Tag Archives: beliefs

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group dynamics

Group Dynamics of What Happens Next

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Social media seems to be alive and well. The suggestion of social distancing, which translates to physical distancing, has ensured more online interactions. Have you considered the group dynamics of what happens next?

Group dynamics always play a role. We’ve experienced it since we were kids.

“Peanut butter and jelly is gross,” from one kid and suddenly others may agree.

It is also true for the love of banana seat bikes in the 1970’s and Ninja Turtles in the late 1980’s.

Group Dynamics

As adults we’re also conditioned by the dynamics of groups.

When one person suggests the boss is a jerk and then someone else corroborates the concept, the group may follow.

We see it in the workplace, in politics, and certainly what is broadcast in the news. We read, watch, and listen to the narrative, yet ultimately, we decide what we will believe.

Our decision to believe is often connected to the actions and behaviors of the group. When enough people believe, it often is considered to be evidence of proof.

Hysteria sells a whole lot more than the daily routine. People are often looking for the excitement, the energy of fear, anxiety, and panic.

Fear is a short run game. It divides the field, splits the group, and creates a dynamic of winners and losers. Those on one side win by the elimination or conquering of fear, while others are destined to remain afraid.

What Happens Next

What happens next will likely depend on the group you choose to join.

One group wants to gain attention, be the most exciting, become the most watched, the most listened to, and the most followed.

With all the numbers it must be true, right?

In grade school or high school your parents may have had concerns about the other kids you hung around. They were trying to protect you and steer you to the right group.

Today as adults it isn’t much different only the stakes are higher. It may create a dynamic of success, or a dynamic of doom, gloom, and persistent failure.

Choose the right group. Make good decisions. Following the crowd off the cliff is never a good idea.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. 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.


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finding support

Finding Support For What You Want and Believing It

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Information is available in abundance but what is the quality? Are you finding support for your ideas or behaviors? Do you believe what you find?

Confirmation bias may be the correct term. It is when we find data or information that confirms our initial beliefs. It’s data or feedback that validates and supports what we want.

In today’s World it is easy to do.

Pick Your Path

If you like aggressive, loud, and boisterous behavior you can find information to support it.

If you want to riot, cause trouble, and disagree about the sun coming up tomorrow, you can find support.

Do you want political or religious affirmation? You can find it.

How is all of this affecting your job, your livelihood, or career?

Be careful what you read. Be careful about what you see. Most of all, be careful about your actions and behaviors.

This is true for how you manage a job interview. It is true for how you communicate with your boss. Of course, it is true for your attitude and the perceptions and expectations that others have.

Belief and Denial

Ask someone if they give good customer service, then ask the customer.

It is not uncommon for a person or an entire organization to be convinced they are delivering awesome service and anyone who disagrees is just wrong. They’ll just discount the information they don’t like, it’s a form of denial.

It is much easier and comforting to believe what we want and find the backup for it.

Finding Support

Are you finding support for your values and beliefs? Support for the way you see the World? You probably don’t need to look far.

In an economy that flourishes on connections you may want to carefully consider your path.

Some paths lead to a crowd we weren’t expecting, or worse, to a dead end.

-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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Age Differences or Generational Differences?

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Ten years ago I attended a business conference that easily had several thousand participants. I remember how exciting it was, the main stage hosted some incredible speakers and following any given performance or on scheduled breaks the hallways were buzzing with excitement.

Joyful group

One particular talk featured a businessman who discussed investments, retirement accounts, and how to monitor the stock market. It was content rich, and he delivered a very compelling message. While some would label his presentation a sales pitch others were excited to learn more about his methodologies and personal finance management tactics. As he closed his presentation he urged audience members to immediately go to visit his hallway booth where there was a limited supply of additional information and very limited seating for his next full day educational seminar coming to a location near you.

Curious I went to his booth and observed lines of people scurrying to make a purchase. While the conference was generationally diverse, in my estimation, there was no person younger than 45 or 50 years old in that line.

Was this representative of an age difference or generational difference?

One school of thought in the workplace today is that there aren’t any real generational issues, only the same patterns that have repeated themselves over and over again at least since the industrial revolution, and those patterns are about age and not about some nebulous generational malarkey. A different school of thought often comes from workplace generation experts who politely (and sometimes not so much) disagree.

Age Differences

Age differences relate to engagement, decision making, and communication preferences that are based more on age and not so much on societal trends, values and beliefs. For example, a conversation about retirement funds or a 401k balance might be of more interest to those closer to retirement age as compared to those who are just exiting high school or college. Age differences may also come about as physical changes with persons having less energy, less flexibility, or less tolerance for strenuous physical activity making them seek different ways of moving about, sitting versus standing, or even the lifting or moving of objects. In still other examples age differences might be represented in personal debt such as paying for college education or making the 15th payment of a mortgage loan as compared to the the 359th (30 year mortgage). There are many things that are connected to age that are not necessarily related different values, beliefs, or societal dynamics.

Generational Differences

Generational differences are much more likely to be connected to life experiences, emotional connections grounded in traditions, technology (or lack of), or socio-economic trends. For example, earlier generations might have little or no desire to listen to music through ear buds, perhaps preferring a more traditional method such as a device that broadcasts music through speakers of which anyone within a close range can also hear. This simple example is probably more reflective of a generational difference (rooted in technology) rather than age. Consider that if our hearing weakens with age the ear buds may actually be a better alternative but are typically trendier with younger people. Generational differences develop from societal trends during a given period of time, what felt accepted, respectful, or to be common practice. These differences might also have roots in other factors such as parental values and even in rural as compared to urban living.

In the workplace people deal with both age differences and generational differences, but the generational differences are much more complex and are not as simple as the much easier defined and navigated difference in age. Of course in any workplace we need to be very cautious of how we manage and discuss any differences in age so we are certain not to discriminate.

Are generational differences in the workplace real? Yes, and they are not improved or navigated without skillful communication, leadership, and respect.

– DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), 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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