Tag Archives: change

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workplace heroes

Workplace Heroes Can Leap Tall Objects

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People spend enormous amounts of time waiting. Waiting for a change in the weather, waiting for their accumulated vacation, and often, waiting for workplace heroes to take charge.

Instead of waiting you always have an option. The option is for action.

Nearly every axis, of every chart, has a relevant coordinate or scale for time. Time is the universal metric.

How many donuts can be made per hour?

How many customers served this month?

What does sales revenue look like this quarter?

And so, some choose to wait. They wait to see. They wait to see if the superhero will appear.

Waiting for Superheroes

It is often because people are conditioned to wait.

They wait for an answer from the boss, wait until the next meeting to bring up the problem, or wait for the customer to appear.

The truth is that it may be your responsibility for taking action, not waiting.

What happens next in your workplace is driven by culture.

Your organizational culture is created by many gestures, acts, and behaviors. Add them all up, across time, and you’ll have the vibe and pulse of the organization.

Who are the superheroes?

Workplace Heroes

Perhaps it is your next action that will create something magical. It will make the difference to leap over the obstacle or start a movement that inspires someone else to do so.

Superman may have changed his clothes in a phone booth before activating his super powers.

You don’t have to.

You just have to stop waiting.

-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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exciting workplace change

Exciting Workplace Change Means Energy

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Things are going to change. Are you experiencing exciting workplace change?

A few months to a couple of years into your job and you may face boredom. The monotony of the day in, day out, repeated over and over again across time. Enthusiasm and energy often decline.

Many people have a favorite movie or a favorite song. They watch or listen to it many times. Eventually, nothing changes and the great hit is still a great hit but they need something new.

Everything you do on the job probably has a reason. It has a specific outcome that is necessary to create the product or provide a service that is of great value.

Is the team motivated? Are they engaged? Why is the energy of the new employee so high?

We know there is often apprehension about change. The fear of the unknown or the fear of future outcomes.

Will my job be eliminated?

What if I don’t like things this way?

I’m not sure this way will work.

Exciting Workplace Change

Changing just for the sake of change may not be the best idea. At the same time though, staying exactly the same until boredom sets in may be problematic.

Do you think things in society, technology, and perhaps even in values and beliefs are changing? Have you found yourself believing, “Everything in the World around us is changing.”

Could it be true?

One thing is probably always true. The longer we stay exactly the same the riskier our work becomes.

-DEG

Change, focus, and persistence, just a few of the reasons why I wrote this book. Grab your copy on Amazon.

Pivot and accelerate

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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counter shift

What Will Be The Counter Shift?

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People everywhere often dream of, and some create, a shift. Is there a counter shift for every shift?

In January 2014, I released my book, Pivot and Accelerate. It continues to sell because many of my clients are searching for additional thoughts as they pursue personal or professional change.

One aspect of change that we often fail to see, understand, or give credence to is that every shift has a counter shift.

Upsetting the Status Quo

It is as simple as the feeling of comfort and the status quo. We feel safe in the status quo. Not too much risk and we feel more relaxed.

Shifts can be scary. Even when they are desired, there is still an element of fear connected to the unknown.

If you are contemplating or have recently made a change, what is the push back to that change? Have you prepared for it?

Counter Shift

Social media has been a shift to the marketing and advertising world.

A front runner like eBay changed the supply and demand aspect for many products quickly.

Retail has shifted, not only because of eCommerce at large, but also because of the front runner, Amazon.

What is the counter shift to these scenarios?

Many people suggest that trust and relationships have shifted as a result of the social media experience. Some good and some not so good.

Items that were once scarce are suddenly more available because of eBay. This changes the supply and demand, affects price and costs, and also may change lives.

Retail is different. Convenience is both King and Queen for many. Some have felt pain, others amass their piece of a small (or large) fortune in the process.

Consider the change in front of you, what will be on the other side of that shift?

-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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change narrative

Processing Through The Change Narrative

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Are things always changing or never changing? We often have a perception of change. Your perception of what is happening is based on your change narrative.

In New York City the turnover of the small business establishment or street vendor in SoHo feels like it is constantly changing. And yet, to the unknowing or uncaring, SoHo is exactly the same as it was twenty years ago.

In rural America, farming and agriculture are arguably rapidly changing because of technology, and yet, the urban visitor sees the fields of corn or wheat as a step back in time.

Change is always about the narrative. The perception that is created by the conversation will stimulate the feeling associated with change.

Never changing or always changing is relevant to those existing within that community or system. It is about the narrative.

Your Change Narrative

What is currently happening in your workplace may feel completely different from last quarter, or it may feel exactly the same as five or ten years ago.

It may be better to consider, what image is the communication creating? How are things different today from one year ago, or three?

The speed of change is relative to the feeling about its necessity.

When a business is sold and new ownership takes over everyone is looking for what will change. The anxiety is a form of nervous energy. Quieter, yet hurried.

Quiet because people want to stay low and not attract a lot of attention until it is viewed that attention is important. Hurried because appearing that your contributions aren’t constructive and required is viewed as the first step for losing your spot in the system.

The change narrative surrounds everyone, in every community, workplace, and system. Others may not see it, but is always present.

-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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story change

How Will Your Story Change? Should It?

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Sometimes, but not always, change is about choice. Decisions you make or actions you take have a way of changing things or keeping you stuck. Will your story change?

Whether it is the end of a year, a decade, or just the end of a current path that you are on, your story is your creation.

Future Connected to Choice

The recognition of choice is often hard to comprehend. As people we often tend to blame people, circumstances, or even the economy. While there may be some truth in all of those, we still have direct involvement through our choice.

When we dig a little deeper, we even make choices about our happiness, sadness, and the energy spent (or wasted) on either.

The stories that we repetitively tell ourselves will condition the choices we make next.

I could never do that job.

The client screwed me on the deal.

Jane got the promotion because she kisses up to the boss.

The story that you allow to play out for your future is connected to the decisions you will make because of your mindset.

Story Change

Do you want your story to change?

Thinking about a potential change and making a change are completely different things. Many people think about shoving a donut in their mouth because of the high caloric content, yet, it doesn’t stop them.

If your story is going to change it is going to be because of your choices, actions, and behaviors.

Knowing isn’t doing. Doing is doing.

-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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energized action

Energized Action and Learning Something New

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It isn’t always about what we know. Often it is more about what we do with what we know. Do you have energized action?

We hear about it before the meeting, the workshop, or the conference breakout session.

I’m not attending because I already know that stuff.

That’s about as basic as it comes, I’m going to a different session.

These meetings are so boring, we always talk about the same stuff.

There is a difference between knowing and action. How you react to opportunities will often depend on how you look at them.

Open to Opportunity

Many people stop listening, often before they even start listening.

There are the stereotypes, biases, and the “set ways” that often keep people from learning more.

Our mindset and how we approach opportunities with differences depends on what happens next. What happens next is your action.

A coffee shop owner may have different business experience from the clock shop owner. One business author writes about finance, the other about marketing. The YouTuber gets a million hits from the skateboard event, another from an artistic display of human generosity.

Energized Action

When we block out new or different information, we set limits. We shelter and close the frame on our design. Having a frame can help us digest new or large volumes of information but never adjusting the frame will limit future outcomes.

Energized action comes from the willingness to adjust the frame. It comes from exploration, risk, and a propensity to see opportunity in differences.

You may feel like you already know it all. You may feel that you’ve mastered the craft. Yet, you may be surprised how things look through a different lens.

You want your next opportunity? You want energized action?

Give opportunity a chance.

-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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Stories create action

Stories Create Action When Action is Missing

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“Once upon a time,” is a memory from childhood. It is how the child in you expects to open your mind for something really good. As adults we may discover, “Imagine if,” is just as powerful. Do your stories create action?

Stuck or stalled organizations want action and often the only way to get more action or new action is to change something.

Consultants and coaches often ask, “What are you going to change?” The answer is often difficult.

It is hard to imagine today. The first McDonald’s drive through happened in 1975. Perhaps there was a pay phone nearby. Something that is extremely scarce or non-existent today.

NASA technology has changed many things in our lives. So has the work of a few clever people such as Bill Gates, Steve Jobs, and Jeff Bezos. What stories did they tell?

Stories Create Action

When a business creates a strategic plan it creates the opportunity for the story. The best plans have a clever and direct mission, vision, and objectives. They are right there, on paper or digital, available to read, understand, and deploy.

Yet every business plan doesn’t create billionaires. Every business plan doesn’t result in success.

Our lives change through stories. Organizations grow, develop, and change based upon a story. The story is a vision told and repeated. A successful story is believed.

When you want real change in your organization it may include a strategic plan, yet a plan without a story doesn’t create much action.

Tell a story that resonates and you’ll get action.

-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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workplace mind changers

Workplace Mind Changers Are Often Necessary

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Do you need to try something new? Are you seeking to pivot into a new or slightly tweaked vision? Workplace mind changers may be required.

What people do every day can be connected to the concept of habits.

Workplace habits can be hard to break. People come to work and do the same routine.

Leaders often take for granted the ease of which people flow with the norm. Whatever the culture suggests as the norm, seemingly happens with little motivation being required. It’s the norm.

Changing Minds is Marketing

When you want to change something, you sometimes have to change minds.

We see it in marketing. A new iPhone is being released, is the new phone needed or is it the marketing that prompts a quest for something more?

Seasons change, and as such, it may be time for new clothing or household items and decorations. What drives what is purchased? Often it is based on advertising and marketing campaigns.

Employees sometimes want a new chair, a new computer, a company supplied laptop or something fixed or replaced. They can simply ask, or develop a small marketing message to spark change.

Your marketing finesse is incredibly valuable.

Workplace Mind Changers

Often, you are not just giving ideas, your selling them. Your sales efforts are passively designed to change minds.

You create the compelling message. You establish reasons why, and connect them to business efficiency, productivity, or long-run gains.

Establishing buy-in for a budget proposal, additional workforce, or technology change starts with selling. If the need isn’t apparent nothing will change.

Becoming apparent starts with some data, and better yet, a story.

Workplace mind changers are also great marketers.

-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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promoting workplace change

Promoting Workplace Change Starts With You

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It probably won’t take long to get agreement that everything around us is changing. Promoting workplace change is often a forced situation. It often feels more like push and not pull.

What is necessary to get change started?

If I said that climate change is real, would you believe me?

If I said that climate change is not real, would you believe me?

What if I said George W. Bush, was the best President? Barack Obama? Donald Trump?

You may find argument for any one of these scenarios. Largely it is based on our individual beliefs.

Believe It or Not

Our beliefs are often responsible for what moves us, what sparks efforts to change, and what keeps us going when there are bumps in the road. If you want change, you have to establish belief.

Around the workplace there is often and expressed need for more sales, higher quality, and better customer relationships.

Some of that starts with having the right products, establishing a better brand, and making sure you can logistically serve your customer.

All of these things may require occasional, or as some may see it, constant change.

Will your employee teams change?

It probably depends on what they believe.

Do they believe that better quality is achievable? Are they convinced that you are providing the best products or services at the right price? Do they find reason to value and build better customer relationships?

Are your employee teams driven by data and facts, or are they driven by commands sent down from the C-Suite?

Promoting Workplace Change

If you want the academic to believe you, you’re probably going to have to show her the research that proves it.

For the plumber, you’ll need proof that the sealant holds.

The architect may need a scaled model.

When you want to change something in your workplace it may require a little bit more than just commanding it. You may have to be compelling and create belief.

Nobody wanted to try Life Cereal until Mikey liked it.

-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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creating habits

Creating Habits That Stick

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Change out the bad habits for good ones. It is the simple expression that is believed to prompt change. Creating habits often requires a little more than a clever statement to prompt lasting change.

People are the product of what they do day-in and day-out. Habits are not always daily. They may be as much about hourly as they are about weekly.

Hanging out the holiday lights in November or December probably isn’t a habit, it is an event.

Running the vacuum a couple of times a week may be more about a habit.

Good Habits

When we want to learn more, it may be about our habits. Certainly, an open mind is part of it, but always seeking to discover more and asking yourself, “What did I learn?” may create a habit.

It is also true for drinking a couple of glasses of water each day, walking the dog, or answering all email messages within 24-hours.

Habits can become etiquette too. We sometimes refer to them as manners, yet manners are about our habits. Practice long enough and when in doubt, your habits will take over.

It is the, “when in doubt,” part that makes your habits so valuable. A change in habits means a change in you.

Creating Habits

Consider when you want to strike out with a rebuttal in the meeting. When a team member speaks and you choose not to listen. Perhaps, it is when you delay an email response because responding too soon implies, “I’m not busy.”

These are largely about bad habits. They are changeable situations. The positive change develops with practice.

You can do better work when you feel the threat of being passed over for a new opportunity, or you can adjust your habits to do something better each day.

Then make it stick.

-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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