Tag Archives: follow

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workplace leaders risk

Workplace Leaders Risk More By Being First

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Many people believe that they are paving the way, instead they may be following. Workplace leaders risk more by being first and creating the future. Are you following or are you leading?

It is simple. Being the front runner requires risk that the others don’t have to endure.

Leading or Following?

I can tell you about yesterday’s weather. It is easy to get it correct. Predicting tomorrow’s weather is a little bit trickier.

You can observe a brand’s social media exposure, like, and follow. If they appear to be gaining momentum you can launch a similar campaign. If not, you can observe another. Only opportunity cost from inaction is really at risk. You’re not leading, but following.

The idea to put a camera in a phone, a credit card reader at the parking meter, or create a single cup coffee maker may have been created by people who were leading. The cost to follow after observing the success is much less expensive.

Very few businesses are truly front runners. Very few artists, authors, or architects are launching ideas that are truly original. In many regards, they are following or perhaps expanding upon ideas that they have learned.

Workplace Leaders Risk

Knowing yesterday’s weather report may be a reliable source of information. Describing the exact weather for a May wedding, several months in advance seems foolish, or at least extremely risky.

In the workplace, employees can report on all the historical data. They can produce charts, graphs, and apply a clever marketing spin for a compelling message. A competitive analysis of results may be helpful, but it doesn’t really make them a leader.

Workplace leaders take a risk of knowing when to follow, or when to expand on past ideas or results. They’ll take the most risk when they choose to do it first.

-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 rules

What Will Workplace Rules Change?

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Someone will quickly say, “Rules are meant to be broken.” If you’re a rebel, you may insist on breaking the rules. Do workplace rules make a difference for engagement or motivation?

It’s unlikely, standing alone, that they’ll make a significant change. In some cases, they may make things a little worse.

Always Assumptions

Many people operate with an assumption. The assumption is that if we don’t know the rules, or if there are not enough rules, people will become unruly.

Awareness matters, it is important, but being aware doesn’t necessarily change much.

Most U.S. drivers know there are posted speed limit signs. How many people drive only up to the limit or less?

It’s generally known that a high intake of sugar is not healthy. While not a rule, how many people disobey this concept?

People create rules for managing trash, the utilization of water, or about drinking and driving. Does everyone obey?

In the workplace, having rules, creating rules, or making people more aware of the rules may not be the way to a delightful and efficient space.

Do rules really matter?

Of course they matter. Are they the way to a better workplace climate? The best answer is, “Maybe.”

Workplace Rules

Have you ever heard the manager bark, “That’s against Company policy!”

Does it make a difference? It creates awareness. Will it change anything? Sure, it will make a difference for some, but for others, it may not matter all that much.

Unlike mice finding the cheese in a maze, or teaching your dog to sit and then receive a treat, people are driven by purpose.

Knowing the rules may be a good and necessary opening action, but then the rules will be best adhered to when people understand why.

We also can’t forget about things like organizational culture, group dynamics, and peer pressure.

Choosing to either follow, or ignore and break, will have much more at stake than the creation of the rule.

-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.

Dennis Gilbert on Google+


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