Transform the Organization

What if your boss is wrong …

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What do you do when someone says something untrue? What if that someone is your boss?

Pick your time and place. Many professionals have inadvertently sabotaged their own careers by telling a boss s/he is wrong — in front of others. It is better to wait until you can have a one-on-one meeting. Be sure to prepare the facts in a manner that your boss will appreciate (e.g., written, numeric, graph, articles, etc.).

Be willing to step in professionally. If you see someone is about to sign a contract or make an agreement, and you know the facts are incorrect or have changed, take action. Be willing to stop the meeting and ask for a confidential conversation with your boss and/or management team.

Let it go. Understand that no matter what the facts are, some bosses make their decisions based upon their gut feelings. It won’t matter what you say. They are going to do what they want to do — without regard to your input or feelings. Handle the fall-out graciously when that happens. It only takes a couple of negative outcomes for an astute boss to start listening to your recommendations. 

©Jeannette Seibly, 2010

Are you a Pouncer?

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Many bosses love to just saunter up and start talking about job performance. Unsuspecting employees experience this as being pounced upon.  You’ll know you are a pouncer if your employees seem to run for cover every time they see you coming their way!

You may believe this type of management style can be good for morale, but in truth it only alleviates your own boredom and maybe lessens your frustrations with the ongoing challenges of working with people and/or systems.

Employees will make mistakes.  This is a truism. If they are not periodically making mistakes, they are not growing with the business. But if employees are making the same mistakes over and over, it’s time to review their performance and put them on a plan for improvement. Usually training is missing, or they are in the wrong job. No amount of finger-pointing or complaining will fix these problems without tactical and/or strategic intervention.

Don’t expect your employees to take the blame when you make an error. It’s up to you to apologize and work with your employee(s) to clean up issues.  Learn to laugh at yourself. Have compassion for others. Take responsibility and be accountable to get a problem handled quickly.  How you handle setbacks is an example that your employees will mimic.

Walk it out. Write it out. Talk it out.  It can be lonely at the top. If you are someone who lets your frustration get the best of you, regardless of the reason, take time for yourself. Get enough exercise. Keep a very private journal (not at work). Hire a coach for confidential conversations that will reduce your stress level and stir up solutions.  Simply talking out issues can help you resolve them quicker and improve your management style.

(c)Jeannette Seibly, 2010

Do your clients think you are inaccessible?

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Ridiculous you say?  Hhhmmm…

  • Does it take several phone calls to get in touch with you? 
  • Does it take longer than 24 to 48 hours to respond to your voice mail messages or emails?
  • Do you normally use the excuses “I’m too busy.” OR “I don’t have the time?”
  • If so, you probably do not know this Law of poor customer service:
    The longer it takes for you to return a call or respond to an email, the more the issue will grow exponentially larger.

 Try this instead:

Treat your phone and email with reverence. Phone messages and email messages from clients and prospective clients are the life blood of your business. Prompt responses are a good opportunity to enhance the value you provide to your clients. It’s also a great way to up-sell and cross-sell any additional products and services that they may need, but do not realize you offer.

All clients are important. Rank ordering clients as to whom you will contact based upon revenues will work only until you lose the BIG client. Then, you’ll need to re-group and try to re-capture smaller clients who found excellent customer service with your competition while you focused on the BIG client.

Keep meetings. Continually canceling, not being prepared, and not taking responsibility for ensuring the client feels valued are good excuses for your clients to seek out other vendors. It’s easier and less expensive to keep good clients, then to go and find new ones.

Blitz them with customer service. We falsely assume, with devastating results, that everyone knows how to be a good representative of the company. Train all employees to be on the same page, and work together for the benefit of the client. Contact me for details … it will save you many clients! JLSeibly@gmail.com

©Jeannette Seibly, 2010

Bosses! Come down to reality!

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Are you a business owner, executive or the boss?  We all need a reality check from time-to-time. Do you believe projects could be completed quicker if only they would do it your way? Do you expect more from others than you do from yourself?  Are you intolerant of others’ mistakes? Yet, harder on yourself?

Here are three easy ways to get real and get results:

Come into alignment.  Get on the same page with your employees regarding the expected results. This is critical for ensuring agreement. Then, have them put together an action plan and review it with you before they start!

Be the coach.  Don’t micro-manage the process. If the process is not moving forward as discussed, or it has hit more than one bump, you may need to step in. Review the thought and action processes. Correct inaccurate assumptions and negative attitudes. Be aware that many people have a hard time addressing the details of a project, particularly if the process is not working the way they envisioned it would.

Manage results.  Have short weekly reviews. What worked? What didn’t?  Be specific and stay away from the why’s. Create a plan to address issues and acknowledge successes. The key is to fine-tune and move forward. Above all, do not let set-backs stop you.

As the boss, your job is two-fold:

  • To manage major blunders and the hiccups that occur along the way.
  • To recognize and reward great progress.

(c)Jeannette Seibly, 2010

Confidence vs. Bravado

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Strong leaders recognize that their self-belief starts from within. They are responsible for their actions and words.  They develop a natural and positive self expression, a genuine confidence that is not false bravado.  They meet challenges by sharing their ideas and solutions without blame, judgment or criticism.  Others are comfortable following their lead, and wish to follow the leader’s example of developing a clear compass for achieving great results.

1)Leaders make mistakes. When they do, they quickly apologize and don’t nitpick the facts. Then, they simply follow through and deliver the newly negotiated agreement on time.

2)Experience is the key to understanding. Everyone has thoughts, opinions and feelings about a situation or person — normally a reflection of their unconscious biases. Conscious recognition and experience require taking responsibility of one’s own perception, and developing compassion for others. Compassion does not imply agreement, but it does develop the depth of soul needed in a true leader.

3)Leaders are able to work with a wide variety of people and situations by relying upon their strengths, and managing their own weaknesses. Leaders who stay focused on the human and material sides of a project are able to elicit the best in others.  They are developing breadth in their own skills and the skills of others at the same time. Their success is repeatable.  They enjoy celebrating their successes, and the outstanding results of others.

©Jeannette Seibly, 2010

Break ‘Through’ Performance

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  • Do you make changes due to boredom?
  • Out-talk others to get your own way?
  • Focus solely on the facts or your feelings to make decisions? 

Many will say, “Of course, everybody does.” These are the normal methods to handle people, systems and issues.  But the same old habits limit your job satisfaction and your ability to achieve outstanding business results.

The world of work is changing.  It requires a new level of performance to recognize new opportunities that meet the needs and business goals of your customers. 

Recognize old habits. They have become your blind spots and are getting in your way.  When you move out of your comfort zone and take the appropriate action(s), new habits will be formed.  Work with a coach to customize solutions that work for you!

Take focused action now.  Busy work is simply your excuse to avoid doing what you know you need to do to achieve the results you say you want.  Work your plan.  Include others and their ideas. Handle the details and make those hard decisions.  Want results? Take focused action.  Now.

Hire a coach.  Many business professionals want to be top performers and enjoy peak performance.  Yet, they hit a wall and slug it out alone. A coach helps you recognize blind spots and stop recycling the same old information in a mental monologue. These insights, when put into action, make you easier to work with, keep you in focused action and have you elicit the best in others.

Break through performance requires out-of-the-box thinking via the synergy of you and your coach.  Recommit to your own success.  Hire a coach and enjoy your new results.

©Jeannette Seibly, 2010

#1 Energy Zapper!

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Our excuses!  It takes the same amount of energy to entertain the chatter about why you shouldn’t need to do something, as it does to simply get it done.  It’s amazing how much time we waste looking for excuses.

Want to be more effective?

  • Schedule
     Use a calendar or Outlook, schedule time to get the task done, and honor it as an appointment with someone important. 
  • Do or Delegate
    Just because you don’t want to do it, doesn’t mean others may not welcome the opportunity.
  • 20 minutes
    If you’re still finding excuses, set a timer for 20 minutes. Focus on the task during that time and see how far you progress.

 © Jeannette L. Seibly, 2010

Does perfectionism get in the way of results?

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Perfectionism is a relative term depending upon your viewpoint. Innovative types don’t like to follow the rules. They view others as perfectionists when they ask too many questions or are unable to see the potential success of the venture in the same way they see it. Conversely, the “dot every I and cross every T” type of person looks at others as being irresponsible and unable to plan appropriately — not perfect enough in their thought processes. They simply squash any ideas that don’t match their stringent point of view.

We are all perfectionists at some level! We love to make things harder than they are. We wait for the perfect time in our lives when the economy is good, life circumstances are stable. We wait to be working for the right company, with the right boss and co-workers. In the meantime, we postpone fulfilling our goals and dreams. People stop listening to our ideas. We are upset when others “take our ideas” and are successful!

Attitude The “perfect time” is an attitude. Fulfillment of any business venture or project requires that we focus and follow through. Declare goals. Write-down specific action steps. There is no perfect plan that will prevent inevitable challenges.  Many of us love to make systems harder than they are.  We, make working with others more difficult than it needs to be.  Hiring a coach will provide invaluable simple and strategic insights.

Integrity and ethical behaviors required.  Breakdowns are to be expected, regardless of the “perfect” plan design.  Short-cuts will normally get you in trouble in the long run. Ignoring key issues now may hurt your future reputation, financial solvency, and the ability to attract and retain top performers.  Instead of relying upon your own internal monologue of what is right or wrong, talk through challenges with your business mentor.  Use the opportunity to clarify your perspective and the required action needed to avoid further pitfalls.

Learn when to quickly move forward, and when to strategically wait.  Many people self-sabotage when the results don’t fit their “perfect” view of how they should look. Instead of dealing with the facts, they play spider-solitaire or spend a lot of time surfing the Internet. They blame their lack of focused action upon not having enough: information, time, money, or opportunities. Honor your plan, even if it seems like you’re taking baby-steps. You’ll get there!

Enjoy your achievements and the accomplishments of others, now.  Too often we excuse the importance of acknowledgement due to our ambivalent feelings about being in the spot-light, even for a moment. Appreciate others’ successes and accept their congratulatory wishes. Building upon success keeps you moving forward, and encourages the right people to work with you.

 ©Jeannette Seibly, 2010

Are your employees on the same page with you?

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We inevitably get upset with people who are not doing things the way we would do them ourselves. We expect them to effectively learn after reading a manual or being shown once how to do something. Their lack of consistency loses us customers (both internally and externally). Rarely do we stop to see what is missing from our employees’ perspectives so that they could be on the same page with us. 

1)     Review your training, systems and procedures. What’s missing? The national reading average is 6th grade level. This reflects a person’s ability to adequately comprehend the material and put it to good use. Some people need to talk it out to ensure they understand. Some need to be shown how to do something more than once. Still others need to “try” it themselves first, and then ask for coaching to fill in the gaps.

2)     When hiring and coaching people, we don’t have fool-proof intuitive crystal balls. Use legally and scientifically validated job fit tools for hiring, coaching and managing. This helps us understand objectively why people fail to do work the way we would do it. And it creates an opportunity to provide guidance for skill development (ours and theirs).

3)     Set specific goals, and then manage the milestones to ensure the project and people are all moving forward. When people fail to deliver the necessary results, coach them by focusing on the task at hand. Sometimes you need to be very specific and other times you’ll need to help them understand the bigger picture. Trying to fix the person never works!

 (c)Jeannette Seibly, 2010

Would you allow 2 miles or 2 minutes to get in the way of your results?

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Unfortunately, many of us do.  We are afraid to ask for help or clarification of a project.  We won’t ask for directions on how to get to a meeting.  We don’t plan or prepare for meetings, rationalizing we are too busy.  After a networking meeting, we don’t take the two minutes to connect via email or LinkedIn.  These lost opportunities cost companies millions! 

A true story!  When someone was late for a meeting due to lack of planning on where the restaurant was located, they simply gave up. They didn’t use technology (411 (directory assistant), GPS, or MapQuest).  The restaurant was only 2 miles away!

Question:  Would you work with someone who gave up so easily?  What opportunities did they lose out on? 

Answer:  We’ll never know!

1) Get in action.  Stop rationalizing why you don’t want to!  It takes the same amount of energy!  When we ask for advice, we look competent when wishing to resolve an issue, move forward to complete a stopped project, or ask for directions.  Following through sets us apart from our competition.

2) Ask the right questions up front, and then focus on those specifics.  Working smarter means asking for clarification at the beginning.  It takes less than two minutes to ask a question, and saves mega time, money and frustration in doing unnecessary work.  What needs to happen for this project to be completed on time and within budget while achieving the necessary results?  Yes, the response may take 20 minutes.  (Hint: 20 minutes now vs. 20 hours later)

3) Plan ahead for 100% success.  Plan for breakdowns and pitfalls, they are a reality.  When they do happen, do not allow them to stop you.  That is what speed dial and social media connections are for!  Don’t be afraid to use technology, ask people, meet with advisors and review your own systems for the answers.  Taking the two minutes or driving the two miles will make you unstoppable, and have you create unprecedented results!

(c)Jeannette Seibly, 2010