Tag Archives: motivating the team

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5 Reasons Attitude Will Improve Your Career

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Attitude might be more important than talent. Talent alone might be the car without wheels, or the train without a track, you can see the potential but they’re not going anywhere. Most experts will agree that having a great attitude will improve your career.

Improve your career appreciative strategies

Elements and Reasons

Attitude might consist of many elements. Each element might also serve as a reason.

Here are five of my favorites:

  1. Motivation. Motivation and attitude are closely connected. When you illustrate that you are motivated it pulls more people towards the goal. Pull is almost always better than push.
  2. Learning. When you have the right attitude you are always interested to learn more. Knowledge, skills, and abilities are critical for success. Always keep collecting more.
  3. Eager. Eager might be tricky to define, but most people know it when they see it or feel it. A willingness to jump in and get things started demonstrates the right attitude.
  4. Integrity. It’s important to care. When you care about quality and ethical standards of your product or service your customers will feel it. Just good enough is not enough, at least not for the person with high integrity.
  5. Honesty. Honesty has a unique way of instilling trust. It doesn’t hide and it doesn’t tell only half of the story. It isn’t only about the lie versus the truth, it is about team character. Honesty breeds trust.

Improve Your Career

An organization with the greatest talent, but poor attitude probably won’t accomplish much. Would you want to be on that team?

Having both talent and a positive attitude might be considered to be a choice. Potentially both can be developed. Who has more potential?

If having the right attitude includes an interest in learning, I would choose attitude every time.

You might see the potential in great talent, but great talent with a poor attitude is likely going nowhere.

– DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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Generational Purpose: When Differences Lead to a Commonality

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Purpose is critical for organizational success. Is there such a thing as, generational purpose?

Generational purpose

Likely one of the most important yet often unrecognized concepts about generational differences is that each generation may have their own belief (but different) about a similar subject matter.

For example, all generations have a belief about entitlement, respect, and yes, beliefs that drive purpose.

Purpose and Motivation

When you ask ten people what brings them to work each day you’ll probably get at least two or three different answers. Many might suggest some connection with money or providing for their life or family.

The drive for money can certainly be a motivator, but so can fear, or inspiration. What motivates us is usually connected to a purpose, and perhaps sometimes more than one purpose.

At least several stereotypes exist about the workforce generations and motivation. Many believe that some generations are less motivated than others.

Depending on who you speak with it might begin with generation X, but many today are more likely to cite the millennial generation or generation Z as those lacking motivation.

Motivation for your job or work might have a lot to do with money, but it probably isn’t really responsible for the work you do day-in and day-out. Having purpose for your work might matter more than what most people realize.

Some of the most interesting businesses are built around purpose. Have you ever thought about this?

Why does Google, SpaceX, or Macy’s exist? What about Amazon, eBay, or Facebook? How about your local grocery store, the automobile dealership, or the hardware store? What is their purpose?

We might be able to cite numerous differences about purpose related to each of these businesses. How is this related to generational purpose?

Generational Purpose

Many businesses seek answers to managing a multigenerational workforce. They report problems in working with or communicating across five generations. They often cite things such as laziness, a sense of entitlement, and a lack of respect as limiting factors for success.

All of those things might be important and there are many different views about each one. The most successful businesses are finding ways to bring to life the purpose for the work that is done, and as humans we all respond to doing things for a purpose. Purpose is our connection and motivator.

Why do we need Google, SpaceX, or Macy’s? Some might argue that we don’t. Others might believe we can’t live without them. What brings them to life and causes them to exist?

It is about purpose, the best organizations have one or serve one, sometimes both.

Regardless of your generational orientation, one thing we all have in common is that we are all motivated by a purpose.

It’s something we all have in common.

– DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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Engage Employees in 5 Simple Steps

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How do you engage employees? Employee and team engagement is a critical factor for organizational success. It is easy to get off track, or perhaps more common, there is no track at all. While it might be considered to be a complex topic, getting started is simple.

Engage employees appreciative strategies

Employee engagement is often considered to be about motivation, inspiration, and attitude. Yes, these are important, and yes, they are all part of what might engage employees. So how do you create this type of environment?

Engage Employees – Create the Environment

Here are five simple steps that can make a difference:

  1. Set Expectations. Setting expectations shouldn’t be thought of as, “do it or die,” or “my way or the highway.” Expectations should help employees see the big picture. Consider expressing where things are at today, and what the longer term picture should look like. Create the vision for the future.
  2. Establish Goals. On the surface goals might seem like a pretty simple thing, but in reality I find it to be one of the hardest things for employees to get their arms around. Goals should take you from point A to point B, or C, D, and E. Ideally goals connect to the bigger picture of expectations or vision and are supplemented with milestones scattered along the way.
  3. Short Milestones. Along the path for goal achievement it is best to have short (distance) but meaningful milestones. In psychology this is sometimes known as proximal goals. The concept is that smaller or shorter goals are easier to grasp, the step-by-step achievement also builds self-efficacy and confidence.
  4. Focus on Results. Certainly there will be obstacles or hurdles on the road to achieving any goal. It is easy to get distracted by these, get caught up in the drama of it all, and lose focus. You know the expectations, and you know the goals associated with meeting or exceeding them. Learn from a mistake, but stay focused.
  5. Celebrate Wins. Each day, week, or month there are likely many items that are worth doing that just don’t get done. There are sometimes mistakes, unexpected constraints, and other setbacks. Learning from them and pursuing corrective action is important, staying stuck with them is unacceptable. Make a conscious effort to celebrate every win, every time, no matter how small.

Engage the Team

Are you trying to engage a team or the entire organization? The same steps apply. Some might be implemented on an individual basis and some for a workgroup, department, or the whole organization.

Organizations often get caught up in appointing a committee or a task force to create buy-in or improve engagement. Probably one of the first things they think of is throwing a party, a kick-off event, or a company picnic. At the event the committee helps unveil a slogan, a sign, and the CEO gives a little speech.

Sure a theme, a slogan, or a catchy little corporate skit might help with awareness, yet those things are not responsible for team engagement.

In addition to a kick-off event or company picnic there might be events targeted to improve camaraderie among management team members or work groups. Maybe bowling, a softball game, or a limo guided winery tour.

Often the challenge with any or all of these activities is that they can become viewed as meaningless hypocrisy, especially when long-term employees have witnessed these time and time again with no favorable long-term outcomes.

There is no respect and therefore no engagement with do as I say not as I do environments.

Truth about Engagement

How do you engage employees? Engage them with an environment for success.

How do you do it?

You can do it with these five simple steps.

– DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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leadership principles

10 Principles of Leadership Engagement

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Depending on the industry, sector, and employee demographics finding the right motivational charge can sometimes be challenging. Adding to the challenge are differences in leading during times of growth versus decline, amount of tenure a leader may have with the team, and even core organizational values such as the difference between for-profit and non-profit organizations.

Leadership Principles

Here are ten principles that engaging leaders exemplify:

  1. Know that every experience can work for you, or against you. The best part is that you get to decide.
  2. You may believe that staying the same is the safest bet, until you realize that staying the same has left you behind.
  3. Understand the hidden values in risk by knowing that your biggest regret won’t come from trying. It will come from failing to try.
  4. Competition should never break you down or hold you back, it should energize you.
  5. Facing problems and challenges illustrates courage and builds character. Avoiding them shows weakness and builds worry.
  6. Letting go can be as valuable as persistence because sometimes what you hold on to is what is holding you back.
  7. Strategy and action plans are critical. If you don’t know where you’re going, you’ll probably go nowhere.
  8. Building the team can be as simple as finding two people who are passionate and motivated about the cause, then join them and act like a crowd.
  9. Innovation drives results and following benchmarks will often lead to becoming second best. Consider that ridiculous ideas sometimes become unimaginable success stories.
  10. If you aren’t challenged you aren’t growing. Remember that on the other side of every challenge there is opportunity.

Some believe motivation only comes naturally, engaging leaders know that they can encourage the process.

– DEG

Dennis E. Gilbert is a business consultant, speaker, and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at DennisEGilbert.com or by calling +1 646.546.5553.


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What You Do

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Perhaps we’ve all heard the idea that it is better to give as compared to receive. I put together a short video as a simple reminder of how our actions, reactions, and attitude have a direct relationship with outcomes.  Watch:

http://youtu.be/44eqP4A27Mo

Wishing everyone a safe and happy holiday season!

– DEG


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