change Archives - Page 3 of 16

02
Feb 21
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Formal Meetings or Hallway Chatter, Which One?

Tags : change meeting management meetings pivot strategy

Many businesses want to make a choice, pivot direction, or start something brand new. The team is assembled. Often within formal meetings. Is that the best idea generator? Is it where the decisions are made?

When the conference room lights are turned out and everyone is gone are there continued discussions happening behind closed doors?

Is there a meeting after the meeting? When the Zoom session is over is there another meeting, a telephone call, or a long email message?

Formal Meetings

Brainstorming sessions can be very productive.

Unfortunately, it often takes advanced facilitation skills to bring everything out. Important items are left unsaid, others are strategic and prearranged to create a specific flow, or worse, they’re selectively designed to navigate towards a predetermined outcome.

Wouldn’t it be great to capture it all?

No manipulation, no behind the scenes strategy, and just open and honest flow?

Some of the best and most truthful ideas come from the hallway chatter. That is when the information isn’t being protected, guarded, or facing criticism.

Hallway Chatter and Cocktail Napkins

Many great ideas and inventions are said to have occurred on a cocktail napkin. Some appear on yellow legal pads, others in an executive portfolio, and still others are written in a spiral bound notebook.

As it turns out, many of the decisions made, policies adopted, and future directions are the product of the conversation outside of the meeting.

They happen when ridicule is less feared and the consequences are only fairy tales or negative fantasies. There seems to be less risk and yet more power.

Pay close attention to the new idea presented in the hallway. Take a look at the cocktail napkin drawing, or what is presented from the ruffled edges of the yellow legal pad.

Often these are the honest ideas and the ones having enough risk to actually spark positive change.

-DEG

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

26
Jan 21
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Culture Transformation Is Always Happening

Tags : change culture customer service psychology of work transformation

Is your workplace experiencing a culture transformation? It might be happening right before your eyes and yet, you don’t see it.

Every conscious action, those that are readily observable even by an untrained eye, has an expected outcome.

We plant a tree in the park. In five or ten years it will be much bigger, but its growth is not really observable from day-to-day.

A new car, and if possible, we park it in a shady spot or a garage. The paint and interior will last longer. Hard to notice across just a few months, or a single year.

Someone acquires a new pet, a dog, or a cat. At the moment it feels like the pet will be with them forever, yet eight, ten, or twelve years later the pet is in a geriatric state.

When you pause to think about it, things that seemingly go on and on with little to no change are still changing. When there is no conscious effort to illustrate or showcase the change you really don’t see it.

It is on display but no one notices.

Culture Transformation

In workplaces everywhere there is a similar change, there is cultural transformation and it is happening right before your eyes.

Leadership is responsible.

Leaders are working hard behind the scenes.

They are trying to convert the skeptics, create a stronger environment of listeners, not commanders, and most of all develop a harmonious experience of individual talents serving the greater good of the organization as a whole.

They strive for more “we” and “us” instead of “I” and “me.”

Budgets and money matter, a penny here or a nickel there. Across time the ideology is for a positive shift. A pattern of growth. A building of assets, revenue, and profit.

Perhaps most of all they are learning more about the customer. Exploring new things, discontinuing old, phasing in and phasing out.

Questions are asked and answers are sought. A solution is offered. Some are accepted while others are rejected.

The business of yesterday is not the business of tomorrow.

Transformation is happening, you can see it, or not.

-DEG

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

25
Jan 21
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Good Habits Will Change Everything

Tags : change culture habits psychology of work skills

Do you have some good habits? There is always so much discussion about changing bad habits what should you consider as good or better?

Workplaces are filled with opportunity. The opportunity to make some positive motion or the opportunity to drag things down. Everyone wants better, but how do you get there?

Habits often develop skills. When you do something repetitively, across time, you may enhance your skill.

Inciting gossip and negative drama are probably good examples. People who routinely engage in this type of activity can actually develop more skill at getting other people negatively charged.

What should you consider instead?

Creating a list of possibilities isn’t that hard. It may start with some really simple areas. Things like fairness, kindness, and being considerate of others.

It can certainly go much further and deeper.

Good Habits

Here are three items to continuously build upon:

Optimism. Optimism adds to hopes and dreams. Hopes and dreams give people a goal, something to reach for. You may be surprised what people will create when they believe in something. It makes it all possible.

Connection. There is always plenty of talk about building the team. Having strong teams starts with building connections. Build connections around commonalities. Every workplace team has at least one thing in common, they are all in the endeavor together.

Responsibility. When people are responsible and accountable for their actions and behaviors there is much more possibility for understanding the value in teams. It promotes positive patterns for culture.

You have the opportunity to build the behaviors that support these actions. When you make it a choice, it becomes a habit. A repetitive habit builds the skills necessary to continue.

It’s a much better place to be.

-DEG

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

13
Jan 21
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Workplace Ruckus And What You Should Do Next

Tags : change customer service leadership pivot team

Have you experienced workplace ruckus? Of course you have. It happens often and it might be something good if it is properly managed.

In late 2002, Honda developed and released for the 2003 model year a small scooter type motorcycle that was called the Honda Ruckus. Powered by a small 49cc engine it likely has its roots in snappy short urban commutes.

Did it make a ruckus?

I’ve seen a few, but I’m not sure how many have been produced or sold. On a small scale, the name does seem to make people curious. Someone in R&D was behind this effort, they literally had to make a ruckus.

What about your job? What happens in your workplace? Are you making a ruckus? Should you?

Are you providing services or shipping goods that show that you care?

It isn’t always easy. In fact, it is often hard to put forward the effort required to only deliver the absolute best.

It requires dedication, commitment, and a willingness to produce time and time again with the customer in mind.

How will the product be used? If you were receiving it what would you want it to look like? What would exceptional levels of service feel like?

Workplace Ruckus

Most people in most organizations are striking some type of harmonious balance. A balance between what is viewed as practical, just good enough, and keeps costs low, as compared with what delights the customer, demonstrates high value, and spreads the good word.

When you care enough to strike a good balance you may also care enough to make it better than before. Build it better. Deliver it better. Create happy and loyal customer relationships.

When you really care you may have to make a bit of a ruckus.

Rally the team, get excited about opportunities, feel the need and be encouraged by change.

Everyone on your team is in it together.

Making a bit of a ruckus seems like a pretty good idea.

-DEG

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

06
Jan 21
-

Train Tracks and Habits Have Much In Common

Tags : career change habits pivot

How are your habits similar to train tracks? The answer may be easier than you think.

Much of what you do each day is derived from your habits. Habits built around a schedule, the food you’ll eat, and even how you’ll communicate.

By default, most people look for the easy road. I’m certainly not suggesting they are lazy. I’m suggesting that people are wired to look for efficiency and effectiveness.

If you drive an automobile to work, what route do you take? Where do you stop for fuel or coffee? Chances are, you have some habits connected with this behavior.

The same is true in your household. How you clean, do laundry, or prepare meals. Largely, it is probably based on traditions or habits.

The work that you do, or the baseline competencies for your career are largely structured around habits. You know them to be effective or perhaps the most convenient.

Train Tracks

Prior to the explosion of the automobile, trains ruled.

The rails will carry a heavy load, they are largely consistent and you know exactly what to expect and when.

One problem is, trains operate on a fixed route. If the tracks are blocked, you’re stuck or stranded. If the train doesn’t move, there are not good options. You can’t effectively detour.

People tend to get on fixed routes too. Their tracks are built to follow the rails of a particular path.

It is a habit.

Luckily, there are other choices, should you choose to take them. You can easily re-route or change your path and direction. You can take new turns, double-back to reposition, speed up, and avoid roadblocks.

Do you want to? Do you need to?

Some habits are good and desirable, others, not so much. You may want to be selective on the tracks that you choose, or even which side of them you exist on.

Full steam ahead.

-DEG

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

21
Dec 20
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Has Workplace Doubt Stalled Your Progress?

Tags : change confidence doubt progress success

Have you experienced workplace doubt? Of course you have, likely even when you don’t recognize it. Is doubt useful?

Do you feel like you have to be certain before the launch? What are the possibilities of success or failure? Will you receive accolades or ridicule?

In most cases there is always a chance. A chance that things won’t go as expected, a chance things will fall apart, blow up, or otherwise just not work. There is also a chance of success.

What odds do you require before you feel comfortable enough to launch?

Input often suggests that the odds increase. One way or another either the doubt increases or the confidence increases?

Many believe that their comfort and confidence will increase over time. Just slow it down a little, see how things develop.

Just as likely though, for some situations, doubt increases.

Is there ever analysis on the cost of the stall? Usually, not so much.

When you consider that doubt will nearly always be present, what can you do about it?

Workplace Doubt

The problem with workplace doubt is that naysayers often find a way to multiply it. It feels like there is less risk in staying the same. Largely, this is a false perception.

Change is always happening. Some change is slower than other change.

Change is often intended to be about progress. Some people aren’t wishful for progress.

Progress means more change. A change in job duties, skills, and systems.

It is easy to multiply the odds for doubt.

Seldom do people apply the same multiplier to the odds of success.

A stall often leads to a stop.

If you are going to put a stop to something, perhaps it should be doubt!

-DEG

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

08
Dec 20
-

Persistent Behavior Changes Future Outcomes

Tags : behaviors change make training stick pivot psychology of work

Do you practice persistent behavior? It’s that programming of your mind and efforts that cause you to forget the obstacles and visualize the success. Do you do it?

Many people want to make a change, some people feel forced to make a change. How do you get beyond any obstacles and reinforce the direction you seek to travel?

Persistence may be the key.

More Than Once

How do you start to educate a 3-year-old? Persistent feedback. What about when he or she is eight, ten, or fifteen years old? Persistence feedback.

Your family bought a puppy. How will you train it? Hopefully through repetitive, positive reinforcement. What we call housebroken or house training is the simplest and most common form of learning from persistent behavior.

As people our minds shift from thoughts and analysis, repetitively, across time, to belief. For workplace professionals it often comes down to a belief in what will work, or a belief in what won’t work.

Your team engaged in some training. Will any of it stick? Did it make an impact and how long did that impact last?

Persistent Behavior

What are you programming your mind to believe?

When you decide you are not good at math, good with people, or good at strategy development you have two choices.

First, you can accept this programming and make excuses while you succumb to the belief that you don’t do these things well and it is better for someone else to take the lead.

Or, second, you can change your programming to create belief through successive and persistent behavior that will change the future outcomes.

Yes, some people are more talented in some areas as compared with others. That is true and should not be ignored. However, what will change your future is based on the effort placed on what you will do today.

Do you need more practice?

Practice Reinforces Belief

Training to develop your skills is important. Training for the individual, team, or the entire organization can make a significant difference.

It makes a difference when it changes the beliefs. Beliefs create habits. Habits are what you do each day that create outcomes.

You may have taken a shower this morning or a bath last evening. The positive effects of that won’t last long. You have to do it repetitively, across time.

Persistent behavior that focuses on small wins that build one upon the other is the best way to reinforce positive beliefs about future outcomes.

Pay close attention to what you focus on.

-DEG

This is exactly why I wrote this book:

Get it on Amazon

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

03
Dec 20
-

Natural Actions and Behaviors, Do They Change?

Tags : change habits personal change professional development training

What are some of your natural actions? Short tempered, poor listening, procrastination, or so many more. What do others say, or what is your self-assessment?

Your life is full of habits that you’ve built.

Evolution of Your Actions

Do you believe that you are fairly smart? It may be that you’ve learned to believe that you are. People have given you feedback that you are, or they have quickly bought into your ideas, repetitively, across time.

What about something opposite. Do you believe you don’t have enough skill in a particular area? Maybe you’re convinced that you make poor choices or are not good at math?

Are your behaviors, attitude, or skills the result of something that comes naturally, or is there some form of development across time?

Certainly, we may point to athletic skills or even IQ as an indicator of what we might call talent. It’s true we all have some of this in certain areas.

Largely though, much of your workplace or social behavior is the result of some development across time. You may label it as good or bad, but it is often developed.

Have some of your actions changed? Should they?

Professional Development

Lots of professional people participate in training.

Training on communication skills, harmful conflict reducing techniques, leadership skills, and so much more.

Is this training effective?

Hopefully, the answer is, yes.

Yet, it is still conditioned by each individual’s receptivity to the training and by the repetitive actions that guide future behavior. In other words, did they put something new into practice and keep practicing it?

Changing Behaviors

There may be blind change. We change and follow a new path or behavior because someone said so and we’ve agreed to do it.

There is also what we may call, desired change. This represents change which is often the result of at least one of two factors.

First, we’ve experienced something unpleasant or uncomfortable, we haven’t liked the outcome, so we want to change.

Second, perhaps we have observed or experienced something we like or admire and as a result, we want to change. This is exactly why leaders should be good role models.

Natural Actions

Do you believe your behaviors are the same today as when you were ten years old? What about when you were fifteen? Or, if you are older, size things up across five or ten-year spans, have you changed some of your behaviors?

In the workplace, much of your behavior, confidence level, or interpersonal skills are developed. It may seem that you are doing what comes naturally, but actually you’re often doing things based on what you’ve learned and put into regular practice.

The commitment to become a better version of you, depends mostly on you.

-DEG

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

19
Nov 20
-

Consistent Influence Promotes Patterns of Change

Tags : change consistency engagement influence pivot

Are you trying to shape a positive culture? Is a change required to navigate your current business climate? Consistent influence may be the most underestimated action you can take.

How do cultures shift or change? How does a seasoned workplace leader learn new habits that will help him or her navigate shifting workforce ideologies?

Many organizations invest in training. It is the right thing to do. Whether it is technical skills or people skills, training makes a difference and it always matters.

Another important aspect of any organization is its culture. Those collections of ideas, norms, and values. The symbols, the branding, and belief systems. And let’s not forget the role models. Sometimes knowingly or unknowingly people are looking at others for behavioral guidance.

How do you engage to make the good things better, the bad things fewer, and promote a new path to success?

Consistent Influence

Training is an influence. The network of people engaged in your organization is part of the influence. Whether it is employees, customers, or even vendors, they are all part of the organizational ecosystem.

Change doesn’t happen without change.

Recently, a manager commented during a training event, “Getting people engaged around here has been a problem for 27 years.”

After thinking for a moment, I responded with, “Who owns that?”

The room was quite for a few long seconds.

My belief is that this was a fair question.

It’s easy to throw our hands up in the air and claim that it won’t work. It’s easy to blame the onboarding practices, the economy, or the government.

In the end, the organization needs to survive and ideally grow.

Workplace leaders have a responsibility to be relentless in their pursuit of role modeling the desired behaviors for the future. Whether that is getting back to the roots, or shifting forward to meet the demands of shifting societal ideologies.

Consistent influence will help those charged with change create the desired outcomes.

Just like a shower or a bath, training and influence is not a one and done. You have to refresh regularly.

Back to that manager. Following the training, he approached me and thanked me for working with their team. His closing comment to me was, “I learned a lot.”

Practice what you’ve learned.

Consistent influence.

-DEG

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

18
Nov 20
-

Flexible Resilience May Be The Change You Need

Tags : change commitment discipline ego resilience

Do you demonstrate flexible resilience? Having persistence and being resilient doesn’t mean that there isn’t room for flexibility.

It all starts with the mission or goal. It is a form of beginning with the end in mind. A vision for the path to arrive at a specific point at some future time.

People value the concept of being disciplined, persistent, and committed to the goal.

What happens when the goal seems out of reach or across time the vision may hint of needing a slight shift? What happens if the estimates or forecasts were wrong? Maybe the budget wasn’t enough or the human side of change slowed the projected progress?

Should you continue on the same path?

Chosen Path

People will sometimes go to great lengths in an attempt to prove that they were correct. Their wish is to illustrate that they have been correct all along, often in spite of any associated costs.

It may be wise to adjust the mission, shift the goals, and still achieve a higher level of success. Being stuck with a locked-in focus sounds like persistence and commitment but it may be a slippery slope down a never-ending rabbit hole.

Flexible resilience seems like a better choice.

Flexible Resilience

You can attempt to continue to pursue the original path or you can learn from missteps, correct the direction, and still achieve more than you have before.

The act of being resilient, persistent, and committed doesn’t mean you shouldn’t be learning, changing, and growing along the way.

Sometimes the cost of ego or pride is much higher than the cost of a slight shift in direction.

The most resilient know how to spot a rabbit hole before getting lost in it.

-DEG

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

Tag Archives: change

Feb 21

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Formal Meetings

Hallway Chatter and Cocktail Napkins

Jan 21

-

Culture Transformation

Jan 21

-

Good Habits

Jan 21

-

Workplace Ruckus

Jan 21

-

Train Tracks

Dec 20

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Workplace Doubt

Dec 20

-

More Than Once

Persistent Behavior

Practice Reinforces Belief

Dec 20

-

Evolution of Your Actions

Professional Development

Changing Behaviors

Natural Actions

Nov 20

-

Consistent Influence

Nov 20

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Chosen Path

Flexible Resilience

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