In the News

October 12th, 2012 Jennifer Selby Long Posted in News, Selby Group No Comments »

Is entrepreneurship right for you? Check out this article featuring nine professional assessment tools for entrepreneurs: http://grasshopper.com/blog/2012/10/9-professional-assessment-tools/.

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Traveling Light’s Greatest Hits, or at Least Our Shortest Hits

December 2nd, 2011 Jennifer Selby Long Posted in Communication, Historical, Management, Professional Development, Selby Group No Comments »

In looking back at the early issues of Traveling Light, the biggest change I see is that I’ve shifted to writing many more articles that share very little strategy and instead deliver those down-in-the-weeds, here’s-the-technique, start-with-this-script, say-this-not-that tools and advice. Why? You tell me you like them and use them and get results. I really do listen to your feedback!

I’ve also started sharing more of my observations about what’s going on culturally, and how I see this impacting you as a leader. The fundamental nature of our relationships is changing in dramatic ways, influenced by forces that simply were not at play in 2007. The workplace will never be the same, though at the moment this is entirely hidden from most leaders, so I’ll continue to work to bring this into the light.

As I began writing more tool-focused articles, I dropped the even shorter quick tips that used to open Traveling Light, so today, I bring you all of the original quick tips. See which tips you can use now to skyrocket your impact and reduce the load in your life:

  1. If you’re in a leadership role, you’re probably in the top 20% of people in intellect, talent, and responsibility. Some people who work for you are your peers in all three areas. Some are not; they bring different gifts to the table. Unrealistic expectations about human beings create a heavy burden for you and for everyone who interacts with you. Free up some energy. Don’t expect everyone to be motivated by what motivates you, as quick to learn, or ready, willing, and able to step into your role.
  2. Speaking of successors, who will replace you if you get hit by the proverbial Mack truck today? In 15 years of working directly with leaders, I can say that, with a few exceptions (such as early-stage start-ups), the best leaders seek out, hire, and develop at least one successor, if not two. The weakest leaders don’t want the threat of a powerful underling. Be strong. Hire, support, and develop your successors well. If you never get hit by that Mack truck, it’s a beautiful thing. If you do, your preparation will have lightened the load for you and your organization.
  3. While I’m on a roll here, did you know that an astounding number of management positions in the developed nations will be vacated by retiring baby boomers over the next 10 years? Leadership is not a part-time role, no matter how good you are. It’s not a semi-retired consulting project, either, unless clearly defined as interim leadership. What are you doing to reach out to younger people with leadership potential? What are you doing to develop leaders from other countries?
  4. Looking to show your appreciation for an employee? Save yourself time: ask directly how he or she likes to be recognized. Sounds awkward. Works beautifully. The downfall of many well-intentioned reward programs is that they reflect how their authors like to be rewarded, which may have little similarity to how your employee likes to be rewarded. Just ask my deeply introverted colleague back in our Amoco days. She declined a $1000 award (a rare thing for oil company employees in 1990) because it involved walking across a stage in front of several hundred people to receive a certificate. The money just wasn’t worth it.
  5. Thinking maybe you should show your appreciation a little more often, but don’t have the time? One of my clients came across an unopened box of thank-you notes when packing up his office to move to another building. Instead of packing them, he dusted them off, sat down, and quickly jotted off a note of thanks to each direct report, noting work they had done and how it positively impacted the customers or company. Normally a very particular man, he didn’t have time to worry about forming perfect messages or even getting the spelling right. His team was stunned, and happy, and no one noticed misspelled words or complained that his praise wasn’t as eloquent as his executive briefings. The vibe lasted for weeks. A ten-minute investment with a multi-week reward. Now that’s what I call Traveling Light.
  6. Do you have the opposite challenge – you need to give negative feedback to an overly sensitive employee? Start with the right mindset. Feedback that helps a person grow and improve is a gift, even though it may not feel like it in the moment. Why would you withhold information that could help him or her make better-informed choices? Make your feedback specific to behaviors you can see, don’t try to guess at his or her internal mindset or feelings, take a deep breath, and give it your best go. Sensitive employees will only fall behind if you let their fragility stop you from telling them what they need to know in order to grow and keep pace with their thicker-skinned peers.
  7. Hate your boss? A Florida State University study found that people with unsupportive bosses are twice as likely to feel sad and helpless, which doesn’t strike me as the optimal state for productivity, creativity, great leadership, and whatever else we may need in our people on any given day. Those who built strong bonds with their coworkers offset some of the stress. Do I have to state the obvious implications for bosses? Too many of my clients say they want to be respected and they don’t care if they’re liked. All well and good, unless your behaviors are seen by your employees as unsupportive. Find out.
  8. Think you have to be as depressed as Sylvia Plath to be a creative genius? Luckily, no. One study after another has found that a generally positive work environment, free of interpersonal conflict, stokes the creative fires. I’ve seen this in organizations with which I’ve worked. Now I’ve come across a study from the University of Toronto, indicating that upbeat people produce more ideas and are better able to consider a range of solutions. Maybe Pollyanna was on to something.
  9. Need a little perspective after this week’s market slide? Some long-term trivia to remind us that a week is just a week, not a lifetime: In 1907, the average work week for all people (not just harried professionals) was over 60 hours, only 6% of manufacturing workers took vacations, the average woman spent 12 hours a day on laundry, cooking, cleaning, and sewing. The economic improvements of the last 100 years have been substantial, to say the least. Even those over my lifetime have been impressive. I’m not going lose any sleep this weekend over that little ol’ growling bear.
  10. Recent conversations have reminded me how essential it is for leaders to dust off, revisit, and perpetually remind ourselves to tune in to others. Force yourself to listen by both summarizing what the other person has said and asking the individual if you’ve understood his or her key points. Our minds can’t think as slowly as our mouths speak, so simply telling yourself, “I’ll really pay attention now” is a little like telling yourself, “I’ll really ride slowly on the roller coaster now.” It will have no impact on the outcome. Bring your team along for the journey by raising your expectations of their listening as well. Genuine listening and dialogue take more time than shoving your ideas down each other’s throats, but I think of it as an investment to achieve a sustainable solution instead of one that constantly unravels, is sabotaged, or simply fades away.
  11. If you want to make a change at work, try spending time with those who’ve already done it, or who are at least committed to similar goals. You’ll be doing what participants in Weight Watchers International have been doing for years. A recent study reported in the New England Journal of Medicine indicated that our behaviors are largely influenced by our social networks. Hence, those who spend time each week at Weight Watchers with like-minded individuals are far more likely to make the changes they want than those who go it alone or enroll in programs that don’t involve routine contact with other people who share their goals. While the study focused on weight, it’s not a big leap to see how this influences other aspects of our lives, particularly for us externally-focused Extraverts.
  12. Stressed out by the afternoon? Don’t think too deeply about this if your lunch consists of a sandwich and some fries. I’ve had clients come to me with concerns about their waning enthusiasm and commitment to work who essentially were just eating a lousy lunch and then suffering the aftereffects every day. The 25-year-old body can usually handle the sandwich and fries and keep on going. The 45-year-old body generally can’t. I’m waiting for someone to invent a low-carb French fry so I can live by my own advice here. Until then – sigh — I’ll keep relegating the fries mostly to the weekends.
  13. When you sit down next to the CEO at a meal, avoid eating his or her food by remembering that your bread plate is to the left and your drink is to the right. You can cue yourself by forming an “o” with your index finger and thumb. On the left hand, this forms the letter “b” for bread, and on the right hand, the letter “d” for drink. Try it now. See? Nifty, huh? Don’t worry about getting caught doing this. It’s a great conversation starter. For example, the person next you just might say, “Ah, I see you read Traveling Light…”

 

 

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How Can I Help You?

September 7th, 2011 Jennifer Selby Long Posted in Business, Selby Group No Comments »

So that I never assume, here’s a brief list of services I can provide to you:

  1. Hone your leadership and influence through 1:1 executive coaching, group coaching, workshops, and webinars
  2. Build your leadership team through assessments, feedback, workshops, and retreats
  3. Provide guidance on how to lead a business transition of any size or type – technology-triggered change, acquisitions, spin-offs, process changes, new business directions
  4. Manage your own personal transition through 1:1 career transition coaching or new consultant start-up coaching

Additionally, each Selby Group affiliate brings specialized skills in adjacent specialties, such as business strategy, program management, and human resources strategy.

Contact me at 510-595-3800 for an initial consultation.

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No one ever said entrepreneurs are sane

October 5th, 2009 Jennifer Selby Long Posted in Business, Selby Group No Comments »

In Q4, I will:

  • Begin writing not one, not two, but three books
  • Integrate a new partner into my business
  • Conduct at least one webinar, probably more
  • Continue my research on how your personality and gender influence your personal financial choices and risks
  • Be a guest speaker at San Francisco State’s business school
  • Prepare to teach a college class on counseling skills for financial advisors
  • Roll out a new customized Selby Group product backed by a well-respected publisher
  • Co-lead my global professional association
  • Serve as a guest expert blogger at careerapple.com
  • Teach a two-day course for clients of Lee Hecht Harrison
  • Complete three training courses for my own development
  • Oh, yeah, and do my job as an executive coach and management consultant!

I’ve never had such fun in my life. Some of us are just built for this. Others are fully convinced we’ve lost our minds. Probably both are true.

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Introducing Selby Group’s Newest Affiliate

August 24th, 2009 Jennifer Selby Long Posted in Selby Group No Comments »

It’s my pleasure to introduce you to our newest affiliate, Chris Nichols, whose extensive background as an executive in software marketing and sales is the perfect complement to my background in engineering, technology, finance, and operations.

I’m delighted to have the opportunity to work with Chris, who superbly authored the bulk of this month’s business health quiz. Chris has so much value to offer our clients that I’ll be personally introducing him to many of our best clients in the coming months.

Some tough facts: Seventy-seven percent of company investments to achieve positive change fail to achieve targeted return on investment. Nearly every major ERP and CRM implementation fails to achieve its targeted benefit. Chris has a record of helping companies and their executives succeed at personal and organizational change.

What makes his contribution unique is the 25 years experience in corporate leadership of business development, product marketing, and channel transformation in both start-up and major corporations like Nortel, Ernst & Young, and Aspect Communications.

He led the charge in major change initiatives as VP/Director at Gemini Consulting and E&Y for four years, leading to initiatives that created positive change that lasted.

The results speak for themselves:

· Engaged by Genesys Corp., a leading international call center software firm with declining margins, Chris partnered with the SVP Marketing to redefine best practices and refocus the sales and marketing efforts to client company executives resulting in a 10% margin increase on an estimated $100 million in revenues and significantly improved customer satisfaction and retention.

· Recruited by senior management for a major turnaround effort for Edify Corp., Chris successfully reduced, overhauled, and re-targeted the firm’s product line. This 24 month effort reduced product development time and costs by 50%, contributed to increasing the yearly revenue run rate from $3 million to $20 million and yearly margins from 10% to 24%, leading to the firm’s successful acquisition by Intervoice Corporation in 2006.

Chris is also a superb executive coach. Results include:

· Three successful post-merger integration engagements, preserving tens of millions of dollars of acquired value to U.S. West, Texas Instruments, and Hewlett-Packard

· Selling and delivery of the largest CRM engagement to the high tech industry by E&Y at the time by steering the correct level of organizational development and coaching work into the organization.

One of the things I most admire about Chris is that no matter how busy he is, he always makes time for community service. For the last five years, Chris has also contributed his coaching expertise to the San Francisco community through leadership and delivery of the Stephen Ministry through the Presbyterian Church, serving people in crisis.

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Association of Psychological Type

August 19th, 2009 Jennifer Selby Long Posted in Selby Group No Comments »

Tah-Dah! Here we have the happy board and conference chairs for the Association of Psychological Type. We’re a global virtual team for most of the year, and the conference was not only a great chance to meet more of our members face-to-face, it was an opportunity to meet and spend time with one another face-to-face as well. 

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Update on my research on gender and personality

May 18th, 2009 Jennifer Selby Long Posted in Business, Communication, Professional Development, Psychological Type, Selby Group No Comments »

Moving on to lighter territory, the publisher of the MBTI®, CPP, Inc., has become a co-sponsor of my research on how gender and personality influence a person’s relationship with money and financial behaviors.

This turbo-charges the depth of the research to a level I could not possibly reach through Selby Group – we’re management consultants, not full-time researchers, whereas CPP has an entire department filled with highly trained and experienced researchers.

An even newer aspect of my collaboration with CPP is that I can now offer free trials of their newest interactive leadership and interpersonal relationship tool to a select group of clients, even before it is officially launched. To apply for a free trial of the new MBTI® ThinkBox, please email us at info@selbygroup.com.

I’m excited to have these opportunities to collaborate with CPP on multiple levels. One of my top personal goals for this year was to engage in at least three meaty collaborations, and my collaboration with CPP has already exceeded my criteria by a good margin.

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We’re Moving!

January 27th, 2009 Jennifer Selby Long Posted in Selby Group No Comments »

Selby Group is on the move! We’re back in Oakland after three years in San Francisco.

In November, I had realized that I needed to find more time for my writing, but I didn’t want to compromise the time available for my coaching and consulting clients. The no-brainer solution was to eliminate my commute (sometimes the obvious solution really is the best solution).

However, I was bound by the lease through mid-June.

Enter the dynamic young entrepreneurs in my building – within weeks, two different business owners approached us about taking over our lease to accommodate their fast-growing businesses. The winner moves in February 1. Perfect timing!

The new Selby Group phone number is: (510) 595-3800

Our new mailing address is:
3871 Piedmont Avenue, #66
Oakland, CA 94611

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