Transform the Organization

Are You Doing Complete Work?

September 16, 2024 by Jeannette Seibly

“What we say we will do and actually do matters!” Jeannette Seibly

One of the most difficult challenges for bosses/leaders today is ensuring they’re doing what they say and doing “complete” work.

What does “doing complete work” mean?

Taking action to research and present all data needed to approve new ideas or solutions.
Providing all necessary information for bosses, employees, and customers to make good, well-informed decisions.
Completing duties to the highest standards.

Due to busyness, fear, lack of motivation, or poor communication skills, many bosses/leaders today fail to ensure they and their teams are doing complete work. When shortcuts are taken, quality and customer and job satisfaction are negatively impacted, and challenge the bottom line.

Do you …

Ignore resolving team conflicts by agreeing there is an issue/conflict but fail to resolve it?
Have great policies but fail to enforce them?
Have well-designed systems but fail to coach, train, and manage others to use them effectively?
Complete part of the job and hope others will “clean up” after you?
Wait to feel motivated to do the complete work – and then, just keep on waiting?
Fail to focus (e.g., mind wandering) or allow yourself to multi-task?

It’s essential to be the type of boss/leader who gets the job done by doing complete work.

How to Do Complete Work

Hire for Job Fit. Use objective job fit data to select, coach, and manage team members for better results. Many surveys show that outcomes can be spectacular when people fit their job responsibilities and are given opportunities to learn and grow. The outcome … retention, revenues, and results increase!

Communicate Clearly. It starts with you providing transparent and effective communication. Be clear about expectations and goals, and provide the training required to achieve them. Remember, word choice matters. Be open to hearing honest communication from your employees.

Delegate and Empower. Believing in yourself and your team members is critical. Giving them opportunities to excel and expand their skills makes for a positive work experience. It shows up in the quality of the work completed and their willingness to admit mistakes, be coachable, and enjoy learning.

Provide Resources. Ensure you’re providing appropriate tools and training — it makes a visible difference.

Share Feedback in Real Time. Don’t wait until performance appraisal time since waiting allows minor incidents to expand into upsets and conflicts. Use the direct or sandwich approach to share feedback, which must occur now to make a positive difference.

Monitor Results. Without micromanaging, use digital tracking to ensure tasks are on track. Make the scoreboard available for all to see. Check for progress daily or weekly so there are no surprises or issues occurring that can sabotage results. Remind teams frequently about the purpose of the project or job and the value they provide.

Be Accountable. Accountability starts with you! It means taking responsibility for showing up, asking for help, and accomplishing the results you said you’d produce. Hire an executive coach to discover your blind spots that get in the way. For example, overcoming the fear of talking to team members about mistakes without being heard as critical. Don’t forget to face head-on the obstacles that get in the way (e.g., factions, silos, difficult team members, etc.).

Encourage a Culture of Excellence. This isn’t about perfectionism. It’s about doing quality work that elicits favorable responses from others. Don’t forget to reward and acknowledge each and every person for their efforts – it encourages more of the same complete work.

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: What does doing complete work mean? Many bosses/leaders today are incredibly busy. They do just enough to get by and hope someone else will take care of the rest. The problem? Failure to do complete work impacts everyone! Want to better understand this required work practice? 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.

Want to improve your hiring, coaching, and managing results? We’ve got you covered. Click Here … it will take you to https://SeibCo.com Home page. Once there, click on the 59-second video to learn more.

Are You Experiencing a Crisis in Confidence? Want to Come Back Stronger?

September 9, 2024 by Jeannette Seibly

“Losing confidence in yourself means it’s time to review, re-engage, and come back stronger than before.” Jeannette Seibly

All bosses/leaders have experienced or will experience a crisis in confidence, self-doubt, or fear when working towards achieving a goal – the more significant and innovative the intended result – the more likely this will occur.

How can you tell if you’re experiencing a crisis in confidence?

You are:

Unable to make decisions
Making poor decisions by ignoring the facts
Concerned or fearful of what others will think, say, or do
Unable to sleep or fail to take good care of yourself
Not feeling comfortable with the changes being made
Unwilling to admit a mistake and take responsibility
Changing the goal (or intended result) to reflect current progress

When you face a challenging moment or experience doubt or uncertainty, it’s time to regain and revitalize your confidence. Remember, every boss/leader experiences these moments; it does not define your abilities or worth.

How to Regain Your Confidence

Acknowledge Your Feelings: Feeling uncertain or questioning yourself is okay. Recognize and accept these feelings instead of ignoring them. Contact your executive coach, industry mentor, or confidantes if it persists.

Reflect on Your Achievements: Take some time to review what you’ve accomplished in the past by completing the five easy exercises in “It’s Time to Brag!” A positive reflection on past successes reminds you of your capabilities.

Learn and Adapt: Learning from mistakes or setbacks is crucial. Complete “What Worked? / What Didn’t Work?” Then, with insight and renewed confidence, acknowledge the overlooked tasks and milestones or errors made when completing them.

Seek Advice and Support: Asking for help and talking with your executive coach, mentor, or one or two business professionals is wise. An outside perspective is often constructive and offers encouragement when you listen with an open mind and positive expectations and ask open-ended questions. Remember, the conversation will go faster, and your confidence will return quicker if you remain emotionally unattached to your point of view on how it “should” work.

Set Small, Achievable Tasks to Regain Momentum:

Adapt your strategies and approach based on what you’ve learned from the exercises and conversations listed above.
Create a “It’s Done List” (aka To-Do list).
Break the tasks into smaller, quickly accomplishable steps (e.g., getting a bank loan requires a P&L that is clean and up-to-date).
Schedule the completion of all of these items and take at least one focused action step now.

The natural confidence this process creates is priceless. But stay and keep in action – you’re not done until the intended result is accomplished.

Practice Self-Care: Ensure you care for your physical and mental health. Exercise, proper nutrition, and relaxation can all contribute to a more positive mindset while rebuilding confidence. Include journaling your brags and what you’re grateful for as part of a healthful ritual.

Stay Persistent: Confidence grows by experiencing and overcoming setbacks, frustrations, and failures. Keep moving forward, even if progress feels slow. Remember, the tortoise, not the racing rabbit, won the race!

When you embrace these steps and take the actions to overcome a crisis in confidence, you will return stronger than before. Don’t forget to acknowledge yourself for this achievement — and update your brags.

A note from Jeannette: Are you experiencing a crisis in confidence? Do you want to come back stronger? This week’s article is a must-read for bosses and leaders wishing to work through these inevitable crises and come out stronger than ever before. Need an objective perspective? Contact me.

Want to improve your hiring, coaching, and managing results? We’ve got you covered. Click Here … it will take you to SeibCo.com Home page. Once there, click on the 59 second video to learn more.

Transform Stress into Resilience

September 2, 2024 by Jeannette Seibly

“Embrace stress as an opportunity for your resilience to shine through.” Jeannette Seibly

While many believe summer is a time to slow down and relax, the truth is, it’s been a hectic time … political rhetoric, economic uncertainty, workplace changes, and confusion about AI. Family and friend time can create additional frustrations. Your business projects, profitability (or lack thereof), clients, and teams have caused stress. Transforming your stress into resilience is required more than ever.

7 Ways to Transform Stress into Resilience

Yes, it’s a #1 stress reducer. Breathe in for a count of 10, pause, then exhale for a count of 10. Do this at least three times. You’ll be amazed at how fast this works while creating resilience and improving results.
Honor your inner leader. Too often, we attempt to ignore our inner wisdom to slow down. It’s time to listen, learn, and discuss it with your executive coach, mentor, and/or therapist. (Yes, mental health concerns are at an all-time high – there is no shame in reaching out for help – especially when doing so reduces stress, creates resilience, and produces better results.)
Know thyself. Many times, especially today, people are in jobs where they do not fit their work responsibilities. In addition, the challenges of working with factions, sticky workplace issues, and complicated working relationships can make achieving the required results highly stressful. Take an objective qualified job fit assessment and work with your executive coach to determine your natural leadership skills and blind spots. The objective awareness of strengths and intrinsic weaknesses will develop resilience to issues you cannot control.
Get the facts. Clarify the actual issue. Too often, we latch on to the smallest bits of information and run with it. This almost always creates a more significant problem (s). Talk out the facts with one or two trusted advisors and your executive coach. With a clearer perspective, get into action and resolve the issue now.
Have the tough conversations you’ve been avoiding. Stress occurs when someone’s choice of words, discussion points, tone of voice, hand gestures, or facial expressions offend you. BREATHE. Remember, when stressed, you will overreact and misinterpret. Instead, have a conversation to learn the truth. If you don’t resolve it now, an irrevocable point will occur, preventing you from resolving the situation and saving the relationship.
Keep a private journal. Use journaling as a way to create a positive future. Write down “brags” about what has been working. Include “I am grateful for …” Write about your future and goals. Take action on one of your goals – remember the smallest steps can create resilience, and the momentum will keep you moving forward.
Be present with people. People know when you’re not listening. That creates stress for everyone. Then, to make it worse, you lie about it. It becomes a stress-filled interaction when others must repeat themselves. They become resentful. Instead, learn mindful resilience. I promise, listening will reduce stress and increase resilience, and your results will improve, too!

©Jeannette Seibly, 2019-2024

A note from Jeannette: It’s the end of summer, and you’re surprised by the amount of stress you’re feeling. You’re not alone. Here are some tips to alleviate it and develop resilience to move forward. Contact me for help with addressing that nagging issue that won’t disappear.

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!

Want to Accelerate Career Options? Make a Lateral Move

August 19, 2024 by Jeannette Seibly

“Want to accelerate your career options? Prepare for and make a lateral move within your company.” Jeannette Seibly

I remember talking with a woman who had been unemployed for a while. When I suggested she ‘stretch’ from finance into operations by making a lateral move, she looked at me like I’d grown another head.

“Oh no! I’m very committed to staying in my profession.” She exclaimed.

I replied, “It doesn’t mean you will not return to finance. However, gaining operational experience in running a department or team can greatly boost your business acumen. Lateral moves can provide you a diverse skill set, increased visibility, and credibility as a future leader.”

What are lateral career moves? (Indeed)

Switching to a job at the same level and similar pay within the same company or between different employers.
Typically involves different duties or responsibilities.
May not result in a significant increase in salary or title.
Can be beneficial for learning new skills or securing your future.
Not recommended if you make too many of them or face a career setback.

Making a lateral move doesn’t mean you were not qualified in your current profession or previous position. A “stretch position” can accelerate your career growth and options because it provides broader exposure to business challenges, making you a better boss/leader, decision-making, and business professional.

How to Prepare for a Lateral Move

Job Fit Assessment. Be clear about your strengths and weaknesses before making a job transition. Use an objective job fit assessment that provides a “job fit pattern” for the lateral position. This helps you (and your new boss) understand where to focus when coaching and managing you for success.

Get Your Brag On! Complete the five easy steps outlined in the book for the results you’ve already achieved. Sharing these during networking meetings and interviews for the lateral position will make a difference. Remember, there will be “cross-over” skills, and you must emphasize them (e.g., communication, finance, technology) since you will not have the job titles, professional experiences, and job responsibilities they normally seek.

Networking Works. Do your homework — go out for coffee or lunch, or Zoom with several people already working in the profession. What do they enjoy about it? What are the challenges? How can you, with your current experiences, make a difference? Use open-ended questions to learn more.

Prepare for the Interview. You will be ready for the interview after following the first three recommendations above. Be sure to conduct your due diligence during all interviews for the lateral position about expectations, goals, and any challenges in the position. It is important to address any reluctance of the company, team, or hiring boss upfront without being defensive.

Key for Success: Learn the basics, listen more than talk, and have a positive can-do attitude. Hire an executive coach to discuss the inevitable sticky situations and political work relationships. Also, take the time now to develop essential leadership skills in emotional intelligence, communication, critical thinking, and project management. These are valued “cross-over skills” in any position.

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

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

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

August 12, 2024 by Jeannette Seibly

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

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

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

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

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

What Can You Do to Prepare?

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

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

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

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

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

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

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

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

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

What Are You Investing In? Probably Not Your Talent

July 22, 2024 by Jeannette Seibly

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

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

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

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

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

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

Develop the Team Members and Achieve Amazing Results

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

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

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

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

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

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

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

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

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

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

Leaders! Do Not Ignore Bad Behavior!

July 15, 2024 by Jeannette Seibly

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

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

Why the urgency?

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

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

6 Tips to Resolve Bad Behavior

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

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

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

How to Choose Expectations that Produce Positive Results

July 8, 2024 by Jeannette Seibly

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

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

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

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

Take Responsibility for Your Expectations

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

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

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

How to Win Back an Alienated Team

July 1, 2024 by Jeannette Seibly

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

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

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

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

Signs a team member or team has been alienated:

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

Now address “why” you alienated them:

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

8 Ways to Get Your Alienated Team Back on Track

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

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

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

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

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Transform Your Blind Spots into Savvy Leadership

June 24, 2024 by Jeannette Seibly

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

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

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

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

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

How Do You Define Blind Spots?

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

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

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

What Are the Top 10 Leadership Blind Spots?

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

Which ones do you recognize for yourself?

The top 10 blind spots are:

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

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

How to Flip Blind Spots into Savvy Leadership

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

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

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