Three Styles that Will Ensure You’re Doomed as an Executive!

Growing a business requires developing your people! Without them, you are doomed to fail as an executive! To be successful and effective, you must be able to elicit the best in others and focus on what’s important.

Three styles that will doom your effectiveness:

  1. Failure to motivate. While you cannot motivate others that are unwilling to move forward in their careers, you still have the responsibility to offer them opportunities. Laser-like coaching can make a positive impact. Remember, you’re responsible for each team member’s success. When you believe in each person — even when they don’t believe in him- or herself — unprecedented results can occur.
  2. Assess blame. While you are busy finding fault with others, they are busy doing the same! Taking responsibility trumps blame every time! Hold yourself and others accountable for results, as a team. Remember, straight talk, not what you believe others want to hear, is the key to moving forward together.
  3. Micromanage the team. When you become a cog in the wheel of progress, mischief happens. The wheel breaks down. Focus on the results and trust your people to get their jobs done well. Spot check by asking the right questions to ensure systems are being followed and updated when necessary. While it’s important to keep your eyes on the goal, having a well-trained team that takes focus action is also critical for success.

By developing your ability to effectively manage and motivate others, you and your employees will flourish and thrive.

©Jeannette L. Seibly, 2015

Need to transform your management practices? Contact me before it’s too late!

Jeannette Seibly is an internationally recognized business advisor. For the past 23 years, she has helped thousands of people work smarter, enjoy financial freedom, and realize their dreams now.  She has an uncanny ability to help her clients identify roadblocks, and help them focus to quickly produce unprecedented results.  Each client brings their own unique challenges, and her gift is helping each one create their success in their own unique way. Along the way, with her commitment, she helped create three millionaires.

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How do you handle an executive meltdown?

Many executives and C-Suites have lost jobs, careers, and well-deserved recognition by not handling setbacks well.

Anytime someone has a major experience he or she was not anticipating (e.g., anticipated a different outcome from a result, promotion, evaluation, or award), it can create a shock—particularly if their EQ, or emotional resilience, is low. Although you may not immediately notice the shock, inevitably there will be a meltdown that cannot be ignored. It will usually occur within the next couple of hours or days. Take time to talk with the person before the major announcement or interaction. This will help prepare them. Limit their interactions with projects, key players, or clients until after the shock has worn off. If a meltdown does occur, have them work on a low-priority issue, or take a couple of days off.

(c)Jeannette L. Seibly, 2013