07
Oct 21
0

Webinar : Creating a Motivational Climate

Tags : employee teams motivating employees motivation workplace culture

Webinar: Creating a Motivational Climate

Starts in:

Positive reinforcement is powerful. It’s more powerful than punitive actions or behaviors that zap energy and create divides among team members. Workplace leaders are serving as role models, sometimes when they don’t even realize it. Properly driving motivation and inspiration can refresh teams and build a high-energy culture. This program will help participants connect with the elements necessary to inspire team motivation and spread that energy across departments creating a stronger commitment with a mission-centered purpose.

Dennis E Gilbert

This two-hour webinar-style event will help you:

Learn more about intrinsic and extrinsic motivation factors and how to put them to work for your workplace culture
Better understand motivation styles and how to energize sluggish performers
Build on engagement principles and avoid being labeled as an over-bearing taskmaster
Develop awareness of communication signals that you send and reengage disconnected team members
Increase team morale and improve group cohesion

Where: From your own device. For best results, you’ll utilize a webcam-type device (w/microphone and speakers) to connect to the seminar.

When: October 7, 2021, starting promptly at 9:00 AM – 11:00 AM (Eastern U.S. timezone) 2-hour session. (Log on ten minutes early!)

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, productivity, and motivation of employee teams.

What past participants are saying:

“This [Creating a Motivational Climate] webinar was great! I’ve attended quite a few seminars across the years and this one really resonated with me. It surprised me and what I took away from it. I know is going to make a big difference.”

Lori Ofner, Senior Director of Human Resources, RCN

“The Creating a Motivational Climate program helped me identify the factors that motivate my team and learned ways to engage my employees. This program has made a positive impact on my business.”

Elizabeth A. Turner, G.M., Peckville Self Storage

“This program was more than I expected. The Leadership Engagement Principles we explored as part of the program will help me to make a big impact with our team.”

Sherry Paulhamus, Production Administrator, (Gas & Oil Sector)

Excellent webinar for both in-person and remotely managed teams.

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

Dennis Gilbert

“I delivered my first live, online 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: ~~$149~~ now only $109 per participant

(Discount ends September 24, 2021, at 11:59 PM)

Register now for $109 ~~$149~~

Register Now

Thanks for looking and for supporting small businesses!

24
Aug 21
-

Positive Language is a Different Story

Tags : language motivation outcomes positive self-talk

Are you choosing positive language? If so, has it made a difference? Have you had to change your language to change your outcomes? Did that work?

When you don’t know what else to say, what do you bring up?

Of course, the answer is easy. You bring up the weather.

I’m sick of this rain.

It’s too hot, too humid, and I can’t stand it.

It’s so cold, I can’t wait until spring.

These might all be stories. Perhaps they aren’t made up and perhaps they are only moderately dramatized.

Either way, it is something that you’re telling yourself and probably others.

The language affects mindset and mindset affects what happens next.

Talk at Work

What happens at work?

There is pressure to perform. Pressure from the boss, your colleagues, and perhaps the customer.

Often the concept is, do more, be more efficient, and never ever sacrifice quality.

There are two choices.

The first is, you can tell yourself a story that will signal some relief.

I need to finish this project and get it out of the way.

If I give this to the boss at the end of day, I won’t have to make more changes until tomorrow.

If the customer doesn’t use this feature, they won’t notice.

The other choice is to hunker down. Be resilient, committed, and give yourself feedback (self-talk) that applies more commitment to the future outcomes.

I’m not rushing through this project, it’s too important.

My best work happens when I look at my work with fresh eyes, I’m going to re-read this in the morning before giving it to the boss.

Getting this last feature just right makes it more valuable even though not every customer requires it.

The difference is in the story you tell yourself.

Is your language positive?

Positive Language

What you look for is what you get. The story that you are telling yourself right now is that story that you’ll seek to see unfold.

When there is pressure to perform you can find your way through or grind your way through. Either might work to energize you.

One way may relieve stress, the other may create it. One way or the other, you’ll find the way to get to the next step.

Anger or embarrassment springs one person into action. For others it is an energy zapping confidence reducer.

You see the story in the way you choose to believe, or for the outcome that you want to create.

Using language that connects you with the desired (positive) outcome is good, but it always depends on how the story is told.

Even when you’re telling it to yourself.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), 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.

13
Jul 21
-

Stronger Points May Be Exactly What You Need

Tags : belief leadership motivation psychology of work

Have you made your point? Does anyone buy it? Making stronger points may be the difference between having a vision and creating reality.

In polite debates making your point might make a difference. Stronger points might make a difference in the meeting being held in the conference room, the chance encounter with your boss or the CEO at the coffee pot, or in the presentation that you worked on for weeks.

When we see something that is hard to believe, we often call it magic.

Magic has a special way of illustrating something that we probably can’t believe until we see it with our own eyes.

If you can see it for yourself, it is true.

Are you needing stronger points?

Stronger Points

This is exactly why the best workplace leaders are able to illustrate a clear vision. It is why strategy matters and why proper execution should be celebrated, put on a pedestal, and broadcast to everyone.

Belief is one of the most powerful psychological connections to work that you can have.

An Olympic athlete has a vision, and a work ethic to obtain the goal based on step-by-step plans carefully placed on a timeline. The timeline illustrates the intersection of preparedness with peak performance. The pursuit is about belief. Belief that it is real and that it can be achieved.

Workplace success shouldn’t be much different. The path, the vision, the roadmap, it is all part of the plan. A plan that once it is made believable, can come true.

Richard Branson proved it with Virgin Galactic.

Make some magic. Make stronger points.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), 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.

04
Jun 21
-

Leadership Required, Or Are You Just a Spectator?

Tags : fear leadership motivation unemployment worker shortages

Is leadership required? At your job, in your workplace, is more leadership needed?

Often people wait for leadership. They stall, stay stuck, or find it more convenient to wait on someone to lead. These people are spectators.

The organization that lacks trust also lacks leadership. It can’t be productive or growth-driven. Unless of course, that organization is run like a dictatorship.

In small geographic pockets, some authoritarian styles still exist. If employment opportunities are very limited, people will work somewhere. Not happy, not proud, but they’ll show up each day and shovel.

Unfortunately, fear is a motivator, but it is a short-run game.

The authoritarian approach doesn’t work well in modern-day society.

Do you believe more leadership is required?

Leadership Required

Even in times of extremely low unemployment and worker shortages, the best organizations are still running strong. Simply put, the best people are working in the best organizations.

Leadership is not a spectator sport. It isn’t about a couple of gladiators fighting it out with swords or large hammers. It is something Beyond Thunderdome.

Every day the working class goes to work. They have a choice about their attitude, their behavior, and the amount of effort they will put in.

They are a role model. A good one, or a bad one. The culture of any organization is based on all of the inputs. There isn’t a selection process for only the behaviors that so called leaders wish to recognize.

At some level everyone should be leading.

If it is work, then work, no one is a spectator.

Lead.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), 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
Apr 21
-

Workplace Appreciation, Are You Getting Enough?

Tags : appreciation care goals motivation results

It is a great discussion point. It starts with a question. Are you getting enough workplace appreciation?

People come to work every day. If they aren’t going to a physical shared location, they are doing it from a home office, a makeshift kitchen countertop, or a small nook near their bedroom. Some might believe it is a café or a picnic table in the park, but these are unlikely.

In addition to the paycheck, what brings you to work? If your response is, “Nothing.” Then there probably is very little appreciation and there certainly is not a connection or sense of pride with the work you perform.

For everyone else, and I’m hoping that is you, your work matters. Even what appears as the lowest or dirtiest job has a reason and meaning because without it, the organization is not complete.

Beyond the paycheck, appreciation is probably the most important aspect of your connection with your work.

Is there enough appreciation?

Workplace Appreciation

You might be self-motivated, but for what cause? Why are you self-motivated? Are you building something for yourself or for someone else? What compels and drives you for customer satisfaction? If no one appreciates your work, will you still do it?

Some things are done for you. That isn’t selfish, it’s healthy. Sometimes you do things for other people that provide something in return for you. Something beyond a paycheck.

Everyday people are jockeying for position. They are jockeying for position on Twitter, Facebook, and Instagram. A post, a comment, and a like on LinkedIn may seem appealing for business connections.

Is it social? In some regards, yes, in other regards it is action that seeks position.

If getting one click or like feels good, ten is better. If you get ten, can you get 25, 50, or 100? And so it begins, the effort becomes the trick of the trade to get more. The level of satisfaction may actually weaken because the reason behind the effort may have shifted.

It shifts because the economy of scale becomes more important than individual impact.

This is why doing the work that matters and being appreciated for it is something special. It makes all of your work feel more important and valued. Certainly, you want many people to appreciate the effort.

Real appreciation is not about a chasing numbers or riding the algorithm wave.

When you realize the difference, everyone who contributes will be much more engaged.

They’ll care, and so will you.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), 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
Jan 21
-

Sharing Motivation Might Be Different Than You Think

Tags : extrinsic inspiration intrinsic money motivation

Are you in the habit of sharing motivation? In other words, when you see something that motivates you, do you extend your hand in an attempt to inspire others? Does it work?

You can start with some questions? What gets you pumped up? What energizes you, springs you to action, and keeps you going even during extreme challenges?

Golden Rule and Music

Many people live by the golden rule. It’s actually very much appreciated by most people. It seems to make sense.

In essence, treat others as you would like to be treated.

That converts to, if this would motivate me, I’ll use that as a tool to motivate others.

Does this work? Sometimes.

The golden rule applied to motivation often runs out of steam quickly. Different people are motivated in different ways.

Some people claim that music motivates them. Cranking out a little Eminem might motivate some, but it probably won’t really be a hit with those who have Elevation Worship near the top of their playlist.

That’s okay. It just means that the inspiration or motivation comes from different places or styles. It may also be conditioned by values and beliefs. The theory that music motivates might be a good one, the same genre might not.

Whether it is music, sunshine, or a little friendly competition, what motivates one, won’t motivate all.

Sharing Motivation

People are motivated intrinsically or extrinsically. In a general sense, most people are some of both, yet they tend to favor one side or the other.

When it comes to the workplace and job performance it is always important to consider the motivational factors of the people. An extended hand for a path is quite a bit different from a forced hand.

Can you force motivation? Sure, but you may not like the long-term results. Forcing motivation happens by creating fear. Fear springs people to action but the long-term consequences seldom make it worthwhile.

Perhaps you need to tweak your mindset to searching for what motivates others rather than assuming what motivates you should work for everyone?

It is an easy trap to fall into.

There are plenty of ways to figure out what gets others moving. You may want to start by asking them. Which by the way, don’t be fooled by the money motivator response.

Money is the means to an end for most people. Support my family, buy a car, pay the rent, get groceries. The motivator is often something different from the end result.

-DEG

Need some help with workplace motivation? This virtual training seminar may be for you, Creating a Motivational Climate.

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), 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.

07
Oct 20
-

Communication Bombs Are a Short-Run Game

Tags : communication motivation reputation

Do you drop the bad news and run? What about showing the graph in a PowerPoint and creating fear, confusion, or anxiety? Are communication bombs part of your strategy?

It may not always be intentional. In fact, it may be an attempt to increase motivation. The question is, does it work?

What Kind of Motivation?

Make no mistake that fear motivates many people to action. There are a lot of employees going to jobs every day because they fear for the welfare of their family.

In other words, they need a paycheck.

Yet many people wish for something more than just that check.

Certainly, the check matters and means a lot. However, contributing to something, creating something, serving someone, or working as a team has many benefits beyond the paycheck.

In the workplace, motivation through fear is a short-run game. Long term it tends to divide teams. Often it creates an “us versus them” situation. Organizational leaders are on one side, and front-line employees are on the other.

Communication bombs may confuse, frustrate, or simply be a bad tactic for attempting to achieve a result.

Get this finished before the end of the day.

If you disagree, there is the door.

This chart shows last quarter results, another quarter like this and we’ll all be looking for jobs.

Communication bombs. Drop them and run.

Is this effective?

Deploying Communication Bombs

There may be truth in the intent. It may even spark action and accomplish something.

Is it what you desire?

You have a reputation. Your department and team have a reputation. The business or organization you work for also has a reputation.

Reputations are shared. They’re publicized in conversations everyday.

Drop and run is a good way to hide from facing the real issues at hand.

The executive sometimes only wants results. The employee often wants respect and to be part of something more than just their paycheck.

Leadership and culture live or die through communication.

Long-term everyone has choice.

Short-run games end sooner than you think.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), 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.

17
Jun 20
-

Competitive Motivation Keeps Things Rolling

Tags : challenges competitive spirit energy goals motivation

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 (CSP^TM), 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.

14
May 20
-

Best Starts Come From Where You Are At

Tags : finish motivation start success

Seed money is nice. It gives you a better chance for a stronger start. A head start in the foot race might be nice too. Realistically, the best starts come from recognizing where you are at and getting to where you are going.

Small and large businesses alike spend much energy and resources on carefully crafting their mission and vision. Then they build a brand around it.

It should be true for successful professionals too.

What is your mission? What is your vision?

People often want to highlight the disadvantages. They may not have strengths in certain areas, or what they want to do may not exactly fit with what they need to do.

Great Visualizers

The best athletes visualize their success. They visualize the perfect dive and stroke in swimming. The perfect swing in baseball or golf. And for the track athlete, it’s getting off the blocks perfectly.

Many people talk about great starts. Great starts matter. They’re also conditioned on starting where you are at. In other words, everyone has an individual starting point. Amateurs can’t expect to start at the Pro level.

Visualizing where you are at and where you want to go may lead to a good start.

Where do you belief the best starts come from?

Best Starts

For everyone, in your business or in your career, you have to start at the beginning. Where ever the beginning is for you, that’s where you start.

You can’t expect to start at the top. You can’t expect a head start.

Know and understand your mission. Have a stretchy, yet appropriate vision. Consider things will need a certain amount of fluidity. Not everything is carved in stone, nor is it black and white.

Best starts come from where you are at. They follow your mission and vision.

You’ll get better along the way.

Get started.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), 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.

10
Apr 20
-

Workforce Push Back And The Quest For More

Tags : balance metrics motivation push back

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 (CSP^TM), 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.

Tag Archives: motivation

Oct 21

Webinar: Creating a Motivational Climate

Aug 21

-

Talk at Work

Positive Language

Jul 21

-

Stronger Points

Jun 21

-

Leadership Required

Apr 21

-

Workplace Appreciation

Jan 21

-

Golden Rule and Music

Sharing Motivation

Oct 20

-

What Kind of Motivation?

Deploying Communication Bombs

Jun 20

-

Competitive Motivation

May 20

-

Great Visualizers

Best Starts

Apr 20

-

Concept of Balance

The Expectation of Give More

Workforce Push Back

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