Tag Archives: metrics

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Virtual Dennis Gilbert Speaker Trainer

Masterclass : Delegation for Efficiency, Effectiveness, and Empowerment

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Masterclass : Delegation for Efficiency, Effectiveness, and Empowerment

Starts in:

 

Often cited as one of the most common supervisory deficiencies, effective delegation can be the difference between success and failure in leadership roles.

Delegation is not only about letting go, but also about forward-thinking.

Is it time to end the frustration, worry, and risk of delegating tasks? Are you involved in committees, a matrix-management environment, or otherwise expected to get more done through people? 

This masterclass is exactly what you need. 

virtual presenter Dennis Gilbert

There are many barriers to delegation regardless of whether you work closely in the same physical space or whether you are working remotely across town or thousands of miles apart. 

This two-part masterclass will help you:

  • Escape the fears that are stopping you from delegating
  • Knockdown barriers and ease worries about delegation outcomes
  • Gain better balance of your workday by empowering team members
  • Learn six action steps and best practices for effective delegation
  • Improve your leadership prowess by allocating more time for strategy
  • Boost job security and future promotion opportunities with succession pathways

Gain master-level knowledge to eliminate the fear of bad results, wasted time, and anxiety weakening job performance. Gain effectiveness, improve efficiencies and empower others through your delegation efforts. 

Stop wasting time and start leading again.

Create an environment where everybody wins!

Dennis Gilbert Masterclass virtual

Join us – October 7th!

Register now, below…

 

Where: From your own device. For best results, you’ll utilize a webcam type device (and speakers) to connect to the seminar. Optionally, you can listen in and interact through questions without a video connection.

When: October 7 and October 14, both starting at 10:00 AM (Eastern U.S. timezone) 90-minutes each.

Who: This seminar is appropriate for team leaders, committee leaders, supervisors, managers, directors, and executives. Anyone with the responsibility to lead or manage the work and productivity of employees, committees, or peer teams. 

 

This virtual (Zoom) seminar will be presented by business consultant and national level speaker, Dennis Gilbert.

Dennis Gilbert

 

“I delivered my first live, on-line virtual training program in 2009. Much changed since then, and the content and delivery is now better than ever. Make no mistake, this program is not a freebie teaser. It is a specially developed live virtual training (webinar) that is jam packed with tips, techniques, and most of all, value.” – Dennis

 

Cost: $199 per participant – one ticket buys both sessions!

Register now for $199 $189

Register Now

Thanks for looking and for supporting small businesses!


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Dennis Gilbert

Masterclass : Leadership Metrics and Accountability – Remote Teams

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Masterclass : Leadership Metrics and Accountability

Remote Work Teams

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Leading in a remote environment is different from traditional approaches. While there are attributes shared across both environments, a one-size only approach will likely result in additional communication challenges, misunderstood expectations, and workflow or project shortcomings.

None of these things are attractive for your leadership style, respect, and trust-building. Not to mention it wastes other precious resources such as time and productivity.

Many traditional teams have been displaced from the traditional office. Managing and leading remote employees has never been more popular.

virtual presenter Dennis Gilbert

This two-part masterclass will help you:

  • Gain relief from tactical versus strategic roadblocks
  • Balance and manage the stress associated with leading remote teams
  • Approach team workflow more as a collaborative leader and less as an over-bearing taskmaster
  • Learn best practices for leading with metrics and measurements and not guesswork or misunderstood expectations
  • Improve accountability and provide performance oversight without disengaging the person or team
  • Increase morale and improve cohesion across all team members

 

Session one: Create, Set, and Monitor – Metrics and Measurements (90 Minutes)

Session two: Accountability – Leadership Action Steps and Team Results (90 Minutes)

 

Gain master-level knowledge to eliminate the fear of slipping projects, declining productivity, and low-morale without accountability. Reduce anxieties and get your employee teams energized.

Start leading again and make more constructive use of your own time!

 

Dennis Gilbert virtual presenter masterclass

Join us – September 29th!

Register now, below…

 

Where: From your own device. For best results, you’ll utilize a webcam type device (and speakers) to connect to the seminar. Optionally, you can listen in and interact through questions without a video connection.

When: September 29 and October 13, both starting at 10:00 AM (Eastern U.S. timezone) 90-minutes each.

Who: This seminar is appropriate for team leaders, committee leaders, supervisors, managers, directors, and executives. Anyone with the responsibility to lead or manage the work and productivity of remote employees.

 

This virtual (Zoom) seminar will be presented by business consultant and national level speaker, Dennis Gilbert.

Dennis Gilbert

 

“I delivered my first live, on-line virtual training program in 2009. Much changed since then, and the content and delivery is now better than ever. Make no mistake, this program is not a freebie teaser. It is a specially developed live virtual training (webinar) that is jam packed with tips, techniques, and most of all, value.” – Dennis

 

Cost: $199 per participant

Register now for $199 $189

Register Now

Thanks for looking and for supporting small businesses!


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WFH Employees

WFH Employees Are Not Really Working

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No, they are excelling. WFH employees are not necessarily on easy street. Likewise, it doesn’t mean they aren’t getting in their hours.

When did the perception develop that hanging around the workplace for long hours meant your contributions are bigger?

After spending more than 20 years in traditional workplace settings, I’ve worked mostly from a home office for the last 14 years. Please believe me when I tell you, I’ve never worked harder.

Certainly, there are pros and cons, and many factors that differ.

Perhaps the biggest difference of all is that your productivity and accomplishments may be much greater than some would like to believe.

WFH Employees

For the manager, working with WFH employees means you have to manage differently. There are not many kudos for making it to work on time, being dressed appropriately, or having a smile on your face. It is all about metrics, measurements, and accountability.

It seems that some managers like to operate from perception.

Oh, Jack is here, and he is here early. He is working hard.

Betty was here and 6:00 PM when I left and was sending me email messages until after 9:00 PM. She is really putting in her time!

I drove by work on Saturday, and Kathy’s car was in the parking lot. She is so committed.

Perception is reality, right?

Unfortunately, yes, perception does play a role.

Today’s smart leader has already figured out that perception of effort doesn’t hold much weight in the boardroom. It is about results.

Personally, I believe there is a lot of value to both traditional workplace environments and WFH environments. And, absolutely, for now, not every job can be done from home.

A shout goes out to all of the supervisors and managers now working with remote employee teams.

Perception is not the same as results.

Set appropriate metrics, measure against them, and hold team members accountable. It’s true if you can see them at their desk and it’s true when you can’t.

Lead.

-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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telework performance measurement

Telework Performance Measurement Is About Results

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What do you make per hour? It’s a common question and is often answered by salaried and hourly employees alike. By the hour probably doesn’t fit with telework performance measurement.

An hour of work for an hour of pay. That is the basis for many as they determine the contribution to the team or organization.

It may make sense to have a standard. Work an hour, get paid for an hour. Yet, the end result of performance may be most important.

Attorneys, architects, and your automobile repair shop often claim to perform work by the hour, is it true?

Could there be some wiggle room there? Do you measure the completed work by hours served, or do you lean more towards tangible results?

There are plenty of both hourly and salaried employees working from home. Telework or WFH (work from home) isn’t completely new, but since the pandemic, it has been forced to be widely embraced.

Are employers getting the bang for their buck?

Telework Performance Measurement

Telework performance should be measured more like a project. Here is the project, and these are the desired results. An estimate of time helps put things into perspective, yet watching performance according the clock isn’t realistic.

When I go to the barber or hairstylist, I’m not measuring the completed work by the hour.

If you visit a chiropractor, a doctor’s office, or a dentist, you’re not really paying by the hour.

Quality and quantity still matter, but efficiency in telework is a different game. It’s often hard to measure accomplishments by the hour.

Certainly, there are averages and maybe some past performance or benchmark data, yet what really matters is the appropriately completed product.

You can expect the teleworker to be predominately available between 9 AM and 5 PM, yet your observation of performance probably cannot be assessed by the hour.

Perhaps it never should have been.

For the telework manager, performance management may have a different feel.

There are lots of variables, twists and turns, and misunderstood expectations. Most likely, now more than ever, performance needs measurement by results.

-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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work from home confidence

Work From Home Confidence, Do You Have It?

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We all recognize the disruption and the some of the associated changes. Are you or your team working remotely? Do you have work from home confidence?

Any time we have change, we may have some discomfort. Along with that discomfort we may find our anxiety levels creeping up. When we are anxious, we typically don’t listen as well. We often don’t perform at our best, and in severe cases sometimes people can’t really perform at all.

Employee Performance

It may seem difficult to believe but many people are finding increased challenges with working from home.

Employers and managers worry about productivity, efficiency, and results.

Employees may experience various forms of motivation. Some increases perhaps, and some decreases.

The psychology of work shifts. Some people become more efficient with fewer interruptions. Others, well, they feel extreme guilt if they grab a coffee or step away from their work at home desk.

We also can’t forget about the ability to let go. When you leave your home and go to a different work space, it is also easy to pack up and go back home. When you leave, you leave work. Not always as easy when working from home.

Work From Home Confidence

As people we are observers. We are fill in the blank people. As we observe, we make assumptions.

Sometimes when you are having a good day, you don’t understand why someone else is not. When you’re having a not so good day, you wonder how everyone can be so cheery.

It is all based on assumptions.

On initial observation many believe that working from home is a dream job. In practice, it may not be.

As a manager, an employee, or a business owner, keep in mind that what you are experiencing may not be the same as what others are experiencing.

Find more compassion and make sure your team is working hard to avoid anxiety traps.

Confidence in the work that they do and the associated results matter. It matters for everyone.

Build up your team with the use of effective metrics and measurements. Congratulate positive results.

You can help.

And it will make a difference.

-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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workforce push back

Workforce Push Back And The Quest For More

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Has workforce push back ever disrupted the flow in your organization? Does the quest for more ever end up becoming a quest that results in less?

Balance is an interesting aspect of the work we do. The push versus pull, the give versus take. It often comes down to finding the appropriate balance.

Concept of Balance

The idea of balance is something often discussed in leadership development programs. Conceptually, it may be evidence of what many would identify as situational leadership. It is inclusive of those circumstances or situations where one leadership principle is sacrificed in order to gain more of another.

In the seminar, workshop, or webinar, some people get their fill before time is up, others don’t want the moment to end. Some are listening carefully and learning something they haven’t heard before, and yet others believe that they know the concept well.

The facilitator, instructor, or host, has a duty then. A duty to produce something in the middle. The middle is where you’ll satisfy the most.

The Expectation of Give More

We find the same thing when leading workforce teams.

The business or organization is always striving for the most productivity, highest efficiency, and the greatest customer satisfaction. The expectation is to give more. More effort, more time, or more commitment.

Sometimes this seems counter intuitive since the labor force pushes back to not allow management to gain too much.

The labor force may be organized, informal, or part of a clique. Their push back message masquerades as fairness, yet the course of doing business may feel different. It seems like it is about giving more.

At the farmers market or the mom and pop bakery, a customer seeks a farmers or bakers dozen. Only, a dozen doesn’t mean twelve, it means thirteen. The concept is about give more.

The restaurant owner works hard to build a brand. Much of the front-line staff receive compensation based on tips. Customers provide greater tips when they are satisfied or impressed. It is the expectation of management, a concept of give more.

Workforce Push Back

In workforce circles, or any circle for that matter, there is always some push back. There is the quest for balance, the small tug of war, and one side gains while another side gives.

Somewhere in the middle is the happy medium. That place where at least for this moment, everyone is moving the same direction.

The quest for more should be simple.

It develops from a motivational cause, not a rule, not a specific metric, and certainly not by pushing.

Wanting more and giving more is always about balance.

-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 calamity

Workplace Calamity Should Be Avoided

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Smooth sailing is what most people desire. Things are a lot more productive without workplace calamity. Are things going smooth?

I believe it was Franklin D. Roosevelt who said, “A smooth sea never made a skilled sailor.”

Of course, we can find a lot of metaphorical truth in that statement.

Yet, what we typically try to construct are processes and systems to keep things calm.

Many years ago, there was a warehousing and manufacturing buzz term, “just in time.” It is still true today, only today it is often considered a common sense practice.

As an example, just in time inventory helps keep costs lower and efficiencies higher. Having only what you need when you need it makes sense.

In practice it is a system. A design that will keep everything running smooth.

Systems don’t always fit every scenario, but they often work well for operations.

Workplace Calamity

People factors can wreak havoc on systems. Assuming that the decisions, emotions, and experiences of people will fit nicely into a tight system can be a big mistake.

However, having a frame or guideline can still be helpful.

Systems, metrics, and measurements are helpful for keeping many things in check.

One of the biggest benefits to a good system is that it makes things easier. It keeps the sea’s calmer.

When you step outside of the system, and this happens often, it rocks the boat a little bit. The waters are not so calm. Things blow up, get embellished, and often become far more dramatic.

The key then, or so it seems, is to keep the calamity out of our workplace. It won’t be effortless, but it will be worth it.

-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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competitive measurement

Competitive Measurement, Does It Motivate?

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Metrics and measurements may be your key for monitoring performance. Does competitive measurement provide motivation?

Brutal truth, some people like to compete.

There is often some concern about competing within the same organization. Competing for sales numbers, efficiencies, and even for promotions.

It’s true, it can be a delicate balance. Internal fighting is not good and the competitive spirit pushed too far can cause trouble spots for ethics.

What do you think, is competitive measurement healthy for the organization?

I believe it can be as long as it is properly managed.

Competitive Measurement

When we set metrics and we start to measure we are typically pushing to new levels. Whether it is in sales, quantity, or quality. It could also be in customer count, customer satisfaction, or lifetime value.

On the other hand, when we measure nothing, how do we know for sure that there is improvement? If there is no metric, the status quo seems like a probable path.

If you are using metrics and measurement to guide performance have you considered other aspects connected with performance?

What about things like worker engagement, stress, or employee turnover?

Certainly, those are metrics. You could even go a little further, with things like resiliency or happiness.

The Human Experience

The point is really this. When you invoke that competitive spirit and bring out the motivation and drive to stretch, reach, and conquer goals, don’t forget about the human side of those measurements.

When management squeezes out the human side with numbers things seem to work for a while. Yet, after a while some humans will lose connection with the purpose.

If the purpose is only to hit the number, then no one really cares about the person.

A scary place to be.

-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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meeting problems

A Problem with Meeting Problems

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There are a lot of reasons why meetings are held. Sometimes it is about ensuring a message is heard and understood. In other cases, it is about problem solving. Are meeting problems bringing you down?

When you look to the task force, the committee, or the project management update there is a direct objective in mind. Objectives should be connected to goals, metrics, and measurement.

Picking Low-Hanging Fruit

Part of the meeting then is about calling out the goals and objectives and gathering updates about status and measurements. Items that are deficient or not yet completed are open for discussion.

People may bring excuses or try to cast blame, yet often, many problems are being solved each day. The difficult reality is that the tough problems tend to linger. If they were easy to solve, they probably would have been solved by now.

Instead of a meeting about updates, you may be having a meeting about the challenges, the hard parts, or the sticking points.

Procrastination often leads to doing the simplest tasks first. It is a form of picking the low-hanging fruit.

Meeting Problems

Better may be to address the toughest parts up front.

A tough part broken down into smaller pieces is of course easier to manage and creates a sense of progress and accomplishment. Instead, often, the tough part is set aside. It is not broken down into smaller pieces. It’s just waiting.

Waiting on problems to fix themselves sometimes happens, yet for most of our workplace challenges this seldom occurs.

A problem that isn’t going to get fixed easily is often more about the assumed depth, energy required, or collaboration effort than it is about its size.

Meeting problems are often tough because the easy parts are nearly always tackled first. If you want to improve the efficiency of the meeting come prepared to tackled the big problems in smaller pieces.

Old news, yet, have you considered the flow of your meetings?

-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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measuring performance

Measuring Performance In Your Workplace

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Do you know where you stand? Often when we need to accomplish something the best way is through regular measurement. Are you measuring performance in your workplace? If yes, how?

There is an old saying, “What gets measured gets done.”

Motivation or Goals?

Sometimes the biggest reason for an apparent lack of motivation or energy from the team is because of vague goals or measurements.

Write a blog post for our Company webpage this week.

Write a 300-word blog post for our Company webpage, and please send it to me for review by the end of the day on Thursday.

There is a difference. Is this delegation? Sure, it could be considered delegation but it also includes metrics.

When we create attention to a detail or attach a specific timeline that is observable it helps improve focus. Improved focus creates results. If our focus is on nothing, we’ll likely get nothing.

The performance of nearly anything and everything can be measured. Even some of the soft stuff.

Measuring Performance

In manufacturing or service firms we may measure defect rates. This could include quality failures, merchandise returns, or even social media chatter.

Customer dissatisfaction can be very costly to any business. Metrics for measurement are critical. What do customers say? What percentage of customers will refer you?

Time is a popular measurement, so is the capital investment required per employee.

Certainly, there are common financial measurements such as sales revenue, gross profit, and balance sheet data.

Goals and values are closely connected to workplace performance. What you draw attention to will often receive the most effort.

Never underestimate what employees will deliver when the focus switches from drama and excuses to measurement and metrics.

-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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