coaching Archives - Page 2 of 2

17
Apr 18
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Comparing Performance, Is That The Best Way?

Tags : coaching comparison data performance

People who shop for a new car often compare feature by feature with a competitive brand. The same is often true for buying a television, a washing machine, or the new techie gadget. Do you believe comparing performance is important for your career or is it mostly counterproductive?

Amateur or Professional

Professional business coaching is an interesting skill. So many amateur coaches want to dive right in and give the textbook representation for what to do next. The reality is that it isn’t that simple. Each person is different, at a different place, with different needs, and as such, they need different coaching.

I love it when I talk with people trying to start a practice. They’ve often invested in training, but their training seldom teaches them that one size does not fit all. If there is an attempt to teach it, the students apparently fail to learn.

It happens with the fitness coach. Pick up that kettle bell and swing it until you puke.

And the change coach. You must let go of your fears. It is fear that is holding you back.

The truth of it often is that this is the recommendation that they use for themselves or something that has worked with a different client or is found on page 35 in the textbook. It is helpful and appropriate to some, but not all.

Data Comparison

The problem may be in the comparison. Data can be a great resource, but when the data is not used appropriately, it is not good data.

Many people find themselves comparing their performance to an expectation. That expectation may be based on observable data, past performance, benchmark data, or in some cases the expectations of others.

It may be that we are at a place where finding ways to be disappointed has never been easier. Some will compare their vacations, their home, or their eye makeup on social media. Others may observe job titles, inflated salaries, and someone’s MLM selling skills.

Their data is entirely based on their network of people, and frankly, it is easy to become disappointed. What many never consider is that the very data they compare to is exaggerated. It isn’t necessarily real. Of course the data may be real, but its origins and authenticity are questionable.

Those with research skills may quickly suggest that it is not valid or reliable.

Comparing Performance

Perhaps for your own individual performance the best comparison is against your own data. What (supposedly) worked for someone else may not be best for you. Try comparing performance against where you are at right now. Establish your own baseline and create goals appropriate for you.

It is easy to find someone else who has a better car, a better job, or is in better physical shape. What is the point of that? That isn’t your data, and you don’t even know if it is real.

Sometimes the best part about their data, is that it provides motivation. Motivation is good, just be sure to compare your performance to your own realistic goal.

– DEG

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+

09
Jan 18
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How to Balance Productivity and Worry

Tags : coaching productivity stress time management worry

Getting organized, understanding what needs accomplished, and making the best use of our time is important for every professional. Do you worry about obstacles, roadblocks, and asteroids? How do you balance productivity and worry?

Worth Worry?

We can worry about many things. Worry if our car can make the trip, if it will start in sub-zero temperatures, or if the air conditioning system will still function properly next season.

We may worry about paying for taxes, the age of the windows in our home or the roof over our head.

Career driven people may worry if they are on track, how the Company is doing, and will they get the promotion or do they need to find a new job.

People can worry chronically, about their life, their health, or how they’ll cover their MasterCard bill.

Worry can be disabling. Worry is stress, discomfort, anxiety, and more. It can turn to physical problems including illness or even death.

Does worry have any value? Worrying about tire pressure or wearing a seat belt has value. It makes us safer. So does wearing a helmet on a bicycle or motorcycle. Being conscious of debt to income ratio and the cost of food and housing also has some value.

Does thinking about risk and labeling it worry have any value? Will it make you more productive? Can it make you less productive?

Balance Productivity and Worry

What you accomplish in one hour today is worth a lot to you. How much you worry during an hour probably not so much.

Worrying and risk assessment has value when it causes us to alter our behaviors or habits into more productive outcomes. Consider a safer commute to work, with a seat belt, appropriate speed, and no texting. Mindful management of debt and paying the mortgage instead of taking a luxurious trip also has some value.

When you want to be both productive and successful you’ll have to decide how you want to spend your time and energy. Will you balance productivity and worry? Worry will destroy your energy, but productivity expands it.

Avoid the distractions that keep you from your best work.

– DEG

Dennis Gilbert on Google+

06
Dec 17
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Does Hard Work Pay Off In The Future?

Tags : coaching education hard work hope motivation

Are you working hard for a better education, hard at your job, or for your own business? Many people set out every day to make a difference. Sometimes, even the best ask the question, “Does hard work pay off?”

I just glanced at the news reports for the 2017 Heisman Trophy finalists. I’m not sure what I’m more surprised about, the ones who made it, or the ones who didn’t.

So Much Talent

We often see so much talent. Sports, business, and entertainment, they all share a common thread. The perception often is that very few of the really great people ever get discovered and make it big.

That doesn’t mean that the ones who aren’t immediately discovered aren’t worth it. It doesn’t mean that they aren’t great. The brutal truth is that even with all of their talent, their knowledge, skills, and abilities; it is still very rare that they’ll be discovered.

An organization of fifty people, one hundred, or those with thousands of people probably have some exceptional talent. Only a few will make it to vice president, or a position in the C Suite. In most organizations, only one or none will make it all the way to the top.

Getting Discovered

Most people are hoping that someone will find them. They hope they’ll be discovered within their organization, or that their product or service will become the next big thing. It is even true with social media posts or that really cool video, there is hope that it will become the next one to trend.

All of that isn’t much different from buying a lottery ticket. The moment you buy, the excitement begins. There is the hope for a win. Very few actually do.

Some will quickly cite luck as making the difference. Studies on luck have indicated that it has very little to do with success, but viewpoints may vary depending on how you measure it.

Doing The Work

So people do their work, they do all of it. Does their hard work pay off?

They get better educated. They put in the time and effort at their job or for their own business. Will they ever be discovered? Perhaps they will, but only sometimes.

A different approach is that instead of doing all the right things, you pivot to do more things right.

What if instead of hoping to be discovered by the top agency, be noticed by your boss, or see your video trending, you instead focus on what isn’t visible yet.

Work That Is Worth It

Imagine you are the apple that isn’t low hanging. Consider what people should be doing, only they aren’t.

You bring the list of solutions to the meeting instead of the list of problems. You aren’t requesting a meeting to discuss salary, your discussion points are about creating impact.

Most of this type of work is not a clearly laid out plan. It doesn’t just happen because you achieved the degree, because your card has been punched, or your business has the right location. None of that hurts, but it also doesn’t guarantee you’re next.

Hard Work Pay Off

Hard work pays off because it is hard. All of the easy stuff is already taken. Including everything that is visible in the mainstream right now.

Your target should be the one that is always moving.

The target that is stopped, paused, or visible right now, is already taken. That apple is picked.

Don’t hope to be the next one picked. Become the one everyone wants next.

– DEG

Dennis Gilbert on Google+

07
Aug 17
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3 Ways to Get Over Mistakes in the Workplace

Tags : coaching errors mistakes recovery workplace

Nearly everyone will tell you that they’ve made some big ones. In the moment it might feel like all hope is lost. How do you get over mistakes?

We can often see two sides or two camps.

The first camp is the camp where you feel like all hope is lost. You feel like you will never recover from this one, or that you’ll be blacklisted forever.

The other camp is the camp where you really don’t recognize the severity. You down play it, or you blame someone else. If you think you might be in this camp, carefully self-assess.

Recognize and Accept

We often hear things like, “Learn from your mistakes,” or “it wasn’t your fault.” We certainly should be asking ourselves what we can learn. Often blame is not important or is irrelevant, think more about what happens next or now.

If you recognize that you’ve made a big mistake, you might first remember you are not alone. There are others in your camp.

How do you get over mistakes?

Here are a few things that might be important to keep in mind:

Beating yourself up really isn’t going to do much good. Certainly, we should recognize the error and take any corrective action seriously, but continuing to beat yourself up about it will not change the situation.
Focus on what you will do different the next time. It might mean keeping quiet and being patient. It might mean you need some additional skills. Perhaps it means that now you are fully armed and more capable than ever before to get the job done.
Recover as quickly as possible by focusing on moving forward. Reliving the mistake for learning purposes is okay, reliving to keep the mistake alive is probably not productive. Move forward, you’re going to do better work now.

Get Over Mistakes

One of the most interesting points to remember about mistakes is that those who have made them and have learned how to improve are perhaps better than those who never made them at all.

Do better. Get over it. Move on.

– DEG

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 four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

09
Jun 17
-

your true potential Appreciative strategies

Your True Potential, No Regrets

Tags : coaching commitment motivation perseverance

What is your true potential? People sometimes carry talents and skills that are taken for granted by others. Perhaps sometimes even taken for granted within their own mind.

I had the great pleasure of discovering a talent that blew me away recently. Joe Everson, a man who can sing and paint on canvas at the same time and in front of thousands of people. If you are in doubt his fantastic talent, you can see him here.

Watching his performance had me wondering. What untapped talent do people carry with them and what can they learn when they decide that they truly want more?

Workplaces and Everywhere

I see it often in the workforce circles that I travel. I meet with workplace leaders who describe for me unmet goals, deficiencies, and missed opportunities. It comes out with coaching clients who might struggle with seeing next turns or how to unveil their own potential that feels locked up inside.

From my experiences, there is one thing and one thing alone that makes the difference for those who achieve and those who do not. That one thing is desire. Desire leads to commitment. Commitment leads to perseverance, and ultimately to success.

Many people talk about change. They discuss roadblocks, failed attempts, and sometimes find circumstances or situations that will accept blame for shortcomings. Any of those or all of them are only an excuse when they stop you.

For those who are committed and have the desire to change those challenges might signal the edge. The edge of the end of what they want to leave behind and the edge of the beginning of where they are destined to be.

Your True Potential

Change might not happen in an instant, but it starts in a moment. The moment you decide.

Success for individuals, success for a team, success in life, a business or in sports happens when you have enough desire to be courageously committed.

Have you ever wondered about your true potential?

We might regret what we never try.

No regrets.

-DEG

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 four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

11
May 17
-

Helping Employees Change Bad Habits

Tags : bad habits change coaching employees leadership

The articulate manager wants to help convert bad habits to good. They wish to be viewed as a mentor, a leader, and a role model. How do you help employees change bad habits?

There are a couple of fundamental guidelines when you are hoping to make a difference as a good manager, mentor, or coach.

The first is that you can’t tell people what to do, and the second is that fear is only a temporary fix.

Fear Doesn’t Stick

Driving or leading with fear doesn’t stick for many reasons. One reason is that the consequences often don’t really matter to the employee. If they did, you probably wouldn’t be recognizing a need for change. They would already have changed the bad habit on their own.

If an employee is chronically late for work, doesn’t achieve reasonable goals, or creates a lot of drama in the workplace fear probably won’t change much.

positive change

That is because fear or concern is not the root cause. The root of the problem is that they are not connected with their job. In a nutshell, they don’t care enough.

So the work of the manager is not so much about informing the employee of wrongdoing or threatening their existence within the organization. Those things might heighten the awareness and serve as a temporary patch. It’s not the fix.

Contributions Matter

Helping employees change bad habits likely begins by connecting them with why their work and contribution matters. It isn’t always about why their contribution matters to the organization. That is a good start and makes a big difference. Ultimately though, why does it matter to them?

People who don’t like dogs and cats probably aren’t going to connect much with volunteering at the animal shelter. They might do it for pay, but they still don’t care much.

This is fundamentally true for any person in any organization. You have a lot of people doing things for money, but they still are not engaged. Being late, short on goals, or causing other problems and the associated consequences just don’t matter enough.

Change Bad Habits

So our work as a manager, mentor, or coach might not be about the education of right, wrong, or consequences.

Our work is about the education of purpose and why things matter. It’s an emotional connection. It’s about values and beliefs.

Everything else is just a rule.

– DEG

Are you interested to change bad habits? This book may help, it is why I wrote it:

pivot accelerate

Buy on Amazon

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.

Dennis Gilbert on Google+

This article was originally posted on May 11, 2017, last updated on November 10, 2018.

22
Mar 17
-

Coaching Yourself to Achieve Your Next Goal

Tags : coaching confidence focus goals vision

There are large numbers of people who chit-chat about their next goal. They have some ideas, talk about them, and perhaps give some fuzzy deadlines. Will coaching yourself work?

Goal setting helps with vision. When you move forward step-by-step you are taking action. Action creates results, and you’ll need to actualize your vision.

Whenever you set a goal and actually put your body, mind, and heart behind it your chances of accomplishing something increases, dramatically. What sometimes stops people is that you also increase the chance of failure, setbacks, and disappointment.

Goal setting can sometimes be kind of funny. The bigger your vision the easier it is to make an excuse to quit. Better yet (actually worse yet) you might choose to just never get started in the first place. Sometimes people would just rather not face any disappointment and stay stuck.

Coaching Yourself

Here are a few points to keep in mind as you pursue any goal:

Make it realistic. What can you do to start the process moving forward? Monitor baby steps. Allow enough time.
Put time on your side. Disappointment often sets in because we hear about flash diets, short cuts, and quick fixes. There are none, be patient.
Be sincere with yourself. “I think I can,” is different from “I will do this.” If you want to program yourself to get there, don’t use wiggle words.
Focus on the next step. Sure you want to see the finish line, but you’ll never get there without the next step. If you only look towards the finish you leave room for doubt about the next step.

Talking about change or transformation is easy, making the pivot is harder. Often people find ways to talk themselves out of action instead of into action. If you’re coaching yourself you still have to pay the price of commitment.

– DEG

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 four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

17
Mar 17
-

5 Reasons Over-Commitment Might Be Hurting Your Career

Tags : career coaching over-commitment success

Most people in the workforce want to give their job and career the best they have to give. They work hard, smart, and are committed. Can trying to do too much be hurting your career?

During my career I’ve run into a lot of interesting things in the workplace. At first glance, situations which are almost unbelievable. People sometimes say that love is blind. People who are trying really hard to be impressive in their job might sometimes have blind spots too.

hurting career

Just like too many donuts, hot wings, or trips to the Chinese buffet, over-commitment might be hurting not helping your situation.

Hurting Your Career

Here are five reasons:

Can’t do everything. Many people are trying to impress. They raise their hand to take on projects with no real consideration that they might be taking on too much. This also sometimes happens when people are bored with their duties. They volunteer for other assignments making them too busy for their regular duties.
Connects you with weaknesses. Just because you like to do it doesn’t always guarantee that you are good at doing it. Many people like to sing in the shower or at the karaoke bar. That doesn’t mean they should quit their day job. In the workplace people connect you with your work. If your work isn’t the best, what people might see is incompetence.
Working twice as hard. You might have to work twice as hard or twice as long as someone with the natural talent or skills to do the same work. Certainly if it is an interest for you and you’re willing to work hard at it, you might be able to achieve success. Just make sure you’re making the most of your natural (or developed) talents and abilities.
Defensive positions. I can’t even begin to express how harmful it might be to take on work or assignments just because you want to block someone else from doing it. This is competition gone too far. Sometimes people will volunteer for roles or tasks simply because they don’t want someone else to have an opportunity to shine. Terrible.
Poor response times. Communication challenges might be the root cause of nearly every workplace problem or issue. It is also responsible for a lot of missed opportunities, mistakes, and poor customer service. When you’re over-committed you’re likely coming up short on call backs, email, and follow through. It’s probably also hurting your professional relationships.

Do Great Things

Caring about your career is excellent. Striving to do a great job is excellent. Offering to help or get involved for the greater good of the organization, excellent.

Being over-committed for any reason might be one of the biggest blind spots impacting your career success.

over-commitment

It doesn’t make you look good, it makes you look bad.

Your biggest struggle might be finding the right balance without crossing any lines.

Have you ever felt over-committed? Could it be a blind spot that is hurting your career?

– DEG

Originally posted on March 17, 2017, last updated on October 22, 2018.

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.

Dennis Gilbert on Google+

20
Feb 17
-

Role Models and Why We Need Them

Tags : career growth coaching mentor role models

Who are your role models? Do you really need them? Has anyone ever asked you about role models?

In one form or another I’ve been helping others in the workplace for three decades. I’ve had the great fortune of seeing many people grow and develop their careers.

Unfortunately I’ve watched even more slip through the cracks just short of their reach for something more.

Sure, some people believe they can breakthrough on their own. Those with strong willpower and desire (hunger) probably can. That same person with the help of a good coach or mentor can probably achieve it sooner and with more quality, fewer mistakes, and a greater reputation for their work.

Role Models

Many of the people who I coach get this question from me, “Who are your role models?” Honestly, I typically don’t get a quick answer, and I don’t expect one. However, having a great role model or several role models can significantly impact your career.

Perhaps one of the greatest benefits to having a great role model comes from trying to close the gap.

You know the gap. It’s the one between your current behaviors, your knowledge, your skills and abilities, and those of the role model. Without a solid goal or a vision of where you want to be, you’ll likely not go very far.

When people attend school they feel an obligation to learn. When people attend a workshop, participate in an on-line course, read a book (or blog), watch a video, listen to a podcast, or receive advice from a mentor or coach they might feel a similar obligation.

The obligation is the relationship that exists between the student and the teacher. It’s a good one, but it’s different when compared with the obligation of becoming more like your role model.

Why We Need Them

People with role models set a visionary standard for themselves. They hold the role model in the highest regard. They respect, admire, and honor those who have set an example that they would like to follow.

Perhaps most important, they take responsibility to achieve more and they own the appreciation and humility often required to propel them to the next level.

This is their obligation, not because someone told them they should or must, but because it is their desire. It might be a grandparent, parent, brother or sister. Sometimes it might be a teacher, religious leader, or their boss. In other cases, it might come from a book, a movie, or even a friend’s recommendation.

The difference is that they own it, they own it by choice.

Make a Selection

Choose a role model, or select a few of the very best qualities from several.

Everyone needs role models, not just because they set the example, but because we find it an honor to strive to be that good.

– DEG

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 four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

20
Dec 16
2

Do You Bring Solutions to the Meeting?

Tags : coaching meetings millennials results

It’s the first Wednesday of the month and Andy who is an outnumbered millennial team member finds himself sitting in a monthly managers meeting. He is nervous and his anxiety levels are through the roof. His baby boomer boss Robert is about to call on him for his monthly report and Robert has little tolerance for anything short of stellar results.

This meeting has gradually become more uncomfortable for Andy, any time that he hasn’t achieved a goal or completed something to Robert’s satisfaction Robert leaves him feeling like he might be only one step away from the good bye door.

Andy is frustrated. He works hard, puts in extra time, but doesn’t always meet the high expectations of Robert. When Andy asks for advice on how to do it better or to learn more, Robert typically delivers a non-supportive and chilly response leaving him with the impression that he shouldn’t have asked.

Andy is smart and quick on his feet and that is why his peers label him a fast tracker, but still when he is called upon to perform at manager meetings there is little tolerance for shortcomings. For Andy, the environment sometimes feels like a swimming pool, sink or swim.

The Story

This story and many others like it come to me from time-to-time. Sometimes it is through a training event, a consulting engagement, or coaching session. In other cases it might represent a friend of a friend, emailing or telephoning me with a question. The point is, this is fairly common, but what should Andy do?

The Real Problem

In his mind Andy knows he could make the argument that Robert should be more patient, perhaps be more understanding, and that he should provide Andy with some possible solutions or tips for improvement. Most people might agree with Andy’s argument, but that agreement doesn’t necessarily mean it is the most tactful solution.

Breaking this situation down it would seem that Robert expects Andy to find potential solutions, jump any hurdles and through any hoops to achieve the result. Andy needs to deliver.

Look For Alternatives

Andy might feel a little intimated, after all he is one of the youngest members of the team. Not only does he want to do a good job but he also wants to be respectful. It might feel a little uncomfortable to choose a more assertive approach.

If you consider that fear might be a factor, causing Andy to hesitate, stall, or procrastinate, I should remind you that personal or professional growth sometimes requires you to step out of your comfort zone.

Andy should seek to find some possible alternatives that will lead to more successful outcomes, but he’ll also have to risk speaking up to bring them forward.

His delivery should be presented with appropriate poise and confidence but yet be humble enough to achieve the acceptance, guidance, or permission from Robert that he has been missing.

Outcomes

Employees at all levels often bring problems to a meeting, after all that might be one of the reasons for the meeting.

So what do most meetings need?

Most meetings need solutions.

Bring some.

– DEG

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

Newer posts→

Tag Archives: coaching

Apr 18

-

Amateur or Professional

Data Comparison

Comparing Performance

Jan 18

-

Worth Worry?

Balance Productivity and Worry

Dec 17

-

So Much Talent

Getting Discovered

Doing The Work

Work That Is Worth It

Hard Work Pay Off

Aug 17

-

Recognize and Accept

Get Over Mistakes

Jun 17

-

Workplaces and Everywhere

Your True Potential

May 17

-

Fear Doesn’t Stick

Contributions Matter

Change Bad Habits

Mar 17

-

Coaching Yourself

Mar 17

-

Hurting Your Career

Do Great Things

Feb 17

-

Role Models

Why We Need Them

Make a Selection

Dec 16

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