Do You Know How to Listen to Succeed?

“Misunderstandings, bad decisions, and team conflict create poor results. Avoid them by simply listening!” Jeannette Seibly

Most people would say, “Sure, I listen if …”

  • It’s something that interests me.
  • The speaker is engaging.
  • The boss is saying something that I need to hear.

But listening selectively doesn’t work.

Poor listening skills are the #1 reason for poor communication today! It impacts everything, everywhere in our lives, careers, and businesses…and leads to poor results.

There is a difference between listening and waiting for your turn to speak. Simon Sinek

You’re not listening when you are …

  • Engaging with the internal chatter in your head
  • Multi-tasking
  • Thinking about other things to do
  • Replaying old upsets (Hint: listening can resolve them)
  • Creating a new job and not engaged in the one you have

The costs of not listening are many. A select few include:

  • Teamwork and comradery are lost
  • New ideas and opportunities are missed
  • Logical discernment and cost-saving processes are overlooked
  • Trust — people feeling valued and respected disappears

8 Tips to Improve Your Listening and Your Results

1. Set Aside Your Ego. It’s the #1 reason you don’t listen. You believe you know-it-all or have already heard it! The truth is, you haven’t. Stop finishing people’s sentences or ideas. Not only is this rude, but you’re also usually incorrect. When your team does not speak up to correct you…you lose time and cost-saving ideas.

Max was a CFO for a large company. He had an uncanny ability to listen and sought out others’ ideas and opinions before making decisions. He didn’t just rely on executives’ opinions, he talked with others that would be impacted too. As a result, his decisions were better accepted and easier to implement. He’d learned the value of listening early in his career and believed it built trust. He was right!

2. Deep Dive. Hearing a tidbit of info and expanding and expounding on it isn’t listening. It’s your ego at work … and often it can be wrong. Listening and asking questions are part of developing critical thinking skills.

3. Stop the Internal Chatter. You have an internal chatterbox. (We all do!) It operates full-time every day, and many times keeps you awake at night too. Learn to meditate and disengage from mental chatter. Now, use these skills for listening.

4. Be Present. Focus and concentrate in the moment when interacting with others. This simple, but rarely used, listening practice makes all experiences more authentic and meaningful. Bonus … others will feel and see the difference too!

5. Set Aside Your Point of View. Set aside mental ‘likes’ and ‘dislikes’ about the person, task, or situation. This gets in the way of listening and hearing more than the words said. The creation of new ideas begins by listening and engaging in “Tell me more.”

Sabrina, a project manager had tons of experience and so she didn’t listen to anyone that didn’t agree with her. She said, “no” more than, “Tell me more.” As a result, she lost the trust of her team. They felt disrespected. In turn, they only did the work necessary making it difficult for Sabrina to execute customer projects. They also blamed her for not listening to them whenever something went wrong.

6. Don’t Shoot the Messenger. This metaphoric phrase is used to blame the bearer of bad news. (Wikipedia) Be willing to hear what you don’t want to hear. This. Is. Critical. (Yes, it’s hard, but worth the effort.) It will improve your results, save time and money, and have others feel respected. Also, it will save your job and career.

7. Show Me. Many people are not confident when sharing their concerns. They’ve learned that others don’t want to listen. So, if you’re not clear, don’t dismiss their concerns as unimportant. Instead, say, “Show me the concern.” Have the person physically show you from start to finish to ensure clarity.

8. Stop Multi-tasking. Everyone believes they are the exception to the rule and think they know how to multitask and listen at the same time. They don’t! This egocentric habit (lots of us have it) gets in the way of listening and paying attention to the details. When people need to repeat what they have already said, they don’t feel valued or respected. When you truly listen, it saves time and builds trust in you since you actually heard them!

Becky had a habit of sitting through “boring” meetings thumbing through her social media posts and texts. As a result, she missed her boss’s announcement about meeting with executive management. She didn’t show up prepared with the required 3-minute PPT and she attempted to wing-it. When asked by her boss why she didn’t come prepared, she said, “I’m too busy putting out fires.” His response was, “If you learned to listen, you wouldn’t have so many fires to extinguish.”

©Jeannette Seibly, 2021 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. During the past 29 years, she has guided the creation of three millionaires and countless 6-figure income professionals. Her brags also include being an award-winning executive coach, management consultant, and keynote speaker. If you’re struggling to get unstuck, now is a great time to contact Jeannette for a confidential conversation.

A note from Jeannette about listening to succeed. The #1 communication skill overlooked today is listening! We are too focused on standing up and speaking up and forget to listen first! Contact me about providing the workshop, Everyone Is Talking, But No One Is Listening! for you and your leaders.

How to Improve Hiring Results Using Job Fit Assessments

“Using the right job fit assessment can improve your hiring, coaching, training, and managing results…and your own career opportunities!” Jeannette Seibly

It’s been a difficult year for most hiring managers. Ghosting has become the norm and qualified job candidates overlook employers due to a myriad of reasons. One of the critical reasons is how employers select and use ‘job fit’ assessments during the hiring process. Right now, with so much competition, it’s more important than ever to improve your hiring results.

Q4 is fast approaching. Let’s get real and learn how to use “job fit” assessments to improve your hiring results.

First … What is Job Fit?

The most effective job fit assessment measures learning style, core behavioral traits, and occupational interests. The right assessment goes beyond the resume, application, interview, reference checks, education, work experience, and background checks.

It can also create a diverse workforce that has the key skills required to improve your hiring and business results.

It answers three important questions:

  • Can the person do the job?
  • Will the person do the job?
  • Can the person do the job successfully here?

7 Tips to Use Job Fit Assessments to Improve Results

Think Outside the Box. It’s critical to know what you’re looking for. The problem is too many are dusting off job postings and reposting! Not updating your job posting it’s crazy with all the changes that have occurred due to the pandemic. Get real: Take the time to brainstorm the results you’d like to achieve with the position. Then, add a job title and positive opportunities to entice them! Now, you’re ready to use a job fit assessment!

Select the Right Qualified Job Fit Assessment. Every assessment sales rep will tell you their assessment is the right one!* Of the 3,000+ publishers in the market today, most do not meet pre-employment requirements. Get real: Review their technical manual and compare it with the Department of Labor guidelines for pre-employment tests. Pay close attention to the number of people in the study, and the predictive validity and reliability of the results. The higher the numbers the better the hiring results.

*NOTE: While many test vendors market their tests as validated, just because the vendor says the test was validated, [this] does not mean that the test’s validation will in fact comply with the Uniform Guidelines.” (Source) Alissa Horvitz, Attorney, Roffman mentioned in June, 2016 SHRM article)

Create a Job Fit Pattern. Every qualified job fit assessment has a job fit pattern to help you determine the best fit for the job. Get real. To set up a job fit pattern, conduct a study of current talent that you’d like to hire more of OR create a new job fit pattern using a job analysis survey. This process saves time, money, and a lot of energy pre- and post-hire. If you’ve ever hired a sales rep that said all the right things, but couldn’t sell your products and services, you know the value of a good job fit pattern.

Couple Job Fit Assessment with an Honesty/Integrity Assessment. Using an honesty/integrity assessment along with a job fit assessment makes good business sense. Get real: Job fit tools have a “distortion indicator,” but do not assess for good work ethic and integrity. Qualified honesty/integrity assessments go beyond public records when conducting background checks and can reduce WC, UEC, and turnover costs.

Assess for Skills. The purpose of a skill assessment is to avoid surprises when the applicant states they have the skills required. Use these tools after assessing for job fit. Get real: Use skill assessments to determine the skill level the applicant currently has. When the person is hired, plan to provide online workshops, mentors, and coaches to improve these skill levels where needed.

Don’t Shortcut the Procedure! This happens way too often when someone says all the right things and your ‘spidey-sense’ says, “This is the one.” Then, the candidate is rushed through bypassing your company’s procedures. The problem? The candidate is rarely the right one! Get real. Train all hiring managers to follow the system and read the job fit assessment reports. Ask ALL the interview questions in the selection report for the job fit assessment. It will improve the interview and hiring results.

Don’t Overlook Challenge Areas! Many hiring managers have been embarrassed after hiring the candidate only to find the job fit assessment report indicated challenge areas. Examples include prospecting, closing, working well with a team, etc. Get real. Read the full report. Yes, read the full report! If you don’t, you will miss critical information. Remember, you cannot fix and change a person, no matter what they tell you in the interview!

Qualified job fit assessments provide in-depth insight into the whole person and their fit with the job. Choosing the most effective job fit assessment will make your job as the hiring manager much easier to attract qualified diverse talent and improve hiring results.

©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. Her focus is getting leaders and their teams unstuck and able to achieve dynamic results. Contact Jeannette for a confidential conversation. 

A note from Jeannette about improving hiring success using job fit assessments. Why should you care about job fit? Qualified job fit assessments provide in-depth insight into the whole person and their fit with the job. Choosing the most effective job fit assessment will make your job as the hiring manager much easier to attract qualified diverse talent and improve hiring results.  Contact me for a confidential conversation on how to streamline the process for success.

 

How to Improve Leadership Results Before You Need to Fire Them

Due to the talent tsunami, experts warn 20-50 percent of employees are looking for new jobs or are planning to quit once the pandemic is behind us. To attract top talent, you must have leaders that are considered good leaders. Now is the time to make a positive difference.

A bad leader is someone who fails to work with and through others to keep customers happy and satisfied while building successful teams.

Examples:

When the oldest sibling was promoted to President of the family business, everyone expressed concern. She was insecure and relied only on her favorite people when making decisions. As a result, after losing several key customers, the family fired her.

In another company, a leader wasn’t a strong boss, but did make good decisions and cared about the customers. But a disgruntled employee scrutinized and gossiped about him to the point where he was considered a bad leader and felt forced to leave.

7 Signs of Poor Leadership

This list is endless…what are your key indicators of a bad leader?

  1. Loses focus on the goal by getting lost in the “weeds”
  2. Lacks empathy
  3. Stifles creativity and new ideas
  4. Is unable to motivate the team to achieve intended results
  5. Is indecisive
  6. Is unable to talk straight
  7. Plays favorites when assigning work

Too often, we wait until we’ve lost good customers or top talent before getting the leader the help and guidance needed for success.

7 Tips to Improve Leadership Results Now Before It’s Too Late

  1. Provide Executive Coaching. Many bad leaders are overwhelmed by the challenges they face. The right executive coach guides these leaders to improve communication, navigate politics, and manage sticky situations. Hire an executive coach from outside the company to ensure confidentiality. If the person isn’t coachable, it’s time to create an exit plan or job reassignment.
  2. Use qualified assessments. Use a qualified 360-degree feedback assessment and a job fit assessment. These provide objective insights and guidance based on consistent real data.
  3. Design a performance plan. It’s important to require bad leaders to participate in workshops. This helps them to acknowledge what they don’t know that they don’t know. Focus on one specific area at a time and team them with an internal company mentor (in addition to the outside executive coach). Courses must include addressing leadership blind spots (e.g., emotional intelligence, working with and through others, diversity, ethics, critical thinking, to name a few).
  4. Analyze the cost. Too often, we overlook bad leadership because we don’t see or understand the impact. When conducting a cost analysis, review turnover of top talent and customers, quality issues, and complaints. NOTE: If there are little or no problems, look deeper. The leader may be the scapegoat to distract from the real issue.
  5. Talk with disgruntled team members. Don’t be surprised if the bad leader’s problem is due to the inability to handle group think, cliques, and subjective expectations. Have the executive coach work with the team and the leader to get everyone on the same page. Remember, change is a process, not an event. And, no leader is perfect.
  6. Some bad leaders are good individual contributors as long as they don’t have people management responsibilities. Also, look for a special project or new opportunity that can use the leader’s good skills. NOTE: When making a transfer, the new position may have a new job title. But it’s best to avoid adjusting the paycheck or it could trigger a dissatisfied leader with an axe to grind.
  7. When All Else Fails Let the Bad Leader Go. Be sure you work with HR and/or an attorney to dot the I’s and cross the T’s. If you don’t, this can be very costly, especially if you’ve allowed it to go on for too long.

©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. Her focus is getting leaders and their teams unstuck and able to achieve dynamic results. Contact Jeannette for a confidential conversation.  

A note from Jeannette about turning around bad leaders. Turning bad leaders around is one of my primary strengths. As an executive coach, I’ve worked with many poor leaders to transform them, or help them move on. When a bad leader needs help, the best solution is to do the right things now. If a team views their leader as needing help, don’t wait! Otherwise, s/he may need to leave the company! Remember, a bad leader cannot transform into a good one on his/her own! 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.

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!

How to Prevent Overconfidence from Hurting Team Results

“Remember, 90% of the world’s information is in people’s heads, not the internet!” Jeannette Seibly

Overconfidence is a tendency to hold a false and misleading assessment of our skills, intellect, or talent. (Corporate Finance Institute)

Now, more than ever, confidence is important. It encourages your team, customers, and communities to follow your lead. But problems arise when you are overconfident. This occurs when you fail to understand that business is not the same as usual and fail to adjust for the “new normal.”

A leader worked in an IT company that had great financial success during 2020. But when he oversold a new project, the team balked when he shared the requirements! His overconfidence failed to consider the team was unwilling to come into the office and go into the customer’s office to work on it. The added challenge was, he lacked the skills to manage the new project virtually. He listened to his mentor and reached out to his coach. He got the help he needed. He learned a lot and learned how to brag about his skills in a business-savvy manner rather than be overconfident.

Remember, we’re in a new normal…what you did before may not work today. So, stop, listen, and welcome new ideas. Then, transform how you manage your team, projects, and results asap.

6 Tips to Develop Healthy Confidence

Be aware of your communication style is important. Learn to be aware of words or actions that signal you’re being overconfident (e.g., “I’ve got this handled!” “I never fail!” “This always works.”). Work with your coach to see what you may be stepping over or failing to address when this happens.

Be honest about your skills. Take the time to conduct an accurate assessment of yourself and learn about your blind spots. Work with your coach and use objective data from scientifically validated job-fit assessments. These tools guide you to go beyond how you want to be seen. Instead, they help you discover what it’s like to work with you from the team’s perspective!

Stop comparing yourself with others. Too often, we blame others for mistakes they make, but excuse our own! Develop your emotional intelligence (EI). Learn how to use compassion and empathy to work through mistakes and learn from them. This strengthens your ability to achieve intended results.

Test your assumptions before declaring your decisions. When we make decisions based on fragments of information, we’re often wrong. Develop your critical thinking by deep diving into the factual pros and cons. Use your network to test your assumptions. Remember, 90% of the world’s information is in people’s heads, not the internet!

Listen to others’ feedback and concerns. Leaders welcome brainstorming and hearing others’ ideas. Learn how to manage healthy disagreements and ensure all team members can express their concerns and ideas. Remember, a healthy skepticism will save your career and the financial impact of a bad decision. Most importantly, learn to listen to what you don’t want to hear to improve your results.

Recognize when it’s the right time. While many ideas may work with modifications, it may not be the right time or place to put them into action.  Avoid using circular logic to push through ideas your business and customers are not ready to handle.

“Overconfidence can derail results when your ego gets in the way.” Jeannette Seibly

How to Work with Overconfident Leaders

Stay aware and mindful in conversations. Listen up when your leader is sharing a decision s/he is making or about to make. It will impact you, your project, team, and budget, either directly or indirectly. Ask open-ended questions for clarification rather than debating the leader’s decision.

Stand up and speak up. When leaders are overconfident, we tend to question our own point of view. (Harvard Business Review) Stop! Be assertive and have a conversation armed with the facts. Remember, diplomacy is critical. While you may be right, overconfident leaders will ignore you when their ego feels threatened. The outcome of these types of conversations can impact your future projects and results as well.

If the leader’s idea or assertion does not impact you, avoid confrontation. Choose which issues to pursue. If you confront every issue, the leader and team will stop listening to you. Instead, address major issues that will impact you from a win-win-win perspective.

©Jeannette Seibly, 2019-2021

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 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 an Overconfident Leader from Jeannette. It’s not business as usual. During this new normal, take the time to develop your emotional intelligence (EI). Skills include listening, critical thinking, and managing virtually. Developing these skills now will impact the quality of your results, today and tomorrow.

Small Employer Hiring

Small businesses are the backbone of the economy, and on average employ 1 to 10 employees. Many of these business owners have previously worked in corporations, and falsely believe they don’t need a systematic way of hiring due to their smaller size. While they may be right about not needing a formal hiring policy like a larger company, cutting corners and using subjective tools and practices will not protect them from litigation. The sad fact is that a small employer is more likely to make a hiring mistake for multiple reasons, mostly due to lack of experience in hiring. They are under the mistaken belief they can coach and motivate anyone for success. Their lack of awareness simply creates sleepless nights and unnecessary expense of hundreds (if not thousands) of dollars!

The biggest challenge? One bad hire can literally force a small enterprise to close its doors due to theft of money, data and proprietary information. Or, they incorrectly reason it won’t cost them anything to hire a straight commission salesperson, if that person is unable to sell. They don’t calculate the cost to their reputation nor the excessive marketing costs with no positive ROI. One small business owner suffered through theft of proprietary information. It cost him dearly. Instead of seeking better ways to hire people, he simply recreated the mistake by solely relying upon his gut.

Gather objective information. The more objective information you can gather up-front, the less likely you are to interview and select the wrong person. Most interviewers make their decision within the first five minutes of an interview, but spend the next thirty or sixty minutes asking questions that make no difference in changing their minds. Instead, use a structured interview format focused on experience, education and job skills. Have candidates take a skills test to determine true proficiency. Often overlooked is asking about any special requirements. Never assume they read the job posting simply because they applied for the job (e.g., if travel is involved, ask if they are available to travel and how often).

Qualified assessments. Many small employers need to broaden their perspective of what is a qualified assessment. If you’re relying upon non-qualified assessment results, its pay now or pay later in loss of clients or the employee’s unwillingness to do the required activities. Insist upon reviewing the Technical Manual for any assessment you wish to use; do not rely upon a letter from the vendor telling you it meets all federal, state and local laws. Select qualified tools in accordance with the Department of Labor Testing and Assessment 2007 guidelines (for a copy contact: JLSeibly@SeibCo.com. If you have developed one on your own, spend the millions of dollars required to ensure the validity and reliability coefficients comply with EEO (Equal Employment Opportunity), DOL (Department of Labor) and various other requirements.

Training. Since most small business owners don’t hire often, they may overlook current employment laws. Set up a written strategic hiring process and have it reviewed by legal counsel. Review it each time you hire. Take time to learn best interview practices, how to correctly use assessments and skill testing and when to conduct background checks and drug screens (states laws vary). The basic rule of thumb is stay focused on the job responsibilities along with the applicant’s ability to successfully achieve intended results.

All jobs are important! One business owner didn’t feel the receptionist position was an important job in his company. He didn’t understand it’s the client’s first impression, and often a long-lasting one! He spent 5 minutes talking with each candidate and then selected the first one he liked. He went through three employees within a month. He not only lost several clients, one top employee left in protest of his hiring practices.

Hiring Amazing Employees, 2nd Edition, is coming soon! I’ll share more information during this upcoming month.

(c)Jeannette L. Seibly, 2012  All Rights Reserved

Sharpen Your Focus — Strategic Hiring Done Right

We as business owners and executives often find hiring a painful process. Finally, the new hire starts – only to leave a few (costly) months later. We shake our heads … the person looked the part. Spoke correctly. Used the right jargon. There were even times when we realized (almost immediately) it was a bad fit and hoped s/he would leave sooner.

Some workplaces are already starting to experience difficulty finding qualified candidates. Many times this is due to companies not using up-to-date hiring practices.

The purpose of a good selection process is information gathering. When we solicit good-quality data, we are more apt to make good-quality decisions. When we start with a solid strategy and plan accordingly, we attract the right candidates. Unfortunately, we normally short-change the process, citing time and money, not realizing it actually costs us thousands to millions of dollars more!

This three-part webinar is designed for business owners and executives to help them better understand that a dependable hiring process is entirely do-able. You can do it! All it takes is solid strategy, proper tools and the right attitude.

Part 1: Let’s get down to business results!  “Today’s webinar was invaluable! Learning to focus on the right stuff will help me hire the right person. It’s just what I needed.” KM, Business Owner (after attending Part 1)

Part 2: Qualified Assessments: Detect the 90% hidden during the interview. https://www4.gotomeeting.com/register/665209751

Part 3: Due Diligency — The Secrets to Hiring Success https://www4.gotomeeting.com/register/947604399

Top 3 Hiring Myths for 2012

Companies are hiring again! The challenge? Despite all the tools available to help companies hire right the first time, hiring managers continue to rely upon traditional hiring practices or “flavor of the month” hiring gimmicks. Unfortunately, it costs employers thousands of dollars when hiring the wrong person for just a couple of hours! And, can cost millions of dollars when someone is unwilling or incapable of doing the job and the company loses a valuable client or top employee.

These are not new myths.  No formal scientific study was conducted. They are simply ones that have withstood the test of time during the past several decades.

Myth #1: It’s cheaper to re-invent the wheel. Many companies falsely believe they can invent their own tools to attract employees due to numerous social media sites. Yet, sole reliance on your own efforts will reduce your ability to attract qualified applicants. Designing your own applicant tracking system can cost 10x to 1000x more money than selecting a top-rated one with the features you need, like SEO (search engine optimization).  Keep in mind: Applicants will review the top three listings on page 1, skim pages 2 and 3, and not look at any other pages.  While some may argue they don’t want a lot of candidates, picking candidates from a small pool normally means settling for less than the job requires. A well-designed system will provide better applicants for less cost, and allow you to focus your efforts on the best, most likely to succeed candidates.

Myth #2: The perfect candidate exists. Perfection is an illusion. Looking for five “must have” qualities without good decision making tools is a waste of time. Currently, many of us spend less than 6 seconds skimming a resume (or searching for confidential key words); decide “yes or no” within the first 4.3 minutes of an interview; and overlook reference and background checks. How good can our decision-making process be? Top talent will bypass potential employers, if those businesses are unable to understand and follow their own selection system, or use inappropriate tools. Remember, these candidates may be your future clients, vendors and/or suppliers!

Myth #3: I’ll know the person when I meet him/her. Really? Too often we hear, “I can tell the character of a person by looking into the whites of their eyes!” Seriously? If the person does not speak the “hot buttons,” they will not be considered. Many candidates today are well-trained to tell you what you want to hear! It will not make them the right person to achieve the results required to grow your company or keep current clients. Use of qualified assessments (per Department of Labor guidelines) will reduce hiring candidates that simply don’t fit the job, or simply cannot or will not do the job! Review the Technical Manual to ensure proper use.

For additional information on how to hire right the first time: BizSavvyHire.com

For a copy of Testing and Assessment: An Employer’s Guide to Good Practices, U.S. Department of Labor contact JLSeibly@SeibCo.com

Jeannette Seibly is an international business advisor and executive consultant for privately-held companies with revenues of $1MM up to $30MM. She has created million-dollar results for 25 companies, and 3 millionaires!

©Jeannette L. Seibly 2012