appreciative, Author at Dennis E. Gilbert

04
Feb 16
-

Leadership Required?

Tags : confidence critics leadership success

Arguably leadership approaches may be different in good times versus challenging times. Many would likely agree that it is easier if the obstacles are fewer and the barriers are smaller. When you consider economic conditions, changing government regulations or even declining interest in a product or service, leadership may be required.

People may take for granted the definition of leadership, they may make assumptions about the requirements, and they may not realize the tenacity required to perpetually move an organization forward. They may praise and publicize the good times and try to hide or minimize the bad.

Leadership has challenges and it is about navigating the calm and the stormy, the easy and the hard, but it is always about rising to the occasion. It seems that changing conditions will bring out doubters. Critics will appear when there is progress. Envy will show up when there is success, but nothing will appear when an organization is stuck.

When is leadership required?

Now.

– 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+

02
Feb 16
6

Are Millennials Entitled?

Tags : entitlement experience millennials participation trophy

One of the most prevalent stereotypes about more recent workplace generations is that they believe they have a sense of entitlement. Could this be true, or is it just a meaningless stereotype? Many argue that millennials and generation Z (Gen 9/11) are products of the participation trophy era. A societal trend which started in the mid to late 1980’s and grew in popularity during the 1990’s and beyond.

Group Planning Work

Examining this more closely let’s consider values for entitlement across all five workplace generations:

Traditionals (Born 1930-1945) – Generally believe that entitlement comes from seniority. The longer you’ve been in the workplace, job role, or employee classification, the more entitled you become. This is where they see their true value and expertise, in longevity.

Baby Boomers (Born 1946-1964) – Experience matters to baby boomers and when it comes to entitlement they want to side with experience. Many boomers believe knowledge is important but experience is king. Arguably, it may be what they have the most of.

Gen X (Born 1965-1976) – Somewhat stuck in the middle, the generation X population will likely link entitlement to merit. While they don’t possess the most workplace experience and at the same time are not the most recently educated, they tend to occupy the middle and we can label this as merit. Through merit, they are entitled.

Millennials (Born 1977-1994) – Recognizing that they may lack some of the experience of the more seasoned workforce, millennials will likely view entitlement values as being measured by their contribution. If they can contribute and make a difference they should be entitled to as much as any earlier generation.

Gen 9/11 or Gen Z (Born after 1994) – One important quality this most recent generation will bring to the table is knowledge. Keep in mind that earlier generations do not view knowledge and experience as the same, and generation Z will view their contribution as coming from knowledge (likely technology). Solve a problem with technology (saving both time and money) and you are entitled.

What values are driving your sense of entitlement? Societal values are constantly shifting and this is in part what forms different generational frameworks. Could it be that entitlement really depends on what generation is making an observation on another different generation? Do you feel entitled?

Reading this post has earned you a participation trophy.

No, not really.

– 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+

28
Jan 16
3

Can Millennials Sell To Boomers?

Tags : millennials sales selling to boomers tactics

The easy answer is, yes. The harder answer is that selling across the generations may require a certain amount of interpersonal finesse. Many people quickly recognize that there are some differences when selling across the generations and some will quickly jump on the idea that the use of (or lack of use of) technology is a big reason for gaps between earlier generations and later generations. Perhaps technology is a barrier, but even the rival political baby boomers, Hillary Clinton, and Donald J. Trump, tweet.

So what works best? The psychographics associated with any generation can certainly keep the best of the best on their toes, but here are five tips that will help millennials reach across the generational framework when selling to boomers.

Eliminate hoops. Most buyers don’t like jumping through hoops and the boomer generation will quickly get frustrated with any hoops they are expected to jump through. Technology is big for this; things like automated telephone systems, website pop-ups, and multiple log-ins for information are a definite turn off. Most boomers are also not inspired by the mobile phone app craze.
Social proof is not a big factor. Depending on what you are selling, social proof may not be all that important to a boomer. While there is a trend towards seeking information and reviews on-line before making buying decisions, the boomer generation will often resort to old school word of mouth when considering their final buying choice.
Place experience over technology. Millennials and generation 9/11 (Gen Z, iGen) will likely have the most interest in technology oriented solutions while boomers are going to feel more comfortable with what has proven itself in the past. Boomers don’t necessarily want new, they want tested, proven, and trusted. For this reason, talking their language instead of forcing yours will yield the best results.
Believe in what you are selling. This is universal for selling to any generation, including your own. When you are passionate and truly believe in what you are selling others feel it, and for you, it may feel like you aren’t selling at all.
Don’t give up quickly. Boomers have a soft spot for demonstrated effort. Of course, that doesn’t mean they like being pestered, but being appropriately persistent can be a plus. Remember that some stereotypes exist throughout the generations that the more recent generations don’t work hard or value hard work. Be resilient to impress the boomer.

Lastly, remember that many factors go into conditioning the values and beliefs of any generation, including things like rural versus urban living, espoused parental values, and geographic location. Not every person in any generation will fit the generalized values and beliefs the experts often describe, but popular wisdom supports the notion that many do.

Consider these tips and watch your sales to boomers, boom!

– 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+

26
Jan 16
4

Can Boomers Lead Generation Z?

Tags : boomers Gen z generational differences leadership

Considering there are now five generations active in our workforce it seems reasonable that reaching across three, four, or five generations will represent some challenge. I am often asked questions about how to change the incoming workforce, not how to address the problems, but how to change the people.

Reaching across the generations is complex, but approaching it with the intent to improve relations and not change people is where most of the engagement value exists. It may start with the questions we ask ourselves, and it definitely needs to work towards improving the root cause.

The root cause of our generational differences often develops from leadership style, communication, and organizational culture. Changing our approach should begin with focusing on the commonalities that we share. When we have a successful organization or business it is because we provide products or services that add value or solve problems. Since we’re all in it together, that is one important factor we all have in common.

We should be asking ourselves questions like this:

What is our purpose? Motivation to jump in and get started happens when everyone understands their sense of purpose and contribution. Doing the task is one thing, but understanding why provides the motivation. This is our mission.

What problem are we trying to solve? Most organizations are in the business of fixing, reducing, or improving problems. They fulfill a need and provide value or a solution. Everyone’s contribution should be related to meeting this exact need.

How does what we are doing solve that problem? If we can’t identify the results or establish the metrics or measurement, we’ll likely have trouble with employee engagement. Everything should have an identifiable result and outcome.

When we stop trying to change people and start focusing on the commonalities of our mission, people of every generation will work better together. We may have differences such as values and beliefs, social orientation, and technology competence, but keep this in mind; the value of the team doesn’t exist in everyone being the same. The value of the team exists in utilizing everyone’s knowledge and experience to solve the problem or accomplish the goal.

When leaders forfeit the strength of differences across the generations they have forfeited the value of the team.

Yes, boomers can lead (Gen 9/11, iGen) generation z.

– 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+

22
Jan 16
-

10 Principles of Leadership Engagement

Tags : employee engagement motivating the team

Depending on the industry, sector, and employee demographics finding the right motivational charge can sometimes be challenging. Adding to the challenge are differences in leading during times of growth versus decline, amount of tenure a leader may have with the team, and even core organizational values such as the difference between for-profit and non-profit organizations.

Leadership Principles

Here are ten principles that engaging leaders exemplify:

Know that every experience can work for you, or against you. The best part is that you get to decide.
You may believe that staying the same is the safest bet, until you realize that staying the same has left you behind.
Understand the hidden values in risk by knowing that your biggest regret won’t come from trying. It will come from failing to try.
Competition should never break you down or hold you back, it should energize you.
Facing problems and challenges illustrates courage and builds character. Avoiding them shows weakness and builds worry.
Letting go can be as valuable as persistence because sometimes what you hold on to is what is holding you back.
Strategy and action plans are critical. If you don’t know where you’re going, you’ll probably go nowhere.
Building the team can be as simple as finding two people who are passionate and motivated about the cause, then join them and act like a crowd.
Innovation drives results and following benchmarks will often lead to becoming second best. Consider that ridiculous ideas sometimes become unimaginable success stories.
If you aren’t challenged you aren’t growing. Remember that on the other side of every challenge there is opportunity.

Some believe motivation only comes naturally, engaging leaders know that they can encourage the process.

– 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+

19
Jan 16
-

Leading the First Minute

Tags : leadership results under pressure

Are you a do it at the last minute kind of person? Many people suggest they might be. Those same people may claim that they work well under pressure and do their best work during crunch time.

Why not do it in the first minute? When you’re disciplined enough to focus on the first minute instead of the last, the results are more fluid and you can allocate more time for quality, exceeding expectations, or even re-work that may be the result of circumstance, not choice.

When we recognize that leadership is about developing a belief in the follower, and it is not about developing a belief in the leader, then we also will appreciate first minute actions. This is true not because someone said so, it is because first minute actions come from the inspired, last minute actions come from fear.

If you’re responsible to lead, or even just responsible, do it in the first minute, because if for no other reason, the last minute costs more.

– 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+

14
Jan 16
-

Generation Definition Trap

Tags : age definition generations

If you have fallen into this trap, it’s ok, many people have. The generations are not about age, they are about birth year.

Even the first newborn baby brought into the world in 2016 is getting older, but that doesn’t mean that when this baby turns 50 years old he/she will become a baby boomer. Today traditionals in our workforce are those around 71 years old or older. If either Hillary Clinton or Donald Trump is elected as the next President of the United States they will surpass the 71 year old mark during their tenure, (Donald Trump turns 70 this year – 2016) but they will still be baby boomers. They will always be baby boomers.

People discussing generational differences sometimes fall into the trap of relating generations to age, when in reality what is really important is their birth year. The shaping of the generations is created through many factors, the three most common are:

Major shifts in socio economic conditions.
Major shifts in technology.
Times of significant turmoil, such as war.

Also critical for generational differences are things like rural versus urban living, geographic location, and espoused family values. It is important to understand that for exactly the reasons just described, other countries (here I’m referring to U.S.A.) will likely experience their own differences when defining their generations.

While all of this sounds very simple, it is one of the most common mistakes I hear when discussing generational differences with people. Just because we are all getting older doesn’t mean our generational definition will change.

Let’s get it right, before we get too old.

– 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+

12
Jan 16
-

Innovation and the Generations

Tags : change Kaizen knowledge organization culture six sigma

Who are the best innovators? Does a generational trend exist that makes one workplace generation more innovative when compared to another? The fast argument may be that traditionals and baby boomers are stuck in their ways and in an opposing view the millennials or generation 9/11 people are more likely to innovate.

Like most complex subjects, there can be arguments from many different sides. Here are three simple ideas to help break this down:

Willingness to Change. Innovation requires change. The truth about change is that it makes everyone feel a bit uneasy, nervous, and afraid. Propensity for change is typically not a generational issue, it has a whole lot more to do with what a person feels they have to gain or lose, regardless of generational representation.

Restrictive Knowledge. Effective problem solving usually involves approaching problems within a framework. Often we frame situations and problems based on our knowledge. This very act of framing often limits innovation. Many experts would agree the best innovation happens when you let go of knowledge that restricts vision and as some would say, dream big.

Creativity Culture. We often hear about cultures being built through mainstream quality and efficiency ideologies like Six Sigma, LEAN, and Kaizen. These high quality principles (which are effective for their designated purpose) often drive people to reach a standard and once the standard is achieved to never change, never deviate, and to just repeat the process. People who are conditioned to think within these high quality standards may develop a restrictive view of innovation. A creativity culture requires unleashing restrictive thinking.

Keep in mind that in a world of constant change, the riskiest place to be is stuck in the status quo. Innovation, like change, knowledge, and culture are not limited to any specific generation. Innovation occurs when individuals and teams are willing to let go of limitations, step out of their comfort zone, and support each other to explore new or alternative possibilities.

– 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+

07
Jan 16
-

3 Leadership Traits For Every Generation

Tags : communication generational differences honesty integrity leadership

If you believe great leaders are made, and not born, then you probably would also quickly agree that leadership is about choice. Choice would include a decision to constantly hone and develop your knowledge, skills, and abilities to demonstrate a greater leadership presence. While there are many skills that exemplify leadership and while in practice a very broad skillset may be necessary to tackle the demands of being a high performing leader, there are at least three that are universal for any leader of any workplace generation.

Integrity. People who are serious about high performance know that a lack of integrity at any level can quickly derail success. Like ethics some definitions of integrity may be subjective, but individuals who fail to connect with a like mindset for integrity will be less likely to engage and stay committed to future efforts.

Honesty. Can you trust someone who is dishonest? Trust is the lifeblood of any organized effort. Fear may sometimes (inappropriately) temporarily overcome all obstacles but most group efforts will fall short of expectations when there is a lack of trust. Often the root cause of mistrust can be directly linked to dishonesty.

Communication. You cannot lead without effective communication. Keep in mind that even the most effective communicator will face difficulty if they do not have integrity and they are dishonest. Remember that communication is not always the spoken or written word; it is sometimes gestures, actions, or even attitude that makes a statement.

Regardless of the workplace generation you represent or the breadth of generations you may be responsible to lead, having a solid skillset and constantly honing your craft as a leader will be critical for continued success.

Make the right choice. Decide to lead.

– 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+

05
Jan 16
-

Change Resisters–Boomers or Millennials?

Tags : boomers change millennials resistance root cause

Many boomers believe millennials resist change. Many millennials believe boomers resist change. Who is correct? Could it be neither?

Consider the following three ideas:

Pace of Technology – Millennials and Generation 9/11 will likely experience more technology advancements and change during their lifetime as compared to boomers. The pace of technology driving change appears to be accelerating.

To-date Reality – At any given moment in time, earlier generations have experienced the most change. After all, they have more years of experience and have lived what everyone from recent generations has lived, plus everything before those generations. (A 55 year old has 25 more years of experience as compared to a 30 year old, but both have experienced the most recent 30 years.)

Saturation – Consider that everyone has a tolerance for the volume or quantity of change, and as many may suggest, differing levels of interest for change. If this is true, it only makes sense that earlier generations have experienced more and may not be as tolerant of, or interested in, change.

Popular wisdom among change experts is that change resistance has little or nothing to do with generations. During a change event nearly everyone, or anyone, may feel a loss of control and a push (or shove) from their comfort zone. It is this uneasy, nervous, and fearful feeling that often causes resistance, couple that with those who have an opposing view and you have the perfect storm for change resistance.

While generational differences may be inclusive of some change resistance, they are typically not the root cause.

– 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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