Tag Archives: change

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nomophobia

Nomophobia, Workplace Anxiety, and Motivation

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Human behavior is a factor in our workplace every day. Behaviors and habits shape decisions and choices from the moment our eyes open until the moment we sleep. Have you heard of nomophobia?

While I’m not sure, and I’m not confident in the origin of the word, its existence is real. At least as early as 2014, Psychology Today, published an article about nomophobia. In the article it states origins to the year 2010.

Nomophobia

Nomophobia is defined as an anxiety associated with the fear of being without your cellular telephone, or at least without its use.

Many people can probably relate. Forget your phone on your way out the door and you would think you left a pan of bacon cooking unattended on the stove. We impulsively want to run back to change our situation.

Is nomophobia real? Of course it is real. Fear will drive human behavior. Afraid of what we’ll miss, who may call or text, or simply being disconnected from our friends and family will alter our behavior.

As with any phobia, anxiety increases. Desirable performance will likely decrease. What we should be doing shifts, we change. Our human reaction to fear and panic is now in control.

I’ve often wrote about the cautions associated with fear as a driver for motivation.

Do this or get fired. 

Sales are down and we’re going to have to cut back.

Next week we are installing a brand new software system. 

Fear in the workplace will change performance. It may also change buy-in, communication patterns, and certainly fear will change the end results.

Habits Move Us

People are creatures of habit. The habits that we have every day will drive the outcomes of our performance. Change your habits, you’ll change your performance.

This is true with eating, exercise, and what happens (or doesn’t) for our career.

When something that has become a habit suddenly becomes unavailable, goes away, or changes, there will be a reaction. The ultimate question is, “Will the reaction be productive or counterproductive?”

What you remove may be exactly what was keeping it all together.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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goals matter

Why Goals Matter For Interpersonal Workplace Change

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Change surrounds us, all of us, that is important to keep in mind. Are you convinced you need a change but you can’t get your arms around how to make it happen? Goals matter for change efforts. Do you have a goal?

Sound Familiar?

Nothing ever changes around here.

Here we go again. I’m so tired of this.

He or she will never change. 

Three popular versions of a never-ending story. Why is it never ending? Because there isn’t a goal, it is the wrong goal, or the pursuit is inappropriately or poorly executed.

Many people have a wish that their boss, their co-worker, a direct report, vendor, customer, or other stakeholder will change.

Breaking news, you most likely will not force them to change. It is nearly guaranteed.

The real effort needs to be a focus on what you can do to change your circumstances or your interactions with those people who you wish would change.

Simply put, you likely won’t change other people but you can change your reactions or interactions with them.

Goals Matter

Your goal will matter. Your goal cannot be to get someone else to change to accommodate your interests.

You can get started by answering three important questions.

  1. What do you need to be different or change?
  2. What role do your actions or behaviors play?
  3. Do you have boundaries identified and set?

Define what needs to change. This is really your goal. Sometimes it helps to state the future in the present. Establish the goal and be specific.

Next you need to understand your role. What behaviors of your own have invited this scenario or situation to start, continue, or grow?

The third important part of your change is to define the boundaries. In the workplace it may be things like the use of your time, your personal space, or even noise.

Unfortunately, many people expecting workplace interactions to change do not have any of these items defined. You can’t create change without them.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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different personalities

Different Personalities Require Emotional Labor

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Working with different personalities can feel like a strain. It is true of all workplaces. Sometimes it is a peer, sometimes a boss, and as a supervisor it can be working with a direct report. Do you struggle with one or more different personalities?

Important Factors

First, and perhaps most importantly, you are not alone. If you feel like there are not any different personalities across the team, you may be the one who is different.

Another important factor to keep in mind is that you likely won’t change the behavior of others. What you can change is your reactions to behaviors that cause you to personally struggle.

We often call the emotional moans, groans, and strains of difficultly in the workplace, emotional labor. It is the work that you don’t want to do, but you must do, or it is the work that requires you to reach outside of your comfort zone.

Chances are good that in one form or another, you own some of the difficulty with navigating various personalities in your workplace.

How So?

For example, some people feel taken advantage of with performing the tasks and duties that are others responsibility. When you look at the evolution of how that happened it is often because the person became a crutch for someone else.

Certainly, teamwork and pitching in are valuable and appropriate, but nearly always there will be someone who will consciously or subconsciously begin to expect you’ll pick up the pieces in the future.

You can ask the other person to change. Good luck. A better alternative is to change the way you react to daily scenarios with this person.

Free yourself from being the crutch and things will change. Of course, with that said, the person who has been relying on you as a crutch will likely have some complaints that you will have to resolve.

Different Personalities

Many experts identify between about six to ten different personality categories in the workplace. What becomes more interesting is that there often is a blending of two or more of these traits with any individual.

Prepare yourself, you’ll have to put in some additional emotional labor. You’ll need to be accountable to yourself to make changes that aren’t comfortable. Short term pain for long-term gain.

If you don’t make changes, the constant drain can bring you and others down. Don’t be the victim.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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results driven performance

Results Driven Performance and How To Get It

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Talk to a few people about change and you’ll certainly find a few people who express opposition to doing something new or different. Does this same mindset contribute to your performance? Do you have results driven performance?

It seems ironic that so many businesses want to test their product before the full release. It is true for software, fast food franchises, and anything prototype. The idea may be to ease in, get some feedback, fine tune, and release the best.

People Challenges

The challenge for us as people is that we often get stuck on doing things that are in our comfort zone. Doing the things we understand, the things that we believe work, and the things that someone recommended a long time ago.

We often don’t really stop to think about the output. We don’t put it out there for feedback, or we quickly discount feedback that is not consistent with what we like to do consistently.

For the onlookers, they have advice, they may suggest the popular phrase, “The definition of insanity is doing the same thing over and over and expecting different results.”1 We’ve all heard it and can often see the relevancy.

Yet many people continue day-in and day-out to do the same thing over and over. They go to a job for years and expect things will change. People eat wrong, exercise wrong, and approach both work life and personal life, stuck.

They exist day-by-day with the same logic, and yet don’t understand why the problems continue.

Results Driven Performance

The answer for real results exists in the ability to analyze outcomes and make strategic changes that will create different results. To be clear, different approaches, mindsets, and tactic driven strategies, always analyzing the results and adapting.

Many people believe that they are on this path, but the truth is they seldom make big changes. They may get a different job, they may move or relocate, they may read a book or ask for advice. Do they change?

Results driven performance seems to work for many new product launches. Get it out there, get feedback, assess effectiveness, change, adapt, and sell.

-DEG

Reference

  1. Albert Einstein is often credited for this, or a similar statement, yet many scholars are not so sure. The investigation of the origin of this statement continues. 

 

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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invited feedback

Invited Feedback Is The Secret For Change

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You have experience and experience matters. When you see questions as an opportunity for feedback you jump in to give it. Feedback is often only valuable if it is invited feedback, everything else is just noise.

It can be frustrating, as a parent, a workplace leader, or a special adviser to the committee. When you have something to offer but there is not an invitation for feedback. Do you need an invitation or can you just jump in?

Jumping In

In the feedback process much is lost if the feedback doesn’t align. If you don’t understand the problem or situation your feedback may lack value and feel like a waste of time.

It is why arriving at the meeting on time is so important. Show up late, chime in even though you’ve missed the opening remarks, and everyone but you clearly can see that you don’t understand the situation. Worthless and a waste of everyone’s time.

Feedback is often conditioned by belief. If you believe that more exercise clears your mind and makes you healthy telling someone who hates to exercise may not be welcomed.

This is true for many things. It is true when you tell people to read more, listen more, or even in religious contexts, when the advice is to pray. When it doesn’t resonate with you it is not welcomed feedback.

Invited Feedback

Some people don’t care about fitness, and they don’t want to read. Forcing your ideas of engagement will create a disconnect, and worse, it may feel like a complete waste of time.

The secret then to successful feedback has at least two important factors.

First, you must understand the situation and you do this more effectively when you seek facts and assume less. And you must be able to bridge gaps in understanding and beliefs.

Invited feedback happens when there is a connection. People embrace change when they are bought-in.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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dramatic change

Dramatic Change and the Squeaky Wheel

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Most stories are dramatized for the intended benefit of audience engagement. When change is happening in your workplace is it dramatic change?

It starts at a very young age. Children cry or dramatize the situation to garnish more attention, bring attraction to the problem, and spark someone else into action.

Often it is valid, sometimes it gets labeled as crying wolf, eventually the scale of drama is balanced out or the child gives up.

Workplace Drama

Drama in the workplace is common. Problems are often exaggerated, circumstances expanded, and somewhat minor situations capitalized on for a desired result.

Sometimes it happens with customers. The business representative moans through it, describes the pain involved, highlights the specialty of the experience but still gives the customer what they want.

In contrast there may be a different strategy. A strategy where the mistake is covered up, disguised, or camouflaged. The intent may be to make the business look strong, accountable, and error free.

Future Interactions

The interesting part is that internal or external service and the associated experience sets the stage for future interactions.

I can accommodate your need, but just this one time.

We aren’t supposed to do this because it is so costly but I will make an exception. 

This requires manager approval, I will ask. It is unlikely they’ll agree but I’ll do my best. 

Drama may be more common than you realize. It is fueled by emotion and often ignites reciprocity. Perhaps desirable in sales and service.

Dramatic Change

Changes in policy, scaling up, scaling down, economic turmoil, and even government regulations may spark dramatic change in your organization. How will the change be navigated?

Will the change process smooth and effortlessly? Will it be camouflaged, transparent, or dramatized?

You likely won’t remove the drama because drama is a choice. Your choice will condition the impact and engagement of others.

Drama is the squeaky wheel. A squeaky wheel may get oiled or get replaced.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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avoiding hassle

Avoiding Hassle and Other Great Time Wasters

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Change surrounds us, yet everyday someone avoids learning something new. What becomes more of a hassle, learning something new or the change that it entails? Are you avoiding hassle or really avoiding the time it takes to learn?

Something New

Who reads the instructions? Buy something that requires assembly and many people will dig right in. Certainly, they often get it right, but sometimes they cost themselves more time through a tear down and rebuild.

Software version upgrades, they are often a hassle too. A new phone, a new printer in the office, or even your brand-new microwave oven. Learning something new sometimes feels like a hassle. It feels like a waste of time.

A Required Change

When the customer changes a work order. It is a hassle. There is time involved. The machine will need calibrated, the materials put back in storage and new materials acquired. The shipping container will change and so will the costs. It is a hassle.

The same is true when the customer forgot to order the sandwich without the tomato, the taco without the guacamole, or an extra order of fries. It is hard to change your order at the drive through when you are between the “order here” microphone and the pay window.

Some things we learn to live with because it feels easier. We learn that avoiding hassle is easier than living it.

Avoiding Hassle

It is true for our careers too. Many people decide that they don’t want to re-tool. They don’t want to do-over, start fresh, or learn something new.

It stops becoming about getting better. There is more focus on the hassle. The value of leverage has changed or is not understood in the first place.

The habit of avoiding hassle crosses all generations. Many traditionals feel there is not a compelling reason to learn something different and yet much of Generation Z has learned to avoid the hassle altogether by asking Google.

Everything we do for our job, our career, or our business is done better with leverage. Instead of getting into the habit of avoiding hassle, consider the time you will save by leveraging the value of learning something new.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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Change is required

Change Is Required And What You Can Do

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Change is the constant that most of us face. In the workplace change is required. Technology, the economy, and even social factors insist that change will occur.

To-Do List

What can you do?

Be farsighted

Encourage

Create a path

Become a tool

Refresh habits

Monitor progress

Be a bridge

Support others

Build trust

Use patience

Read more

Listen better

Create interest

Renew faith

Give more

Expect the unexpected

Help others

Build on ideas

Let go of ego

Share

And all of this is just the beginning. Change is required, the status quo is not an option.

When change is about to occur, most people don’t ask how they can help. They ask how it will affect their job or their position.

Change Is Required

Change for the organization will mean change for the individuals. Individuals may have to give something up to support the organization getting to where it needs to be. You may get additional duties and responsibilities. All of those will require personal change.

Most people don’t quickly see how they’ve changed across time. They easily dismiss the kindness, the expertise, the attitude, and the skills they have exhibited each day.

Some things are hard to measure like the expertise of perception they develop after big risks, long hauls, and hard falls.

Their persistence and tenacity have grown, changed, and developed.

Change is a daily battle. Someone sees the success.

Your team needs you. Change is required.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten RespectNavigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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accelerating change

Accelerating Change Starts With Belief

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There is a conundrum, is change too fast or too slow? It really may depend on the circumstances and who you ask. Are you or your team accelerating change, or are you playing catch up while chasing the front runners?

Historical Perspective

Throughout history our current mainstream belief is that it took a long time to get here.

Planet Earth at 4.5 billion years old, dinosaurs lived a couple hundred million years ago, but the most rapid advancements in technology are less than a couple of hundred years old.  Some may suggest that the most significant have happened in the most recent one hundred to one hundred and fifty years.

It once took a long time to get anywhere. A twenty, thirty, or fifty-mile journey, was in fact, a small journey. A trip to town wasn’t an everyday experience for many, likely once a week or less.

Technology Changes Everything

Today, communication and information are shared around the World in seconds. Artificial intelligence is claiming a stake in what we do, how we do it, and how many humans are involved.

What about the present day at your work, are you keeping up? Is the pace of change appropriate, is your team a component of making the business a front runner?

Awareness can occur in a moment, and often it does. Deciding to act can take more time. Belief in a future fate or reality is the trigger for action, or often, a lack of it.

Accelerating Change

When you are interested in accelerating change the mechanics on the timeline are important. However, perhaps most important and often taken for granted are the requirements of the people.

Convincing the people involved that the timing is right, the pace is appropriate, and that the future outcomes are both necessary and achievable may be the slowest moving part.

Considering the most recent two hundred years, creating belief in change seems far more important than the possibility.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten RespectNavigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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strategy session

Strategy Session Starts With Bad Ideas?

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In the strategy session you recognize your job is to bring forward new good ideas. It’s emphasized that no idea is a bad idea. The rules state that you should leave your ego and judgement at the door. Does this work?

Creating a new strategy or deciding on the next big move has many potential roadblocks and hurdles. Mostly because many of the frequent contributors have already decided. They have a fixed opinion on the path.

Perhaps the rules should be different?

Roadblocks and Hurdles

If ego, self-deception, and judgement are problematic maybe the group shouldn’t be charged first with coming up with new good ideas. Instead maybe they should start a list of bad ideas.

Get all the stuff that won’t work on the flip chart. Everything that has been tried before but failed. Everything that you know won’t work. Go to the trenches, dig deep, get it all on the chart.

Is this negativity? Certainly, it could be, but bad ideas don’t necessarily mean negativity.

Strategy Session

What if you do what you’ve always done? Just go through the normal routine. The leaders give the rules, the leaders break the rules. New ideas aren’t generated and persuasion for a personal agenda is evident.

The session concludes with nods of agreement and everyone goes back to work. Except, the next day at the water cooler everyone is talking about all the really bad ideas you’re going to pursue next.

Perhaps the best way to get ego out of the way and get to a list of truly new good ideas is to start with a list of bad ideas first.

Crazy? Maybe. If you think it’s crazy let’s just go back to checking egos at the door.

One path is a waste of time, the other, constructive.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten RespectNavigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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