Innovation frauds

Many professionals make changes for the sake of making changes. Some hope change will be recognized as a good thing and keep them employed. The bottom line? Change can be disruptive to any business when modifications are made without a specific goal others can agree upon. Remind new hires to learn the current way your company conducts business before offering any recommendations for changes, at least for 30 days. Just because it worked with their former employer or is considered the industry norm does not mean a change will produce the required results in your environment. Teach everyone how to ask the right questions of their teammates and brainstorm possible adjustments before making any agreed-upon changes. For a new system to work profitably, it must include everyone’s input into its design and alignment.

(c)Jeannette L. Seibly, 2013

Promote Yourself – No One Else Will!

Many of us are perplexed that people with lesser skills, results and abilities win the job, the sales contract or the award. They woo away our clients and potential investors, even when we have a superior product. What’s the problem?

Unfortunately, we’ve been taught from a very early age that bragging is wrong. Even in adulthood we are still careful not to be seen as a braggart. So we attempt to look and sound like everyone else. It doesn’t work. They’ve heard all the similar sales pitches. They are bored by the same old introductions or elevators speeches. They are unimpressed when you spiel off a list of all the tasks you can perform.

“The analogy? Too often we pretend we are raccoons when, in fact, we’re cats. Everyone knows we’re cats. The raccoons know we’re not one of them. The raccoons expect us to act like a cat when we are interacting with them. Obviously, as a cat, you can never be a raccoon. Attempting to be someone you are not is unimpressive, even when you act in a respectful and tactful manner! Sadly, you hide your true abilities and accomplishments.”  Taken from It’s Time to Brag (

The point? People are less likely to purchase your products and services when they are unable to distinguish a difference between you and so many others competing for their attention. They’ve heard (or seen) all the traditional benefits and cost analyses. We misinterpret people’s glazed-over look, if we even notice it at all.

People do business with people they feel comfortable with. They like to work with people who will help them be successful. If you’re comfortable with yourself, they will be too. If you look and sound like everyone else, people won’t see the need to meet you, talk with you or do business with you. If you’re trying to be like everyone else, they will simply shut out everything you say and think, “I’ve heard it all before.” 

Whenever you hear yourself starting to sound like everyone else, stop it! Think of the cat and raccoons. Hiding out (as someone you are not) won’t pay the bills. It will not earn you money or any well-deserved recognition. Nor will it win you a job or promotion.

How do you show you’re a winner? How do you “Wow!” them subtly and clearly and depict your product or service as the best?  In my recently released book, It’s Time to Brag! ( I outline five amazing steps to differentiate yourself when selling or vying for that promotion or job. I have found these exercises also help keep clients who are ready to go with your competition. The results from the exercises can also attract potential investors and bankers. They place you at the top when you are nominated for an award.

Learn how to brag with biz savvy skills! It’s time! (

©Jeannette Seibly, 2011

Why doesn’t your Winning Formula always work?

We all love to win. We get upset with any set back and perceive it as failure. We fail to realize that some failure is inevitable. It is simply part of the process to achieve results! Instead, we take these perceived failures personally and blame ourselves, bosses, co-workers and clients. We fail to listen to others, falsely listening to our own ego at the expense of the company. So instead of learning from others and moving through the “issue,” we halt new ideas, projects or long overdue resolutions. (Think: slamming shut an iron door!) Many times, we keep failing over and over, yet hope for different results. It’s time to move out of this quagmire.

Get others on the same page. Allowing others to cause you frustration is not being responsible for your own inadequate interpersonal or project management skills. It means you need to help others get on the same page with you. Enable them to be part of the solution. At times you will sound like a parrot, saying the same thing over and over! It’s your job to include team members, even if they don’t behave in an ideal fashion. If your boss or co-worker(s) has a tendency to thwart your progress, keep him/her apprised of your plans and the actions taken to-date. Unfortunately, if you have a boss who is fearful of failure, he will listen more closely to the nay-sayers. If it’s a co-worker with an “ax to grind,” you may need to reconfigure his/her input with the team. Regardless, you are responsible for selling the project‘s intended outcomes, financial results and impact on the company. The key? Be clear. Be consistent.

Step outside your comfort zone. We falsely believe working beyond our usual comfort zones might give others power or the ability to win over us. We hold on dearly to attitudes, behaviors and other destructive patterns that ultimately limit our winning effectiveness. The truth is, in order to gain and retain a competitive edge in the marketplace, we must repeatedly achieve results outside the norm. The key is to simply acknowledge discomfort, and be accountable for your role in achieving the results. If you focus on the end results, yet still keep your eyes on the current situation, you will find the answer. Communicate often with your team members. Then they are more likely to join in and help create a winning outcome.

Have you reached your Peter Principle? “Every employee tends to rise to his level of incompetence.” (Dr. Laurence J. Peter and Raymond Hull, The Peter Principle, 1969.)  Unfortunately, if we lack the depth and bandwidth to effectively do our job, we will blame others for our lack of skills and lack of results. The key is to hire a coach. Use a validated 360-degree tool to help clarify inherent strengths and weaknesses from others’ perspectives. A good tool will also provide additional training and coaching information to develop key leadership skills. Develop three-month goals and Focused Action Plans. Do the work; there are no short-cuts! If a project’s results are less than expected, take it in stride; you will plan differently next time. Remember, failure is a great opportunity to learn successful skills we otherwise would have ignored!

©Jeannette Seibly, 2011

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