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Are You Stuck? It’s Time to Move Forward!

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“Everyone gets stuck! Moving forward requires taking actions that make it happen.” Jeannette Seibly

Do you remember watching Wile E. Coyote in those classic cartoons? No matter how many times he slammed into a wall, he’d shake it off, only to hit the same wall again. Over and over. No new results.

Lately, I’ve been speaking with business professionals, bosses, and leaders who feel stuck, waiting, and hoping for change. When asked what actions they’re taking to move forward, every single one said, “I’m waiting to see.”

Many of us do this, wait and see. Feeling stuck can be excruciating—whether you need money, a promotion, or a resolution to a family drama. But waiting isn’t the answer. Staying stagnant drains your inner power and confidence. It limits your choices. It keeps you playing small, hoping for the best.

Getting unstuck requires action, step by step.

Get Unstuck Today!

Recognize the “Grass is Greener” Syndrome

Comparing your job, life, or circumstances to others can spark jealousy or frustration. You start believing that life would be better if only you had what they have. But the truth is—the grass isn’t greener elsewhere. It’s just different.

The solution? Get into action. Meditate to maintain momentum, work with an experienced coach, and commit to the steps that move you forward.

Change Your Perspective—Shift Your Mindset

A CPA named Darla was once a great employee. Then, she became negative and disengaged. After reviewing her job fit results (she was a great fit), I asked, “What’s the problem?”

Her answer? “I want to travel.”

I replied, “Then aren’t you in a perfect job that allows you to do that? Your workload is heavy in the first quarter, but after that, you can schedule travel!”

She paused, then agreed. A simple mindset shift changed everything.

Know What True Job Fit Means

Over 80% of people are in jobs that don’t fit them (Gallup). Too many believe they can succeed in any job, but that’s just not reality.

We get stuck thinking we should be our own boss or that we could get rich using someone else’s game plan or blueprint. But here’s the thing—many employed people do make great money when they manage their career choices wisely and invest their money well.

Want clarity? Use a qualified job fit assessment and work with an experienced coach. Then, take action before fear, doubt, and anxiety creep in.

Expand Your Responsibilities—Not Your Busywork

This isn’t about piling on mindless tasks. Busywork creates boredom, frustration, and emptiness—the very essence of feeling stuck.

Instead, focus on work that naturally aligns with your thinking, core behaviors, and occupational interests. Expanding responsibilities the right way keeps you engaged.

Want a change? Develop your brag statements, then pitch the job shifts that will serve you and your company.

Work Smarter—Not Harder

It’s time to ditch the trial-and-error do-it-yourself approach. I know—you think you’ve got it handled. But if you stay stuck too long, or keep experimenting without direction, you’ll drain yourself emotionally and financially. The essence of staying stuck.

Work with a coach who specializes in moving people forward. Stop relying on friends who just tell you what you want to hear.

Take David—a former executive fired after 15 years. He spent five years chasing opportunities, trying new roles, even buying a franchise. Exhausted and financially strained, he finally reached out to his coach (me). That conversation changed everything.

Now? He’s thriving in a six-figure job he loves.

Break Through the Ceiling—Before You Jump

Feeling maxed out can push people toward drastic decisions—selling their business, quitting their job, moving, or retiring. But making choices while emotionally drained can limit opportunities.

Before you leap, take time to talk it out with a coach. Do the brag work. Use an objective job fit assessment to clarify where you excel in today’s business world.

One young woman was pressured by her father to work for him, despite her own career aspirations. She hired me, followed the steps outlined in this article, and made her move. Years later? She’s still making six figures and loving her life.

You Can Do It Too

It all starts with the courage to say: “Yes! My goals and my life matter.”

Now, take actions that make it happen.

©Jeannette Seibly 2021-2025 All Rights Reserved

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, specializes in delivering innovative solutions for hiring, coaching, and leadership challenges. Over the past 32 years, she has empowered business owners, executives, and managers to achieve remarkable success. With a steadfast commitment to excellence, Jeannette champions those eager to elevate, expand, and excel in their results.

Tackling People Problems: A Leadership Imperative

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“Good leadership requires having tough conversations that address people challenges – if ignore, the consequences can be very costly.” Jeannette Seibly

Leaders who proactively address people problems cultivate trust, inclusion, and accountability. In turn, performance, profitability, and workplace cultures thrive.

Leadership is often defined by the ability to make tough decisions, yet addressing people-related challenges remains one of the most avoided tasks in management. Many leaders hesitate due to unconscious biases, emotional discomfort, or fear of repercussions. However, ignoring these issues only amplifies their negative effects—eroding employee and customer trust, damaging morale, and diminishing productivity.

7 Reasons Why Leaders Delay Addressing People Issues

  1. Avoidance & Discomfort – Difficult conversations can be uncomfortable, causing even experienced leaders to procrastinate. Worse still, some deny the impact the issue has on the company, customers, and team members, which allows small problems to snowball into major disruptions.
  2. Optimism Bias – Hoping a situation will resolve itself without intervention can result in costly top talent attrition and client loss. Leaders who delay or ignore taking action risk undermining their own credibility and the company’s reputation.
  3. Lack of Clarity – Without clear expectations, leaders may hesitate to define damaging behavior, fearing they are overreacting. So, they choose to do nothing.
  4. Fear of Fallout – Pushback, legal concerns, or interpersonal conflict can make action feel risky, even though inaction allows problems to escalate.
  5. Time Constraints – Addressing people issues often takes a backseat until they become too big to ignore, leading to reactive, rather than proactive, leadership.
  6. Emotional Bias – Leaders may struggle to hold accountable top performers and other employees they once favored or personally valued, leading to inequitable decision-making.
  7. Lack of Skills or Support – Without structured tools and objective data for addressing conflict, leaders usually default to avoidance. If they rely on others to handle the situation, the problem often grows worse due to lack of agreement about the true issue.

The Solution: Tips to Resolve People Challenges

Leadership and employees thrive in a proactive workplace culture. Waiting too long to address and resolve people challenges erodes trust and weakens outcomes. Leaders must learn to strip away assumptions, biases, and excuses to tackle these issues directly. And, keep in mind this is not easy to do.

Here’s how to address people problems constructively:

  1. Identify the Core Problem – Is the issue behavioral, a misalignment, or a leadership blind spot? Objective assessments, such as job-fit evaluations and qualified 360-degree feedback tools, can clarify the root cause with valid data.
  2. Assess the Impact – Who is affected? How does the issue disrupt productivity, team dynamics, or organizational culture? While ignoring it will widen the ripple effect, misdiagnosing it can cause great harm too. Talk with one or two trusted confidants to broaden your perspective.
  3. Challenge Avoidance Patterns – Leaders must remove emotional biases from their decision-making. Examples: 1) relying on the first piece of information or gossip without delving into the truth; 2) refusing to consider contradictory evidence; or 3) allowing the group’s bias to override the facts. Executive coaching and job-fit assessments can provide clarity, but decisive action based on facts remains key.
  4. Reframe the Narrative – Instead of believing tough conversations are hard, reframe to: these conversations invest in your company’s long-term success. While discomfort is inevitable, accountability fosters growth. Partner with an experienced executive coach and consult an HR or a legal professional to navigate complexities effectively and with confidence.
  5. Provide Coaching and Training – Structured feedback models, coaching techniques, and communication strategies build leaders’ confidence in handling people challenges. Communication, emotional intelligence and integrity, and other interpersonal training provides for a workplace culture of positive and constructive feedback for everyone.
  6. Develop Accountability & Follow-Through – Addressing issues is only the first step. Consistent follow-up—through coaching, retraining, role transitions, and interpersonal skill development—ensures lasting change. Reinforcement builds trust and shows employees they are supported and that you care.

Final Thoughts

Leaders who proactively address people problems cultivate trust, inclusion, and accountability. In turn, performance, profitability, and workplace cultures thrive. Emotional integrity, constructive feedback, and structured problem-solving require stripping away assumptions and biases. By embracing clarity and decisive action, strong leaders foster workplaces that are equitable, resilient, and empowered.

©Jeannette Seibly 2025 All Rights Reserved

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, specializes in delivering innovative solutions for hiring, coaching, and leadership challenges. Over the past 32 years, she has empowered business owners, executives, and managers to achieve remarkable success. With a steadfast commitment to excellence, Jeannette champions those eager to elevate, expand, and excel in their results.

Job Fit: How To Strategically Hire for Tomorrow’s Results

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“Successful hiring requires aligning skills, values, and potential to ensure resilience and results.” Jeannette Seibly

In a previous article, I focused on what job fit is and what it is not.

To continue, it’s critical to remember, hiring today isn’t just about filling empty seats—it’s about building resilient, adaptable teams that align with your company’s vision and values — and producing intended results. In other words, it’s about selecting employees who will fit the job requirements.

Yet here lies the challenge: too many leaders fail to refine their hiring strategies. Instead, they rely on gut instincts, skip deliberate planning, and ignore the importance of clarifying roles or expectations.

Some might even view a low turnover rate as evidence of a flawless strategic hiring process. But dig deeper, and you will find disengaged employees—doing just enough to avoid attention while costing the business in lost clients, missed opportunities, and sagging morale.

To ensure your team thrives today and tomorrow, it’s essential to rethink how you hire, coach, and manage. Job fit success hinges on prioritizing agility, shared values, and innovation, while using appropriate tools that align seamlessly with your goals.

Do you want to make job fit happen?

1. Hire for Agility and Mental Flexibility

Adaptability is non-negotiable in today’s fast-paced world. Resilient teams navigate change, tackle complexity, and creatively solve problems. Seek candidates who excel in uncertain situations and can pivot when circumstances demand it.

Job fit assessments are invaluable for uncovering potential beyond the resume and interview. These tools evaluate how candidates think, process information, and approach challenges—providing clear insights into how they will drive innovation and thrive in dynamic environments.

2. Prioritize Purpose, Passion, and Shared Values

The strongest teams connect deeply to your company’s mission and values. Candidates that fit the job have purpose and passion and will contribute more than just skills; they bring energy, commitment, and alignment with your culture. However, uncovering these traits requires going beyond superficial interviews.

Use layered questioning techniques, like the Rule of 3, to explore motivations and ensure alignment. Additionally, integrity and honesty assessments add confidence that you’re hiring individuals who genuinely fit your workplace values.

3. Leverage Technology and Predictive Insights

With advancements in AI and analytics, hiring decisions can extend beyond resumes. Modern tools analyze behavioral patterns, validate job fit, and predict compatibility—helping you make smarter, future-focused decisions.

Still, balance is key. Use technology strategically, allowing it to handle tasks like pre-screening or scheduling, but maintain genuine human connection throughout your recruitment process.

Note: Throughout the pre-employment phase, ensure that all assessments and other tools used comply with Department of Labor standards to safeguard fairness and accuracy, as well as other legal requirements (e.g., EEO, ADA).

4. Expand and Diversify Talent Pipelines

To build tomorrow’s results-focused team, broaden your horizons. Go beyond traditional recruitment channels—explore overlooked talent pools, mentorship programs, and upskilling initiatives. Diversity and critical thinking will fuel innovation and strengthen problem-solving within your teams.

Remember, recruitment is just the beginning to discover whether or not the person will fit the job. To keep good employees, robust onboarding processes, clear career paths, and continuous coaching will ensure new hires who fit their jobs stay engaged and committed to your company’s long-term vision.

5. Redefine Success with Growth-Focused Paths

Candidates today seek more than just a paycheck—they’re looking for development opportunities and a meaningful future where they can make a difference. Attract top talent by emphasizing pathways for continuous learning, leadership advancement, and impactful growth.

Expand your definition of success to include sustainability, innovation, and community contributions. Equip employees with the tools to take ownership of their development, fostering engagement and inspiring long-term loyalty.

Hiring for job fit isn’t just about recruitment. It requires refining and leveraging your selection and onboarding systems, prioritizing job fit. This is how you’ll build teams that embody your company’s vision, agility, and shared values.

©Jeannette Seibly 2025 All Rights Reserved

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, boasts over 32 years of hands-on experience. Working with small and family businesses, her expertise helps leaders and bosses refine their hiring, coaching, and management practices and achieve their intended results. Along the journey, she has guided the creation of three millionaires and numerous six-figure earners, all while championing those ready to elevate their game to new heights.

Results and Leadership Success Depend on How You Handle Feedback

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“Positive and negative feedback are gifts we can use to accelerate our leadership growth.” Jeannette Seibly

Leaders, bosses, and business professionals—this article is a must-read. It could make or break your career and business.

You can always tell how successful a boss or leader is by their ability to listen to and handle feedback.

Years ago, a plant manager called me. When I didn’t tell him what he wanted to hear, he yelled, “You don’t know what you’re talking about because you’re a woman!”

A colleague in the office next to mine overheard the exchange and called me into his office. He said, “Here’s what you need to do.” (No, I hadn’t asked for his feedback; frankly, I wasn’t sure I wanted it.)

Still, I followed his advice. As a result, I became the only person in my department that the plant manager would work with. He trusted me since I took the time to tour his plant and express interest in the operations.

The unsolicited feedback was a valuable gift—a lesson I still remember and appreciate to this day.

Feedback Can Make or Break Your Credibility:

• Egos in Overdrive. Phrases like “How dare you!” or “You don’t know how to do what I do” showcase your ego at work. The problem? When you truly need honest feedback, no one will give it to you.

• Debate Mode. Responses like “You don’t understand,” or “No one else mentioned it,” or “I didn’t have time to prepare” are counterproductive. They discourage people from sharing invaluable insights. Instead, you’ll hear only what they think you want to hear. Remember, standing your ground diplomatically during disagreements (e.g., contract negotiations) is not the same as receiving feedback.

• Being a Right-Fighter. Similar to debating, being a right-fighter often escalates into lengthy emails or rants defending why the feedback should be dismissed or is unimportant. This approach blocks leadership growth and improvement. Often, it will sideline you from the next promotion or new opportunity.

Another Personal Example:

Recently, I led a 40-minute breakout session titled “Get Your Brag On!” Overall, it was well-received:

• “I could have listened to you all afternoon!”
• “I rewrote my presentation introduction based on your advice—thank you!”

However, I also got less favorable feedback:

• “We didn’t have enough time to write out our responses.”

When feedback isn’t glowing, I’ve learned to respond with gratitude: “Thank you. I appreciate your participation.” Then, I review it with a trusted friend to see how I can improve if necessary.

Ways to Learn from Feedback and Win:

1. Listen. Whether the feedback was requested or unsolicited, set aside your ego and listen. Simply listening can positively impact your results. Remember, everyone makes mistakes. It’s how you acknowledge them and learn that makes the difference.

2. Ask Open-Ended Questions. Be curious and seek clarity to understand the feedback better.

3. Mirror Their Words. Avoid putting words into their mouth. For example, don’t say, “I’m sorry you’re disappointed” unless they’ve used the word “disappointed.” Reflecting their own words shows you value their input.

4. Express Gratitude. Even if the feedback stings, treat it as a gift. A simple “Thank you” can open doors to growth and learning. You never know the impact feedback can make in opening future opportunities for you.

5. Review and Apply. Thoughtfully consider the feedback. Talk with your executive coach and decide where it’s most appropriate to incorporate changes, and if so, how and when to do so.

Want to learn how to give and receive feedback? Click here for a previous article.

©Jeannette Seibly 2025 All Rights Reserved

Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, boasts over 32 years of hands-on experience. Working with small and family businesses, her expertise guides leaders and bosses to refine their hiring, coaching, and management practices and achieve their intended results. Along the journey, she has guided the creation of three millionaires and numerous six-figure earners, all while championing those ready to elevate their game to new heights.

Remove Limitations Sabotaging Your Goals

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“We are only limited by our beliefs about ourselves.” Jeannette Seibly

Our career and life goals are often limited due to perceived limitations. It could be the perception of not having enough of the right education, money, options, and support from friends and family. Yet, many successful people overcome these limitations and find resources and support to move forward.

Limiting perceptions include:

  1. It’s my bosses fault I’m unhappy in my job. The truth is, developing a can-do attitude and ability to work with your current boss provides you the skills required for the next job.
  2. There is no point in speaking up about the poor team results – they don’t care. Good bosses/leaders don’t fall victim to mediocrity and poor team progress. They work with and through their teams to overcome challenges and achieve intended results.
  3. Being your own boss is the only and easiest way to be happy and successful in your career. The truth is, working in a job that fits you is the key to job satisfaction.

What gets in your way of removing your limitations? It could be your inner voice, the people you interact with and hang out with, social media, and the unwillingness to step outside your comfort zone. Removing limitations requires courage, confidence, and commitment, as well as gaining the experience, education, and reality necessary to succeed!

What’s the first step? The good news is you’ve already achieved success in the past. Take the time to become aware of your accomplishments and wins by doing the five steps in “It’s Time to Brag!” This is a foundation to removing limitations and overcoming those beliefs that limit us.

How can you develop the beliefs needed to achieve your intended results?

Expand your perceptions of what is possible. Many programs, books, and coaching programs are designed to help you expand. Your job is to enroll, attend, and participate fully. Then, hire an executive coach to help you gain “muscle” using these new skills. Remember to focus on the project, not your limitations.

Use a structure to guide you forward. Being committed to achieving results requires a structure to fulfill that goal. Otherwise, your goal becomes a someday; one day, it may happen when XYZ changes. Relying on hope instead of your traits and abilities limits you! Develop integrity and discipline to keep focused when distractions occur – because they will!

Put together the right team. Hire based on job fit, can-do attitude, and coachability. (Grab the book Hire Amazing Employees for practical interview questions and instructions on how to use the right tools.) Now, learn how to manage and coach your team forward for success. Caution: While friends and family may tell you they want to be part of your team, the reality of their ability to work with you can often get in the way.

Be coachable, curious, and ask open-ended questions. Learn the basics, create a strong foundation, and build your project, goal, and dream brick-by-brick; what you can achieve when you’re willing to do the work is amazing.

Celebrate! Smile, accept the applause, and create your next success. Don’t forget to update your brags along the way – they will support you in winning your next goal and dream!

©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: Winning today and achieving the successes you want in your life and career starts with removing limiting beliefs that sabotage your goals. They will pop up and can be a devastating deterrent if you don’t move them out of the way! Need support to achieve that long-time goal, dream, or project? 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!

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!

Do You Feel Like You’re on a Never-Ending Hamster Wheel?

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“Do you feel like you’re on a hamster wheel? The continuous and repetitive cycle that never ends? It’s time to step off.” Jeannette Seibly

With worldwide and personal events taking an emotional toll on you as a leader and boss, it’s easy to feel like you’re on a never-ending hamster wheel … the continuous and repetitive cycle that keeps you immobile and uncertain about what to do or going around in circles trying to achieve intended results.

Even though you attempt to hide your true feelings, fears, and concerns, your anxiety, frustration, and anger leak out in unconscious, subtle, and sometimes loud ways. Being conscious of your feelings, which others may also be experiencing, will improve others’ ability to listen to you, brainstorm, and develop workable solutions that positively impact your results.

Tips to Get Off the Hamster Wheel and Create Positive Results

The key is to take focused actions and work with a coach.

First, Get the Facts. The head and heart do not always work well together. It’s essential to work with a coach and/or therapist to decipher what is valid as a fact versus what is true personally for you emotionally. If you don’t, peer pressure, group thinking, and wanting to be liked will take over … and not in a positive way. Continuing on the hamster wheel will hurt your results and future business and career opportunities.

Second, Put Together a Plan. Write out your ideas and talk about a short-term plan with your team to get the immediate issue handled. Keep in mind that decisions made today will impact tomorrow. So, listen and make the best win-win-win decisions. Beware of the trap of making decisions in your own best interests. Bad decisions tend to hang around for a long, long time.

Third, Get into Focused Action. Making a plan can be easy. The hard part is getting into focused action. We have so many excuses! Especially when you must make changes and instead are busy overanalyzing what could go wrong. Taking steps forward will reduce the hum of the hamster wheel in your head. For example, if you have an employee creating mischief on the team, overlooking it and not addressing it will only allow the issue to mushroom! Have the tough conversations!

Fourth, Keep Your Ego Tempered. Many times, to not feel vulnerable and feel in control, you will allow your ego to take over. You’ll issue mandates, micromanage others, or talk in a fear-based manner. Yes, your choice of words matters! Again, talk it out with one or two trusted advisors, your coach, and/or a therapist. Remember, you don’t have the luxury of “shoulding” all over everyone! (Think, it should not be this way; they should know better)

Fifth, Practice Gratitude and Allow for Learning Moments. Removing the hamster wheel will necessitate being open and vulnerable during these challenging times without carrying your emotions and fears around in your actions, on your face, and in your voice. Others will follow your lead! Use the exercise, “What worked? / What didn’t work?” to see the positives and help you determine specifically what can be done right now to impact results.

Sixth, Celebrate Your Wins! You did it! Time to celebrate and update your brags!

©Jeannette Seibly 2023 All Rights Reserved

Jeannette Seibly is a champion for success. As a leader, do you have bosses that are difficult for teams to work with? Jeannette’s depth of experience and wisdom comes from 31 years of transforming bosses from hated to respected! Contact Jeannette for a confidential discussion.

A note from Jeannette about managing the “hamster wheel” of being a leader and a boss: With much change occurring worldwide and personally for everyone, it can be difficult to stay focused on what really matters. We get caught up in the hamster wheel of life and forget we can step off! This week’s article was inspired during one of my hamster wheel episodes, and it works! Contact Jeannette for a confidential sounding board to step off your hamster wheel.

The coach is in! Are you ready to build your confidence and success as a boss? As a leader, do you have bosses that are difficult for teams to work with? Or are you one of those bosses? With my depth of experience and wisdom, I transform bosses from hated to respected! Contact me to learn more about my in-depth, one-on-one, customized coaching programs.

Podcast: When was the last time you patted yourself on the back? Learning how to brag is critical to your business and career successes! Check out my podcast interview with host Frank Agin:  https://bit.ly/BragPodcast. Get your brag on by giving it a listen.

What Do You Do When Your Team Is Hurting Results?

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“When a team fails to achieve intended results, bosses and leaders need to look in the mirror first for answers!” Jeannette Seibly

No one likes to think their team is hurting results. But dismissing the issue, believing it’s unimportant, and failing to take responsibility for the systems and outcomes is a no-win for teams, bosses, customers, and leaders! Remember, finding new customers and talent costs a lot of money. And it overlooks the necessity to improve quality and your team’s reputation!

Tips to Discover and Improve Results

Get into Action. Ask questions to get to the core of the issue. Use an objective process: “What Worked? / What Didn’t Work?” Debrief as a team. This exercise will end the usual finger-pointing or the blame game. During this process, use acknowledgment for the “good things that did happen.” Appreciation encourages viable solutions!

Be in Communication. Keep your team and co-workers apprised when there is an issue. Ask questions after conducting your team debrief to see what else may be missing. Do this immediately, BEFORE talking with the customer or other people affected. Keep everyone up-to-date while valuing their input! Promise to resolve the issue(s). (Very Important Hint: Don’t drop the ball … people have long memories when promises are not kept! These memories can stifle your co-workers and team from working with you in the future.)

“Excuses don’t help make things better. They only offer a rationale to avoid trying.”

Simon Sinek

Bring in Outside Expertise. Everyone wants to hide that they failed to achieve the intended results, fearing embarrassment and humiliation. Consider that bringing in outside help takes the pressure off you to have all the answers. (Hint: You don’t; others may not value your opinions right now.) Work with these experts to diagnose the actual issue. Listen. Make appropriate changes. Don’t forget that ongoing and consistent training is crucial when developing new habits!

Use a Qualified Job Fit Assessment. When teams and team members fit their job, it diminishes miscommunication, factionalism, and other mischief! Often, issues can be resolved by using people’s strengths and placing them in the right jobs! First, refine job descriptions and job responsibilities. Second, develop the skills that impact the quality of the results: communication, critical thinking, and team management.

Top-Down Challenge. When results fail, many bosses and leaders focus on the bottom-up (employees v. management). Consider the issue may be you! While many bosses and leaders believe they are above reproach, their rigid perspectives and do-as-I-say mindset get in the way. Remember, it’s not business as usual anymore! Bring in an executive coach/consultant to improve the management team’s coachability and ability to coach others for results. Then, empower each boss and leader and provide the tools to make the necessary team changes.

©Jeannette Seibly 2023 All Rights Reserved

Jeannette Seibly is a champion for bosses and teams delivering intended results. Does your company or department have a persistent problem? Jeannette’s depth of experience and wisdom guides clients to achieve intended dynamic results consistently! Contact Jeannette for a confidential discussion.

A note from Jeannette about when your team hurts intended results: Set aside the normal finger-pointing! Now, create conversations and solutions to create win-win-win outcomes. Contact me for a confidential conversation about how to have conversations that produce intended results.

The coach is in! Are you ready to build your confidence and success as a boss? Great bosses work with an experienced executive coach as a sounding board. I have extensive experience and wisdom in guiding bosses and leaders to hire, coach, and manage their teams. Along the way, they achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching program. Remember, coaching speeds up your ability to achieve intended results for you and your teams!

Are You Sabotaging Your Employees?

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“Good decisions will not sabotage your employees.” Jeannette Seibly
  • Are you a leader that believes you make good decisions?
  • Are you aware of the times your decisions have sabotaged your employees and others?
  • Have your employees and customers had to clean up issues caused by your bad decisions?

As a boss and leader, you must make decisions in the best interest of the company, its customers, and employees. But, often, due to limited/mediocre/poor critical thinking, playing favorites, or not understanding the core issue, these decisions sabotage your employees and negatively impact others.

Good Decisions Need These Critical Factors

It Starts with Clarity. What is the core issue of the problem? Once it is identified, wait! Before you implement a solution, conduct your due diligence! While you may believe you’ve answered the pros and cons, there is a bigger, often overlooked question, “How does this decision impact my employees now and in the future?”

Ask for Input! While it may seem like an excellent decision, it does not mean others will agree. Talk with employees and customers to better understand the core issue from their perspectives instead of relying on rationalization or circular thinking! Brainstorm possible solutions.

A company needed a better technology application for its core program. The problem? Their solution did not include input from the salespeople that use it, sabotaging sales!

Listen! Instead of pushing your agenda, talking over employees’ objections, and ignoring customers’ and coworkers’ concerns, listen! Or, they will covertly (and overtly) sabotage you! Don’t overlook or ignore the hard questions. For example, “What is the #1 challenge for getting everyone onboard?”

Plan for Impacts. When designing the plan, consider the well-being of your employees. Stress and mental health challenges are at an all-time high. So, plan for the number of hours expected, changes in workflow, and new skills required.

Focus on Creating Win-Win-Win Outcomes. Focus on alignment for the solution, not consensus building. Consensus building often sabotages efforts due to the fear of change and office politics.

Keep Everyone Up to Date. Use all forms of communication (emails, internal newsletters, and chats) to keep everyone apprised of the process and results. Include the challenges and wins. Good communication minimizes sabotaging or unexpected changes.

Get Real and Don’t Insulate Employees. When there are tough (and unpopular) decisions to be made, talk straight. Address the alternatives considered. Share the upside and downside of your decision. The worse things you can do are: be silent, hide, or make assumptions (or all three).

Compassion and Sensitivity. This can go a long way towards having your decisions well received with minimal disruption and sabotaging of your employees.

Most Importantly! Don’t Blame Your Employees. Every decision-maker has made bad decisions. But great leaders and bosses understand they must take responsibility for them. What can you do to correct them? Start first by talking with your executive coach and an internal company mentor before doing anything. Otherwise, you can make the outcomes of a bad decision even worse!

(c)Jeannette Seibly 2023 All Right Reserved

If you’d like to help employees to be talent ready, explore using the PXT Select to ensure job fit now and for future opportunities.

Jeannette Seibly is a champion for bosses and teams delivering intended results. Does your company or department have a persistent problem? Her wisdom guides clients through sticky situations and challenging relationships for dynamic results! Contact Jeannette for a confidential discussion.

A note from Jeannette about sabotaging your employees: You and other bosses frequently make decisions believing they are in the company’s and customers’ best interest. But, at times, these decisions can and do sabotage or negatively impact your employees. Contact me for a confidential conversation about how to avoid sabotaging your employees!

Have you considered the benefits of strengthening your superpowers and becoming a great boss? It’s not complicated, but it does require an experienced sounding board. I have extensive experience guiding bosses and leaders to work with and through their teams to achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one, customized coaching program. Remember, coaching speeds up your ability to make better decisions and prevent sabotaging your employees.

Great Results Require Winning Attitudes!

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“A healthy relationship with ‘winning’ is required to blast through circumstances.” Jeannette Seibly

Winning isn’t everything, but developing a winning attitude is required to achieve amazing results, especially in the face of negativity, misperception, and other limiting circumstances. The bonus? It feels great!

However, many people today have conflicted feelings and attitudes about winning. They find it more comfortable to conform to peer pressure, not exceed others’ expectations, and not rock the boat. Unfortunately, this attitude gets in the way of winning for them and their teams. While it keeps them from overshadowing others, there is a huge personal and professional cost (e.g., being overlooked for promotions, not being selected for key opportunities, low self-esteem, confidence, etc.).

Why is having a winning attitude vital for you?

  • It creates healthy self-esteem while improving your results.
  • It builds your confidence and mindful awareness.
  • It provides you the courage to ask for help, hire a coach, and influence others.
  • It increases your ability to take the initiative, be coachable, and be resourceful.
  • It makes you promotable while having more fun and making more money.

Remember, especially when you want to throw in the towel and say, “I give up,” it’s not about whether you win or lose. It’s about your attitude toward winning. It’s about enjoying the process of gaining new knowledge, skills, and awareness that comes from a winning attitude. And these experiences are priceless.

How to Create a Healthy Winning Attitude

  1. Do the Work Instead of Creating Excuses. We all love our excuses. But they get in the way of winning! When the process isn’t working, don’t let it deter you from achieving the goal! Don’t change the goal; instead, change the process. Remember, the process rarely looks like you think it should! It requires stretching outside your comfort zone and developing a new one.
  2. Take Initiative. Too often, people dream the dream but fail to honor the commitments required. They blame other people and situations. Instead, make a good plan and follow it. To achieve any goal, focus on what’s important to you. Now, get in the game and go for it! That’s taking the initiative and getting into focused action.
  3. When Obstacles Occur, and They Will, Become Resourceful! Everyone hits a wall. Sometimes it’s a massive one. But giving up isn’t an option. Instead, be flexible, resourceful, and resilient. Adopt the winning mantra, “I can do this, and I do it.” Now, take it moment by moment, step by step, and day by day as you move forward. Yes, there will continue to be bumps in the road. But don’t let them stop you.
  4. Celebrate the Wins with Gratitude, not Ego. When you win, it’s important to celebrate and acknowledge your accomplishments! Add the achievements to your resume and bio. Bragging in a humble manner works! Don’t forget to say, “Thank you!” to those that helped you along the way! (You didn’t achieve it without them!)

©Jeannette Seibly 2021-2023 All Rights Reserved

Jeannette Seibly is The Leadership Results Coach. She has guided the creation of three millionaires and countless 6-figure income professionals. As an award-winning international executive and family business management consultant, keynote speaker, and author for over 30 years, she guides others to make a positive difference. Feel stuck in a political work situation? Want clear advice on how to get out of it? Contact Jeannette for a confidential conversation.

A Note from Jeannette about having a winning attitude and achieving amazing results: Too often, we rely on our excuses for not achieving intended results. The truth is that we need to stop accepting mediocrity and develop a winning attitude. It’s not hard, and there is work to be done. The rewards are: It feels great and can offer external rewards too (e.g., promotion, new home, etc.)! What do you want to accomplish? It’s not too late to get started! Let’s Chat!

Are you frustrated because you are a results producer and now not producing the intended results? It’s time to find out “why” and get back into the game. It requires seeing your blind spots and hiring a coach! I have extensive experience guiding bosses and leaders to work with and through their teams to achieve unprecedented results. Contact me to learn more about my in-depth, one-on-one coaching program over 13 weeks. Remember, coaching speeds up your ability to win.