Tag Archives: leadership

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Dennis E. Gilbert Appreciative Strategies

Aspiring Leader Seminar – Virtual Training

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Virtual training starts:

Today’s leaders are more than just supervisors or management team members. They are the heart of inspiration, teamwork, and create the atmosphere required for the pursuit of common goals.

This seminar covers many of the foundation skills that build great leadership habits. Participants will explore what it means to be a leader, not just a supervisor or manager. We’ll be covering change, communication, and motivating the team. Tough topics are sometimes taken for granted such as resiliency, understanding priorities, and the difference between facts and opinions. In addition, we’ll examine some tough questions such as, “Where are you most vulnerable?” and “What is most important right now?” 

This highly effective, flagship leadership program is now available in an online virtual format. 

We’ll be coming together for two, three-hour online segments.  

Spring 2021 dates are:

May 13, 2021 – Segment 1

May 20, 2021 – Segment 2

Times are 9:00 AM – 12 Noon.

Participants should plan to attend both segments. 

SPECIAL EARLY BIRD PRICING (SAVE $100, Now only $225 $325)THROUGH APRIL 23, 2021

More Info / Register

Jump Directly To REGISTRATION


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stressed out talk

Stressed Out Talk Is Different From Normal Talk

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A short fuse. That is a common descriptor for when our patience, energy, or control is right on the edge of a snap. Is your stressed-out talk different from when things are more calm or mild?

Everyone has a guideline that they operate from. It’s a way that they conduct themselves or their business. It is tempered somewhat, not exactly what may be brewing on the inside, but a more controlled and socially responsible version.

When people get tired, pushed, or otherwise stressed out, sometimes the Kraken comes out.

He blew up.

She lost it!

He totally freaked out!

While fuse length varies and is conditioned by many factors, nobody wants this to happen.

Is there something in-between the blow-up and the totally in-control you?

Stressed Out Talk

Authenticity matters but for everyone looking to lead there is a fine line or a balancing act for what you deliver.

When you set out to deliver your best you are probably being very tactical in your approach.

You may be conscious that you need to be kind, be patient, and have empathy. You might also be thinking about how to be more respectful, more generous, or mindful of navigating the rough spots.

It works for many, most of the time.

Yet there are occasions when the time feels short, something is overdue, or expectations have been thrown out the window.

That’s when our somewhat rigid structure of self-management begins to break down and slip out.

It’s not viewed as the normal you.

Interactions and behaviors are always about conscious choice.

An apology for a slip-up is a good idea. Behavior tempered, even when the fuse is short is much better.

Make conscious choices and have self-awareness. As a leader, you’ll contribute better with the proper intentions. It’s always better than needing to make an apology.

-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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LHU Leadership Institute

LHU Leadership Institute Certificate (Virtual Training)

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Employers within the greater Lock Haven University area have expressed a need for employee training in basic management and team leadership. Based upon input from area employers, the University is working with Appreciative Strategies, LLC., to bring forward this important leadership training program. Registration is open to all individuals and employers, including those who are within the region and those outside of the immediate area.

Dennis Gilbert is serving as the instructor/facilitator for this series.

This five-module series is designed to help participants develop and sharpen skills that relate to leading in today’s workplace environment. It is appropriate for existing workplace leaders, managers, and supervisors; or those who are new or emerging.

Throughout the series, each module will provide specific learning objectives and will be delivered by a subject matter expert who will utilize a pleasing combination of lecture, experiential learning activities and exercises, and real-world examples.

Professional course materials will be provided and will include assessments, activities, and other learning enhancement components to help each participant individualize their learning experience.

The five, three-hour modules are:

  1. Leadership Effectiveness
  2. Effective Communication for Managers
  3. Conflict Management
  4. Navigating a Multi-generational Workforce
  5. Being a Great Mentor or Coach

Sharpening management skills and your leadership presence are valuable for navigating today’s workforce. This series will help you prepare and improve your role as a leader.

This program is scheduled as follows:

SPRING 2021 (Virtual – Online)

March 11th

April 1st

April 15th

April 22nd

May 6th

All sessions will be virtual training via the Zoom platform. They will start promptly at 9 AM (sign-in 8:50 AM) and conclude at 12 PM (noon).

To submit an application to participate or to get more information please follow this link: https://tinyurl.com/wdace 

This program qualifies for WEDnetPA grant funding (for eligible businesses). For additional information please contact: Angelic Hardy, Lock Haven University by calling 570-484-3131.

Apply / Register

 

 

 


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bloomsburg university

Management and Leadership Certificate (Virtual Training)

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This Management and Leadership Certificate program is being brought to you by a special partnership between Bloomsburg University and the Columbia Montour Chamber of Commerce.

Dennis Gilbert, is serving as the instructor/facilitator for this series.

This five-module series is designed to help participants develop and sharpen skills that relate to leading in today’s workplace environment. It is appropriate for existing workplace leaders, managers, and supervisors; or those who are new or emerging.

Throughout the series, each module will provide specific learning objectives and will be delivered by a subject matter expert who will utilize a pleasing combination of lecture, experiential learning activities and exercises, and real-world examples.

Professional course materials will be provided and will include assessments, activities, and other learning enhancement components to help each participant individualize their learning experience.

The five, three-hour modules are:

  1. Supervisor Effectiveness
  2. Effective Communication for Managers
  3. Conflict Management
  4. Navigating a Multi-generational Workforce
  5. Being a Great Mentor or Coach

Sharpening management skills and your leadership presence are valuable for navigating today’s workforce. This series will help you prepare and improve your role as a leader.

This program is scheduled as follows:

SPRING 2021

March 9th

March 23rd

April 6th

April 20th

May 4th

All sessions will be virtual training via the Zoom platform. They will start promptly at 9 AM (sign-in 8:50 AM) and conclude at 12 Noon.

To submit an application to participate or to get more information please contact:  Jennifer Williams at Bloomsburg University by calling 570-389-4004.

This program qualifies for WEDnetPA grant funding (for eligible businesses). For additional information please contact: Jennifer Williams at Bloomsburg University by calling 570-389-4004.

More Details

 

Columbia Montour Chamber

bloomsburg university


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team culture

Team Culture, How Are You Involved?

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What happens inside the organization? Not what is the public perception, what is the internal vibe? The climate inside develops from team culture.

The team has arrival times, break times, or perhaps different, they skip breaks and look busy at all costs.

There might also be the language of the culture. Words chosen, repeated, and inside jokes about behavioral aspects of the people. What gets the boss fired up, who are the weirdos, and who will never go anywhere within the company.

You can’t rule out the price of admission. Joining the culture has a price. It has a predetermined minimum requirement. In some cases it is an education requirement, a box checked, or a resume that illustrates years of experience.

Joining is about adoption of the culture, yet each person contributes. Some for, and some against.

The culture is about what people within the organization do. It’s behavioral and it’s published.

Team Culture

Newbies join, others exit. The newbie doesn’t really bring in many outside ideas, their job is to conform and adapt.

This is how it’s done around here.

You’re not paid to think, you’re paid to work.

Don’t make waves, no one around here really cares.

The CEO is often asked about culture, or voices an opinion of how it should change.

Culture develops from stories told, yet at the same time is unlikely to be defined by a single story represented as a future forecast.

Shaping culture isn’t a task. It’s not a job duty.

Culture is created by the people. People in agreeance, people in dissonance. All aspects of social interactions are inclusive. The people decide. Knowingly or unknowingly, they’re involved.

All-Inclusive

The best way to examine the culture is to understand the focal points.

Are the focal points based on clock watchers? Is it the language that seems to take center stage? Does quality matter and how well respected is the employee population or the customer base?

Every business or organization is going to get more of what they focus on. Focus develops from messaging and observable behaviors.

People are part of everything that defines the culture.

You are involved.

One way or another.

-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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team contribution

Team Contribution Is What Really Matters, Isn’t It?

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Are you making a good team contribution? Are you working within the bounds, coloring inside the lines, and being a positive role model?

Team contributions come in at least two flavors.

One flavor suggests that you precisely follow all the rules. It is a path of working within the system, no thinking, just doing. It is the support of the system, by design, and never wavering.

A second flavor, different from the first may suggest that the best team contribution comes from working on the edges of the rules. It is more about merit, accomplishments, and contribution.

Leadership Style

Occasionally, or often, depending on where you look, you’ll find arguments about leadership style.

There exists a notion by some that rebels are good leaders. Those willing to bend or break the rules when it favors a goal-oriented result. Not those who only see things as black and white and always inside the lines. Especially when inside the lines is not working and is counter-productive for the team.

It doesn’t mean ethical or legal disobedience. It means high-quality and high-integrity leadership. Being both responsible and accountable.

What path makes the most sense for you?

Team Contribution

If you are the type of person who works from the heart, I’m willing to bet you see yourself somewhere in the middle.

Working from the heart, at least in this case, means you have an undying passion for the pursuit. It is not a reference to being soft, it is a reference to being committed to the achievement of the goal.

Think about who you are. Consider who you want to become. What legacy you want to leave behind, and what will matter most for the team and organizational success.

Success is rarely convenient and it is almost never easy.

Team contributions are connected to leadership.

One way, or another.

-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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improving attitude

Improving Attitude, Is It Possible Or Unlikely?

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Do you believe that improving attitude is possible? What is a bad attitude and how does it develop?

Perhaps arguable, but the perception of someone having a bad attitude is just that, a perception. It is probably a perception within the bounds of consideration for what a normal or good attitude should look like.

Attitude may be connected to values and beliefs. It might have something to do with your interpersonal network, your family, your inputs, and what is happening in the environment around you.

Emotional tensions are often like seasons. They come and go. It is the inputs and narrative that surrounds each individual that will influence behavior. Often it is a perception of right versus wrong.

For example, in a team meeting if there are differing opinions and the opinions are brought to a debate, one side wins, the other loses. That can be enough to shape an attitude.

We see it everywhere. At work, at home, with adults, and with children. It happens in government and politics and it happens anywhere there are groups of people.

Improving Attitude

There are two tricks to help shape a better attitude.

The first is, setting the expectations for how work teams will navigate disappointment. If you don’t get your way, will you compromise to give a different direction a try? Or is the perception that you fight back, you fight back with workplace politics, bullying, or bad behavior?

The second is that you have to set the expectation for attitudes and behaviors. This is best accomplished by a strong focus on the organizational purpose and by connecting each and every job task and duty to the organizational mission.

When leadership has a strong focus of commitment to the mission and purpose and emulates that throughout all levels of the organization there is much less room for a bad attitude.

Improving attitude is a skill. It’s a skill because everyone has a choice for how they will navigate. Perhaps, not everyone has the discipline, but that is self-fulfilling if there is only enough time and energy to focus on the mission.

Attitude can be improved.

-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 ruckus

Workplace Ruckus And What You Should Do Next

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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 (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 hide

Workplace Hide and Seek, Is It Derailing Performance?

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In the game of hide and seek, hiding is the fun part. Nearly everyone wants to be the hider. Is workplace hide and seek derailing performance in your organization?

What causes the game to go on?

Hiders and Seekers

As a hider, often you can watch the seeker, you know if they are hot or cold. If they are way off track perhaps you extend some additional risk, it is almost wanting to be found, but not quite.

A seeker on the other hand is determined to locate the hider quickly. Looking towards previously known hiding spots, searching fast and almost frantic. The anticipation of flushing out a hider can be exhilarating. It is destined to happen. It is only a matter of time.

Eventually the hider and the seeker collide.

For the moment, the game is over.

Workplace Hide and Seek

In the workplace it seems the game sometimes continues.

It continues with those who perform just enough to not be noticed. Quietly, they await discovery. In some instances, they’ll risk a little more, almost taunting the seeker and if not found, the boundary just expanded.

The seeker often announces that they are coming. This gives the hider a chance to tidy up, secure their spot, and watch as the seeker inspects.

When the seeker passes by without noticing, the hider feels relief. They are better than the others who are about to get caught.

It is a game of moments. Moments of hiding and moments of seeking.

No one ever really wins at hide and seek.

Games are often played to fight off boredom.

People with a well-defined purpose and goals seldom get bored.

-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 instincts

Workplace Instincts and Honing Your Craft

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Do you trust your gut? Do you use workplace instincts to guide what you’ll do next?

People often assess what they’ll do next based on what they often call, gut feel. Is this a learned process or something more instinctual?

A bright light, and you look away. The sun heating up your skin to the point of discomfort so you seek shelter. A loud noise and you cover your ears.

Are these instincts or learned responses?

Behind closed doors the boss is critical of someone’s work. In the meeting the next day the boss seemingly ignores that same person. One week later the boss won’t make eye contact with you.

Paranoia, or some really insightful observations? What do your instincts suggest? What’s in your gut?

Everything that we do in the workplace is likely a learned behavior. It may stem from childhood, the place you worked at before this one or something that you’ve picked up about the organizational culture.

What should you do with all of this data? Are you overreacting?

Workplace Instincts

Workplace instincts help you every day. They help you to analyze the scope of the conversation. They cause you to filter your expressions, use more kindness, or suppress an anger rage.

Your next contribution, the ideas presented in the brainstorming meeting, or the gratitude expressed for a job well done will be based on what you’ve learned.

Observation is data collection, analyzing the data and making adjustments should become part of future behavior.

There may be a fine line between what is truly instinctual and what is a learned behavior.

Honing your craft is always smart course of action.

-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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