Team Building

What Are You Investing In? Probably Not Your Talent

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“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.

©Jeannette Seibly 2024 All Rights Reserved

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: 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!

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!

Leaders! Do Not Ignore Bad Behavior!

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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

  1. 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.
  2. 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.
  3. 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.
  4. 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.
  5. 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.
  6. 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.

©Jeannette Seibly 2024 All Rights Reserved

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: 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!

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!

How to Choose Expectations that Produce Positive Results

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“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

  1. 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.
  2. 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!
  3. 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.
  4. 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!
  5. 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!
  6. 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!
  7. 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.
  8. 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.

©Jeannette Seibly 2024 All Rights Reserved

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.

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!

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 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

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“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

  1. 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.
  2. 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.
  3. 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!
  4. 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!
  5. Don’t Defend. Stating your position repeatedly, telling people how they feel, or belittling others will not win them back! Remember, listen.
  6. 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.
  7. 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.
  8. 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!
  9. 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.

©Jeannette Seibly 2024 All Rights Reserved

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!

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: 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!

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 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 18th @ 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)

Are You Ready to Get Your Ideas Heard?

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“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.

©Jeannette Seibly, 2022-2024 All Rights Reserved

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: 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!

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

Be a Bold-Committed Listener Who Achieves Stellar Results

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“The #1 quality people remember about their bosses is the feeling of being heard and valued.” Jeannette Seibly

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

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

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

How to Be a Bold, Committed Listener Who Values Others

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

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

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

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

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

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

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

©Jeannette Seibly 2024 All Rights Reserved

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: Being a bold, committed listener can turn a problematic situation, conflict, or poor performance into a positive outcome. But it takes your willingness to listen, especially when you don’t want to hear what is said. Are you having challenges listening to others? Let’s talk now—before it’s too late. Contact me!

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.

Do You Focus on Workability?

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“Workability in a project, situation, or relationship allows for opportunities to achieve intended results.” Jeannette Seibly

Today, our focus often gravitates towards the ‘ideal’ of our goals and dreams. However, we overlook the crucial element of workability and the practicality required to achieve them. Instead of waiting for the perfect moment, let’s focus on working smarter, not harder – step-by-step.

All leaders and bosses today are busy pursuing their goals and the goals of their business or company. However, when we become too fixated on the big picture, the crucial details often get overlooked. This can lead to avoidable problems that hinder our progress and even damage our reputation.

Tips to Create Workability

  1. It Requires a Team. Don’t try to do what you don’t do well. Hiring the right team is essential to achieving the desired results. It starts with following a strategic job fit system to ensure the right person is in the right position on the team!
  2. Honor Financial Obligations. Years ago, I met a self-proclaimed enlightened business owner who claimed he had a million-dollar business. But he kept his financials in a shoebox. Hiding important details will hurt you and have others question your credibility. Schedule time weekly to keep your A/R, A/P, and taxes up-to-date and paid. Remember, the IRS doesn’t care about your excuses.
  3. Trust Others to Get the Work Done. Complaining about how others do their work limits creativity and innovation; it does not make a difference in achieving results. #1—Stop micromanaging since you’ve not done the work and don’t know the details involved. #2—Hire for job fit to ensure they have the interest and willingness to do the work as it needs to be done.
  4. Honor Feedback. Instead of being defensive when unsolicited comments are made, lean in and learn more.
  5. Focus on Integrity. Cutting corners, overlooking quality concerns, not proofing documents, and ignoring safety precautions will get you in trouble and hinder workability. This is because your team has to work around you, often with less-than-stellar results. For example, reading the fine print is required, and having a good business attorney review documents before signing them is essential!
  6. Hire a Coach. I know, I say this often! “Every successful leader has a coach!” The right coach guides you through the details and offers alternatives, regardless of your feelings. The coach also helps you organize your goals, so you have time to live a healthy lifestyle simultaneously.
  7. Express Gratitude. Appreciate what you have and express it instead of focusing on what you don’t. This will make you a more accessible leader and person to work and live with! Your family and employees will appreciate this more than you imagine… along with your cat and dog!
  8. Stay Connected. Schedule 1:1 and group time with the people in your life. Put away electronics, and don’t allow other distractions to get in the way. Remember, there will always be high and low points in life. Your relationships will help you through both if you prioritize the time now.

©Jeannette Seibly 2022-2024 All Rights Reserved

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: Due to the many demands on leaders and bosses today, it’s important to create a workplace culture (home and office) of workability. It supports achieving goals faster and more effectively. Are you having challenges getting everyone on the same page? Let’s talk now—before it’s too late. Contact me!

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.

This book (“Hire Amazing Employees“) by Nancy Schick, NY Employment Attorney and Mediator, can help you improve your hiring process. 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.

Can Mistakes Be Resolved?

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“Saying, ‘I apologize’ is easy – but if you don’t take responsibility for what you say or do, the apology is meaningless.” Jeannette Seibly

While the answer is “yes,” too many bosses and leaders derail their careers when they make mistakes, experience failure, or find themselves in conflict. Then, to make matters worse, they attempt to rectify it too quickly, lie about it, or fail to take responsibility by blaming others or the situation.

Remember, the same mindset that created the problem should not be used to solve it—it will only make it worse.

Have you:

  • Used a disrespectful tone of voice or become upset with your boss when s/he is critical of your work? Or the work of your team?
  • Lost your patience with a customer or team member? As a result, do they now refuse to work with you?
  • Offered inappropriate or incorrect solutions and then denied doing so? As a result, your co-workers are upset and want you fired.
  • Used microaggressions (e.g., men are more intelligent than women) when talking with your team. Result? They are offended.
  • Been given feedback by your boss or team, and you were defensive and rude?

While these may sound extreme, too often, you have done a version of them. (We all have.) When these issues occur, you can derail your career or job promotion opportunities without knowing it!

How to Resolve Avoidable Mistakes

Pause and Breathe. Mindfulness is important. Say to yourself, “I will work through this and get the help I need to improve.” Now, take action to resolve your mistake, failure, or conflict.

Contact Your Executive Coach as soon as possible before you make the mistake, failure, or conflict worse. Complete the “What Worked? / What Didn’t Work?” exercise to provide objective insights.

Take Responsibility. After devising a plan with your coach, talk with your boss. Map out who, what, when, where, and why it needs to be done. Remember, “hoping the issue will go away” is a strategy for failure! This is a golden opportunity for you to be the boss and leader who can make a positive difference – failure to do so will result in irrevocable loss of trust.

Apologize. Offering apologies will be the next thing to do. Saying, “I apologize” is easy.  But your apology must be genuine so your boss, co-workers, team members, and customers can hear you! While these two words seem simple, you may resist saying them! Remember, pay now by taking responsibility or later when you’ve been fired.

Do It! Enough talking about it. Get into action. Be willing to dance (be flexible) in the conversation—remember, the actual discussion will be different than the conversation you mapped out in your head. Listening to their concerns can turn around their negative feelings towards you and get you on the right track. Yes, you must take the time and offer the patience to solve the mistake, failure, or conflict. Remember, keep talking to your executive coach throughout the process.

©Jeannette Seibly 2024 All Rights Reserved

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: Mistakes, failures, and conflicts can be resolved if you’re willing to do the work and get into action. But if you act too quickly, depending on the problem, it will only make it worse. If this has happened to you recently, now is the time to talk it out using my 31+ years of leadership and management issues to resolve it — before it’s too late. Contact me now!

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.

This book (“Hire Amazing Employees“) by Nancy Schick, NY Employment Attorney and Mediator, can help you improve your hiring process. 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.

What Gets in the Way of Achieving Amazing Results? It’s Probably You!

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“Getting in the way of results is human; blasting through these challenges requires leadership.” Jeannette Seibly

Achieving intended results can be fun and rewarding as a boss and leader. Yet, too often, we get in the way when things don’t look like we believe they should! (Yes, that “s” word gets in the way too often!)

But there are times (sometimes too often) when you get in the way! This hurts team productivity, client satisfaction, and the bottom line.

Remember, intended results don’t happen by accident. They happen because you pay attention to the process, are a resource, and most importantly, you trust and value your team members to do their work effectively. This empowerment is key to achieving amazing results while staying out of the way!

6 Keys to Ensure Amazing Results

Be Present and Hear What Is Said. It’s not just about being physically present, but about actively listening and understanding. Too often, you believe you’re listening. Instead, you’re multitasking (a myth), and it significantly reduces your effectiveness. The truth is that your brain can only handle one thing at a time. So, you lose effectiveness, miss out on essential cues (80% of communication is nonverbal), and make poor decisions. Your team members, stop being engaged and stop talking! (Not a good sign!)

Ask Open-Ended Questions. Then, repeat what you heard to their satisfaction before building on their ideas and comments. Use this approach when offering feedback, if the team is stuck, or if you need more clarity about actual progress. Value these types of discussions, and they’ll positively change the results!

Be Flexible without Sacrificing Results. Only delve into how the work is being done if it’s clear the person is off in the weeds or stuck. Clarity and communication of the milestones keep everyone (including you) on track. Be prepared to talk big picture, and be able to get into the details, when necessary, by bringing in an expert (e.g., if someone is tasked with setting up a dashboard and it’s not done – chances are good they lack the experience, shy about asking questions, and/or need someone to guide them through the process). Now, manage accordingly.

Make the Tough Decisions Quickly. This can be hard but necessary when someone hurts the team’s ability to work together due to unmanaged conflict, differing opinions, and false accusations. If you wait, the issue will get worse.

Jane requested a meeting with a team member, Mimi, to discuss the legality of a new idea. Mimi sent Jane the conference link to the meeting, but when Jane clicked on the link, it didn’t work.

Three minutes past the scheduled time, Mimi emailed Jane to inform her that she’d been waiting for 10 minutes and that it was rude to keep her waiting. When Jane emailed back that the link wasn’t working, Mimi accused her of lying, lacking integrity to tell the truth, and made other accusations.

When Jane shared this with Mitch, her boss, he immediately removed Mimi from the team. To Mitch’s surprise, the team applauded when he shared the change. They had also experienced challenges working with Mimi and her aggressive behaviors when she was frustrated or upset. 

Set Aside Your Ego, and Don’t Let the Project’s Success Be About You. This can be hard if your job, bonus, or next promotion depends on the intended results. But remember that you must be an effective project manager to build credibility and promotability; this includes managing the technical and people sides of the project. When you find yourself about to blame others or the situation, stop. Learn diplomacy, ask questions for clarity, and build resolutions. Remember, technology does have glitches, and it’s not always user error! Work with an executive coach as a sounding board to make a positive difference.

Celebrate Each Milestone and Success – individually and as a team. Appreciation, acknowledgment, and applause work wonders to keep team members engaged and working above the norm. Be sure it’s frequent and genuine.

©Jeannette Seibly 2024 All Rights Reserved

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: Achieving results can be fun and rewarding as a boss and leader. Yet, too often, we get in the way when things don’t look like we believe they should! (Yes, that “s” word gets in the way too often!) You’re not alone if you’re frustrated about a project, team member, or working relationship! Let’s talk and use my 31+ years of resolving leadership and management issues before it’s too late. Contact me now!

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.

This book (“Hire Amazing Employees“) by Nancy Schick, NY Employment Attorney and Mediator, can help you improve your hiring process. 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.

How to Really Listen to Advice and Achieve Amazing Results

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“We want to realize our dreams, yet we make it difficult to do so by not listening to others.” Jeannette Seibly

You have a choice in ‘how’ you listen to advice! Jeannette Seibly

We all love to give advice … solicited and unsolicited. But many of us don’t enjoy receiving it, and even when the advice is valid, we fail to use it to improve the issues, situations, or relationships we are grappling with.

The problems with giving and receiving advice:

  • We are overconfident about our own perspectives
  • We fail to define the actual problem, which creates circular reasoning
  • We fear hearing what we don’t want to hear
  • We learn we are not committed to doing the “real” work required

Charlie was excited when he accepted a job with Justin, a well-respected boss. However, when Charlie shared the successes of his first assignment, Justin gave unsolicited advice for future improvements. Charlie felt offended and unappreciated. He’d wanted to impress Justin by succeeding without help or advice.

When Charlie shared his upset with Jude, his coworker, she laughed. “Here’s the deal. You can listen to his advice and run with it. Or modify it. Or, give factual reasons it won’t work. But I would recommend listening to his advice with an open mind. At this company, we focus on delivering great results and are open to learning. FYI … You won’t last long at this or any other company if you’re uncoachable and often feel offended.” 

As results producers, your willingness to listen to advice is how you and your teams achieve results that matter.

How to Move Your Career, Projects, and Results Forward

Set Aside Your Ego. There’s a saying, “Dial up your humility and dial down your ego.” If you remember nothing else from this article, remember to set aside your ego. When you are open to advice, regardless of how it’s offered, you’ll succeed further and faster in your career. Stay humble, and don’t let your blind spots derail you.

Ask Open-Ended Questions. “Can you please clarify what you mean? I want to be sure I understand.” OR, “Can you show me an example?” Don’t be obtuse … listen and be open to learning. Then, thank them. Now, either take their advice, modify it, or discard it.

Be Coachable. Get a third-party opinion from your mentor or executive coach, especially if you need help understanding what changes must be made or are emotionally attached to doing it your way. Remember, the recommendation offered can be a catalyst for your success, or it could be naysayers expressing their opinions based on their own experiences or observations.

Set Aside Being Offended or Annoyed. Being offended is not for professional people, and being annoyed is something you can train yourself to stop doing. Why? There is usually a gold nugget when you truly listen. But, of course, if someone is deliberately offensive, move on.

Be Prepared When Asking for Help. You’ve seen people overwhelmed when asking for advice on social media. Instead, talk with one or two trusted advisers (your executive coach or a mentor). First, share the problem in 20 words, briefly outline what has been done, and then ask, “What’s missing?” Now, listen without being defensive. Remember to take notes and take focused action!

How to Give Valued Advice

First, Ask. “Are you open to hearing advice?” If the person says, “No,” move on. If you’re the boss, ask if you can provide insights into a challenging issue, situation, or relationship they are experiencing. They usually will say “yes” and are now more open to listening to you. If they say “no,” you may need to make an unpopular management decision if the challenge persists.

Offer Only One or Two Valid Points. If you offer more, you’ll lose their willingness to listen or their ability to comprehend the information. Either use the sandwich approach or the straight talk approach, depending on the person.

Talk Privately. Remember the old saying, “Praise publicly, offer constructive guidance privately.” Follow it.

Be Open to Taking Advice. When you are willing and open to receiving advice, your advice will likely be considered “valuable.”

©Jeannette Seibly 2022-2024 All Rights Reserved

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: If you are easily offended or annoyed when someone offers you advice, it’s time to reconsider how you listen. Successful leaders are open to receiving solicited and unsolicited advice and move forward faster in their careers and projects, achieving intended results. Feeling uncertain how to handle advice? You’re not alone! Let’s chat 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.