Tag Archives: workplace

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Building trust

Building Trust, Faux Harmony, and Fitting In

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Working with people you trust makes the most sense. Building trust can be a delicate pursuit. Is it really trust you are after, or are you looking for faux harmony?

Nearly everyone in the workplace will agree that they want trust. They want their co-workers to trust their ideas, contributions, and promises. Yet nearly everyone has a story of deceit, promises and contributions that weren’t kept, and how a defensive position feels safer.

Feels Safe

The concept then takes on a different goal, the goal of safety.

Challenging the status quo is not an option because you’ll end up on the list of people who are struck from advancement.

So you don’t make any waves. You navigate the system carefully and do everything that you can to fit in, quietly.

When your pursuit becomes the pursuit of safety that really means you’re goal is to fit in. Fitting in is important. Often the person with the best fit is the person who gets hired. Fitting in is a good strategy in certain situations, but it also a challenging strategy when you seek advancement.

Fitting In

The quickest way to be overlooked is to fit in, perfectly. The quickest way to start building trust is to keep your commitments, do good work, and do it consistently.

A culture of workplace trust means that people know what to expect and when. Conditioning everything you do based on fitting in doesn’t mean you’ll be trusted. It means you’ll be another face in the crowd.

A crowd that is always silent and stands for nothing is an untrusted crowd. Trust isn’t always about fitting in. In fact, those who are truly trusted probably never fit perfectly.

Building Trust

For some, the situation creates who they are, and for others they create the situation. Being trusted is more important than faux harmony. Building trust is not the same as working to fit in.

No one said it would be easy.

– 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 Respect, Navigating 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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lucky timing

Lucky Timing and Leveraging Your Persistence

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Show me someone who is successful and I will show you someone who has been called lucky. Lucky timing seems to be one of the most popular reasons that many people cite for those who achieve success.

When you go in too early, or a little too late, the stars may not be in alignment, no alignment, no success.  Is it really about lucky timing?

Right Time

Ask around and you’ll find many people who are waiting on the right time. The right time to make an investment, buy a new car, or launch their million dollar idea. Certainly, timing has relevance, but it may not be as significant as the recognition it gets.

When you spot someone who gets more opportunities is that because of luck or persistence? Before you jump right in to the shoulder deep water and suggest that timing is everything, I would suggest only sticking in a toe.

There is a good chance that more luck will happen to people who are diligently leveraging everything they do, persistently, across time.

Let’s face it, most people who find a four leaf clover are looking around on the ground to spot one. Lucky to find one, yes maybe, but you must be looking first.

More Opportunities

Lucky timing is what you do every day to create more opportunities. It is the daily grind, the early mornings, the late evenings, the commitment of time and energy.

Sure, you’ll see the advertisements for get rich quick schemes. You will see the magnificent MLM programs promising a big return on little investment. Things that promise a work from home in your spare time or the social media business secret you should know may also seem tempting.

Lucky Timing

Las Vegas wasn’t built on big payouts at the casinos. Most get rich quick or get rich easy schemes only fill the pockets of the person in the chain of connections before you. Not always, but it is probably safe to say, most of the time.

The best way to get lucky timing is to leverage your persistence. Your grit, determination, and commitment to the daily grind are probably the best way to get lucky.

It only looks easy.

– 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 Respect, Navigating 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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volunteering

Volunteering and a Promise Kept

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Enthusiasm is a great thing. Most workplaces praise those who are enthusiastic. Are you volunteering for things you cannot deliver? Are you just hanging out or are you offering to constructively jump in and get things done?

Fresh Enthusiasm

Sometimes it is in the heat of the moment. You hear the new idea, you feel the fresh enthusiasm and you want to be an integral part of building something great. In fact, you may see it as a legacy building moment. Something you can get your good name attached to.

Being on the committee or team means you have a responsibility. Certainly some of your responsibility is to help make good decisions and drive future direction. Do you volunteer for action items that spark your interest and imagination? Are you one of the first to raise your hand, or are you the last?

Showing up at the meeting is important and being on time helps. Being the person who jumps in to offer assistance, to volunteer, or to shout out that you’ll lead is great. Are you able to keep that commitment?

Unspoken List

There is often an unspoken but lengthy list of volunteers who offered to help, expressed a deep commitment, and after a short burst of activity, they failed to keep things moving.

If you want to lose credibility, breakdown trust, and tarnish your reputation, failing to perform after you’ve promised is a fool proof method.

Volunteering

When you view yourself on the podium, picture yourself getting the praise, or leaving a legacy that shapes the future it seems like a good idea to raise your hand. You may even be thinking about a monetary increase or job promotion. This is the fun and easy part.

The hard part is actually making it happen. When it comes to volunteering keeping your promise is more critical than most people realize.

Did you keep your last promise?

– 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 Respect, Navigating 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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workplace civility

Workplace Civility, Does Your Organization Have It?

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There are those organizations that don’t believe they need workplace civility. Often this is because they don’t recognize that there are differences between their culture and what the front runners know to be more civil.

While workplace civility is subjective, the results are often reflected in employee performance. Employee performance is reflected on the income statement. It may be hard to develop a metric for civility. However, it is easy to develop a metric for other areas of human performance.

The organization that practices civility is diverse. Not because they claim that they are, but because there is evidence that they are. Evidence would include employment of protected classes. However, that is really just the beginning and may be viewed as a technicality, not a true reflection of organizational culture.

Civil Organizational Cultures

Civil and diverse organizations work hard to keep everything and everyone together. Their habits are consistent with what they preach. Conflict is well managed. Patience is a core value, and if you can’t handle what is happening, a team member will be sure to help.

An underlying philosophy may be that we help each other do well and that is why we are growing.

Room for Improvement

An organizational culture lacking in civility will see things a little bit differently. They often have principles and core values connected with only the strong survive. Rewards are only at the top, bottom feeders are accepted as feeders only, and are feed just enough to prevent starvation.

There is harmful conflict. Those who can’t handle it, are not helped or reinforced, they are told to get out of the way and ridiculed for short-comings. Only the favorites or those who navigate organizational politics well are long-term survivors.

Workplace Civility

Certainly, organizations need all the demographic evidence. Evidence such as hiring across all classes including those that are protected. Yes, they’ll have the diversity posters in the lunch room and near the Human Resources offices, and of course, they’ll express no tolerance for harassment or bullying.

They’ll insist on safety, and they’ll understand that the person who occupies space at the workplace the longest is not necessarily accomplishing the most.

Meal breaks are honored, or better yet, insisted upon. Not because the organization feels that they should, but because they know it makes human performance better and the people healthier. The idea of skipping lunch means I’m working harder doesn’t apply.

Vacations are embraced, generosity is demonstrated, and the importance of family is well supported.

None of this means the people don’t work hard and none of it suggests that there is room for slackers. It is only a reflection of civility. Does your organization practice workplace civility?

A good question is, “What is your culture?”  A better question is, “What is your culture when you think no one is watching?”

– 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 Respect, Navigating 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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workplace contribution

What Is Your Workplace Contribution?

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Often people view their workplace as a place to earn a paycheck. Certainly for work outside of volunteering this is a truism. Should more people be assessing their workplace contribution?

Many people begin their commute with nearly the same intentions every day. Go to work, get to my work area, start my job, do a few things, and then go home. For some it is much more than that.

Building a Career

People who are engaged, those who want to make a difference, those who are building a career often have a little different viewpoint.

When career minded people go to work, they break things, they fix things that are broke, they build something, risk something, make decisions, have accomplishments, please a customer, help a co-worker, and occasionally fail in any of these attempts.

Where Is The Value

The person who is really contributing does all of this and so much more. It is work. It is called work because it is often hard and it isn’t always about what you are getting for it, it is also about what you become for it.

Perhaps too many people view their job in the wrong way. Instead of analyzing how much time you spend doing stuff, what if you measured how much value you are delivering. The most value doesn’t come from what you’re taking, it comes from what you are giving.

Where are you adding the most value? How much is that worth? Is it cost savings or revenue producing? Is whatever you are doing timely? Will it be the best prioritization of your efforts?

Workplace Contribution

Your workplace contribution matters. It should be measured because we know, “what gets measured gets done.” Value may be a bit nebulous for some, but it makes all of the difference for the organization.

Maybe it is time to start thinking about something different on your commute. Think about how you will provide the most value.

– 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 Respect, Navigating 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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Career encouragement

Career Encouragement, Is It Time To Give More?

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In the workplace, goals are often measured against management expectations, historical data, or industry benchmarks. How do goals align with career accomplishments? Do we need more career encouragement?

Winning Little League baseball teams often pop up out of nowhere from a small otherwise unknown town. The football star was just an average kid who loved the sport and played anywhere a few kids could find a patch of grass. The kid who read books all the time went on to become a PhD, a medical doctor, or an engineer.

Born or Made

In leadership seminars I often ask, “Are great leaders born or made?” Participants stop to think, and ponder this simple question. Of course, in some cultures family heritage has something to do with those in power but in US culture this is not the case.

Leadership is something built, it is learned, and the best are committed to it. Is encouragement required to become great? Does feedback affect outcomes of success or a lack of it?

Encouragement and Trophies

Encouragement became popular with the participation trophy generation. The idea may have been that more encouragement led to great things. Give every kid a trophy, it is encouraging. People forgot though that the reality of life is not always so kind.

Are you building your career? Are you encouraging someone to build their own?

History Says

In the history of the United States, there have only been forty five Presidents. For General Motors, there have only been fourteen CEO’s, and perhaps there has only been one Albert Einstein, one Wernher von Braun, and one Charles Darwin.

Do genetics, family history, or a high intelligence quotient have something to do with success, perhaps, in some ways, yes. Others may cite luck, more opportunity, and the best connections as having a hand in success. Still, success seems to pop up from anywhere.

Encouragement and Confidence

People often become very good at something that interests them. Chances are great that interest sparked and grew to flames when encouragement boosted confidence. When pleasing onlookers felt rewarding and when the responsibility perform felt achievable.

Careers are often built from self-interests and a focus on successive accomplishments across time.

Career Encouragement

Not every ball player will turn pro, and of the many who do, only very few will leave a lasting mark in the record books. Only a few will become President of the United States, few will be the CEO of a century old business, and even fewer will lead monumental discoveries in science or physics.

One thing seems certain though, the people who work for something better and who are encouraged often attain it.

A career is built, career encouragement helps those on their journey to attain it.

Now is a good time to give more.

– 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 Respect, Navigating 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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Emotional labor matters

Why Emotional Labor Matters More

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The daily grind, the grit and effort it takes to go to work every day, to exist in the World of workplace politics, the boss’s pets, and a paycheck every other week. It is what millions of people feel about their job, it is laborious. Do you think emotional labor matters?

Frequent Questions

Many people have great jobs. Many people take for granted what their daily grind provides. Actually, that emotional labor that they are putting in, that is what will matter the most.

What high school did you attend?

Where did you get your degree?

Did you get your degree online?

The questions all appear to matter and they are the essence of the job applicant, the hiring committee, or the card puncher. What may really matter the most is if you have put in the emotional labor.

Attitude, Determination, and Persistence

Emotional labor answers the questions about your attitude towards work, your discipline across the long haul, and your ability to navigate shifting environments.

The questions that really need answered are more about what you’ve accomplished. How do you face adversity? What projects or teams have you led? What is your decision making style? How would you describe your level of integrity? How do you plan for the unplanned?

The online job application and your resume don’t often speak to what you are really capable of doing. The weight of who you are, your strength, determination, and the associated outcomes are not about a piece of paper, or your digital application.

Getting to the door and having it open often comes from your resume or curriculum vitae, but that is just a paper trail.

Emotional Labor Matters

What matters more is the illustration of your emotional labor. That will be the best determinate of your future success.

When people ask my opinion about what will happen next with an employee, a boss, or their significant other, I usually suggest that the best predictor of future performance is past performance.

Put in the emotional labor, it matters more.

– 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 Respect, Navigating 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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wants and needs

Wants and Needs, Which One Will You Get?

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We often use the words interchangeably. In our real world experiences there is a difference between wants and needs.

This is always important for those who sell and for those who buy.

We may want the most expensive shoes, the coolest looking car, or the house that offers the most luxury in the greatest neighborhood. Are those the things we really need?

About Sales

Chances are good that by now you’ve already become acquainted with the idea that everyone is in sales. Even the people who are not directly in a sales role are really in some form, part of sales. We all sell something. We sell our ideas, our work, and our skills.

It seems that the sweet spot for the buyer is always based on value.

In the workplace, organizations have the right to choose. They can choose between wants and needs. Potential employees are often selling themselves through the interview process, trying to match what they can offer with the highest price. Is that what the organization wants?

The easy answer of course is, sometimes. Sometimes the budget for the position and the expectations are high enough that the employer shops for the expensive, the smartest, and the talent that they expect to propel them higher.

In other cases the organization may shop only for the minimum. They shop for the lowest price and hope to achieve the highest value. Are they ever disappointed? You bet.

Wants and Needs

It seems logical then that we may not always need what we pay for, but in contrast sometimes we may want more than we what we are willing to pay.

This is why price should not come first, but come last. When you find exactly what you need and it is also exactly what you want then you know you are willing to pay the absolute most your budget will allow.

When we start with price, we tend to confuse the wants and needs.

– 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 Respect, Navigating 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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apologies improve performance

Do Apologies Improve Performance?

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Apologies are important but they shouldn’t be a crutch. Do you have to apologize often? Do you believe apologies improve performance, or the perception of performance?

Excuses and Dropped Balls

In business or our workplace relationships, we often hear excuses for poor performance or dropped balls.

I forgot about that, I’ll do it right away. 

Sorry I missed you on the email distribution I must have been very busy when I sent it.

If I don’t call you back please reach out again. I’m really terrible about getting back to people.

Certainly, everyone has a slip up here or there, unfortunately sometimes this procrastination and faulty service becomes a habit, a very bad habit.

Relationships Matter

In workplace relationships, internally with the team, or externally with customers and vendors we have an obligation to support others. Sometimes this obligation is contractual and sometimes it should just be a common courtesy.

Relationships matter appreciative strategies

Good habits are hard to form and bad habits are hard to break. When you chronically come up short and provide an excuse that seems to let you off the hook what will you do the next time?

The best indicator of future performance is often past performance. It is true in business agreements, professional relationships, and even with personal matters.

Do Apologies Improve Performance?

Not a chance, always consider that your future success will depend on your business relationships. Just because you’re friendly or have known someone for a long time doesn’t mean you have an excuse for poor performance in business matters.

When you’re really sorry and you care about your professional image you’ll accept that you came up short, apologize, and change your behavior for the future.

Apologies won’t improve your performance, but a commitment to shift to better habits will.

– 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 Respect, Navigating 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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workplace role model

Being a Workplace Role Model

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Great role models are hard to find. What may be even harder is to replicate them. Are you a good workplace role model?

Certainly, role models may be situational. The role model lifeguard is likely a much different skillset when compared with a role model at the local factory, hospital, or burger joint.

Admiration and Leadership

Role models are often admired for leadership traits. How well do they lead under pressure? What keeps them driven and yet well-grounded every day? How do they stay motivated and professional at all times?

People have many common characteristics. One person likes to have some down time as much as the other. Many have interests or hobbies that are outside of the normal scope of their work.

Discipline and willpower may guide some of the best role models. What are some things that great role models don’t do?

Great role models don’t:

  • act on impulse
  • tell other people off
  • show up late
  • lose interest easily
  • complain

This is a short list the entire list is long. They are often great role models because they are masters of control, are willing to endure emotional labor, and care about the outcomes of their actions and behaviors.

Workplace Role Model

A great workplace role model doesn’t show up only when someone is watching. They are always watching for the next place to show up. They arrive and walk in like a pro. There is something in the air about their presence, not just when it aligns with something they love, all the time, good or bad.

The truly great ones will keep their promises, they don’t need to tell you that they are great, it shows. They are authentic, valued, and respected.

They do they work they don’t feel like doing, the work that is old, tired, and boring. Listening is important so they do it twice as much as talking.

Are you a good workplace role model?

– 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 Respect, Navigating 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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