsibility?” (e.g., overscheduling, failing to keep promises, failing to listen, ignoring policies or systems)

Kindness isn’t about keeping people comfortable. It’s about guiding them to succeed. In today’s work world, kindness is required.

Jeannette Seibly is a legacy‑driven Talent Advisor, Leadership Results Coach, and Business Author. For over 33 years, she has empowered thousands of executives and business leaders to achieve sustainable success through strategic hiring, values‑based coaching, and intentional leadership development. Her work blends clarity, accountability, and soulful impact—activating performance and purpose at every level.

Be a Bold-Committed Listener and Achieve Stellar Results

August 13, 2026 by Jeannette Seibly

Mastering the art of being a bold, committed listener is not just impressive, it’s a game-changer in your role as a boss and leader. This skill doesn’t go unnoticed. It empowers you to create an environment where team members, customers, and even your bosses can express themselves freely, without fear of you becoming defensive or offended. They feel truly heard and valued, which is a powerful tool in your leadership arsenal.

As a bold listener, you hold the key to unlocking your team’s potential. You can turn a problematic situation, conflict, or poor performance into a positive outcome. Often, the solution is right there, waiting to be heard. By simply listening, you empower your team to find their own solutions, boosting their confidence and satisfaction in their contributions.

Being a bold, committed listener isn’t hard, but it takes your willingness to listen, especially when you don’t want to hear what is said.

How to Be a Bold, Committed Listener Who Values Others

Identify Your Biases. Identifying and acknowledging your biases, snap judgments, and instant assessments about others is essential to becoming a committed listener. Yes, we ALL have them. It’s important to be aware and set them aside when listening to others. This self-awareness is a crucial aspect of effective communication and understanding.

Encourage Face-to-Face Conversations. Either on-site or via online conferencing. Relying on emails or texts will cause miscommunication, and people (including you) will not feel heard. Poor communication is often due to reliance on emojis, misused jargon, inability to articulate true thoughts and feelings, and abbreviations.

Be Present. Do not drive while having a conversation! I cannot say this enough: multi-tasking is a myth. (If you don’t believe me, use a search engine to read about how the brain is wired.) Set aside electronic distractions and anything else that distracts your attention, including internal mental chatter!

Choose Your Words. Be responsible for the words you use when responding to others. Labeling people never goes well and can be offensive. One of the most common labels right now is “narcissist.” Encourage others using these labels to “use their words” to describe their issues and concerns instead of using labels or catch-all phrases.

Silence is Golden. Allow others to use you as a sounding board, which is part of your job as a boss and leader. Ask open-ended questions to direct the conversation and guide them to find the answers for themselves.

Tell Stories. People love stories when they are brief and on-point in the conversation. A well-told story will be what the person will remember for a very long time. Note: Keep people’s names and other identifiers confidential.

Celebrate Unrecognized Achievements. Too often, people downplay what they’ve accomplished and fail to brag!. Be the type of leader who not only hears the successes but also says, “Congrats!”

Today’s Professionals Can’t Afford to Stay Lukewarm – It’s Time to Leverage Up

August 6, 2026 by Jeannette Seibly

Many business professionals today are flying solo in consulting, coaching, or taking on fractional roles, while still relying on the same mindset, habits, and approaches they used years ago. The result? Lukewarm performance, frustrated clients, and stalled careers. It’s not a legacy that successful professionals want to leave.

It’s time to leverage up and elevate your integrity, mindset, and practices so you can deliver real value and empower yourself rather than being unconsciously complacent or fearful.

What Happens When You Fail to Leverage Up

When you stay in your comfort zone, you unintentionally cap your effectiveness. You repeat outdated methods, rely on assumptions, and overlook the habits that limit your impact … no matter what you tell yourself.

The cost is real:

Clients lose confidence
Employees disengage
Revenues decline
Your reputation stagnates
Your self-talk isn’t positive

Professionals who fail to leverage up often don’t see the problem because they’re too busy doing the work to notice they’ve stopped growing.

Why This Matters More Than Ever

Today’s business environment demands adaptability, emotional intelligence, and integrity. When you don’t elevate your mindset, you unintentionally create risk for the people who depend on you. And, as Warren Buffet would say, without “integrity” the other two won’t matter!

Leaders, consultants, and coaches who stay lukewarm:

Miss critical details
Rely on outdated thinking
Overlook blind spots
Fail to build trust
Struggle to deliver consistent results

And remember, this isn’t about perfection. It’s about responsibility.

How to Leverage Up Your Effectiveness

Be Open. Everyone has a block: an internal barrier that keeps them stuck. Before you dismiss an idea, consider how often you resist feedback, avoid discomfort, or rely on what you already know. Openness is the gateway to growth. Ask open-ended questions to move the conversation forward.
Know Thy Self. Most professionals believe they are self-aware. Yet they fail to see how others experience working or interacting with them. Blind spots, defensiveness, and fear of the unknown limit effectiveness. Use job fit assessment tools that provide the scientific validation for objectivity and insights.
Hire an Executive Coach. Yes, I know … you don’t believe you can afford to do so. The problem is you cannot afford not to do so! An experienced coach can guide you through challenges, relationships, and opportunities and increase your awareness as you build your legacy.
Invest in Yourself. Take at least one course a year. Listen to podcasts that elevate your thinking. Read materials that challenges your assumptions. Growth requires intentional input.
Avoid Shiny Objects. Hype is everywhere. Tools, trends, and shortcuts promise miracles. Be responsible for what you adopt and how you guide others. Your credibility depends on discernment.
Use a Healthy Ego. Your ego isn’t the enemy … a misused ego is. A healthy ego keeps you focused on results, helps you resist bad habits (e.g., talking over others), and supports confident collaboration.
Use Assessments Appropriately. Not all assessments are scientifically or legally sound. Most fail the Department of Labor standards for pre-employment and selection use. Relying on weak tools damages trust and exposes employees and clients to risk.
Lead with Integrity When you cut corners, use inappropriate tools, or fail to honor your commitments, you lose your ability to influence a team, system, or client. Integrity is the foundation for leveraging up.

Get Started and Leverage Up

To start the process, use the PXT Select® Leadership Report to provide objective insights into how you think, behave, and make decisions … especially under pressure.

This state-of-the-art tool helps professionals:

Understand natural strengths
Identify blind spots
Improve communication
Reduce conflict
Strengthen team alignment

These tools (along with an experienced coach) bolster both leaders and team members, especially when miscommunication, conflict, or repeated mistakes have eroded trust.

The Bottom Line

Leveraging up is not optional. It’s the difference between being a professional who merely “does the work” and one who elevates people, systems, and results leaving a positive legacy.

How Do You Handle Feedback without Being Defensive?

July 30, 2026 by Jeannette Seibly

Receiving feedback and hearing it is a skill that many leaders and bosses need to develop. Being defensive is a difficult behavior to overcome since, too often, people want to defend their actions, attitudes, and results.

Why?

They:

Find it hard to laugh at themselves
Worked hard but failed to ask for help and instead accepted mediocrity
Have a perfectionist attitude
Feel misjudged (and it may be true)
Are overly sensitive to hearing anything that is negative
Blame the person delivering the feedback for the way they speak or deliver the information – their excuse for not listening

As a leader, you may cause team members to be defensive when you:

Are critical
Overreact to situations
Expect perfection
Take things personally
Have poor feedback and coaching skills

The additional problem is, coaching and feedback are difficult to hear when delivered poorly!

Yet, you will find that people excel when they are open and receptive to feedback without being defensive. (Think of well-paid sports people, leaders excelling in their work, entrepreneurs selling their startups, etc.)

How to Hear Feedback without Being Defensive

Be open and value the insight, whether you want to hear it or not.
Set aside ego. While you may not like being judged, develop a healthy ego that is committed to your success.
Ask for clarification or example. Ask open-ended questions, and hear the value offered. (Even when the feedback or coaching is poorly delivered.)
Thank the person for their insights. Include their recommendations where appropriate (e.g., if you winging presentations, a plan and practice will make a big difference in your career).
Remember, saying you’ll think about it is a different way of being defensive.

How to Deliver Feedback without Being Defensive

Talk with a select few people that were impacted or aware of the situation. Be careful about nitpicking someone’s personality. If someone talks too much, instead of saying that, say, “It’s important in these situations that you listen more than talk. And, here’s why.”
Use sandwich or direct approach. This depends on the person and the type of feedback you need to deliver.
Practice with your coach. Especially if you’re a new leader, or believe the person will be defensive.
Keep it simple. No more than two key issues or challenges. Yes, there may be more feedback you feel is necessary. But that can be overwhelming and not helpful. (I’ve seen leaders and bosses give an employee a list of 20 items … the person was overwhelmed and became defensive. Consider, in this case and similar ones, that it is due to poor job fit.) Again, to ensure great results, only provide two at a time and check in with the person to determine progress before adding additional areas for improvement … you find additional feedback is not necessary.
Make a plan for improvement. For team members, it’s important that there is a process they can follow and learn from.
- Either: The most effective choice is to have the person create it (be clear about required outcomes and have a “By When Date” this will occur).
- Or, provide a process for them to follow, which will not be as effective because there may not be buy in, and will be effective as long as you are managing the process.
Now, follow-up and follow-through. Most people skip this … big mistake! You need to have regular check ins to ensure progress is being made. It also shows your commitment to the person’s success.

Want to Accelerate Career Options? Make a Lateral Move

July 23, 2026 by Jeannette Seibly

I remember talking with a woman who had been unemployed for a while. When I suggested she ‘stretch’ from finance into operations by making a lateral move, she looked at me like I’d grown another head.

“Oh no! I’m very committed to staying in my profession,” she exclaimed.

I replied, “It doesn’t mean you will not return to finance. However, gaining operational experience in running a department or team can greatly boost your business acumen. Lateral moves can provide you a diverse skill set, increased visibility, and credibility as a future leader.”

What are lateral career moves?

A lateral career move is a strategic transition to a role at the same level of responsibility and pay, designed to broaden skills, gain new experiences, and position yourself for future advancement. (Indeed)

What are the benefits?

Can be beneficial for learning new skills or securing your future.
Learning different duties or responsibilities.
Increased visibility
Credibility as a future leader
Note: Not recommended if you make too many of them or face a career setback.

Making a lateral move doesn’t mean you were not qualified in your current profession or previous position. A “stretch position” can accelerate your career growth and options because it provides broader exposure to business challenges, making you a better boss/leader, decision-maker, and business professional. It’s also a great way to skill stack your experiences, education, and expertise.

How to Prepare for a Lateral Move

Job Fit Assessment. Be clear about your strengths and weaknesses before making a job transition. Use an objective job fit assessment that provides a “job fit pattern” for the lateral position. This helps you (and your new boss) understand where to focus when coaching and managing you for success.

Get Your Brag On! Complete the five easy steps for sharing your wins and successes. Sharing these during networking meetings and interviews for the lateral position will make a difference. Remember, there will be “cross-over” skills, and you must emphasize them (e.g., communication, finance, people, technology) since you cannot rely on the job titles, professional experiences, and job responsibilities they normally seek.

Networking Works. Do your homework by going out for coffee or lunch, or Zoom with several people already working in the profession. What do they enjoy about it? What are the challenges? How can you, with your current experiences, make a difference? Use open-ended questions to learn more. Remember, this is crucial … listen to learn!

Prepare for the Interview. You will be ready for the interview after following the first three recommendations above. Be sure to conduct your due diligence during all interviews for the lateral position about expectations, goals, and any challenges in the position. It is important to address any reluctance of the company, team, or hiring boss upfront without being defensive. After you’ve been offered the position, it’s time to discuss salary and benefits … they may not change … this is about gaining experience, not a pay increase at the present moment.

Keys for Success: Learn the basics, listen more than talk, and have a positive can-do attitude. Hire an executive coach and select a mentor to talk through the inevitable sticky situations and political work relationships that will occur. Also, take the time now to develop essential leadership skills in emotional intelligence, communication, critical thinking, and project management. These are valued “cross-over skills” in any position aka skill stacking.

Jeannette Seibly is a legacy‑driven Talent Advisor, Leadership Results Coach, and Business Author. For over 33 years, she has empowered thousands of executives and business leaders to achieve sustainable success through strategic hiring, values‑based coaching, and intentional leadership development. Her work blends clarity, accountability, and soulful impact—activating performance and purpose at every level.

Why We Block Ourselves and How to Finally Step Through

July 16, 2026 by Jeannette Seibly

Many people block themselves, especially if they are high achievers and struggle with self‑imposed barriers. What’s missing for them and the rest of us? Accountability, resilience, responsibility, clarity, and moving forward.

These blocks can last hours, days, and weeks.

Common blocks are:

Many of us have confidence, yet choose not to use it.
We can be great listeners, yet talk over people.
We are reliable, yet arrive late or deliver incomplete work.
We are results‑producers, yet fail to make the sale or get buy‑in for a new idea.
We are leaders, yet have become followers of something we don’t even believe in.

The problem isn’t the block. The problem is what we make the block mean.

No one is perfect. Forgive yourself, apologize when needed, and step through and move forward now. Stop waiting and take one step today that honors your word and moves you forward. If you’re still stuck or blocked, consider talking with an executive coach or therapist to help you regain clarity and momentum.

The Real Reasons We Give in to the Blocks

When asked why we don’t get work done, pursue a dream, or complete a project, most people offer familiar excuses:

“I have a bad boss.”
“I don’t enjoy my job.”
“Someone else can handle it.”
“I don’t have the money.”
“I don’t have the time.”

But the truth is simpler and harder to admit: You actually don’t want to do it, and no one is going to make you. It’s your block!

Today, many people feel entitled to their emotional reactions, using them as justification to block their own success. We all have emotional blocks. They can tend to show up at the worst possible times. Yet, the problem is we treat them as if they are the truth about ourselves, the situation, or the relationship!

Remember, there are many other people with the same familiar excuses, yet they persevere and step forward, creating momentum by taking one small step at a time.

A Moment of Choice

Recently, at a first‑time event, I found myself hesitating since I didn’t know anyone but the host of the meeting. I was being careful, quiet, and holding back. Then I caught myself: “Whoa. Stop.”

When the leader called on me, I stepped through the block and spoke with confidence. That’s the moment everything shifted: the moment I chose to be the person I am.

Now, think of a moment when you have allowed your self‑consciousness or fear to block you and get in the way. Then you used it as your excuse to play small, withhold ideas, or leave the conversation early (while still in the meeting).

This is your reminder to stop letting those moments define you. It requires taking the first step through them now, or reach out to an executive coach who can help you practice doing so.

How to Get There

Get thoughts out of your head and onto paper.
Acknowledge the block. Name it. Don’t dramatize it.
Listen to podcasts. Fill your mind with voices that elevate your thinking.
Write a full page of successes. Wins, abundance, positive moments. Writing activates the brain differently and builds confidence. (For additional insight, “Get Your Brag On!”)
Stay out of rabbit holes. Overthinking is a trap disguised as productivity.
Set a daily goal and intention. Small commitments build momentum.
Dial up humbleness; dial down ego. Replace “I shouldn’t have to do this” with “This moves me forward.” A healthy (not overactive) ego can make a world of difference!
Allow others to help. Drop the “I can do it myself” mindset.
Review what’s true. Separate your reality from others’ expectations.
Apologize to yourself and others. Then follow through. Integrity grows from action.

If you continue to struggle on how to step through you block(s), work with a coach or a therapist to help you stay accountable and move forward faster.

Jeannette Seibly is a legacy‑driven Talent Advisor, Leadership Results Coach, and Business Author. For over 33 years, she has empowered thousands of executives and business leaders to achieve sustainable success through strategic hiring, values‑based coaching, and intentional leadership development. Her work blends clarity, accountability, and soulful impact—activating performance and purpose at every level.

The Secrets of an Effective Apology

July 9, 2026 by Jeannette Seibly

Many leaders have trouble admitting they were wrong, or their actions had a negative impact on a person or group. Or, they failed to fulfill a promise using the age-old excuses of failing to remember or being too busy. To make matters worse, they attempt to blame others.

Mistakes happen! How you handle them either builds your credibility or diminishes your career growth.

One overlooked truth is that explanations rarely rebuild trust, apologies do. Explanations satisfy the mind, but apologies repair the relationship.

When leaders (and others) offer explanations, it’s a fear of …

Admitting they were wrong
Failing to take responsibility
Listening and speaking honestly
The list is endless

What’s often overlooked is the deeper fear underneath all of this: losing psychological safety.

When leaders avoid apologizing, they unintentionally signal that mistakes are dangerous to admit, creating a culture where people stay silent rather than speak up.

The costs:

Top talent – no one wants to be lied to
Clients – no one wants to be manipulated
Management team – unwilling to take responsibility for leaders’ words or actions
Team culture – blame becomes normalized, and people mirror the leader’s defensiveness
Productivity – issues linger longer even though a simple apology could have resolved them sooner

Polly, Director of Customer Support, told employees they needed to be in the office three days a week but failed to update policies or address obvious logistical issues. She let everyone continue as before. Some never showed up. Instead of apologizing, she shrugged, “Well … people will be people.” The impact on revenues, retention, and results was significant. With her executive coach’s support, Polly finally apologized and cleaned up the mess by implementing a clear hybrid policy and enforcing it.

Have you ever noticed that when leaders, who you respect, are also the ones that don’t hesitate to apologize? “I’m sorry …” “Oops, my misunderstanding …” They take full responsibility for what they heard and what they have said. Their willingness to apologize creates psychological safety and people feel safe speaking up, asking questions, and being honest.

Understanding the secrets of a powerful apology and developing this all-important skill is required of everyone in any leadership role.

The Three Secrets

Accountability. Being honest about why you did something may not be helpful. Instead, simply say, “I apologize.” Set aside your ego, excuses, and other bad habits when you’ve made a mistake. Otherwise, you diminish your reputation.

Apologize for not understanding and share the work that gave you a new perspective.
Take a step back and stay emotionally unattached to the outcome.
Truly listen to build win‑win‑win results using active listening skills.

Respect. Respect is two‑sided. When leaders don’t apologize for lack of preparation or late arrivals, team members feel dismissed. Explanations meant to elicit sympathy eventually backfire.

Respect for others requires stopping the excuses and simply apologizing.
Explanations fall flat and are heard as inauthentic.
Respect for yourself and your team includes apologizing when your lack of direction has created confusion.

Example: If you’ve allowed your team to be late to meetings, it’s time to change that bad habit: “I apologize upfront that I’ve not been consistent. It’s important that each of you arrive prepared and ready to go at the scheduled time. Any questions?”

Courage. Admitting a mistake and taking responsibility for your team’s poorly completed work takes courage. First, apologize. Then ask questions … not to defend what happened, but to clarify what was overlooked. Remember, 80% of communication is non‑verbal; mental chatter or a defensive ego will distract everyone from resolving the issue.

Apologize first
Ask open-ended, clarifying questions
Manage your non‑verbal cues (e.g., a defensive ego)

Jeannette Seibly is a Leadership Results Coach, Talent Advisor, and Business Author with 33 years of experience activating greatness in leaders and companies. She delivers practical coaching and solutions that elevate performance today, build legacies that stand the test of time, and support people in empowering themselves to lead with clarity and impact.

Better Outcomes Occur When You Stop Waiting Too Long

July 2, 2026 by Jeannette Seibly

Life happens … and many times, we wait too long to ask for help and take action.

Years ago, a former neighbor had an unfortunate incident that changed his life. It began after a workplace accident. When he was released to go back to work, he was unable to do so due to acquiring vertigo. Instead of asking for help, he became an Amazon frequent customer (thousands of dollars’ worth) and stopped cleaning his home due to his illness. His hoarding became the reason for refusing help, and this turned into debris, spoiled food, and unsafe living conditions. After falling and needing help to get back up, he decided to pack what he could and leave the rest before being officially evicted. While he had financial options, he refused to take advantage of them. He waited too long to ask for help.

What’s important to understand is this: His decline didn’t happen overnight. It happened because he waited too long at every step: to ask for help, to accept help, to take action, and to face the truth.

Many of us wait too long to clean up a mess, take charge of a situation or relationship, or ask for help.
This is true when dealing with health, career, job, family, finances, legal issues, home maintenance, and community challenges (the list is endless). It’s also true in leadership when waiting too long creates avoidable crises, unnecessary losses, and long-term consequences.

YOU Limit Your Options

Waiting rarely feels like a decision.
But it is.
And the longer you wait, the fewer options you have.

While addressing these challenges is never easy, it doesn’t need to be overwhelming. Most situations become overwhelming because we wait too long.

Consistent Small Actions Create Change, Not Intensity

Ask for Help. Ask early. Ask before the situation becomes unmanageable. Shame, pride, and fear keep people stuck longer than the problem itself.

Accept the Help. Receiving help is not weakness, it’s wisdom. Declining help because “you don’t want to be a burden” only makes you a bigger burden later.

Follow doctor, boss, or coach advice. Stop mentally negotiating with the advice you don’t want to hear and stop denying you have a problem. The right guidance only works if you follow it and not when you argue with it, delay it, or selectively apply it.

Empower Yourself. Empower yourself by taking small simple actions that strengthen your clarity, confidence, and resilience.

Listen to podcasts that support your growth.
• Journal to get your thoughts out of your head and onto paper.
• Write (but do not send anything to anyone) to process emotions without creating new problems.
• Exercise, as medically viable, to move your body and reset your mind.

These simple small practices build internal stability so you can take the next right steps forward, small and steady wins.

Remember, Life Situations Happen

It’s part of life. Some are avoidable, some are not. But when “life happens,” it requires a step‑by‑step process to move forward. Small steps prevent bigger disasters. Remember, you don’t need to fix everything at once, you just need to start.

You may not see results immediately…

…but they will happen if you keep doing what you need to do for the benefit and welfare of yourself, your family, and/or your employees. Consistency creates change, not intensity.

If you’ve been waiting too long to address a mess, a relationship, a health issue, or a leadership responsibility, take one step today. Empower yourself and get support so you don’t wait until the consequences make the choice for you. Stop waiting and call me.

5 Attitudes Required to Fast Track Career Success

June 25, 2026 by Jeannette Seibly

There are many conversations business professionals, executives, and business leaders keep continue to have about why they are unhappy in their jobs or careers. These otherwise qualified individuals live under the false illusion that finding the perfect career or job will automatically have them earning mega-bucks, working for a great boss, and enjoying a great life!

But not so fast! The truth is … if you want to fast track your career success … first, you need to address the elephants in the room as to why you’ve derailed your career.

The Elephant Tracks That Keep You Stuck

Elephant tracks are made by people not bring forth their A Game! They are more focused on gossip, factions, and not doing complete work.

I can do anything, but don’t want to do this. According to Gallup, over 80 percent of people are in jobs that don’t fit them.

Gimme, gimme. Many people jump for extra pennies or dollars in their paycheck, but then end up leaving those jobs because they are unhappy!

Grass is greener. All companies have their issues.

I’m too busy. There’s a saying, “If you want something done, give it to a busy person.”

Bigger is better. A bigger company does not mean it is better run, regardless of their bigger budgets!

Rather than believe you’re stuck in a job or career, recognize you are there because of your unwillingness to make the needed changes. Only you are responsible for your work-life happiness!

Your Career Success IS an Inside Job

Remember, it’s an attitude. Take charge of your career.

Understand and clarify your strengths as they are, not as you believe they should be. Learn skill stacking. Take a qualified job fit assessment to clarify job fit.
Professionals who hire the right career or executive coach have a competitive edge, with their current employer or their next one. They enjoy their jobs again.
Empower yourself to ask for help. Stop waiting for someone to show you the right direction.
Stop mimicking others in hopes of becoming happier. Happiness is an inside job!
New opportunities will appear quicker when you have a great mindset and are focused on fulfilling your career goals.
Learn what your boss and the company needs done. Have strategic conversations (yes, many) to ensure you’re on the right track. Then, get busy.
You learn to how sell yourself in a business savvy manner. (https://SeibCo.com/books/).
You write down the top three must-haves for the next job, and take action to fulfill them in your current one!

Fast tracking your career success is an inside job. Focus on building your strengths, working with a coach to develop your EI, and be ready to move forward when opportunities appear.

Being successful in your career isn’t hard. Stop expecting your boss, company, and others to create your success! Look inside yourself. If you are stuck, reach out now before you talk yourself out of it. Contact me.

Listen to: The Business Power Hour: Deb Krier’s 1176 episode with Jeannette Seibly, feel the fear and do it anyway: https://youtu.be/kQLaw_jN50Q

Sometimes to Win You Need to Quit

June 18, 2026 by Jeannette Seibly

There are times you can win simply by quitting. It’s not losing. It’s not something most bosses or coaches will tell you. It’s what must happen to move forward.

While I don’t advocate giving up too soon, there are times when the game plan, mindset, or actions just are not going to get you where you need to go. And, change is not going to happen in a timely manner.

How to recognize when to quit:

You’ve talked to your coach and mentor, and they each said, “We cannot help you.”
You took a job knowing it was not the right one for you.
You joined a team that is poorly run, and sabotages your input (and energy).
The list is endless.

It is time to reassess when:

There’s been a financial drain.
Your health is at risk.
Resources are unavailable.
You are unwilling to have the needed conversations.
No one is willing to work with you on the project.
You’re unwilling to hire a coach and incorporate their ideas. (Then, it’s doubly time to quit!)

What Happens When You Hang on Too Long:

Feel bad. Feelings can and do change very quickly. Regretting hanging on too long rarely makes a difference to your team, investors, boss or customers.

Give up at with first problem. You give up too quickly because it’s not working out as you had envisioned.

Lack commitment to the goal. Momentum and inspiration will come and go depending on the work you’re willing to do.

Trying to leap when you should be taking smaller steps. Remember, the fable, The Tortoise and The Hare. Hares, slow down. Or, if you’ve been operating as a tortoise out of fear of failure, speed it up!

Relying on your inner dialogue. This will stop you when you only focus on what’s wrong!

Before You Quit!

Get clear. Work with an experienced coach. Every failure (and success) can provide “lessons learned.” If you don’t take the time now, it will show up again!

Complete What Worked / What Didn’t Work? Be objective to determine what you missed, ignored, or failed to do correctly. Use your numbers objectively. (Instead of, people were happy at the event; use objectivity – 20 people showed and 1 person requested a future conversation.) Talk with your coach to determine if these insights can rectify the plan, or if it’s time to scrap it as it is currently designed. (See Chapter 20, Get Your Brag On! for exercise)

Review your inner dialogue. It’s time to get real … not reinforcing “why it should’ve, could’ve and would’ve worked if only things, situations, and people had been different.”

Wobbly inner power. Too often, you’ve made yourself wrong, disempowered yourself (and others), or allowed someone to diminish or dismiss your project as important. Stop! Talk with your coach or therapist to get back on track before making a final decision to quit or proceed forward.

Be coachable. Too often, people will give up too quickly due a myopic view of how it “should” look. After talking with your executive coach to determine if the project, plan or venture can be turned around profitably and fulfill the intended outcomes, it’s time to make the final decision. Realize a “decision not to make a decision” is a decision … and often a “No!”

If you’ve done the reflection, and are unwilling to modify your thoughts, feelings, and actions, it may be time to quit and move on. Do so gracefully. Remember, you didn’t lose. It just didn’t work. Now look for what’s next!

There are times when life will throw you curve balls. If your commitment isn’t strong enough, it’s up to you to get into action with an experience coach. Then, make a decision to move forward or quit. Contact me.

Listen to: The Business Power Hour: Deb Krier’s 1176 episode with Jeannette Seibly, feel the fear and do it anyway: https://youtu.be/kQLaw_jN50Q