Tag Archives: differences

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evaluating differences

Evaluating Differences Helps Future Navigation

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Do you spend too much time evaluating differences, or is it really that you don’t spend enough time evaluating them?

When you focus on things that you have in common with each other you can help create buy-in and gain mutual respect. What is more common though, is to focus on differences.

Both Commonalities and Differences

Commonalities are powerful. Differences however are an invitation to learn how to engage and promote new patterns of interaction.

When you recognize something that is not normal for you as an opportunity, it changes the course of future directions.

Many people are convinced that things will only happen in one particular way or by following one example. The same is true when you insist on replicating only one pattern. A system of sorts, but a system that limits new patterns rather than offering innovation and expansion.

When there is a breakdown in any of those approaches all future work stops. Plans are stalled, put on hold, or determined as not valid. It seems like the game is over, yet it may mean that there is a new opportunity.

The movement might be different but the goal is still achievable.

It is like cousin Eddie dancing at the wedding. He can feel the rhythm but his body moves ugly. The key is, he is still dancing!

Evaluating Differences

When you believe that more investigation about differences can create new breakthroughs the game has been upped. The advantage goes to the home team. Those breaking new ground by sharing both old and new perspectives expand, they don’t retract.

This is what progressive organizations are doing. The ones on the move. Those breaking new ground, and overcoming adversity.

If you’re winning, chances are good you’re doing it too.

-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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your beliefs

Your Beliefs and My Beliefs Can Be Different

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A united workforce is a good place to start. After all, everyone is in it together. Are your beliefs different from some others? Is this OK?

What do you feel strongly about?

People believe deeply in many things:

Religion

Political views

The Universe

Parental values

Authority

Government

Urban or Rural Living

Apple or Android

Chevrolet or Ford

Tattoos or no tattoos

No matter which side you are on, you may have deep beliefs. You may believe your way is the best, it is the right way, the proper way, or even the only way.

In most of these examples it doesn’t matter for making Tasty Cakes, bottling water, or growing corn.

Sure, government, authority sources, and even something like the weather has an impact, yet largely you can have differences and still unite on something that matters to others in the group.

The strength and power of your beliefs are real. Those opposing feel just as strongly.

The passion that you have is similar to others, only perhaps, different.

Your Beliefs

You can fight about it on social media but you likely aren’t changing anyone’s mind. You can Tweet about it, make signs, and conduct protests, yet you’ll likely change very few minds.

Maybe the best thing is to focus on what you have in common.

In the workplace, it is the success of the business or organization that is a commonality.

Can you join together for that?

Is that something you can work with?

Your beliefs and my beliefs can be different.

-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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best employees

Confusion About Finding Your Best Employees

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We decide quickly who we want to work with and who we don’t. The job interview is largely about fit, the skills are often assumed based on a resume or CV. Are you one of the best employees?

Low unemployment means challenges to hire, yet everyday someone still seems to be interested in more work, improving their career, and creating a better life.

Best Fit

The very small business, they often get along. There isn’t really a choice, you are on the team or you are off. As an organization grows so does the opportunity to have a path in mind that is different from the prescribed.

Many organizations pride themselves on selection based solely on their perceived idea of fit. Workplace politics guide acceptance, promotions, or establish differences.

Navigation becomes an art. It is often not determined by value or merit.

The board of directors, the C-Suite executive, or employee of the month may be chosen based on relationships and who agrees the most with the flow.

Someone has a back itch, someone else scratches.

Best Difference

People go to the pub, the microbrewery, and they order a flight of beer. Not because they want what others are drinking but because they want to choose from different options.

Pairing wine with the entree requires an opinion, some knowledge, and some skill. Ketchup on mashed potatoes may seem like a strange idea, but so is hot sauce on chicken, or deep-fried pickles.

What does all this mean or why does it matter?

Best Employees

It matters because your very best employees may not have the right name, a certain look, or fit perfectly into your club.

It may matter more what they bring to your organization that is missing and not how they align with the clutter of confusion, roadblocks, or group think that is already present.

People leave organizations for many reasons. One reason is that someone or something is blocking their way. Their energy, skills, and talent are being overlooked, underappreciated, or wrongfully dismissed.

Sure, they may be different but the talent that they will deliver to the next organization is the exact talent that you gave up.

It is sad when the worst employees stay and the best employees go.

-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.

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