Tag Archives: management

  • 12
    Oct 21
  • 0
bloomsburg university

Management and Leadership Certificate (Live, Virtual Training)

Tags : 

VIRTUAL (Live, On-line via Zoom)

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:

FALL 2021

October 12th

October 26th

November 9th

November 23rd

December 7th

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

  • 21
    Sep 21
  • 0
bloomsburg university

Management and Leadership Certificate (Live, In-Person)

Tags : 

Live, In-Person

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:

FALL 2021

September 21st

October 5th

October 19th

November 2nd

November 16th

All sessions will be virtual training via the Zoom platform. They will start promptly at 10 AM (arrival 9:50 AM) and conclude at 2 PM.

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

  • 27
    Aug 21
  • -
hours worked

Hours Worked Is Never a Good Metric

Tags : 

Are you measuring your performance by your hours worked? What about the company or organization you work for, are they doing it? Is it part of the culture?

One of the great things about my business is that I get to see, hear, and feel a lot of pain points from both the organizational viewpoint, and the employee viewpoint.

Has your organization faced tough hiring challenges? Does it struggle with employee turnover?

You can blame it on all of the typical stuff. Too much free money, not a high enough pay rate, location, type of business, and so much more.

Most of those things probably have something to do with it and so does the business culture and reputation.

Hours worked is a lousy professional occupation measurement tool.

It is certainly applicable for hourly staff, paid by the minute, according to the clock. For everyone else, it doesn’t make a lot of sense and it may be just one of many lingering cultural problems your organization and team face.

Hours Worked

A few years back I was on a corporate coaching assignment. Which means, I was hired by a business to coach several employees. After a session or two, I found a common thread.

All of the employees being coached had corporate speak of, “he/she isn’t puttin’ his/her forty.” They weren’t talking about a 40-ounce bottle of beer and a brown paper bag. There was a culture of professional level positions (salaried) having some measurement based on observations or gossip of hours worked.

Something so simple. It told me a lot about the culture.

Certainly, I think that there is some value, in some professional occupations, to being present and not missing in-action during the normal workday. An old-school observable metric that has been tested to the max since the start of the 2020 pandemic.

At the same time, I believe sitting at a desk or being present in a workspace from 9 to 5 doesn’t mean very much about your contributions, value, or efficiency.

Having a talking point about hours worked doesn’t say much either. Often, the root of this is based in management team members who are resentful about the time they spend at work versus doing other things.

The metrics that you measure will have a lot to do with the results. Time is nearly always part of a metric, but hanging around the office for 10 hours a day and being productive for about 4 hours of that time doesn’t really say much.

A measurement based on hours observed at the workplace might tell a story.

A story your business can’t afford.

-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.

  • 20
    Aug 21
  • -
small fires

Small Fires and Your Workplace Success

Tags : 

Managing small fires is much easier than dealing with a full-blown blaze. What are your habits for the metaphorical, workplace fire management?

Managers are often in place to solve problems. They’re also in place to execute strategy. Which activity consumes the most of your time?

Fixing a problem sooner, when it is smaller, seems to make sense.

If that is true, why do so many start burning out of control?

Is it a systems problem?

Systems Problem

If there is a system in place, does it help?

When the process starts to slip out of tolerance is it corrected?

Systems are often created to build something. They are also created to prevent something.

Too much production time and not enough preventative maintenance and you may have a break down.

It is true for production machinery and it is true for customer satisfaction, brand reputation, and marketing.

It might also be true for organizational culture and leadership.

Should you fix it before it grows?

Small Fires

How long has the problem been a problem? The longer it goes, often the worse it gets.

Your job likely includes putting out some fires. The smaller the fire the easier it is to manage.

When you put a system in place, you should adhere to the specifications.

If the check engine light comes on, check the engine.

Low tire pressure or low on fuel, resolve it before it becomes a bigger problem.

You should do that for your car. And if you don’t, you’ve probably already had a small fire turn into a blaze.

Small fires are easier to manage and faster to resolve.

That allows you to spend more time with strategy.

-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.

  • 11
    Mar 21
  • 0
LHU Leadership Institute

LHU Leadership Institute Certificate (Virtual Training)

Tags : 

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

 

 

 

  • 22
    Oct 20
  • 0
bloomsburg university

Management and Leadership Certificate (Virtual Training) Evening

Tags : 

** New Evening Program ** 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:

October 22nd

November 5th

November 19th

December 3rd

December 17th

All sessions will be virtual training via the Zoom platform. They will start promptly at 7 PM (sign-in 6:50 PM) and conclude at 10 PM.

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

  • 15
    Jul 20
  • -
professional contributions

Professional Contributions Will Change Outcomes

Tags : 

There is always a choice at the meeting. Will you deliver professional contributions or just what feels required to get by?

The first time with a seat at the table and you may choose to just observe. Once acquainted with the audience you may proceed with caution but you’re optimistic. It is placing a toe in the water.

What is your long-term contribution?

Meeting Performance

People don’t know what they don’t know.

We’ve all heard, “Ignorance is bliss.”

There may be some truth to that idea. When you don’t know the background, the skeletons, or what has been sent to the graveyard and by whom, you’ll just openly contribute. You don’t know the history.

Your intentions are often good, yet, sometimes you learn that the outcomes are not so good. You regroup, hold things tighter to the vest, and become more calculated.

In other cases, you learn what people want you to say.

In the meeting, you respond to the affirmative. You agree, you do not tactfully challenge or question.

Decisions are made. It seems everyone agrees.

After the meeting, in a more private conversation, you truthfully admit the decision seems like a bad idea.

Why did you agree?

Professional Contributions

You have at least three choices.

The first choice is to arrive unfiltered. Arrive with innocence and express your best thoughts. Enter with the excitement and enthusiasm of involvement without the history.

It is the spirit of the novice. Sometimes, it is refreshing.

Your second choice is to arrive as a professional, making professional contributions.

You’ve studied the data, you know the history, and you’ll be brave enough and vulnerable enough to take greater risk. The risk isn’t personal, it’s professional.

Risk means you’ll push for what is right, do the right thing, serve the client, ask the customer, and deliver what is promised.

Unfortunately, sometimes the third option is the easiest. Just agree and move on. Meeting over.

Doing what is right is worth more than doing what is easy.

-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.

  • 03
    Jun 20
  • -
workplace fairness

Workplace Fairness Should Be Abundant

Tags : 

Life isn’t always fair, at least, that is what we’re often told. Yet people want to be granted the opportunity for fairness. Can you impact workplace fairness?

Have you ever heard someone suggest that things are too fair?

It seems that the scarce resources are much more noteworthy.

What’s Fair

Fairness becomes an issue when we see differences. In the workplace it is true for gender, race, the generations, and so much more.

People often reference the golden rule. “Treat others the way you would like to be treated.” And, in generational talks I often reference that there may be a shift in the golden rule. Perhaps a different view is, treat others the way they would like to be treated.

Despite all of the efforts of many, people still form cliques. They desire to cling to people who are just like themselves or who have exactly the same values and beliefs.

Fairness is problematic for job status, promotions, and perks.

The management team is treated differently than the front-line crew.

Awareness is often the first step in making a positive change.

Workplace Fairness

It is surprising sometimes the number of people who fail to recognize their own ability to be fair. Fairness to you may not look like fairness to someone else.

This is exactly why the golden rule may need some deeper examination.

What is the right thing to do? Do people do the right thing?

Now more than ever it is important for everyone to dig deep and make it better.

Often the first step in making things fairer is dependent upon your own actions. If you feel like it is the right thing to do then there really shouldn’t be a reason why you are not.

-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.

  • 11
    Mar 20
  • -
meetings solve problems

Meetings Solve Problems, Or Don’t They?

Tags : 

Should your meetings solve problems? It may depend on the type of meeting, but many meetings have some component designed around solving problems.

Some meetings are informational. Presenters deliver information. The information delivered is probably organized around solving a problem.

Some meetings are strategic. They attempt to organize the process of planning, creating vision, and improving an organizations competitive edge. No strategy, or poor strategy is a big problem.

Some meetings are task oriented. A committee leads, guides, and steers the direction of the group. Their challenge, or problem, is often ensuring the continuation of the cause or charter.

There are many other classifications or variations of meetings. Most meetings are intended to solve problems.

Reason for a Meeting

Each day decisions are being made by team members. Each day new problems arise. The rise of a new problem, and often it is quickly solved. A process so common many professionals take for granted the act of problem solving.

The problem that makes it to the meeting is different. There are many variations, considerations, or people affected so the calculation on solving it drags on.

Big problems are big problems because they aren’t easily solved. In some cases, attempts are made to solve them, only to see them repeat or continue.

Root cause analysis matters. It matters because addressing a problem with solutions that are not at the root means the problem will continue.

Is that a reason for the meeting?

Meetings Solve Problems

Do your meetings seem to focus around the same problem over and over again? Perhaps it is because of a lack of critical thinking, root cause analysis, or patterns of inappropriate interventions.

Usually the only problems that hit the meeting are the ones that are tough to solve. Everything else has already been taken care of.

Make your meetings count, it is why you’ve assembled in the first place. Meetings that count, have a plan.

The next time you attend bring a proposed solution for every problem you plan to present.

-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.

  • 27
    Jun 19
  • -
workplace conflict

Under The Covers of Workplace Conflict

Tags : 

Is there conflict in your organization? Do you always recognize workplace conflict? Sometimes conflict is hidden or existing underground.

There are a few basics about conflict.

Conflict Basics

The first is that conflict is a natural part of people working together. Anytime you have two or more persons actively engaged in workplace activities, you’ll likely face some conflict.

Also, conflict can often be determined to be bad or good, okay or harmful, based on how it is managed. Mismanaged conflict is typically noted as bad conflict.

A final point about conflict is that avoidance of managing conflict will often result in more harmful conflict.

Resolutions to conflict or minimizing any harmful effects is not a one size fits all approach. Different types or styles of conflict may require different approaches.

One of the most challenging aspects of conflict is recognizing it in all its various forms.

It is common that workplace leaders often misunderstand the dynamics of conflict. Sometimes this is denial, “No, our teams are doing great. We had some conflict issues a while ago but not recently.”

Workplace Conflict

Many people believe that conflict arises when there is organizational change, modifications to policies, rules, and guidelines. This is a great time for conflict to emerge, but it may also not always be so apparent.

From my experiences conflict that is under the covers (not easily visible) occurs in two scenarios.

The first is when there is fear of being removed from the team if you speak of conflict. It is the shoot-the-messenger concept. Don’t speak of conflict or you will be blacklisted or fired.

The second often follows the first and that is that some employees really like the drama. Conflict exposed is not as dramatic as conflict behind the bosses back.

Do you have workplace conflict? If you have two or more people working together you probably do.

Are you prepared to effectively manage it?

-DEG

Need some help with learning to manage workplace conflict? Please reach out.

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.

←Older posts

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.

Blog (Filter) Categories

Facebook

Facebook

Follow me on Twitter

Assessment Services and Tools

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

Recent Posts

sweet spot

Sweet Spot Is An Attempt To Please Everyone

September 24, 2021
status quo defense

Status Quo Defense, Is That Your Position?

September 23, 2021
social metrics

Are Social Metrics Valuable or Just Hype?

September 22, 2021
valued services

Valued Services Are a Measurement Of The Customer

September 21, 2021
beautiful jobs

Beautiful Jobs, Have You Lost One or Found One?

September 20, 2021

Email Signup

Subscribe to newsletter

Powered by Robly™

Contact Info

Pennsylvania and New York, NY

dennis@AppreciativeStrategies.com

AppreciativeStrategies.com

Copyright, Appreciative Strategies, LLC and Dennis E. Gilbert, 2006-2020, 2021