“Do you want to expand your results? First, ensure win-win-win outcomes through good negotiation skills.” Jeannette Seibly
Being able to negotiate is not optional. It’s a required skill that most professionals never learn to use effectively.
Too often, people settle, assume, or avoid the conversation altogether, costing them opportunities, money, and relationships. True negotiation is not about winning at someone else’s expense. It’s about creating win-win-win outcomes where everyone benefits and the agreement builds trust, clarity, and long-term success. (Resource: Get Your Brag On!Chapter 14)
“If you want to win, you need to support them winning too.” Jeannette Seibly
Basic Preparation for Effective Negotiation
Rule #1 – Prep Work
Define clear goals and write them down.
Identify three “Must-Have” outcomes—rank, circle, and keep them visible.
Know your bottom line and ensure ROI beyond just money.
Avoid clouding your judgment with emotional attachment to what they are offering. (Hint: It may sound good or amazing, but is it what you really really really want?)
Now, You’re Ready!
The Meeting
Be present and mindful.
Use agendas, take notes, and write down agreements immediately.
Jeannette Seibly is a legacy-driven Talent Advisor, Leadership Results Coach, and Amazon Best-Selling Business Author. For over 33 years, she has empowered thousands of executives and business leaders to achieve sustainable success through strategic hiring, values-based coaching, and intentional leadership development. Her work blends clarity, accountability, and soulful impact—activating performance and purpose at every level.
“When you hire the wrong salespeople, your customers and top salespeople leave.” Jeannette Seibly
Note: Don’t have time to read the full article? SCROLL to SEE Executive Summary below.
Hiring salespeople is notoriously tricky. Many candidates look the part and talk the talk. But once hired, they fail to deliver needed and intended results. The cost of a bad hire isn’t just financial; it erodes customer trust, team morale, and your bottom line.
The key? Determine their ability to sell before you hire them. Sales managers don’t have magic wands, and “fixing” poor hires rarely works.
Questions that must be answered:
Are they:
Able to generate leads?
A self-starter or need prodding?
A team player?
Able to close an opportunity? (Many become hesitant and are afraid of the required “money” conversation.)
Fulfilling promises or making unrealistic ones (e.g., the price will never go up)?
Following-up and following-through? (Note: This is one of the biggest mistakes salespeople make.)
5 Smart Strategies to Improve Your Selection Process
Use Objective Data. Ditch intuitive Use the Selection Triad and validated job-fit assessments to evaluate prospecting, presenting, and closing skills. Job fit is the #1 predictor of sales success.
Assess Integrity. Use honesty/integrity assessments to uncover omissions and avoid candidates who stretch the truth. Always verify background, education, and accomplishments.
Test Listening Skills. Ask candidates to summarize parts of the interview: “Tell me what you heard.” Great salespeople listen before they sell. Also, check for openness to coaching, “Tell me about a recent mistake. What did you do? What did you do to correct it? Who did you need to talk with?” Beware of someone saying they never make a mistake. (In fact, move on to other candidates.)
Look for Curiosity. Candidates should ask thoughtful questions about your company, product, and culture. If they don’t, they likely lack the drive to uncover client needs.
Observe Presence and Patience. Watch body language. Do they squirm, interrupt, or rush? Sales requires calm confidence and the ability to make prospects feel heard and comfortable.
Top Attributes of Successful Salespeople
Coachability: You can’t coach someone into a job they’re not wired for. Remember, you’re hiring for job fit: thinking style, behaviors, and interests must align with the role.
Presence: Great salespeople are fully engaged in conversations. Multitasking is a myth and listening is their superpower.
Product Mastery: They know what they’re selling and how it works. They immersed themselves in the details; and, as a result, they build trust and prevent buyer’s remorse.
Persistence: They follow up consistently, stay visible, and don’t give up. They stay in contact through sharing articles, actively participate in networking (givers gain attitude), and social media.
Relationship Building: They treat every prospect and client like a VIP. They follow-through within 24–48 hours to build credibility and loyalty.
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, has guided thousands of executives and business leaders to achieve remarkable success over the past 33 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.
Jeannette Seibly, award-winning Talent Advisor, Leadership Results Coach, and Business Author, has guided thousands of executives and business leaders to success over the past 33 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.
“Spotting hidden talent can be easy and will increase employee, customer retention, and profitability.” Jeannette Seibly
Did you know hidden talent can be easily spotted using a well-designed job-fit selection system?
While many complain about the difficulty of finding “hidden talent,” the reality is that the right person may be sitting right in front of you. Unfortunately, biases often cloud our ability to see candidates as they truly are. Other barriers—such as lack of objective data, unrealistic expectations, and flawed assumptions—can further obscure their potential. The list goes on.
Bottom line: We miss spotting hidden talent due to a lack of good, reliable, and replicable objective data when making hiring, promotion, and job transfer decisions.
Ways to Avoid These Common Pitfalls
Prepare Job Applicants. Send them a helpful video about your interview process and what to expect. For many, this is their first time talking with your company. Provide several interview questions (and be sure to ask at least one or two of these) so they feel comfortable with your selection process. Also, send them a link to the brag book: “The Secret to Winning the Job: Start Bragging!” Many applicants have hidden talents that they need to learn how to share effectively.
Use a Valid Honesty/Integrity Assessment. Make sure it’s a direct admission tool and use only for pre-employment purposes (not current employees). This can help weed out candidates who are good at selling themselves but have things to hide. They also help create safer workplace environments. Be sure to check local and state statutes to avoid asking inappropriate questions (e.g., age, marital status, children, etc.). Contact me for a product brochure.
Conduct Phone Screen Interviews to Gather Objective Data. Ask questions designed to reveal facts about past employment and education. Verifying and documenting are essential. Too often, candidates aren’t honest about their past … they just want the job. (For help creating questions, READ Chapter 10, Hire Amazing Employees)
Too often, we rely on intuitive hiring rather than using a strategic job-fit system and obtaining objective data. Then, we are surprised 2 hours, 2 weeks, or 2 months later when we realize the person who showed up isn’t the one we interviewed. This is avoidable.
Use a Qualified Job-Fit Assessment. It’s crucial to see the “whole person” (e.g., thinking style, core behaviors, and occupational interests). Using the wrong assessment allows applicants to present themselves as they want to be seen—not as they truly are. With over 3,000 published assessments available, it’s easy to select ones not designed or compliant with Department of Labor standards for pre-employment use. How do you know the difference? Ask for a technical manual and check for distortion, predictive validity, reliability, and validity coefficients. (See Chapter 9, Use the Right Assessments and Skill Tests, Hire Amazing Employees) Using the correct assessment, the right way, makes all the difference in the selection process!
Using a qualified job fit assessment helps alleviate concerns about the legalities of who you are hiring.
Conduct Due Diligence. It’s not uncommon for applicants to list education, job titles, and companies that don’t exist! Conduct background, licensing, education, and other checks. Using a third-party provider often ensures a thorough and consistent process. (SEE Chapter 17, Types of Checks, Hire Amazing Employees)
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, has guided thousands of executives and business leaders to achieve remarkable success over the past 33 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.
“The hardest part of a project or venture is getting started. It starts with the first small step.” Jeannette Seibly
The hardest part of any new venture or project often comes after the initial excitement fades. You’re staring at the plan you created, and overwhelm begins to creep in.
You notice missing pieces.
Your inner psyche chirps, “You cannot do this.”
Your doubt screams, “What were you thinking?”
Or worse, “What will others say?”
Even if you’re not fully aware of your doubts and fears, they will sabotage your progress unless addressed in a positive, proactive way.
Here’s the truth: action creates motivation—not the other way around, despite what many of us were taught to believe. We often use a lack of motivation as an excuse to play small or avoid taking any action at all. But attempting big steps too soon will sabotage your efforts.
What’s the solution?
Take action by identifying the smallest possible step—then, do it.
Take One Small Step
Want to lose weight? Put on your walking shoes. Nothing else. Then, the next day, put them on again. Soon, you’ll be out walking! (Yes, this really works.)
Want to save money? Set aside 1% each time you receive any money. Before long, you’ll be amazed at how much you’ve accumulated.
Want that promotion? Take the smallest action possible—like buying your Get Your Brag On! book. This helps you avoid overwhelm and prevents you from missing critical details that could sabotage your efforts.
Make Sure Your Environment Is Supportive
This includes both physical and emotional spaces.
If your home office is in the basement and you dread going down there, move it somewhere you enjoy.
If your team members constantly naysay everything, it may be time for new ones. But beware: if they’re pushing back on your habit of constantly changing things, listen. That habit may be your saboteur—not them.
Celebrate Progress
Learn to complete and review daily, weekly, and monthly actions. This supports your growth.
Be real. Use your numbers. And don’t forget to update your brag statements!
Remember: Your new project or venture isn’t overwhelming. You simply need to take small actions, make thoughtful adjustments, and stop sabotaging yourself. Enjoy the process of creating results one step at a time. Your actions will feed your motivation to continue to move forward.
Jeannette Seibly is a legacy-driven Talent Advisor, Leadership Results Coach, and Amazon Best-Selling Business Author. For over 33 years, she has empowered thousands of executives and business leaders to achieve sustainable success through strategic hiring, values-based coaching, and intentional leadership development. Her work blends clarity, accountability, and soulful impact—activating performance and purpose at every level.
Ready to take action—but unclear about what you really, really, really want to achieve? Let’s talk.
“Want to make a positive difference in your working relationships? Do what you say you’ll do.” Jeannette Seibly
Many bosses and leaders don’t prioritize building proactive, healthy work relationships. They’re often in denial, fail to see the value, or unknowingly sabotage their ability to collaborate effectively.
As a result, when support is needed to resolve workplace issues or navigate complex customer challenges, they’re left disappointed, frustrated, or hurt. Why? Because the co-workers and bosses they ignored or dismissed are now unavailable—or worse, judgmental. These colleagues may respond with, “Here’s what I would’ve done,” or “You should’ve asked me sooner,” rather than offering real help.
Sabine, a mid-level boss constantly complained about her director. Her best friend finally urged her to hire an executive coach. Sabine didn’t believe a coach could fix the problem—especially not the slashed quarterly bonuses or lack of resources—but she reluctantly agreed.
Her coach offered a simple recommendation: “Go have a conversation with your director. Not just any conversation—one that makes a real, positive difference. Start building a better work relationship. You don’t have to like him, but you do need to respect that he’s your boss.”
Sabine snapped, “If I’d known you were going to tell me that, I never would’ve hired you.” The coach replied calmly, “But you did hire me. Now do it. You’ll be amazed at the difference.”
Sabine followed through—and the coach was right. The results were phenomenal. Sabine became one of the few people who could work well with that director.
The bonus? Six months later, the company president called Sabine: “I heard you’re doing great things. When you’re ready, I want you to run one of my new companies.”
Building strong work relationships—especially with difficult team members or bosses—directly impacts your promotability, results, and career opportunities.
How to Develop Better Relationships
Listen—Really Listen. Yes, I say that often. But unless you truly listen, the rest of these tips won’t matter.
Take Responsibility for Biases and Judgments. You may think no one notices how you really feel about someone—but it shows. In your choice of words, your gestures, your attitudes. In fact, over 80 percent of what you communicate is nonverbal. That’s why it’s essential to challenge your outdated beliefs and improve your communication style. Attend workshops or courses that help you do the work. And don’t just show up—participate. Sitting on the sidelines or pretending to listen won’t move the needle.
Respect Others. Stop making excuses for not supporting the team.
Example: If you struggle to hear during Zoom meetings, turn up the volume on your laptop—it might not be a Zoom issue. If you suspect hearing loss, get tested. Excuses erode trust and disrespect your team.
Another Example: Talking over others when they disagree with your comment or opinion.
Get Involved. As a leader, stay engaged—especially when your team asks for help or resources. That doesn’t mean micromanaging (unless necessary). Guide your team to take initiative, talk things out, and stay accountable. That’s how trust and results grow.
Ask for Help. Seeking input strengthens relationships—ignoring others when you need help will weaken the relationships. Many leaders avoid asking for help until they’re forced to. Then, their egos get in the way: “I already tried that,” or “That won’t work.” Asking for help doesn’t mean you’re not capable—it means you’re open to better ideas, new perspectives, and collaborative solutions.
Honor Your Word. Don’t just talk about what you’ll do—do it. Start small. Example: Concerned about 1:1s with employees? Solution: Schedule monthly 1:1s to start—then increase as needed. Many of you believe you have integrity and do what you say you’ll do. When you do what you say you’ll do, you build trust and credibility.
Make Win-Win-Win Decisions. Your decisions affect others—even in subtle ways. Poor decisions can quietly derail team progress. To make better choices, hire a coach, ask for input, and listen. Again, listen. That’s how you honor your word and strengthen relationships. Then follow up: Did it work? If not, conduct a “What Worked? / What Didn’t Work?” review to identify what was missing.
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, has guided thousands of executives and business leaders to achieve remarkable success over the past 33 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core. When was the last time you stopped long enough to really look at the strengths and weaknesses of your working relationships? If you have any concerns, let’s talk and put you on the path toward achieving unprecedented results.
“To grow, a company’s leadership must embrace change and hiring job loyalists can create positive legacies.” Jeannette Seibly
Many GenXers and Millennials who have been job hoppers are now looking for an employer for “life.” As an employer and as a ‘job loyalist,’ it’s important to become aware of the costs and benefits of job longevity.
Many GenX and Millennial leaders who have spent their careers job hopping every 3 to 5 years are now seeking to find a home or in other words become a ‘job loyalist.’ A job loyalist is intending to stay, contribute, and construct a legacy with a purposeful role. This shift resembles a trend of job hugging; however, job huggers typically plan to pursue new opportunities once economic or external conditions improve.
Job loyalists aim to find one final employer where they can stay and retire—ideally for 10 to 20 years – from job hopping to job holding. Often, this decision is influenced by family needs, health considerations, or personal life pursuits.
Yet both employers and job loyalists frequently overlook a critical reality: those who crave new and exciting work often possess traits such as independence, unconventional thinking, and a need for new challenges – otherwise they become bored. Also, these same traits can mask leadership blind spots that undermine long-term success and the ability to stay with one employer for a long period of time without developing deeper leadership skills.
In today’s fast-paced environment, companies and leaders must balance experience with fresh perspectives, strategic risk-taking, and cultural adaptability to remain competitive. While job loyalist with deep industry knowledge can provide these insights, companies must ask: Can this job loyalist continue to grow without compromising innovation, agility, or strategic clarity?
Costs of Job Loyalists
Being aware of the following pitfalls can help avoid hiring a job loyalist looking for an interim safe place to land.
Risk Aversion and Complacency. Long tenure can foster comfort over courage. Leaders who once embraced bold change may now avoid disruptive innovation to protect their position.
Stagnation in Decision-Making. Without fresh perspectives, strategic choices may default to legacy thinking rather than future readiness. Leaders may prioritize being liked over being effective.
Reduced Agility. Lifelong roles can slow organizational pivoting. Reassigning or reimagining roles becomes difficult when longevity is the job loyalist’s goal. Top talent, your future leaders, will exit if this occurs.
Saboteur of Evolution. Job loyalists may resist cultural evolution, especially in areas like DEI, tech adoption, or emerging leadership styles. “We’ve always done it this way” becomes a silent saboteur.
Complacency on the Job. Remaining in the same company and similar roles may feel comforting to the job loyalist, but it can quietly erode the agility, innovation, digital literacy, and growth every company needs to thrive.
Former job hoppers—now aspiring job loyalists—once thrived on frequent raises, new titles, and fresh challenges. When promises made by new employers are forgotten, ego and lack of trust may prompt them to start job hopping again.
The Benefits of Keeping Job Loyalists and Future Leaders Engaged
Create Career Pathways and Career Ladders. Talent bottlenecks can be caused by job loyalists. Provide new career pathways and ladders to prevent career blocks for emerging talent and keep current leaders agile. For example: Rather than relying solely on the traditional career ladder, transition executives into board roles or company-affiliated foundations. This opens up new responsibilities and creates opportunities for rising leaders.
Update Current Workplace Culture. Ensure your workforce prioritizes purpose, flexibility, resilience, idea generation, and growth over permanence. Without this shift, attracting top talent becomes increasingly difficult.
Keep Skills Current. Long-tenured employees may avoid reskilling or adapting to changes in technology, human development, finance, and operations. Job loyalists often prioritize personal comfort over company-wide changes, leading to mismatches between role demands and stakeholder expectations. Make skill adaptation and accountability non-negotiable across the company.
Keep Succession Planning Current. Sudden exits can create leadership vacuums and operational disruption. Never assume someone will always remain in a role—or that the #2 person is ready.
One individual served as the #2 for over a decade. When promoted to #1 after his boss retired, he lacked decision-making and critical thinking experience at the enterprise level. He was fired six months later by the board of directors. As an independent consultant, his lack of tech and leadership skills led to closing his consulting business within a year.
Reframe From Keeping a Lifelong Job to Being a Lifelong Contributor. Instead of anchoring leaders to longevity, companies can:
Promote lifelong learning and legacy-building by requiring ongoing management development through symposiums or conferences (e.g., encourage leaders to share ideas and facilitate breakout workshops that activate strategic thinking and peer engagement).
Encourage role evolution through horizontal or vertical job expansion to meet new business demands (e.g., lead AI initiatives, spearhead wellness programs, drive goal completion, and transform employee development).
Design contribution pathways that honor experience without stifling innovation (e.g., mentoring, college and trade school presentations, onboarding support). Ensure the job loyalists have developed engaging and talent-attracting presentations by requiring public speaking training (this applies to all presenters).
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, has guided thousands of executives and business leaders to achieve remarkable success over the past 33 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.
“When people see a future they believe in, they stay.” Jeannette Seibly
Turn “Job Hugging” into a Win-Win-Win for Employers, Employees, and Customers
The era of “job hopping” is giving way to a new trend: “job hugging.” In today’s uncertain job market, many employees are choosing stability over change—even if they’re unhappy in their current roles. This shift presents a unique opportunity for companies to boost performance and profitability by creating environments where employees want to stay for the right reasons. This will keep employees engaged, which leads to better service and customer retention.
Why Employees Are Job Hugging
Historically, job hopping was driven by promises of higher pay, better benefits, or more fulfilling roles with their new employers. But now, economic uncertainty, shrinking hybrid options, and shifting workplace norms (e.g., AI-driven changes) have made job hopping feel risky. So many employees are staying and job hugging — even though they are remaining in roles they dislike, feeling stuck, disengaged, or unsupported (CNBC).
How do employees and employers take advantage of the job hugging trend?
By embracing the “job hugging” trend with intention and strategy, companies can transform retention into a competitive advantage.
Build a Win-Win-Win Culture
✅ Job Fit
Getting the right person in the right role is non-negotiable. A mismatch—whether it’s the wrong person in the right job or vice versa—leads to miscommunication, poor performance, and organizational silos. Use objective data from validated job fit assessments that meet Department of Labor guidelines to ensure alignment between role requirements and employee strengths.
Sarah, a customer service rep, once dreamed of climbing the corporate ladder but found herself trapped in the same role for years. When layoffs rattled the company, Sarah stayed—not because she loved her job, but because the uncertainty outside was scarier. Feeling invisible and undervalued, her engagement plummeted. Then, her manager introduced a tailored career path and a clear roadmap for growth aligned with Sarah’s strengths and passions. Within months, Sarah rekindled her enthusiasm, took on new challenges confidently, and became a mentor for others. This can be everyone’s story when job hugging is used to establish meaningful connections and growth in job skills.
✅ Career Ladders
Build structured career ladders that offer recognition, growth, and readiness. Avoid “quiet promotions” where responsibilities increase without title or pay. This usually leads to burnout and legal risk. Make promotions official, transparent, and well-documented.
Review your internal promotion practices today. Are you recognizing readiness and documenting growth clearly, or are silent shifts in job performance increasing burnout risk?
✅ Compensation
Job hoppers often see wage bumps of 10–20%, while internal promotions average just 3–4%. To retain top talent, rethink compensation strategies for loyal employees. Offer meaningful incentives that balance financial reward with long-term security—without compromising profitability and customer retention.
✅ Job Descriptions
Words matter—to employees and to regulatory agencies. Ensure job descriptions are inclusive, accurate, and aligned with current standards (EEO, ADA, DOL, etc.). Avoid vague or diminishing titles like “Junior Accountant” or gimmicky ones like “Dream Catcher.” Titles should reflect responsibility and respect.
✅ Training & Development
Investing in employee growth isn’t a luxury—it’s a necessity. (Repeat – it’s a necessity.) When employees feel valued and challenged, they develop new skills, stay longer, and perform better. Prioritize training in interpersonal communication, decision-making, and critical thinking—areas often overlooked but vital to long-term success.
✅ Leadership Development
It’s easy to blame bosses and leaders—and often, it’s justified. However, bosses and leaders must be held accountable (not blamed) for their emotional intelligence, decisions, and ability to develop others. A great boss won’t make an unhappy employee happy, but a poor boss can ruin a good employee. Equip managers with the tools to lead with clarity, empathy, and accountability.
Take the first step toward a win-win-win culture by scheduling a leadership development session focused on emotional intelligence and accountability within the next 60 days. Contact Jeannette @ https://SeibCo.com/contact/
By embracing the “job hugging” trend with intention and strategy, companies can transform retention into a competitive advantage. When employees feel aligned, supported, and valued, everyone wins—including the customer and your bottom line.
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, boasts over 33 years of hands-on experience. Her expertise helps leaders and bosses refine their hiring, coaching, and management practices to achieve their intended results. Along the journey, she has guided the creation of three millionaires and numerous six-figure earners, all while guiding those ready to elevate their game to new heights.
“Aligning employees with today’s business needs is an ongoing effort for every leader.” Jeannette Seibly
A long-time employee asked his boss, “Do you even know what we’re doing anymore?”
This question revealed more than frustration—it exposed a leadership gap. When change happens but communication stays static, people lose their sense of purpose. External demands, shifting priorities, and unclear messaging breed confusion, erode engagement, and drain morale—even your best employees feel it.
What’s missing? Clarity. Connection. Strategic alignment. Being on the same page.
Why is alignment missing in business today?
Unclear priorities – too many external challenges
Siloed and factional communication – we impact others when making ad hoc changes
Change fatigue and disengagement – leads to mediocre quality of products and service
What You Can Do—Starting Now
Clarify Purpose and Performance. When teams are aligned, there are measurable improvements in productivity, retention, and customer satisfaction scores. These aren’t just numbers—they’re proof that clarity and consistency matter.
Remind people why their work matters and the difference the company makes for its customers.
Hold people accountable for following policies and procedures – this creates a foundation that employees can trust.
Communicate stats about the number of customers, increase in sales, safety, and other metrics that are meaningful to employees and the well-being of the company.
Communicate with Impact. Lead with empathy by acknowledging that change is hard.
Ask employees how they’re doing—not just what they’re doing. This builds trust and keeps morale strong.
Talk straight by sharing goals, changes, and expectations clearly. Keep your comments short and on point!
Don’t make promises that you cannot keep.
Acknowledge team members individually and as a group. Do this frequently.
Delegate Work and Train Appropriately. This allows you to concentrate on resolving challenges and pursuing possibilities.
Encourage cross-team collaboration and don’t allow silos or factions to consume everyone’s time and energy.
Invite employees to lead mini-projects or suggest improvements – that way, alignment becomes a shared responsibility.
Offer training that aligns with new business needs. Make these online and onsite workshops available to anyone wishing to improve their job skills: communication, decision-making, AI experience, personal financial goals, etc.
Strategic Selection Based on Job Fit. Make hiring, promotions, and job transitions based on objective data, and stop relying on subjective rational. Too many times, employees say “yes” not fully comprehending the changes required (e.g., relocation, longer hours, or full-time in the office).
For example, if someone has a high interest and skill in working with financials, train them to take over budgeting or cost analysis duties.
How to Keep Moving Forward Together
As a leader:
Conduct regular check-ins with each and every employee
Provide feedback – 1:1 and in groups
Listen and get the facts — don’t make decisions based on assumptions or emotional reactions
Ask open-ended questions, and look for patterns in feedback that reveal deeper concerns or missed opportunities.
Remember, silence does not mean alignment!
***
Final Thought
Aligning employees with today’s business needs is an ongoing effort. The question to ask is, “What am I doing today to make sure my team is truly aligned?”
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, has guided thousands of executives and business leaders to achieve remarkable success over the past 32 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.
Empower with Confidence: Host the workshop: “Get Your Brag On!” to help your team articulate their value, align personal strengths with business goals, and boost morale. Several of my clients have hosted these brag sessions quarterly — these offered clarity, acknowledged contribution, and built confidence in times of change. When employees know how to articulate their value, they’re more likely to stay engaged during the process of change. Contact Jeannette for further information.
“Identifying your blind spots and overcoming these hurdles is critical to developing your savvy leadership.” —Jeannette Seibly
Leadership isn’t static—it’s a continuous upgrade. And the most powerful upgrades begin when you’re willing to confront what you haven’t yet seen.
🌟 Emerging Blind Spots in Today’s Leadership Landscape
As leaders, we’re navigating more than just team dynamics—we’re steering through shifting expectations, hybrid work environments, and the pressure to “always be on.” These changes have introduced new blind spots that weren’t on our radar five years ago. And if we’re not paying attention, they’ll quietly erode trust, impact, and results.
Here are a few blind spots noted by research that I’ve seen surface in recent coaching conversations:
Favoritism. With hybrid working options, are you unintentionally favoring the team members you see more often than others? Many publications have talked about the assumption that visibility equals productivity – but that’s a blind spot. (Harvard Business Review and Inc.com)
Leadership Upgrade: Build scheduled check-ins and recognition systems that include everyone, regardless of location.
Fixed Leadership Style. Studies show that 54% of managers default to a single leadership style (e.g., collaborative, directive, or hands-off) (Blanchard LeaderChat). This often leads to micromanaging or a lack of employee and team engagement.
Leadership Upgrade: Flex your style. Ask yourself: “What does this situation need from me right now?” Not “What do I usually do?”
Digital Perfectionism. In a world of polished Zoom calls and social media posts, attempting to hide behind a perfect image will often backfire when they meet you!
Leadership Upgrade: Leadership isn’t about being flawless—it’s about being real. (OurMental.Health and Arxiv Research) Sharing your process is just as important as sharing the results you’ve achieved. Let them see the truth of your leadership journey — it builds trust.
“Blind spots aren’t flaws—they’re invitations. When you’re willing to see what you’ve been missing, you unlock a deeper level of leadership.” —Jeannette Seibly
🔄 How to Flip Blind Spots into Savvy Leadership
Here’s how to turn blind spots into strengths that elevate your leadership:
Use Assessments and 360-Degree Feedback. Leverage tools that reveal how you want to be seen, how you actually show up, and how others perceive you. These insights offer a powerful trifecta of clarity. But the real transformation begins when you partner with an executive coach to interpret the results, create a focused action plan, and engage in hands-on conversations over a period of time.
Hire the Right Executive Coach—and Listen. Being coachable is key. A skilled and experienced coach helps you bypass trial-and-error and zero in on what truly needs attention. Avoid overanalyzing your blind spots—just listen, adjust, and implement. Your coach isn’t there to fix you—they’re there to help you see what’s been hiding in plain sight.
Engage with an Industry Mentor. Mentors offer insider knowledge about your company, team dynamics, and industry politics. Together with your coach, they help you navigate complex situations and accelerate your growth. The key to effective mentorship is to show up, listen up, and do the work!
Welcome Feedback from Your Team. Your team wants you to succeed—but you must create a safe space for honest feedback. Use structured 360 assessments to gather insights, then act on them with intention.
Dial Up Your Humility. Participate in emotional intelligence workshops and leave your ego at the door. Mastery requires authentic practice, effective coaching when using the
skills, and a willingness to grow.
Sharpen Your Communication Skills. Strong communication is non-negotiable. Take workshops to uncover biases and build confidence in how you write, speak, and connect with others.
Identify Triggers and Biases. We all have them. Work with your coach—and if needed, a licensed therapist—to uncover subconscious patterns and develop healthier responses.
🚀 Ready to Lead Today with Impact?
Leadership upgrades don’t happen by accident. They happen when you choose to see, listen, and act with intention. What blind spot are you ready to transform today?
With over 32 years of experience, I’ve helped leaders get out of their own way and into focused action—transforming blind spots into stepping stones for savvy, results-driven leadership.
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, has guided thousands of executives and business leaders to achieve remarkable success over the past 32 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.
“Goals aren’t just tasks; they’re trust-building exercises with yourself.” — Jeannette Seibly
The end of July has come and gone. Less than five months remain in 2025. While many of us have written down goals, just as many are contemplating ways to ignore them—if we even remember that we had any.
Too often, goals are drafted, printed, and filed—never to be seen again until shredding day.
On a network call last week, I heard something familiar—yet still striking: the quiet detour people take from their goals. Several spoke of changing or setting them aside. While this isn’t new, it prompted deeper questions: Do we abandon the effort too quickly, missing what the process of working toward a goal could unlock? Or is it simply unfeasible this year due to shifts in life or business, like caregiving responsibilities, job changes, new company mandates, or health setbacks?
A goal isn’t just an endpoint. It’s a stretch. It asks us to reach beyond habit and into growth—where inner strength, clarity, and confidence can be revealed.
No doctrine says you can’t change a goal. No rulebook says you should. The difference? It’s personal. It depends on what your commitment to shift, create, or move forward—and how urgent it feels. (Example: If a boss asks you to join a team, you comply asap; if a doctor advises weight loss and exercise, you act with urgency—or face the consequences.)
Throughout the remainder of the year, opportunities will arise to abandon, postpone, or fully commit to your goals. The question that must be answered is: Are these goals designed to satisfy my boss, client, or family? Or, are they serving my deepest intentions: financial freedom, improved health, and stronger relationships? Then, what is the cost of waiting?
Every goal requires an evolving process to be fulfilled—you won’t be able to predict every twist, relationship shift, or unexpected circumstance. Yet the goal itself often remains the gateway to growth, and the confidence that emerges along the way is invaluable.
The key? It’s up to you.
🧭 Definitions to Anchor Your Focus
Review your goals and ensure these three keys are included. If not, consider rewriting and pursuing.
Goal: A desired result requiring purpose and action. Keep it under 10 words and assign a timeframe. → Achieve $10,000 pay increase by 12/31/2025 → Lose 10 pounds walking 3x daily by 9/30/2025
Intention: A clear commitment fueled by personal meaning and direction. It’s the “why” behind your goal—the energy that drives it. Again, 10 words or less.
Milestones: Measurable checkpoints that track progress (10 words or less). These build your confidence and remind you that success is unfolding, even when it’s not immediately visible.
My advice? Keep going. Only change your goal if it no longer aligns with your life’s direction. For example, if a job offer falls through, staying in your current role might be the best choice for now—but that doesn’t mean you stop exploring new opportunities. Choosing to stay isn’t a failure; it’s a moment of clarity and focus. It may also be the perfect time to set a new goal—one that genuinely excites and inspires you.
What will you proudly say you achieved in 2025? The next five months will fly by—and before you know it, it’ll be 2026. Make sure you can look back and say, “I did that.” The most meaningful wins often come from the goals that required you to stretch. (Congrats—early!) And remember, you don’t have to do it alone. Lean on your coach, your team, and your circle of support. Trust yourself—and trust others to help you stretch.
Jeannette Seibly, an award-winning Talent Advisor, Leadership Results Coach, and Business Author, has guided thousands of executives and business leaders to achieve remarkable success over the past 32 years. Her specialty is delivering innovative solutions for hiring, coaching, and leadership challenges—with excellence and accountability at the core.
For those navigating the 55+ transition, goals aren’t just about productivity—they’re about rediscovery. This stage invites a deeper alignment between values, lifestyle, and legacy. Whether you’re refining your career path, relocating, or reimagining what fulfillment looks like, the right goal can act as a compass—guiding you toward clarity, confidence, and meaningful impact. Contact Jeannette now.
Jeannette Seibly is a legacy-driven Talent Advisor, Leadership Results Coach, and Amazon Best-Selling Business Author. For over 33 years, she has empowered thousands of executives and business leaders to achieve sustainable success through strategic hiring, values-based coaching, and intentional leadership development. Her work blends clarity, accountability, and soulful impact—activating performance and purpose at every level.
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