Tag Archives: goals

  • 0
wrong assumptions

Wrong Assumptions, What Are They Costing You?

Tags : 

Most people are inquisitive. When you don’t know, you want to know. Have you ever considered what wrong assumptions are costing you or your workplace team?

Assumptions are closely linked to stereotypes and correspondence bias. It is often connected to what some may know as, the fundamental attribution error. The FAE is a common factor in workplace conflict.

People make assumptions. People make assumptions about other people.

What we see is often translated into our own experiences. It is analyzed based on our knowledge, what we’ve read, past interactions, and a whole lot more.

Our understanding of any situation is often based on an assumption.

When you see a speeding car on the highway, what do you think?

She must be late.

He is careless and is going to cause an accident.

He or she must believe that they are something special, entitled, or too cool to drive at a safe speed.

Of course, there are other possibilities too.

Wow, that is a cool car. I want one.

My car is faster, I’ll prove it.

The truth is, we don’t know the driver’s situation. We don’t know what they are experiencing and how our assumptions may change if we understood.

What if that driver just received a telephone call that their child was seriously injured, their spouse had a heart attack, or another loved one was moments from passing away at a hospital located just off the next exit?

Would it change how you felt about that speeding car? It might.

Wrong Assumptions

In the workplace, we make assumptions every day. Whether we are working in close physical proximity or whether we are WFH (working from home).

We could be driving, flying, or even on a train. It could be early, late, or during a lunch hour.

People are always making assumptions.

We’ll never hit this goal.

Tom is working from home again. He is probably goofing off.

Where is Susan? She should have been here an hour ago. She’s always late.

All of the work that you do and all of the interactions you have condition what assumptions you’ll make.

Often our assumptions appear to be reality. If our assumption is not proven to be wrong or false, or worse, if it gets confirmed, our beliefs on the matter grow stronger.

What assumptions have you made today? How are those assumptions conditioning what happens next?

-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.


  • -
Competitive motivation

Competitive Motivation Keeps Things Rolling

Tags : 

Selling is often considering to be about winning. Convincing another party to exchange money for a good or service. It’s commerce. Do you believe in competitive motivation?

McDonald’s and Burger King might have something going on. Don’t forget about Wendy’s and Carl’s Jr., they have a few things in common. Then there is Domino’s, Papa John’s, and Marco’s Pizza.

Businesses who are front runners tend to not like the threat of another player. New players like chasing the front runner.

Could there be some motivation hidden here?

When the football, baseball, or soccer teams hit the field we recognize both are out to win, and only one will. Any kind of tie feels better than a loss, but it is still not a win. It makes overtime even more attractive.

The idea of winning is inspirational. It’s motivational.

Competition may not always be people or businesses.

Competition can be about numbers, metrics, or a system.

Employee teams can aspire to beat the previous record, exceed goal, or overcome a distinct disadvantage.

What we focus on is what we get.

Competitive Motivation

There are some interesting aspects connected to the motivation created by competition. One such aspect is that when the competition knows you’re watching it may give them an advantage.

It may bring about decoy’s, the threat of exposed trade secrets, or espionage.

It could also start a war for talent. Bring on non-compete clauses, wage hikes, and package deals.

How do you size up competitive motivation?

Chances are good that it is keeping you moving.

Roll on.

-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.


  • -
future forecast

Future Forecast and the Reality of Accuracy

Tags : 

What is the future forecast? Do you have a prediction?

Ask around, most people have something to say about what the future will hold. They have a prediction about the fate scheduled for tomorrow or the next day.

Some see opportunities, some see bigger challenges, and some will predict total doom and gloom.

There are parallels to the weather forecast.

When you get it correct:

See, I told you so.

I knew it.

This is exactly what I said would happen.

When you get it wrong there may be a tendency for silence, some withdraw, or keeping a low-profile.

What is your percentage of accuracy?

Future Forecast

Most people are always forecasting the future. Consciously or subconsciously they are making predictions about what will happen next.

Certainly, some things are beyond our control. Yet, in other cases we control our future. Perhaps, it is a little of both.

What would happen if you put a good plan into action? What would happen if you followed the plan, monitored it, and kept a fluid approach making changes as necessary?

Imagine if everyone just dug in, dug deep, and put forward the best that they could possibly do?

Is the underdog ever a hero? Yes.

Do people sometimes get the positive benefit of a little luck? Yes.

Are there opportunities to create the future you have been imagining? Yes.

Sometimes the best thing you can do is simply work towards the goal.

A strange thing often happens.

As you work towards the goal you realize that the gap isn’t as big as it once was. You realize that through effort and hard work the future has started to shape itself.

Don’t lose sight of what you can build today and tomorrow. You just might create the reality of accuracy.

See, I told you so.

-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.


  • -
false start

False Start and the Lessons You Learned

Tags : 

Have you ever experienced a false start? No, I’m not talking about football although that could apply. Have you ever started to jump forward only to jump back?

In your workplace there are often questions about motivation. Does motivation come from within or can you inspire motivation in others?

A closely connected cousin is, initiative. Are you willing to take initiative or are you more withdrawn?

Often there is an expectation for jump. Yet, the rules aren’t clear.

Perhaps there is a time from your past when you took the leap only to be later be criticized for the outcome.

Anticipation of criticism causes people to hesitate, step back, and withdraw. A leap may feel within reach yet as quickly as you spring forward, you hesitate and jump back. That’s a false start.

False Start

Have you ever let past experiences or teachings from a younger age hold you back or create a false start?

We’re often taught about patience. We’re told not to jump in line, let others go first. Hold doors, make room, stand back, and that, “life is not only about you.” Valuable lessons on courtesy, etiquette, and patience. Yet, sometimes patience results in lost opportunity.

Are you missing opportunities because you aren’t taking initiative?

Do you believe that you can and should take more initiative? If so, what is holding you back?

Could it be a childhood lesson?

Past Lessons and Learning

Perhaps it was show and tell, and people laughed when it wasn’t intended to be funny. Now, you fear the presentation.

Maybe you weren’t picked for the team, so you’ve decided you won’t raise your hand in an offer to join. It is too risky to expose yourself to that vulnerability.

Maybe you started eating dinner before a prayer was said, or ate all of the potato chips when you got home from school. You were instructed not to do it again.

We’re often taught to hold back, get back, or stand back. Probably meaningful lessons at the time.

As adults, we sometimes have to shake off some of the things that we’ve learned.

-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.


  • -
realistic workplace expectations

Realistic Workplace Expectations and Your Work

Tags : 

Are the expectations realistic? Realistic workplace expectations may start with your own personal outlook.

Sure, the boss may have some expectations that are a stretch. Customers may have some high expectations. Yet beyond the boss or your customers, often the expectations you place on yourself are even higher.

When you commit to the project what are your expectations?

High Expectations and Time

If the customer says, “That will work.” Do you stop there, or do you insist there is still more perfection required? More that can be done, more that should be done?

Many people are watchful for the critic. They have to get things just right because they know the critic is waiting right around the corner.

A critical eye ruins your masterpiece, so you spend the extra time to make it just right. In the absence of praise, you feel deflated and defeated. It must not have been good enough.

Your afterthought, “I could have done better with a little more time.”

Realistic Workplace Expectations

It is true for the school paper that is due, the academic thesis, or the project that will be presented to the board of directors.

It is only true sometimes though. The other option is to assume your work is superior to all other works. Anyone questioning the quality or accuracy is only envious or jealous.

Certainly, we may experience some or all of these scenarios. Have you asked yourself about the reality of your work? What is realistic?

Often realistic expectations start with yourself. You decide exactly how far you’ll go within the parameter of a specific amount of time.

At some point, we say, “Good enough.”

The best question then becomes, “Are you being realistic?”

-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.


  • -
historical performance

Historical Performance is not Benchmark Performance

Tags : 

It often starts with, “What did we do last year?” Many people and organizations set a course to measure future performance against historical performance. Win or lose, exceed the previous, or met expectations, is that high performance?

Measuring performance is always relative. Whichever team wins the championship has a different history when compared with the team who didn’t make it to the playoffs.

Historical Performance

Often people and organizations measure against their last performance or recent performance.

It is an anchor. Where we place the mark.

As people we tend to anchor to data. Initially people often frame according to the record. The record high jump, the fastest time, or the longest distance. Guinness has a book of records.

These records are valuable and important. A point of origin, a starting place, and a remembrance of achievement.

Is the act repeatable? Was it luck?

Benchmark Performance

Benchmark performance is considered to be different. A collection of data that specifies the approximate.

The average time for a marathon, lap times at a Motorsport event, and in golf, par.

There are many ways to set performance standards. Some of them feel more important than others.

Performance measurement may depend on what is trying to be accomplished. If the goal is to improve or get better, it may be connected to history.

The problem with historical data is often in its assumption of accuracy. Is the lap time unbeatable? Can you score under par?

Weighing a pound less on the scale after your workout is perhaps a good measure.

Bringing in one dollar more in sales revenue this year when compared with last year is better, but it is unlikely the limit. And, likely shouldn’t be the goal.

Becoming better or the best is often determined by the anchor.

-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.


  • -
difficult change

Why Your Difficult Change Is Not Impossible

Tags : 

Change sometimes feels impossible. The obstacles too big, the chances too small, and the time required not worth it. Confronting a difficult change is not impossible when you have a good plan.

What is your plan?

Where to Start

When we need to straighten up the closet, clean out the garage, or make a positive change in our life or career we may decide that we don’t know where to start.

Not knowing where to start doesn’t mean the change is impossible. It doesn’t necessarily mean the odds are stacked against you. Time may be required but appropriate patience and balance will bring it to fruition.

Too often people stop before they get started. They visualize the obstacles, the roadblocks, and the pain and effort required. The gap seems too broad or the road too long.

Difficult Change

There are three simple rules to learning how to get started and how to make a difficult change become a reality.

  1. Vision. A well-defined vision or goal works best. What will things look like in the end? What does it feel like and where will you be? Tidying up a closet is different from discarding eighty percent of the contents.
  2. Steps. When we see the challenge in steps it helps bring the reality to life. The bigger picture is sometimes too far away, it feels impossible. For the closet, we may consider one shelf at a time, or hanging items first. Apply this same logic to any change.
  3. Persistence. Many people talk with me about writing a book. They just don’t know where to start. By creating a vision and breaking it into steps they are underway. Replicating a little effort each day or each week adds up. In the early stages, count accomplishments more than the gap, as the gap closes shift reflection to what remains.

There is a big difference between difficult and impossible.

Leaping across the Grand Canyon in a single bound may be impossible. Getting to the other side is not.

-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.

Dennis Gilbert on Google+


  • -
settling

The Evidence of Settling for Less in Your Career

Tags : 

Often things start off with good intentions, how do they end? Are you settling for less in your career? What are the signs?

Newsflash, your career has a limit. It may seem like life goes on and on and on, especially when you’re shoulder deep in the daily grind. However, years pass by quickly and sometimes you may discover you’ve settled.

Not Everything

First, being average, or having what you may label as a decent career is perfectly fine. Not everything in life is about your career, or at least it should not be. So, it is OK if you haven’t reached every dream.

On the other hand, if you feel like there is still room for opportunity and growth don’t stop now.

Life tends to get in the way of progress. Days slip by, weeks drift way, a month here and a month there and suddenly years have gone by. Is this you?

Settling for Less

What is the evidence that you are settling? Here are three of my favorites:

  • Forgetfulness. Yes, forgetting may mean the years are passing you by in more ways than one. However, if you forget to stay on track with your goals it is probably a good sign that you are settling for the way things are. Being halfway finished eating a full-size chocolate bar when you remember that you are on a lowered calorie diet is an example of this type of sign.
  • Loss of Time. Good things take time. Honestly, you only have so much of it. There is a delicate balance between patience and wasting time. The years will roll around quickly. If you are not advancing towards your goal with notable milestones at least every three to five years you may be wasting precious time. This could be as simple as gaining additional responsibilities or as complex as a career change.
  • No Goals. Sure, you may have some idea of where you want to be. Have you been specific? Feeling like one day you want to become the manager is not really a goal. You’ll need some plans and checkpoints (milestones) that will help that vision become a reality. All milestones and goals should be regularly compared against time.

Have you been settling for less?

Do you need to get back on track or establish a plan? Coaching may help.

Did you forget about your self-commitments? Has time slipped away? What are your goals?

-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.

Dennis Gilbert on Google+


  • -
goals matter

Why Goals Matter For Interpersonal Workplace Change

Tags : 

Change surrounds us, all of us, that is important to keep in mind. Are you convinced you need a change but you can’t get your arms around how to make it happen? Goals matter for change efforts. Do you have a goal?

Sound Familiar?

Nothing ever changes around here.

Here we go again. I’m so tired of this.

He or she will never change. 

Three popular versions of a never-ending story. Why is it never ending? Because there isn’t a goal, it is the wrong goal, or the pursuit is inappropriately or poorly executed.

Many people have a wish that their boss, their co-worker, a direct report, vendor, customer, or other stakeholder will change.

Breaking news, you most likely will not force them to change. It is nearly guaranteed.

The real effort needs to be a focus on what you can do to change your circumstances or your interactions with those people who you wish would change.

Simply put, you likely won’t change other people but you can change your reactions or interactions with them.

Goals Matter

Your goal will matter. Your goal cannot be to get someone else to change to accommodate your interests.

You can get started by answering three important questions.

  1. What do you need to be different or change?
  2. What role do your actions or behaviors play?
  3. Do you have boundaries identified and set?

Define what needs to change. This is really your goal. Sometimes it helps to state the future in the present. Establish the goal and be specific.

Next you need to understand your role. What behaviors of your own have invited this scenario or situation to start, continue, or grow?

The third important part of your change is to define the boundaries. In the workplace it may be things like the use of your time, your personal space, or even noise.

Unfortunately, many people expecting workplace interactions to change do not have any of these items defined. You can’t create change without them.

-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.

Dennis Gilbert on Google+


  • 4
managing disappointment

Managing Disappointment Starts With Managing Expectations

Tags : 

Are you working hard for an outcome only to later become disappointed? Have you given your best effort but someone only expresses their perceived shortcomings in your work? Are you effectively managing disappointment?

It may happen today, perhaps it happened yesterday, or maybe it even feels like a chronic pattern. What is the root cause of disappointment?

Great Expectations

It seems that the root cause is linked to expectations. We have a goal, or someone sets a goal for us. It could be related to vision. A great cake to me is chocolate, but a great cake to someone else may be vanilla.

Misunderstanding expectations are sometimes to blame. Differences in opinions, values, and beliefs may also be a cause. “When I discovered her political views, I was disappointed.”

So, the root cause probably exists in expectations. What is expected compared with what is received.

I worked so hard on that assignment, but I only received an 80% for my grade. 

I’m disappointed in my meal. It looked nothing like it did in the picture. 

My hair looks terrible. It came out completely different than I expected. 

Society is constantly shaping many of our expectations. Social media, traditional or digital media, and other informational sources are constantly changing our expectations. 

Today many of us have a camera in hand. The photographs are processed immediately, and are also easily filtered, adjusted, and cropped. What does this lead to? It could be higher expectations.

Managing Disappointment

Perhaps the best thing to always ask yourself about disappointment is, “Compared to what?” When there are feelings or expressions of disappointment you may have to consider the expectations.

If you work with your supervisor on goals, be sure of the expectations. When you get a new project, understand the expectations.

We tend to place too much emphasis on what didn’t work as compared to what did work.

Instead of assessing the output and being critical, consider how you will build on what worked.

-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.


Search This Website

Subscribe to Blog via Email

Enter your email address to subscribe to this blog and receive notifications of new posts by email.

Upcoming Public Events

  1. PACD Management Summit

    September 2 @ 10:00 am - 12:00 pm

Blog (Filter) Categories

Follow me on Twitter

Assessment Services and Tools

Strategic, Competency, or Needs Assessments, DiSC Assessments, 360 Feedback, and more. Learn more