appreciative, Author at Dennis E. Gilbert

22
Mar 16
1

Taking The Lead On Tough Choices

People often wonder how to discover the key for success. They don’t always understand the discipline or the motivation involved. They second guess the purpose and the effort. They sometimes underestimate the commitment and the tenacity that is required.

Business Discussion

Most of your personal or professional growth will not come from luck, fate, or coincidence. When was the last time you heard someone, including yourself, say:

I don’t want to go to work today, but I don’t have a choice.

Working on this special project is killing me, but I don’t have a choice.

Learning this new software is ridiculous, but there is no choice.

Typically we do have choices, what we sometimes lack are easy choices. You hold the key; you don’t have to discover it. You just have to use it. The greatest success stories develop from a commitment to a choice, a choice someone may have felt was not their own. Why, because it was tough.

Tough choices don’t make you powerless, they make you powerful.

But remember, it is still your choice.

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

15
Mar 16
2

Boomer Decisions, Millennial Decisions

Tags : baby boomers decisions millennials workplace

Who makes better decisions? Are boomer decisions better, or is it millennial decisions?

Talk to enough people about how decisions are made in their workplace and you’ll likely find someone who has a viewpoint different from the path typically chosen. While it might be common to find disagreement with courses of action handed down from the high rise offices of the c-suite, it also might be common for people to believe that past experience will yield the strongest results.

Boomer Decisions

We often generalize that baby boomers (born 1946-1964) will have much more experience when compared with millennials (born 1977-1994) and as such will make better decisions. This idea of experience based on time may have its fallacies though, and in a recent blog post I wrote about how traditional wisdom regarding workplace generations and experience may sometimes be incorrect.

So what generation is best equipped for decision making? It seems it really all depends.

More experience sometimes leads us to self-deception or data anchoring. While less experience may sometimes mean no previous trials and errors (failures) exist and as such you can’t possibly know or understand the best course of action. Which one is correct, or is it both?

Golden Rules

It seems there are two golden rules about decisions and generations:

Past experiences drive choices, but more experience doesn’t always mean better decisions.
Every generation has values and beliefs relational to their experiences, not to their age.

Popular wisdom suggests that things like false perception and self-deception, data anchoring, palindromes, and other components of critical thinking, including life experiences and patience, will drive decision quality. In addition, how we approach solving problems such as through technology, innovation, or what has worked well in the past will also be a factor.

Are you solving problems by working across any generational boundaries, or are you locked into traditional thinking and methods?

– DEG

Originally posted on March 15, 2016, last updated June 13, 2018

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), 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+

08
Mar 16
4

Leadership, Turnover, and Millennials

Tags : baby boomers leadership training millennials turnover

Someone recently suggested to me that training the more recent workforce generations in leadership skills would solve the cross-generational communication challenge. While you would likely never find me disagreeing with workforce training, it has to be the right training, at the right time, and in the right quantity. Of course, it also has to be high quality.

Unfortunately, as quickly as someone suggests leadership training, someone else can make argument against it. It’s common to hear that leadership training may set unrealistic expectations for job promotions or role changes, and should those expectations not be met, it increases employee turnover. That can happen, but it shouldn’t.

Leadership training is not about here is the button, and this is how you push it. Leadership is completely different, because leadership only develops when someone decides it is important to start leading. It isn’t about millennials any more than it is about boomers. In reality, it is more about choice, it should be about a choice for the organization, and it is always about a choice for the individual.

Leadership training shouldn’t be about people leaving, but it might be about why people are staying.

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

01
Mar 16
-

The Leadership Gamble

Tags : change gamble leadership

Most people will quickly agree that figuratively speaking everything in the world around us is changing. Big winners in this category include people (generational differences), our economy, and technology. What sometimes becomes harder to understand is that while so many people agree with the concept of big change happening all around them, they feel the most pressure from a feeling of being forced to change.

The psychology of change, or change resistance, has been thoroughly studied and we know that factors such as comfort, fear, and risk management have a great deal to do with why it sometimes becomes natural to resist change. It may make our future feel like a gamble, and while some are drawn to gambling, others strongly oppose.

If you’re charged with leading in your workplace it is important to keep in mind that while change may sometimes feel like a gamble, in a world of constant change the biggest gamble, with the biggest risk, may be staying the same.

My advice, don’t risk it, don’t gamble, your safest bet might be making changes.

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

25
Feb 16
-

Yelp Employee Not A Millennial

Tags : millennials workforce generations Yelp

The words, evidence based, are popular in many scientific and healthcare oriented fields. I believe the several day old viral outbreak (story) about the Yelp employee getting fired and the slightly older millennial who gave her a piece of her mind is yet another example of the emerging identity crisis in our most recent workforce generations.

Experts continue to help develop and fine tune the definitions of the framework that establishes the basis for birth year groupings. The real headline of this story should probably be about the generation 9/11 (Gen Z, iGen) employee who got fired, not the millennial. My belief, which is compatible with many other workforce generation experts, is that the emerging fifth generation, which is different from the millennials, actually starts with birth years around 1990 or 1991. This of course places the Yelp employee close to, or even within the generation 9/11 (Gen Z, iGen) category.

There are many factors that shape the framework for workforce generations, but some of the most common I discussed in my book, Forgotten Respect (Sept 2015) and more recently in a blog post. Millennial may be a good buzz word, but I believe its use is becoming a wildly popular scapegoat expression for anyone in their mid-30’s or younger. Its overuse ignites anger (rightfully so) and is perhaps disrespectful to a large segment of our workforce population who were born between the late 1970’s and the early 1990’s.

Each generation has its share of characteristics, some considered good, some not so good, but I’m hopeful that we’ll soon start to get the definitions for the generations correct. Society, technology, and perhaps even our current political campaigns are fueling the fires of every generation. I’m hopeful for a pivot, a pivot to embrace the positive characteristics about every generation.

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

23
Feb 16
2

3 Lessons From The Intern

Tags : generational differences life lesson patience success

Comedy about business has had its share of success. We can consider the wildly popular television series, The Office, and depending on your taste the 2013 movie, The Wolf of Wall Street. Today, perhaps different from any other time in modern history, we have five generations active in our workforce and it is great timing for the business oriented comedy, The Intern.

Life is full of lessons, and for some humor may provide the thread for the needle to sew up some of life’s best. I watched The Intern this past weekend and here are three of many lessons I patched together:

Sometimes your future is not as important as the right now. Ben Whittaker (Robert De Niro) is interviewed by a millennial human resources manager and is asked about where he sees himself in ten years. Ben, a seventy year old internship candidate doesn’t understand why where he sees himself when he is eighty years old really matters. Good point.

Often we frame our thoughts to position us at a better place in the future. We imagine ourselves becoming more accomplished, successful, and valuable, but the other side of this thinking is that right now may be the most important time of all.

Patience is just as important as speed. We live in a fast-paced, stopping for nothing world, and there is no denying the value of speed. Jules Ostin (Anne Hathaway) is a fast-tracker millennial whose startup e-commerce business is growing at an almost out of control pace. Her meetings are scheduled in five minute intervals, she rides a bike around the office to save time, and her family life is desperately being challenged by all of the pace and pressure.

Sometimes though not everything is about speed, it may also be about patience. Practicing patience is a relationship and team building skill. People, teams, and businesses who make the time to embrace a core value of patience will often have more stamina to get through the rough spots. Take nothing for granted, especially your time—have patience.

Never forget where you came from. We’ve probably all either heard this or have said it. This insightful mantra is often used to cause reflection on remembering those persons or situations from which you came. The idea is to remember that while you may now be more successful or more accomplished than in the past, don’t forget those people or circumstances associated with where you’ve come from. Great point to remember.

There is another side to this though, sometimes we forgot about our accomplishments and we live feverishly chasing the next sale, opportunity, or job promotion forgetting all that is good about what we’ve already accomplished. In the movie, Ben invites Jules to remember that she is the person who created this thriving business as she struggles with a tough decision about hiring a CEO. Remember who built you (you did), always count the successes (focus on successes, not on short-comings) no matter how small.

A comedy may not be your favorite genre but if you are interested in taking a break from the intensity of navigating the five generations active in our workforce today you can find some valuable lessons through humor by watching The Intern.

– DEG

Photo Credit: Image from YouTube Official Trailer.

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

18
Feb 16
6

More Experience–A Generational Dilemma?

Tags : experience generational differences stereotypes

People who have been on the job longer have more experience. At least traditionally that has long been a popular mindset. Working for five years is better than five months, working for ten years is better than five years, and working for thirty is twice as much as fifteen.

There is an Abraham Lincoln quote, “And in the end, it is not the years in your life that count. It’s the life in your years.”

Millennials and generation 9/11 (Gen Z, iGen) are stereotyped with having values associated with immediate gratification, needing minute-by-minute feedback, and expecting a participation trophy. Traditionals and boomers are stereotyped with resistance to change, nose to the grindstone, and as being highly disciplined; perhaps as viewed by some, to the point of being a fault.

But those are all just viewpoints, as recognized by the observer.

Life is about experiences and it may not be so much about how long, but more about how often. So it seems to me that experience isn’t about stereotypes, it isn’t about age, and it is certainly not about your generation.

Experience comes from having more. (Yes, more experiences!)

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

16
Feb 16
7

Millennials and Gen Z: Your Competitive Advantage

Tags : competitive advantage millennials strategy

Experts in industrial sectors, experts in educational systems, and even experts in social and psychology disciplines likely have as much disagreement as they do agreement about the paths necessary to bridge gaps and manage talent across all five workforce generations. Some believe there are not any problems, some believe the problems can’t be solved, and still others believe that the problems are nothing new often stating that we’ve always had generational differences and we should just forget all this generational talk and get back to [real] business.

The Problem

Many business sectors report problems with attracting and retaining the most recent generations in our workforce. Culturally, organizations often struggle with adapting their environments to become attractive for millennials and generation Z (Gen 9/11, iGen). One thing is certain, an organization without a strong representation of the most recent workforce generations is an organization without a future.

The Opportunity

Working across the generations or creating an atmosphere of generational neutrality is definitely not a one size fits all approach, but it does create a strategic opportunity. Keep in mind that being on the front side of the bell curve is where opportunity has the biggest strategic advantage. Many organizations are not taking a strategic approach for onboarding the most recent generations, and if your organization chooses to do so, you’ll position yourself for a strong competitive advantage.

Where to Start

Organizations will have to think more strategically. Often somewhat unconsciously, organizations operate by “fighting fires” through tried and true tactical approaches instead of strategy. Every strategy needs tactics but every tactic may not be strategic. Make sure your organization is investing in a strategic approach to onboard and fully utilize the most recent generations.

Here are three foundation building principles for millennial and gen Z strategy:

Build a strategic approach that incorporates unleashing tacit knowledge. Think succession, mentors, and how to leverage new age ideas with old school methods.

Illustrate pathways for future opportunities. The most recent generations want to understand how their contribution fits and how they can make a difference. Give them a sense of purpose.

Build flexibility into your systems. Most emerging workers believe that there is more than one way to achieve the goal. In contrast, many of the earlier generations believe strongly in the tried and true methods. Flexible approaches are desirable for more than just engaging across the generations, they also allow organizations to quickly adapt to changing circumstances or markets.

Regardless of how you build it, organizations that adopt a culture that is farsighted and encouraging will win out over those who can’t effectively illustrate their value or purpose.

Are you building a competitive advantage?

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

11
Feb 16
9

Managing Perfection: A Millennial Trait?

Tags : managing perfectionist productivity

Does the pursuit of perfection affect the most recent workforce generations more than the earlier traditional or boomer population? Traditionals, boomers, and some of the generation X population may quickly shout out, “No!” However, some experts are seeing things differently. Do you have trouble managing perfection?

The Problem

There is a belief by some that our society has become too focused on extrinsic goals such as the attainment of money, an image of wealth, and physical appearance. This may make millennials and generation 9/11 (Gen Z, iGen), according to some researchers, at a much higher risk for developing ambition addiction, which may then lead to anxiety and depression. While perfectionism is often associated with having an unattainable or an unrealistic goal, it can also lead to feelings of unhappiness and create a lack of job satisfaction. Business and human resources professionals may quickly see this as a linkage to employee absenteeism and turnover.

Solutions

At least two quick thoughts enter my mind. The first is that employees in all job roles must have up-to-date and well understood job descriptions. In addition, they must be provided with prompt and constructive feedback on performance, and their goals should be clear, realistic, and attainable.

solutions appreciative strategies

The second thought is to suggest that perfect and productivity are not synonymous with a job well done. During seminars I often remind groups that in many professional skill settings many job tasks can be accomplished quickly, while making the output perfect takes the most time.

Managing Perfection

Imagine writing a one page letter to the president of your company. You have two measurements of productivity, one being, to accomplish the task, the other representing the time it takes. You can probably draft the letter very quickly, accomplishing 80% of the task while only taking about 20% of the time. While fine tuning or enhancing the letter to perfection is only 20% of the task, but it takes 80% of the time. In some cases, but not all, draft may be an acceptable approach for achieving both progress and productivity while also avoiding the harmful effects of striving for perfection.

Perfection millennial

It seems to me that if societal trends have us focused more on extrinsic accomplishments; perfectionism may be something all generations need to rethink.

What about you, are you a perfectionist?

– DEG

Millennials generations forgotten respect

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Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

09
Feb 16
2

Leading Sales Across Generations – Boomers to Millennials to Gen Z and Back.

Tags : customer millennials relationships selling touch points

Are you responsible to sell across the five generations active in our workforce today? Surprising to some, nearly every professional has some sales responsibility, from selling themselves, to selling project ideas, and of course to include those who occupy full time sales positions. It is important to keep in mind that a one size fits all model created by a boomer without consideration for gen Z buyers will struggle just like a smartphone app developed by gen Z may not be ever be downloaded by a traditional.

I don’t want to confuse medium with message, brand promise with value proposition, or the nature of transactional sales as compared to consultative sales. What I am offering are three general characteristics to keep in mind when reaching across any of the five active workforce generations.

Anticipate conditions of satisfaction: To suggest you “put yourself in their shoes” may seem to be over simplifying things, but that should probably be one of your first objectives. Assuming what you are selling reaches across all generations, consider what differences will exist and what will reduce concerns or refusals. Make every attempt to view your product or service through their lens. Think gen Z selling a tablet computer to a just retired traditional.

Understand relationship parameters: Connecting with the customer and building relationships will vary. Gen Z may be thrilled to explore communicating through a follow-up text message while earlier generations may believe in eye-to-eye, face-to-face, handshakes and hard copy signatures. Always consider every customer touch point from brick and mortar buildings, to websites, to personal interactions. The value of touch points are critical, a gen Z will expect to see your website on mobile, while a traditional may expect a personal visit. Build the relationship their way, not yours.

Never waste their time: What constitutes a waste of time? It may depend on the generation. A meeting with a traditional that incorporates background and theory of the goods and services (which takes more time) may feel like a very appropriate and well invested use of time. On the other hand a 30 second elevator pitch may be all a millennial or gen Z needs to hear. This doesn’t suggest who is correct or who makes better decisions but it does suggest there are differences. Seek commonalities by considering how time is valued across the generational continuum.

A boomers satisfaction in an automobile purchase may be very different from gen Z. A real estate (home) purchase by traditionals may be very different as compared to millennials. Methods for consultative sales versus transactional sales should be carefully considered and will definitely impact your approach. Mediums, branding, and value propositions also need careful consideration and if you’re spanning all generations be sure to seek commonalities not just develop a focus on differences.

As with everything related to selling, communicating, or working across the generations there are variances in personal style regardless of the generation and in many cases there are variances from day-to-day, or even across weeks or months since schedules, job pressures, and even amounts of sleep may condition both personal and professional interactions.

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

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