Do you Know How to Influence Change with Others?

Leaders Influencing Change
“Now more than ever, influencing change is a skill all leaders must learn.” Jeannette Seibly

Never underestimate the power of being a rebel. While rebelling can be effective, the results are often short-lived.

Instead, learn the key factors that influence positive change. You’ll become part of the solution, and not part of the problem. The results will be long-lasting and support your career aspirations.

5 Key Tips to Influence Change

Get the Facts. Overreacting to an issue will only make the issue bigger than it needs to be. Get the actual facts, not the facts you’ve made up to justify your reaction.

An example: A business owner felt offended by a comment a trusted employee made. Instead of asking for clarification, he ruminated about it. Then, a few days later when the employee asked for help, the business owner commented, “Why would I need to help you? You seem to have all the answers.” A few weeks later the employee rebelled by leaving to take another job.

Use Your Words to Inspire. Talk Straight. Mean what you say and say what you mean. Influencing others requires diplomacy, tact, and respect. Choose your words in a way that gets others’ positive attention and interest. Don’t use offensive words or humor since they will usually back-fire. Remember, others will interpret your words through their own filters. So, consider the make-up of your audience when crafting your messages!

Listen to others points of view
“If you want people to listen to your ideas, you must listen to their ideas too.” Jeannette Seibly

Be Open to Hearing Opposing Points-of-View. Dismissing someone’s opposing view will only make them defensive and unwilling to budge from their position. Be fearless when asking good questions to learn more about their perspective. Remember, they can have valid opinions too. A good way to build agreement is to repeat back what you heard the other person say (to his/her satisfaction) before responding to his/her remarks.

For example: Telling someone you won’t listen to their ideas will create a rebellion, covertly or overtly. A sales manager learned this the hard way when a sales rep suggested a new way of communicating with customers, current and future. The sales manager refused to listen, thinking it was a bad time to make any changes. A covert rebellion ensued. The sales rep left taking several other top sales reps with her. The company’s #1 competitor happily welcomed them and their ideas!

Be a Parrot. Plan on repeating yourself  over a period of time. Influencing change takes time. Often, leaders are blind to what is possible. They fear change and any loss of control…so they will resist new ideas. Don’t be afraid to acknowledge others’ positions with respect and help them determine what is in it for them.

Provide Your Plan in Writing. Yes, write it all down. Then, build your influence by getting others’ buy-in before fine-tuning. When making any change to the plan, don’t change the heart and soul of the idea. Present the plan, along with a budget and timeline. Remember, you’re looking to build alignment, not consensus.

©Jeannette Seibly, 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. Her expertise is guiding leaders and teams to get unstuck and achieve dynamic results. Contact Jeannette for a confidential conversation.

Note from Jeannette Seibly: I love coaching leaders and their teams to create win-win-win strategies and dynamic results, and have been doing so for the past 28 years. During this challenging time, if you need to talk and bounce ideas off of me, please contact me. In your email, please provide your name, phone number, the general issue, along with several times to talk.  JLSeibly@SeibCo.com

Positive Change Requires Leaders to Move Out of the Way

Change is occurring everywhere due to the pandemic, politics, and economy. Some leaders have rallied their teams for positive outcomes…while many have done very little to make change a positive experience.

Many team members are now standing up and speaking up…making change inevitable. This can be intimidating for even the strongest of leaders because change can be difficult whether or not you believe in the need for it.

The truth is, leaders must manage the process of change in a positive and proactive manner, or it will manage them.

How Do You Move Out of the Way?

Embrace, Don’t Fear of Change. This is a must and required to be a leader, especially in today’s new world of work. Learn to embrace change and be part of its evolution instead of allowing it to happen by default. Be the type of leader that guides teams forward by encouraging innovation along the way.

It’s Not Personal. When team members are standing up and speaking up, it’s not about you. It’s about changes they believe are required of the company’s systems, policies, and/or practices. When you set aside your ego, biases and judgments, you will hear what needs to be heard. Then, you can ask questions to brainstorm ideas that build change and create win-win-win outcomes.

Develop Mindful Resilience. We all get triggered by perceived microaggressions and emotional reactions to certain words, facial expressions, or gestures. Mindful resilience is when we develop a conscious awareness of our triggers and address our reactions in a positive manner. It’s starts with you, as the leader, taking responsibility for your triggers when they occur so they don’t get in the way of change. Remember, clarity of what triggered your reactions is required before you can create win-win-win outcomes. Work with your executive coach or therapist to guide you through these triggered reactions and be a leader others value.

Get Over the Need to be Well-Liked When Making Decisions. It hurts your credibility. Many leaders are afraid to upset others and it is reflected in their decisions. However, change requires fearless leadership to make the tough decisions and manage worthwhile change. Work with your executive coach as a trusted sounding board and focus on understanding the impact your decisions have across the company and with your customers. Include team members in decision-making processes by using facilitated brainstorming sessions. Give them a voice and listen to what they are saying!  You’ll be amazed by their ideas and insights.

Make Your Feedback Positive. Recently a group of people were providing feedback on a project by saying, “I don’t like this or that.” When asked why, they said, “Just because I don’t.” This type of feedback is meaningless and not helpful to any leader. As a leader, discover “why” by asking non-accusatory questions. Otherwise, you and your team will fail to stretch and develop the skills required to make better decisions.

Questions to get the conversation started:

  • Tell me more about why you don’t like this idea.
  • Interesting…could you tell me what you’re hearing or seeing about this idea that has you say “no”?
  • What would make it a “yes”?

Getting out of the way and leading change will make you a better leader. Your career will thank you.

©Jeannette Seibly, 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. Her expertise is guiding leaders to get unstuck and achieve unprecedented results. Contact Jeannette for a confidential conversation.

New Release: Customer Service Profile™ can help you deliver remarkable customer service by improving your hiring, training, coaching, and managing processes. Since companies with customer service reps experience very high turnover, this can save you lots of time, money, and frustration. Contact Jeannette Seibly @ JLSeibly@SeibCo.com  for more information.

8 Tips to Improve Your Sales Results Right Now!

Old beliefs will hold you back and limit your sales success. When left unmanaged, the little voice in your head will reinforce these old beliefs. They will overwhelm you and your team, especially right now.

Today’s #newnormal is a great time to rethink what you’ve been doing and why you’ve been doing it. It’s a great opportunity to embrace this time of change and be ready for an amazing Q4 and 2021.

Improve Your Sales Results

1. Don’t select sales managers based only on their numbers. This very important position impacts the sales team’s satisfaction and results. Managing sales reps requires different skills than managing sales processes for customers. This is why many successful sales reps fail as sales managers. Use a qualified sales assessment when hiring and promoting. These tools have the highest validity and reliability in the market and ensure you have the right person in the right job!

To receive a complimentary assessment, watch this video, How to Build High-Performance Sales Teams.” It is the best 45 minutes you’ll spend on improving your team’s sales results! (Note: To receive your FREE sales assessment, you’ll need to contact me @ JLSeibly@SeibCo.com after you’ve watched the video.) 

2. Review and restructure compensation based on the current needs of your sales reps. Not every sales rep can succeed with “straight commission,” especially today. Some may need a base plus a lower commission, while others may need a full salary. If your sales reps are bonus eligible, use individual and team bonuses. Don’t forget to share the numbers that determine these bonus amounts.

3. Say what you mean and mean what you say. Today, what you say is even louder than before due to limited non-verbal communication. 

For example, it is not authentic to say, “I want to be your business partner.” It confuses sales with partnerships. While this sales slogan may sound enticing, the reality is sales reps want to sell a product or service. Sales reps or sales executives are not able to share in the risks that go with true partnerships.

4. Focus on behaviors that produce results, not the most recent motivational technique. Did you know that going for the “no” produces more phone calls? This produces better results than focusing on “yes.” Conduct weekly and monthly 1:1 performance reviews showing numbers and results. Focus on the bigger picture and the details of how the product/service and new technology/digital system works! (For faster, laser-like results, use the assessment report for sales coaching.)

5. Train and develop sales-readiness. Now is the best time to provide weekly training (e.g., sales techniques, product knowledge, and system improvements). Attendance and participation should be mandatory (including you)! Use an outside trainer as the facilitator and focus on key skills (e.g., listening, converting ideas into sales opportunities, online presentations, etc.). Now, it’s up to you to reinforce the training. Be upfront about your own challenges while learning these skills too.

6. Hold sales reps accountable and responsible. While compassion is important during this time, it doesn’t mean that you become lax in your expectations. Keep the sales team up-to-date on changes (e.g., etiquette for conference calls, how to work with remote teams, etc.). Expect them to work with and through others during this #newnormal. Keep them focused on the customer’s needs. 

For example, I recently relied on a remote team to help me work through an online system on behalf of a customer. The team was quick and responsive and made it very easy to follow the steps required. The customer was happy and purchased a larger quantity of assessments.

7. Let uncoachable sales reps go. Several of the behavioral traits we need for sales reps to succeed (e.g., competitiveness and independence) will get in the way of being coachable. Now, more than ever, profitable sales teams must be coachable. 

For example, an entrepreneur was not following-up and following-through. He allowed the little voice in his head to excuse his poor sales behavior. I provided the coaching and role-played with him to ensure he felt comfortable and confident using these new skills. His results have improved. 

8. Don’t change systems for the sake of changing systems. To be customer and digital-friendly, conduct a review of the improvements needed right now. Make the survey quick and focused, not long and never-ending. Seek input from customers, sales team, billing, customer fulfillment, shipping, etc. during design and before implementation! 

©Jeannette Seibly, 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. Her expertise is guiding leaders to get unstuck and achieve unprecedented results. Contact Jeannette for a confidential conversation.

Keeping your current customers will attract new ones! https://seibco.com/keep-customers-from-leaving-workbook/

One tip to increase productivity is to be responsible for your communication style…it saves time, money, and your career. FREE: 5 Tips to Improve Your Productivity Right Now

It’s Q4…Now is The Time to Get In Action for Success

Recently I talked with a woman upset that her annual event could not happen due to COVID. When I suggested hosting a virtual event, she strongly reacted with a BIG NO! Yet, after talking with several of her team members, she reconsidered. Now, with her renewed efforts, she and her team created a powerful and successful virtual event! And still, she is lamenting about her lack of success in doing it the old way.

The truth is, when we lament about the old ways, it’s an indicator that we’ve hit the wall of life. We’re confronted by the need to expand ourselves for new successes, and just don’t want to do it. So, instead of moving forward, we focus on past failures (e.g., financial, health, etc.) and feelings of potential failure (“I’m waiting until things get better before I do anything.”).

The time spent lamenting would be better spent moving forward, step by step. Don’t wait for inspiration or until you are hit over the head because you waited too long.

Remember, it’s Q4! The good news is you still have 100% of 2020 left. There IS enough time to turn around your business, career, and life for success. But it does require rethinking your view of success and your willingness to take the right actions for it to happen!

6 Tips for Success to Happen Now

True goals are not achieved in a day…yet, success happens with each and every step forward!

First, get up and get moving!  Daydreaming and Internet surfing can be beneficial. But…like most things in life…too much will sap your energy and your ability to make a positive difference! Instead, write down your ideas. While you’re up and moving, allow these ideas to percolate and pop! Don’t discount them and don’t latch onto them without conducting your due diligence. Then, talk them out with the right advisor who is good at discerning fact from fiction. Next, pick one area to focus on and move forward.

Be willing to fail as well as succeed. You have a choice of whether or not you embrace Q4. This mindset is key. Too often when you have failed or perceive there will be failure you stop. Instead, create a stretch goal for Q4. You have 3 months to get it done! Start the process now with focused action! To stay on track, create a support team!

Develop an inner sense of power. When you don’t feel powerful, you diminish your value and accomplishments, especially when life doesn’t look like you think it should. You stop doing the things that create success. A strong indicator that you’ve lost your inner compass is when you fall into a power trap. A power trap is when you feel the need to micromanage people or resources, use a parental tone, or blame others for the problems. STOP! Conduct a review of your current challenge by talking with the right people to make the necessary changes. Success can be that close to happening!

Seek advice and make requests. Right now, your ego may feel fragile due to so much change. You may fear others will see you as incompetent if you ask for guidance. Instead, write down 3 goals. Map them. Now, pick one goal. Talk with 3 people to fine-tune it and make it achievable right now (not to get buy-in for a future pie-in-the-sky idea). Don’t forget to work with your executive coach to expand your perspective. This will save you time and money!

Create a rallying cry. It’s easy to go off course and into the weeds in thoughts and actions! This can happen at any time and anywhere. Create a rallying cry that reminds you to keep moving forward.

For me, this was an important habit to create! When things didn’t look like I thought they should, I use my rallying cry, “It’s my year to thrive and grow.” Also, every time I hit new challenges (and there have been plenty of them) I remind myself, “It’s my year to thrive and grow.”

Celebrate all successes, no matter how small. Acknowledgment, appreciation, and admiration work wonders for keeping you and your team moving forward. For yourself and your team, don’t forget to express these phrases, “Good work!” “Job well done!” “Please” and “Thank you!”

©Jeannette Seibly 2020

CONGRATS! 28 years and still guiding leaders to create unprecedented results!

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. Her expertise is guiding leaders to get unstuck and achieve unprecedented results. Contact Jeannette for a confidential conversation.

It costs time and money to keep happy clients/customers…yet, we feel helpless when they want to leave. Learn how to keep customers from straying!  https://seibco.com/keep-customers-from-leaving-workbook/

Do you have so much to do that you do nothing? This is common, especially with all the #newnormal changes occurring. Get motivated. FREE: 5 Tips to Improve Your Productivity Right Now

How to Get Comfortable Seeking the Right Advice

It can be lonely as a leader. When there is a challenge or the need to ask for advice, you may be unclear about who to talk with and who can provide you the right advice.

Here’s a simplified example. I’m sure many of you have read through social media postings where people are asking for advice or referrals. You may have posted your own “asks.” The problem is you receive an abundance of advice and go into overwhelm. Then, become stuck and don’t know how to proceed.

Sound familiar? Of course, most of us have experienced this in all areas of our lives. It can be very uncomfortable.

8 Tips for Getting the Right Advice Now

  • Be Open. Stay away from “yes” people telling you what you want to hear! Remember, too many ideas will have you undecided on what to do next. Instead, limit your “ask” to three key people: mentors, coach, and/or trusted advisors. If they provide recommendations for experts, limit these to three people.
  • Get Specific. Be clear about the advice you need by being specific about the issue and what you need to happen. For example: If you need to resolve a team dispute, include the key factors that must be considered, like team member satisfaction, team communication, and customer deadlines. 
  • Use the Rule of Three. Whenever you are making a big purchase or getting help with a problem, seek out only three proposals or bids. Provide the vendor/consultant with the specific goal and intended outcomes. Then, review these opportunities using your checklist to make your decision.
  • Seek out trusted advisors and mentors. Keep your network up-to-date. As a leader, you never know who you will need to talk with until after the issue has occurred or is about to happen. Remember, when they recommend an expert ask “why” this person would be a great source of information.
  • Deep dive and ask the right expert for factual information. Too often, we listen to what we want to believe, instead of what is factual. For example, there are over 3,000 publishers of assessments tools on the market today for pre-employment use. However, very few assessments meet the DOL Standards for Testing and Assessment: An Employer’s Guide to Good Practices. Check out PXT Select for your hiring, coaching, training, and managing needs.
  • Hire the right coach. Yes, this can be difficult if you’re not clear what you want or need. Remember, successful leaders have executive coaches. Your coach should be the first person to talk with before seeking out other advice. It’s also the most comfortable place to start.
  • Ask the right people. If you have a legal question, ask the right attorney. If you have a people management issue, ask a people management consultant. Don’t ask lots of people who have no actual hands-on experience or success on resolving the issue. Ask the people who know.
  • Listen! This will be especially difficult when someone’s point of view doesn’t match your own or triggers an emotional response (e.g., cost, process, looking good, etc.). Put aside your filter and listen…you will learn and receive new advice that can make a big difference!

You’re not the first leader, nor the last one, to have the same or similar challenges. It’s really about learning who the right advisors are, receiving the right advice, rather than receiving an abundance of opinions. Be vulnerable and professional when sharing information about you and your company will become comfortable over time. Remember to honor confidentiality, while being respectful of their time.

©Jeannette Seibly 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for 28 years. Her expertise is guiding leaders to get unstuck and achieve unprecedented results. Contact Jeannette for a confidential conversation.

Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

Want to keep your customers? My clients have used this process to keep their customers and attract new ones!  https://seibco.com/keep-customers-from-leaving-workbook/

Are you feeling discouraged? Disempowered? Unsure how to get things done? Get re-inspired. FREE: 5 Tips to Improve Your Productivity Right Now

 

How You Can Help Your Team Be Their Best

As a leader, it’s your responsibility to guide your teams and team members to be their best. This includes taking responsibility for their failures as well as their successes.

6 Tips to Develop the Best

  1. Believe in Them. This is #1. If you don’t believe in people, you won’t be the best leader and will fail to develop the best team members. It’s important to believe in each and every person and help them develop their strengths. Use a qualified assessment to coach them and develop the right skills for their success. The right assessment will guide all of you on how to do it.
  2. Hire Right the First Time. The right people in the right jobs is the least costly and the most beneficial to the health of the team. Design and develop a strategic hiring/selection plan and follow it!. Pay attention to the results of the qualified assessments you use. Your team members will thank you!
  3. Create a 180-Day Success Plan. This should be part of the on-boarding process. Also, conduct effective performance reviews quarterly with no surprises. Focus on the skills and opportunities needed for each team member to be their best.
  4. Keep an Open-Door. It’s important to hear about issues as they are occurring instead of after the fact. This allow you to advise and guide your teams and team members to resolve conflicts, stay in action, and develop confidence.
  5. Provide an Executive Coach. This is for you and for your team members. Studies have shown that the right coach develops you and your team members to achieve unprecedented results.
  6. Encourage Training and Development. Budget for team training plus allow a specific dollar amount for each employee to use as appropriate. In addition to developing technical, financial, and project management skills, don’t forget to include integrity, accountability, responsibility, decision-making, and critical thinking ALL of these skills will develop a competent and confident team!

©Jeannette Seibly, 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for more than 27 years. Her expertise is guiding leaders to get unstuck and achieve unprecedented results. Contact Jeannette for a confidential conversation.

Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

Are you confused about how to win the job, promotion, or pay increase? Learn how to do it in 5 easy stepshttp://CareerBragging.com

Want to keep your customers? This process has been used by several clients to keep their customers from straying!  https://seibco.com/keep-customers-from-leaving-workbook/

How to Become a Trusted Leader

Did you know: team members that work for trusted leaders are far more innovative and achieve top-notch results?

That’s the value of being a trust leader. But to earn this reputation, you must build your credibility over time.

Right now, this can be difficult due to changes and the unexpected economic twists we’re experiencing. Yet, not trusting yourself and others will create the need to control others, micromanage, demand too many meetings, and play office politics. None of these behaviors or attitudes will earn the trust you need from others to be a successful trusted leader.

5 Key Factors to Build Trust

Trust Your Team. First, you must trust your team members. It doesn’t mean you overlook half-truths, missed deadlines, or poor quality. It means, if someone says they cannot get a task done by a certain time, listen and ask, “What do you need from me?” Teams that feel trusted will go above and beyond to get the intended results.

Learn from Mistakes. Everyone makes mistakes, including you! Yelling or expressing frustration at team members is not the way to build trust! Instead, together, conduct an objective review of “what worked/what didn’t work?” Acknowledge things they did well. Then, specifically focus on two things to improve. When you develop an ear to listen, your natural curiosity and good questions will get you to the heart of the error or failure. Then, you can create new solutions.

Embrace Tough Conversations. Most leaders would much rather avoid them. But if you do and don’t get to the underlying issues making progress on projects difficult. The team either doesn’t believe in the outcome or fear failure. Some will complain they don’t have all the resources needed. Don’t buy into the excuses. Instead, encourage their resourcefulness, brainstorm new ideas, and champion their ability to work the conflict or issues.

Be Known for Straight Talk. Say what you mean and mean what you say. This makes THE difference between your team trusting you to look out for them or feeling manipulated to get the job done. When a project has not met the customer’s needs, tell the truth about why. Avoid spinning the facts to make yourself look good and your team feel OK. Remember, they want to learn and grow.

Brag about Your Team! Sharing successes about each and every team member makes a positive difference. This requires being aware of each team member’s contribution…no matter how small. Also, it’s imperative when speaking with others that you brag about their successes and mean it!

©Jeannette Seibly 2020

Jeannette Seibly is The Leadership Results Coach. She has been an award-winning executive coach and keynote speaker for more than 27 years. Her expertise is guiding leaders to get unstuck and achieve unprecedented results. Contact Jeannette for a confidential conversation.

Don’t forget to listen to On the Air with Jeannette Seibly: It’s Your Time for Success on Anchor.FM or YouTube.com.

Do you know the secret to selling yourself to win the job, promotion, or pay increase? Learn how to do it in 5 easy stepshttp://CareerBragging.com

Want more customers? Learn how to prepare and Be a Fabulous Podcast Guest who gets invited back!  http://SeibCo.com/workbooks/