Results | SeibCo, LLC

Want to Accelerate Career Options? Make a Lateral Move

August 19, 2024 by Jeannette Seibly

“Want to accelerate your career options? Prepare for and make a lateral move within your company.” 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? (Indeed)

Switching to a job at the same level and similar pay within the same company or between different employers.
Typically involves different duties or responsibilities.
May not result in a significant increase in salary or title.
Can be beneficial for learning new skills or securing your future.
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-making, and business professional.

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 outlined in the book for the results you’ve already achieved. 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, technology) since you will not have the job titles, professional experiences, and job responsibilities they normally seek.

Networking Works. Do your homework — go 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.

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.

Key for Success: Learn the basics, listen more than talk, and have a positive can-do attitude. Hire an executive coach to discuss the inevitable sticky situations and political work relationships. 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.

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of practical experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select® Partner for over 32 years. Contact Jeannette to learn more about these state-of-the-art job-fit assessment tools or how to coach and manage your people to achieve incredible results.

A note from Jeannette: Have you considered making a lateral move? If you’re bored, unemployed, or looking to expand your business growth, using a “stretch position” is a great way to accelerate your career options. Always start with a job fit assessment to ensure you’re clear about your strengths and weaknesses in the new position. Contact me for additional coaching recommendations to ensure a smooth job transition!

Now is the time to get into focused action! Are there days you dread doing what is needed to manage your people, projects, and team’s financial performance? You’re not alone! Everyone has those days! But continuing to hide behind excuses only hurts you and your future promotability. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully – this includes getting you out of the way and working with and through people effectively to achieve the results required. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

Do You Want to Be a Great Leader? Start the Transition Process Now

August 12, 2024 by Jeannette Seibly

“Great leaders prepare their successors to transition into their new roles ready for the challenge.” Jeannette Seibly

Learning to be a boss/leader is a process, not an event, and requires preparation! So does preparing your successor and preparing them for a smooth transition!

One of the lessons all bosses/leaders need to learn is when to step aside.

Too often, they wait too long. They allow their egos to get in the way and won’t let go. By the time they are experiencing mental health issues, physical disability, or death, it’s too late to have a prepared successor ready to take over.

The other challenge facing today’s leaders is that many potential future leaders are uncertain if they wish to become bosses/leaders. I suggest it’s due to a lack of preparation: training, development, coaching, and being given opportunities now to excel.

What Can You Do to Prepare?

Create Your Own Future. Too often, if you are hanging on too long, you don’t have a “What’s Next” planned. You will continue to talk about it, make excuses, create issues, and not take the focused action required to move on. Hire an executive coach and make a plan. Now, implement the plan.

Assess Who’s Next. When you have a key employee(s) designated to step up, they may not have the skills and talents to do so. Or they have been a great #2 person but are not the right person to become the #1 leader to move a business or team forward. While they may say they are interested, now’s the time to discover the truth. Create an individualized succession plan and use an objective job fit and leadership assessment. This is critical in determining job fit in the new role. Use the assessment to guide your conversations and listen for consistency in their responses. Ensure they are given the tools, resources, and coaching required to win.

Hire an Executive Coach Now. Hire an executive coach to guide the future successor. Using an outside coach ensures any growth and development issues that might limit the future leader remain confidential. Remember, we all have our challenges. These should not restrict their ability to move forward if the person has done the work, is ready, and there are no ethical or other integrity issues in the way.

Select an Internal Mentor Now. The mentor’s role is to guide the future leader through industry, company, and professional changes. Many mentors don’t make great coaches due to the time required. The other consideration is confidentiality. Having a mentor as a coach can limit job transition or promotion opportunities due to the future leader going through a challenging work situation or difficult period in life. Again, if the person does the work, is ready, and has no ethical or other integrity issues, continue to move forward!

Invest in Training and Development. Have them attend programs to develop their interpersonal, emotional intelligence, managerial, and leadership skills. Ensure, along with their coach and mentor, these new skills and awareness are being used appropriately and effectively. Remember, as mentioned at the beginning of this article, learning to be a leader is a process, not an event – it takes time, being held accountable, and practicing the right skills.

Provide the Opportunities. Now is an excellent time to get them involved in company teams, critical client challenges, trade and professional associations, and other leadership opportunities. Remember, while you know you can do it faster (and better), you may have forgotten that it’s due to your long-time experience. Allow your successor to develop those experiences while you can provide the benefits of your knowledge and guidance.

What Do You Do When the Person Changes Their Mind? This is a great question that is often ignored. Have a conversation to learn why. Do not spend a lot of time attempting to talk the person into changing their mind. This rarely works out well for anyone.

A note from Jeannette: As a boss/leader, do you have a successor? Great bosses/leaders spend time ensuring a smooth transition for when they are ready to move on due to promotion, job transition, or retirement. What is the best way to prepare a successor? How can you ensure a potential successor is ready? Why is it essential to create “What’s Next?” for yourself? Contact me for a confidential conversation!

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

What Are You Investing In? Probably Not Your Talent

July 22, 2024 by Jeannette Seibly

“What you focus on expands, and so do your results!” Jeannette Seibly

Many bosses/leaders have a budget and are looking at the next technology, sales system, or AI they can buy to build their company’s success and attract and keep customers. Sadly, they fail to provide the dollars required to train and develop their most important asset: their employees. They forget that team members are the main reason customers stay or leave.

Investing in your talent impacts your company’s results when:

People are promoted to jobs without the necessary training and coaching for success
Employees do not receive the proper training to support your client’s needs
It becomes challenging to job transfer employees due to a lack of upskilling

Studies have shown that training and development improves morale and retention, attracts top talent, boosts individual and team performance, and keeps customers from straying to your competition.

Many employees today value training and development. Remember, while many technical skills need continuous upskilling, don’t overlook the essential skills of communication, critical thinking, and ethics (to name a few).

Develop the Team Members and Achieve Amazing Results

Job Fit. It starts with hiring and knowing their strengths and weaknesses based on objective data. Hiring the right person for the wrong job equals poor job fit. And no amount of training and development will make them a superstar. Poor job fit can be very costly. If that is not enough to get your attention, studies have shown it can cost over $300K per person when you hire someone who is not a good fit.

Career Pathing. Not all employees are alike! Their career path should reflect the skills required for the success of their job and accomplishing their long-term goals. This makes it easier to upskill and focus on needed training to prepare for job promotions and job transfer. Example: One top employee wanted to return to his hometown in a different state. The company paid for the transfer. However, the employee could not operate independently without the structure of the office environment. Within a year, the employee left to work for a competitor.

Personalize. Similar to the Career Pathing above, not all team members need the same training. Listening would be a better skill to develop for someone fearless in speaking up than focusing on learning how to talk in meetings. Use a qualified job-fit assessment to provide objective insights and clarify areas that must be designed to improve effectiveness.

Leadership and Management Development. Even though many employees today say they have no interest in being a boss or leader, the truth is they don’t have the training and are not given the opportunities to showcase these skills. While they may not want the job title or responsibilities, the training can be priceless in supporting them to lead teams, manage projects, and improve personal job satisfaction.

Critical Interpersonal Skills Are Crucial. Communication, critical thinking, and ethics training (to name a few) are crucial skills needed today more than ever. It requires ALL employees to develop them ongoingly. Remember, these skills can be used everywhere with anyone at any time in their lives.

Use a Mix of Training Delivery. Use podcasts, face-to-face workshops, virtual training, etc. Remember, not all people learn the same way. Ensure the trainer or presenter uses a mix of media, games, and other engaging ways to help facilitate everyone getting value.

Appreciate Progress. All bosses/leaders must acknowledge each employee and their teams for steps taken and growth observed — what you appreciate strengthens the person’s confidence and competence in using their new skills. When a skill is not used appropriately, fine-tune it with spot-on coaching to steer the employee and team forward.

Hire an Executive Coach. Everyone, especially bosses/leaders, must have an external executive coach and an internal mentor. The executive coach can provide objective insights and confidentially address issues while steering you through sticky situations and political working relationships. An internal mentor can guide your ability to work with people through industry, professional, and company silos, factions, and other political elephants.

A note from Jeannette: Are you adequately investing in your employees and teams? Many will spend more time and money on technology and overlook their people’s critical development. Need help fine-tuning your training and development efforts? Contact me!

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

Leaders! Do Not Ignore Bad Behavior!

July 15, 2024 by Jeannette Seibly

This article is focused on resolving bad behavior on the job before you need to fire the person(s). If there is bad behavior off the job (e.g., use of drugs, thefts, threatening neighbors, damaging property), consult with an attorney first.

It can be easy for bosses/leaders to avoid addressing bad behavior, especially if the person is considered a top producer or top talent. But you must stop the denials and excuses (e.g., “It was a one-time incident,” “They didn’t mean anything by the sexist remarks,” or “That is just how the person is”) and resolve it immediately.

Why the urgency?

It will cost you your top talent, customers, bottom line, and energy working through turnover of employees and customers, quality issues, and legal challenges!

Remember, all employees have the right to enjoy a safe and healthy workplace culture and do their jobs without fear of being belittled or humiliated for who they are, how they speak, how they look, and how they do their jobs.

6 Tips to Resolve Bad Behavior

Have the Tough Conversations Now! Usually, it’s essential to have these conversations 1:1 to avoid humiliating the person and making it worse. But if it is not the first time, you may need to include someone from HR or a key employee. But don’t wait. For example, one company didn’t address their top salesperson’s lunchtime drinking. On the drive home, he killed a father and his two sons. This cost the salesperson his freedom and the company hundreds of thousands of dollars.
Talk Straight. It’s time to use a direct approach to explain why the bad behavior must change immediately to avoid misunderstandings or if the person becomes defensive. For example, if the employee is gossiping about his boss or mimicking a female co-worker, don’t talk about being a team player! Instead, talk straight about the importance of not gossiping or hurting another person’s reputation, and failure to stop will not be tolerated.
Ensure Job Fit. Regardless of their job titles, employees often create mischief when attempting to work in jobs that don’t fit them (e.g., an accountant who doesn’t enjoy working with spreadsheets or a boss who finds people annoying). They may be bored, trying to force a result, or micromanaging. Talk with them and use a qualified job fit assessment to clarify “why” they are doing what they are doing.
Provide EI Training. Emotional intelligence (EI) training is important. Many employees and bosses today are unaware or uncertain of how to talk with others. They copy words, phrases, gestures, or other inappropriate remarks from listening to podcasts and mimic them when talking with their bosses, co-workers, or customers. Invest in developing this critical skill for all employees.
Yes, it’s crucial to write down who, what, when, where, and why after having a conversation with an employee about their inappropriate or destructive behaviors. I’m going to repeat this … you must document.
Hire an Executive Coach. Many bosses/leaders cannot effectively coach their employees. The do-it-yourself approach rarely works! Ensure the coach has a strong track record of working with people to shift bad behaviors and attitudes into better ones. If the issue is due to alcohol or substance abuse, consult with your attorney since coaching would be inappropriate in these situations.

A note from Jeannette: Are you dealing with bad behavior from an employee? You must address the issue(s) now, or there will be costly repercussions later. Are you confused about how to address and have this type of conversation? Contact me!

Are you using your talents and abilities effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

How to Choose Expectations that Produce Positive Results

July 8, 2024 by Jeannette Seibly

“Our expectations about others are directly related to our ability to lead and influence them.” Jeannette Seibly

As bosses and leaders, we all have expectations that positively support our ability to be influential leaders. Conversely, limiting or negative expectations about others (e.g., how they “should” behave, talk, and do their work) hurts our ability to influence change and produce intended results!

Our ideas about the way the world works are based, in part, upon our expectations. These expectations color our experience – for good or ill – and can influence our reactions and responses to just about everything and everyone that we encounter. (PsychologyToday.com)

How do we choose our expectations to make a positive difference with our teams, customers, and results?

Take Responsibility for Your Expectations

Be Present. When in conversations, set aside preconceived ideas or expectations of how others should speak or behave during conversations. Set aside distractions. Listen with an open mind. Remember, mastery requires consistent practice.
Set Aside “Shoulds.” Biases and judgments can significantly impact your effectiveness as a boss/leader, whether positive or negative. Setting these aside can be incredibly difficult to overcome without the right coaching, training, and reminders. It’s important to remember that you operate in a world and work in a company where you are expected to judge and evaluate people’s performance and their impact on others. However, it’s crucial to base these judgments on objective data, not their personalities!
Be Objective. Telling the truth and using factual information is essential. Adjust your expectations to do the right thing correctly (e.g., provide feedback with empathy and compassion), and do not excuse destructive or disruptive behaviors, poor quality, or missed deadlines. Set an expectation of high quality and ensure that efforts are rewarded.
Stop Labeling Others. When you affix labels to people (e.g., narcissists, difficult people), it’s often due to being upset with a conversation you had with them or a decision they made. Your team members will follow your lead. Your frustrations can create microaggressions and a hostile and harmful workplace culture. Choose an expectation that everyone works well with others to ensure you are managing for a safe workplace!
Avoid Making Decisions for Others. The expectation of knowing what is best for team members will get in the way of being effective. Instead, ask first. Then, decide what is best for a person (e.g., job promotion, job transfer, change of work responsibilities), company, work team, and customer. Since team members will say “yes” to new work opportunities – but fail to understand what is expected of them to succeed — use a qualified job fit assessment to ensure no surprises for you or them!
Dial Up Your Humbleness and Dial Down Your Ego. Your false sense of power (e.g., job title) will influence your expectations of others and how they “should” listen and speak to you. Your ego will naturally think of yourself as superior (your ideas are the only right ones) and create a false belief that people should listen and do as you say! These expectations will limit others’ willingness to work for you, increase workplace stress, and hurt results. Keep your ego in check!
Know You Will Be Disappointed. You will be disappointed when you pin your happiness and success on fulfilling unrealistic expectations. Set realistic goals for yourself and others. Celebrate the small steps! Create brags for all accomplishments (yours and others), whether large or small.
Accelerate Achieving Positive Results. Hire an executive coach who can guide you through the inevitable difficulties you will experience in working relationships and completing a project. You will become more respectful by becoming more realistic and accepting of others. Adjust your expectations of yourself and others by using mistakes and failures as opportunities to learn and grow.

Note from Jeannette: The expectations we choose for ourselves and others can positively or negatively affect our results, relationships, and work quality. Do you need help adjusting and choosing your expectations to achieve your goals, improve your results, and improve working relationships? Let’s talk now—before it’s too late. Contact me!

Are you using your talents effectively? Many of us are not! Click Here for a Free Download on how to use your abilities and enjoy a rewarding career!

How to Win Back an Alienated Team

July 1, 2024 by Jeannette Seibly

“How you manage your team either engages or alienates them.” Jeannette Seibly

Alienating your team can happen whether you are a new boss/leader or not. It often happens when you make decisions that are not in the team’s best interests or make changes that are not perceived to be in their best interests.

Emily was a new boss and wanted to engage her team. She immediately began holding team meetings and had each person share what they were doing. This change alienated the team since the previous boss wasn’t interested in team development. At first, the team didn’t share or shared inappropriately. Then, after she talked with them individually and as a team about why sharing their individual progress supported the team as a whole, they learned to value this time together and support and learn from one another.

When alienation happens, waiting them out is not the right approach! It is best to take proactive action to win the team back as soon as possible. The longer you wait, the harder it will be to get on the right track.

Signs a team member or team has been alienated:

Missed work assignments
Poor attitude when assigning work (“Oh! Whatever!”)
Unwilling to improve performance
Negative team vibe (be careful with this one – the issue may not be you)
Talking with others about you (upset, frustrated)
Team turnover
Unable to make eye contact
They tell you what you want to hear
There are factions, silos, and cliques at work against you

Now address “why” you alienated them:

Made an unpopular decision
Fired or removed a team member, especially if the person is well-liked
Micromanaged them
Used microaggressions or other offensive behaviors
Allowed your ego to get in the way and took credit for their work
Made changes that impact them or another group without their knowledge

8 Ways to Get Your Alienated Team Back on Track

Breathe, Listen, and Be Present. What is the real issue? Ask! Don’t accept the first response! Go around the team several times until the truth comes out! You cannot change what happens moving forward without the truth! Be patient. This can take time, but it is well worth the effort.
Your apology needs to be genuine. Share how you’ll make changes in the future and follow through on this commitment. This is especially important if you make a mistake that hurts the team or someone they care about.
Talk Straight. It builds trust! There will be times when you need to make unpopular decisions or rock the boat. It’s part of your job description to talk it out with team members, customers, and the company. Share the facts!
Set Expectations. Acknowledge the past and why there is a need to make changes. Keep the new expectation short and straightforward. For example, all meetings will start right on time and end on time, too. Now, follow through!
Don’t Defend. Stating your position repeatedly, telling people how they feel, or belittling others will not win them back! Remember, listen.
Assign Based on Strengths. Avoid favoritism or selecting the person who always raises their hand to take on tasks. Get to know your people and assign projects, assignments, and other activities based on strengths and what the person enjoys doing and is good at. If someone wants to learn a new skill (e.g., how to manage a budget), partner them with a good teacher.
Ask for Input. Slow down. Ask for their ideas, thoughts, and concerns before making changes (especially if you’re a new boss/leader). Write these down so everyone can see them. Be prepared to address them point-by-point before and after the decision has been made.
Meet 1:1. Talking with each team member alone can also provide insights that the team would frown on if shared openly at a team meeting. Remember confidentiality! Or you’ll alienate the team even more!
Master These 8 Ways … To get your alienated team back on track quicker, hire an executive coach. Attempting to implement these on your own can be overwhelming, or you may miss nuances that your executive coach can see.

Are you using your talents effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

A note from Jeannette: Do you sense there is something off with your team? Have you considered that you are the cause of the alienation? Let’s talk before you lose your team, effectiveness, and customers! Contact me!

Are you using your talents effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

Did you know your top salespeople are multipliers? According to research from McKinsey & Company, top sales performers can be 4x more productive than bottom performers. They consistently meet (or surpass) their sales targets, clearly understand their client’s needs, and adapt quickly in all situations.

When you discover your top performer’s secret sauce that makes them a superstar, you can increase sales productivity, improve conversion rates, and increase YoY growth. PXT Select® and its AI-based testing algorithms are your gateway to this transformation.

Join us on Thursday, July 18^th @ 10 AM Central / 11 AM Eastern / 8 AM Pacific to learn how the PXTS can help you replicate your top salespeople for a stellar year! You MUST register by contacting JLSeibly@gmail.com (An Authorized PXT Select Partner)

Transform Your Blind Spots into Savvy Leadership

June 24, 2024 by Jeannette Seibly

“We all have blind spots, and to see them requires an open mind!” Jeannette Seibly

Do you know how your impatience, fear of conflict, and being easily triggered affect your effectiveness as a boss/leader?

All bosses/leaders have blind spots. Often, these are complex and, many times, impossible to distinguish. Or they get created because of criticism from someone whose opinion you value. Or you have been unwilling or unable to acknowledge your biases, judgments, and evaluations of others objectively.

Unidentified blind spots are weaknesses that cost you, your company, your team, and your customers intended results.

Your blind spots, when ignored, will sabotage you and your career unless you identify them and discover them with your executive coach.

How Do You Define Blind Spots?

Leadership blind spots are the areas where a leader … even a very successful leader … is missing something. A blind spot can be a lack of attention to a particular area or a part of your skillset that never developed. ALL leaders have blind spots. Exceptional Leader’s Lab

No matter how hard you try to be self-aware and mindful, you cannot readily self-identify your blind spots. The problem is your blind spots impact others and can limit their effectiveness at work.

The challenge is to hire the right executive coach to uncover your blind spots before they damage your leadership reputation and future opportunities.

What Are the Top 10 Leadership Blind Spots?

While some blind spots may be easy to spot, according to Inc. Magazine, here are the top 10.

Which ones do you recognize for yourself?

The top 10 blind spots are:

Going it alone
Being insensitive of your behavior toward others
Having an “I know” attitude
Avoiding the difficult conversations
Blaming others or circumstances
Treating commitments casually
Conspiring against others
Withholding emotional commitment
Not taking a stand
Tolerating “good enough”

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

How to Flip Blind Spots into Savvy Leadership

Use assessments and 360-degree feedback to discover your inherent strengths and weaknesses (aka blind spots). There are three types of assessments: 1) assessments that uncover how you want to be seen, 2) assessments to show how you really are, and 3) assessments that show you how others see you. All three provide you with great 20/20 vision. But now, the real work begins. Work with a qualified executive coach to review the assessment results and guide you in developing a laser-focused action plan to flip these blind spots.
Hire the right executive coach and listen. You will improve your influence and leadership savvy when you are coachable and listen. Having a coach eliminates the typical trial and error that otherwise occurs when you attempt to self-analyze what you say and do. (You will often be wrong!) Do not focus on conceptual conversations regarding the merits and demerits of your blind spots. Just listen to your coach, adjust, and implement.
Engage with an industry mentor. The right mentor(s) is an invaluable source of information and will be knowledgeable about your company, management team, and industry. Along with your executive coach, the right mentor can also guide you through complex situations and sticky political relationships. This is the fastest way to move past your blind spots, resolve issues, and achieve intended results.
Listen to your team’s feedback. Your team wants you to succeed. However, while you may believe you want to hear feedback from your team, honestly, in many cases, you’d rather not. Use a qualified 360 feedback assessment to encourage your team to tell the truth. Then, create a game plan to learn from and implement these invaluable insights.
Dial up your humbleness. Take part in emotional intelligence workshops. Set aside your ego during these programs since it can be your most significant hurdle to overcoming blind spots and developing savvy leadership. Remember, authentic practice is required to achieve mastery!
Improve your all-important communication skills. Your ability to write, speak, and talk with others is critical to success. Don’t fall into the trap of “I have it all handled.” Instead, take workshops to recognize your biases (aka blind spots) and develop your inner confidence.
Identify triggers and biases. We all have them. To uncover triggers and automatic judgments (often subconsciously), work with your executive coach to discuss the issues and develop more effective ways to handle them. (Note: You may also need to work with a licensed therapist to remove stubborn barriers.)

A note from Jeannette: If others have told you that you are impatient, fear conflict, and are easily triggered, keep reading! Even if you believe they are wrong, it’s essential to realize that ALL leaders have blind spots, including you. If you’re stuck and uncertain about how to discover your blind spots, contact me for a confidential conversation.

Are you using your talents effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

Are You Ready to Get Your Ideas Heard?

June 17, 2024 by Jeannette Seibly

“Are you ready to have your ideas heard? It’s time to bring forth your confidence, competence, and savviness!” Jeannette Seibly

Sharing your ideas and having them heard is very empowering to you and to others. Ideas are meant as a kernel or possibility to build on, to create solutions to issues, to generate new business growth, and to improve and expand working relationships. However, it requires you to stand up and speak up.

“But wait,” – you may exclaim!

Your “Yeah, buts” are why your ideas are not being offered, heard, or acted upon.

Here are the secrets to getting your ideas heard and valued!

First, understand why your team members and leaders don’t listen to you
Second, share your ideas so that others will listen to you
Third, flexibility is required without losing the purpose/goal crucial for success

Why Are Your Ideas Not Heard?

Ego. Underneath all the excuses, either your ego or the other person’s ego is in the way. It can be due to arrogance, righteousness, or skepticism. If you encounter someone’s resistance to change, give it time and repeat it later.

You’re Not Listening! If you fail to listen to others’ concerns, fears, or rebuttals, they will refuse to listen to you.

First Time They Are Hearing It. You’ve been thinking about your idea for a while; give others time to catch up!

Be Aware of Different Thinking Styles. Some people think in detail, while others listen in a big-picture mode. Both absorb new information at different rates of speed. Be clear and brief, and prepared to repeat.

Ask Closed-Ended Questions. “Yes” or “no” questions generally result in a no. Instead, ask open-ended questions and give the other person permission to share their thoughts. Otherwise, your idea will be dead before it can move forward.

Lack of Empowerment. Many people feel disempowered to take new ideas and explore them. Be clear that your idea is open to their input. Encourage, listen, and build on what they say (especially if it’s off the wall). These are usually the best ways to move ideas forward.

How to Present Ideas So Others Hear You

Presenting Your Ideas. Do your research, learn the facts (not false information), and logically outline your discussion points to make it easier for others to follow. Don’t be shy about addressing any elephants in the room, but be responsible for how you choose to do so (e.g., fun, compassion).

Choose Your Words Responsibly. Keep it simple and brief. Remember, team members will shut down if you rely on jargon, slang, or acronyms. Or it could be using the “F” word. If others continually ask you for clarification, you’ve lost them, and they’ve stopped listening to your idea(s).

Use Fact-Based v. Emotional Messaging. If you usually use one or the other, expand. For example, if you rely on “emotional messages” to get people’s attention, share facts and be a contrarian.

Example:

Start with a contrarian statement: Did you know intuitive hiring is one of the leading causes of job dissatisfaction?
Then, follow up with a couple of quick facts. Studies have shown that over 90% of hiring is based solely on interviews. And “yes” or “no” to hire someone is made within the first 4 to 15 minutes.
Now, the emotional message of ‘why it’s important.’ This way of hiring is costly due to the failure to obtain objective data. Here’s an idea that may help us improve our bottom line and bonuses. (Note: Hire Amazing Employees: How to Increase Retention, Revenues, and Results!)

Use Graphics and Pictures. To get everyone on the same page, convey your ideas using easy-to-understand graphics and pictures. You can also physically show them the issue and how your idea will solve it.

Do Mirror Work. Practice your presentation in front of the mirror using your outline. Do this in various ways (e.g., humorous, emotionally charged) to develop your ability to feel comfortable in each situation. You can also do this in front of family, friends, and business associates.

Be Open to Others’ ideas. Listen and build on these ideas. Remember, listening is a two-way street. Allow others to offer their ideas to create a workable solution that they consider a win-win-win.

A note from Jeannette: Many people do not feel comfortable or confident sharing their ideas, even if they know they are good ones! Do you want a breakthrough in this vital skill? Let’s talk now—before someone claims your idea as their own! Contact me!

Are you using your talents effectively? Many of us are not! Click Here for a Free Download on how to use your talents and enjoy a rewarding career!

Are You Using Your Talents Effectively?

April 15, 2024 by Jeannette Seibly

“Why does 30 to 40 years seem like a long time to work? Because you are not working in a job or career that supports your natural talents.” Jeanette Seibly

Many would say, “sort of.” Or, “I guess.” Or, “I don’t know.”

The challenge? Many people today are unaware of their talents, gifts, and natural abilities! This includes everyone at every level in a business, nonprofit, entrepreneurship, or other workplace.

Unfortunately, most people fail to recognize and develop the skills and strengths necessary to support their natural talents. Instead, too many people waste time wishing for, being frustrated by, and being jealous of others’ talents.

If they spent that time learning about their own talents, they wouldn’t have to spend money on coaching and training to support goals that don’t honor their talents (e.g., 1099 employee v. W2 employee). The result? They feel like failures instead of winners!

Talents are natural abilities that someone is born with, while skills are learned abilities that come from practice and experience. Upwork

A financial planner worked hard to become a Certified Financial Planner (CFP) and accomplished her goal. She commented, “If someone studied that hard to become a CFP, they must be in the right job.”

Sadly, no. People can achieve degrees and certifications because they must keep their jobs or be eligible for promotions. Or it is due to parental or others’ expectations that they do so. Or because their friends or people on social media said it was the best career choice! (It may have been for that person – but not for you.)

The truth is if you want to grow in your career and life, focus on developing your unique talents, gifts, and strengths to pursue your goals. But first, ensure the goals you are pursuing honor you!

How to Honor Your Talents

It’s essential to identify your natural talents and strengths through:

Self-Reflection: Ask yourself what activities, tasks, projects, classes, and interactions give you joy and satisfaction. They usually feel engaging and fulfilling, and time passes very quickly. You want more of them.

Example: If you love crafting, gardening, or coding, ensure your job or hobbies include a creative outlet!

Feedback from Others: Talk to friends, family, co-workers, mentors, and bosses who know you well. They can provide insights into your strengths and talents that you might need to be made aware of. But don’t buy into everything they tell you since their advice may be more of a reflection of how they achieved their success.

Example: Years ago, a CFO asked if I would work for him in his department. I said, “Thank you, no.” While I have excellent math skills, crunching financials wouldn’t use my talents or support my interests. Just because you’re good at something doesn’t mean it’s the career path for you.

Job Fit Assessment:

Take a job-fit assessment that provides objective data: occupational interests, thinking style, and core behaviors.
Review your strengths with an executive coach.
Beware of myths that often get in the way of recognizing your talents.

Examples of Myths:

Buying a franchise is easy and guarantees you success. The reality? Too many people buy a franchise and fail. Why? They are uncoachable and think they know how to run a well-established brand better! (Hint: Their thinking style, need to be creative, and/or do it their way got in the way.)
I’m good at math, so I should be an accountant, engineer, or financial planner. Too many people believe this, and what is often overlooked is that they don’t have the interest to do that type of work. (Hint: There are so many occupations that require logical thinking and the ability to use numbers and metrics; don’t narrow your options!)
I’d love my job if I had the right boss. That is categorically incorrect! (Hint: If you don’t enjoy your job responsibilities and fail to use your talents, it won’t matter who your boss is or how much you like them.)

Example of Honoring Your Talent: A woman worked hard to graduate as an engineer because her parents and teachers believed it was “the right career” for her. When she received her degree and got her job, she quit two months later. In a moment of insight, she realized she needed to follow her true passion and got a position in human resources where she could work with people daily.

Recognizing Moments of Being in the Zone: Reflect on times when you’ve been so involved in an activity that you lost track of time. These moments can indicate a natural talent, skill, and interest. Look specifically at what you enjoy about the task or project. What is the best way to incorporate this into your current or future job aspirations?

Example: Auto, bike, or computer repair. Working with your hands is a valued talent that pays very well.

Exploring Your Passions: Your passions can often lead you to your natural talents. Think about what excites you and how you can pursue those interests further. Talking with a career coach or executive coach can also be very helpful.

Example: You are great at attracting money for your favorite animal shelter. What would it take to do this full-time or in other nonprofits?

A note from Jeannette: Are you using your natural talents, gifts, and strengths effectively? Finding work that honors your talents is important to enjoying your job! If you’re frustrated or confused about how to discover your talents, let’s talk. I have 31+ years of guiding people to uncover and pursue their talents, gifts, and strengths. Contact me now!

It’s time to talk it out! Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes during 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

This book (“Hire Amazing Employees”) can help you improve your hiring process, by Nancy Schick, NY Employment Attorney and Mediator. I met Jeannette Seibly a few months ago In this Together Round Table, where I also learned about her book, Hire Amazing Employees. Since my clients frequently struggle with this task, I bought myself a copy and gave several as gifts. The book contains many helpful tips for avoiding the impact of hiring errors. Read the full testimonial here.

Want to Improve Your Leadership? Ask Open-Ended Questions!

March 25, 2024 by Jeannette Seibly

“A good boss or leader asks open-ended questions and listens to the responses!” Jeannette Seibly

Good leaders ask open-ended questions. Then, they listen to the responses and use the feedback proactively! This leadership skill is critical to unleashing your team’s power and generating the solutions needed to resolve problems.

In my recent article, How to Ask the Right Questions to Achieve Results, I outlined how to ask questions. In this article, we’re focusing on encouraging conversations and discussions by asking open-ended questions.

We’re not wired to ask open-ended questions, and this limits our results. When you use open-ended questions and have at least three questions ready to keep your team talking, it’s amazing what you can learn and the new ideas that are generated, especially when the team or conversation is stuck (e.g., circular logic, same-old excuses, stories, and ideas).

(Hint to get started: Create a “cheat sheet” by writing down the open-ended questions listed below. Keep this with you for every phone call, sales call, interview, etc. As you start conversations, pay attention to whether or not you’re using an open-ended question. If you’re not using open-ended questions, a lot of information, insights, and sales opportunities will be left undiscovered. Remember, like any new skill, this takes practice!)

If you’re not asking open-ended questions, you’re limiting solutions, new ideas, and resolving issues because when employees feel valued and heard, they work harder to get problems resolved and are willing to talk out ideas!

What are open-ended questions?

Cannot be answered with a yes or no
Cannot be answered with one-word responses
Do not have pre-defined answers
Allows team members to provide insights that have not been considered
Promotes in-depth discussions
Energizes conversations and meetings

Incorporating open-ended questions allows your team members and others to elaborate and share their ideas, thoughts, and feelings.

How to begin asking open-ended questions:

Start with: Who, What, When, Where, Why, and How type questions. Using these words at the beginning of a question will open up opportunities for others to respond.

Examples:

Who should be involved and why?
What are the hidden costs of this idea?
When is a good time to start, and why?
Where are good places to host this event?
Why is this important?
How do you propose we move forward?

This method works well during brainstorming, offering feedback, job interviews, or generating new ideas when the team is stuck.

Other ways to start open-ended questions:

Tell me about …
Please describe …

Where you can use open-ended questions (remember to listen):

Hint: You can use them EVERYWHERE!

More specifically:

Job Interviews: Asking open-ended questions during job interviews can give you insights into candidates’ skills and personalities.
Meetings to Debrief or Provide Feedback: Participants feel more open to providing important information when open-ended questions are asked.
Social Get-Togethers: When meeting others, ask open-ended questions to begin a conversation. “Why do you enjoy this xxx?”
Networking Events: Asking open-ended questions encourages others to share their experiences, interests, and other tidbits of information. “What brought you to this event?” (Works exceptionally well if you are an introvert or talking with a shy person.)
Sales Calls: Going beyond the yes or no responses, you can uncover the hidden elements needed to help the client and close the deal.
Brainstorming or Idea Generating Sessions: Open-ended questions open opinions, thoughts, and other creative gems.
Resolving Team Conflicts: These can be tricky. It’s important to be non-accusatory and listen critically. First, ask: “Tell me about what you believe is the #1 issue.” Then, ask, “Why is this important?” (Note: Be responsible for using “why” to begin the conversation, and use it after they’ve shared their concerns.)

Remember, asking open-ended questions invites better conversations and provides more fulfilling interactions. So, go ahead and embrace the art of asking open-ended questions! What would you have to lose?

Jeannette Seibly is a Talent Advisor/Leadership Results Coach with over 31 years of experience guiding leaders and bosses to improve their hiring, coaching, and managing practices and produce amazing results! And yes, achieving business success always starts with having the right people in the right jobs! She has been an Authorized PXT Select Partner for over 31 years. Contact Jeannette to learn more about this state-of-the-art job-fit assessment tool or how to coach and manage your people to achieve extraordinary results.

A note from Jeannette: Asking open-ended questions is a skill most bosses and leaders need to use. Why? It takes time. Yet, the truth is … it takes less time to find out now (aka pay now or pay later). Want to become an influential boss or leader? Get on the fast track by tapping into my 31++ years of experience in developing them! Contact me now with your questions!

What could you accomplish by unleashing your inner leader now? Are there days you dread managing people, projects, and your team’s financial performance? You’re not alone! Everyone has their blind spots! NOW is the time to get the guidance you need to make the right changes for 2024. I have extensive experience and wisdom guiding bosses and leaders to hire, coach, and manage their teams successfully. The bonus is that they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching programs.