Tag Archives: pivot

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awaiting change

Awaiting Change or Making Change Happen?

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What will be different today? Will something change? Many people feel excited about the possibility. They are awaiting change.

Is this what will spark change or do we have to engage deeper, in a more meaningful way?

Constant Change

Most would agree that we are in a World of constant and rapid change. Some live for this exhilarating feeling, others want to climb back into their box.

On the other hand, many people and businesses feel stuck, trapped, or worse, going backwards.

We are all responsible for change. Change seems to happen more when the reason for change is clear. When there is purpose, direction, and vision.

Awaiting Change

One trouble spot often is, people are just waiting. They are waiting to be inspired, waiting to connect with what matters to them, and looking for clear vision, a roadmap they can follow.

Today perhaps we’re all marketers. We all must sell, promote, and create connection. Like it or not, we’re in a connection economy. As the digital age shoves more data in front us things don’t get clearer, they get more nebulous.

In a fuzzy world, we resort to instinct, our instinct resorts to trust. We ask someone.

The testimonial is more important now than ever. The people you meet, they have value. What they say will have impact on your direction. When we listen, we’re building our own vision.

What To Do

Ask yourself, “What would the savvy marketer do?”

Launch a new OOH campaign, engage with video, build an incredible and resourceful website? One thing is certain, they are going to try to connect with emotion, a purpose, and a vision.

When you recognize what matters most and stop waiting you’ll start changing.

Connect yourself or your team with authenticity, respect, and high ethical standards. Maybe it is what people are waiting for. Maybe it is what matters the most.

Stop waiting, start connecting, promote the vision, and listen. Things will change.

-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.

Dennis Gilbert on Google+


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forced change

Forced Change Doesn’t Work As Well As Consensus

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Change surrounds us. It may be hard to find an argument with that idea. However, does forced change ever really work? Can you force a change?

Certainly, there are external forces of change. We have technology forcing change, government regulations may force change, and even shifting economic conditions are likely to force change.

Managing Change

How do you manage forced change? Can it be managed? Does forced change happen internally?

There are always both external and internal forces putting pressure on organizations to change. The outcome of pressure applied is reactionary change.

We all realize that reaction may not be as good being proactive.

When we present ideas, concepts, and new directions we are hoping for change. Does the debate at the water cooler invoke change? What about the private discussion after the staff meeting? Does that bring about change?

Fighting for Change

It is easy to find disagreement. It is easy to pick a fight.

A culture of, “We fight about it.” may bring about some change, but it may not be the change you had in mind.

While external forces cause change for organizations, internal change or buy-in may require a completely different strategy.

Decision by consensus is different from persuasion, it is different from majority vote. Forced ideas seldom lead to consensus. Debates, arguments, or fights seldom create buy-in.

Forced Change

Some people will always go with the flow. They’ll follow the crowd. Fence sitters can go either way but often watch for the path of the majority. People with strong views can transition to extreme views as their influence grows.

Picking a fight and creating a divide is likely not what you have in mind. Forced change is often only the residue from the attempt, the bitterness that teams harbor and relive over and over in their minds.

If you want positive change and an intact team you’re going to have to use skillful navigation to create the buy-in. Forced change doesn’t work.

-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.

Dennis Gilbert on Google+


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nomophobia

Nomophobia, Workplace Anxiety, and Motivation

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Human behavior is a factor in our workplace every day. Behaviors and habits shape decisions and choices from the moment our eyes open until the moment we sleep. Have you heard of nomophobia?

While I’m not sure, and I’m not confident in the origin of the word, its existence is real. At least as early as 2014, Psychology Today, published an article about nomophobia. In the article it states origins to the year 2010.

Nomophobia

Nomophobia is defined as an anxiety associated with the fear of being without your cellular telephone, or at least without its use.

Many people can probably relate. Forget your phone on your way out the door and you would think you left a pan of bacon cooking unattended on the stove. We impulsively want to run back to change our situation.

Is nomophobia real? Of course it is real. Fear will drive human behavior. Afraid of what we’ll miss, who may call or text, or simply being disconnected from our friends and family will alter our behavior.

As with any phobia, anxiety increases. Desirable performance will likely decrease. What we should be doing shifts, we change. Our human reaction to fear and panic is now in control.

I’ve often wrote about the cautions associated with fear as a driver for motivation.

Do this or get fired. 

Sales are down and we’re going to have to cut back.

Next week we are installing a brand new software system. 

Fear in the workplace will change performance. It may also change buy-in, communication patterns, and certainly fear will change the end results.

Habits Move Us

People are creatures of habit. The habits that we have every day will drive the outcomes of our performance. Change your habits, you’ll change your performance.

This is true with eating, exercise, and what happens (or doesn’t) for our career.

When something that has become a habit suddenly becomes unavailable, goes away, or changes, there will be a reaction. The ultimate question is, “Will the reaction be productive or counterproductive?”

What you remove may be exactly what was keeping it all together.

-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.

Dennis Gilbert on Google+


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dramatic change

Dramatic Change and the Squeaky Wheel

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Most stories are dramatized for the intended benefit of audience engagement. When change is happening in your workplace is it dramatic change?

It starts at a very young age. Children cry or dramatize the situation to garnish more attention, bring attraction to the problem, and spark someone else into action.

Often it is valid, sometimes it gets labeled as crying wolf, eventually the scale of drama is balanced out or the child gives up.

Workplace Drama

Drama in the workplace is common. Problems are often exaggerated, circumstances expanded, and somewhat minor situations capitalized on for a desired result.

Sometimes it happens with customers. The business representative moans through it, describes the pain involved, highlights the specialty of the experience but still gives the customer what they want.

In contrast there may be a different strategy. A strategy where the mistake is covered up, disguised, or camouflaged. The intent may be to make the business look strong, accountable, and error free.

Future Interactions

The interesting part is that internal or external service and the associated experience sets the stage for future interactions.

I can accommodate your need, but just this one time.

We aren’t supposed to do this because it is so costly but I will make an exception. 

This requires manager approval, I will ask. It is unlikely they’ll agree but I’ll do my best. 

Drama may be more common than you realize. It is fueled by emotion and often ignites reciprocity. Perhaps desirable in sales and service.

Dramatic Change

Changes in policy, scaling up, scaling down, economic turmoil, and even government regulations may spark dramatic change in your organization. How will the change be navigated?

Will the change process smooth and effortlessly? Will it be camouflaged, transparent, or dramatized?

You likely won’t remove the drama because drama is a choice. Your choice will condition the impact and engagement of others.

Drama is the squeaky wheel. A squeaky wheel may get oiled or get replaced.

-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.

Dennis Gilbert on Google+


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avoiding hassle

Avoiding Hassle and Other Great Time Wasters

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Change surrounds us, yet everyday someone avoids learning something new. What becomes more of a hassle, learning something new or the change that it entails? Are you avoiding hassle or really avoiding the time it takes to learn?

Something New

Who reads the instructions? Buy something that requires assembly and many people will dig right in. Certainly, they often get it right, but sometimes they cost themselves more time through a tear down and rebuild.

Software version upgrades, they are often a hassle too. A new phone, a new printer in the office, or even your brand-new microwave oven. Learning something new sometimes feels like a hassle. It feels like a waste of time.

A Required Change

When the customer changes a work order. It is a hassle. There is time involved. The machine will need calibrated, the materials put back in storage and new materials acquired. The shipping container will change and so will the costs. It is a hassle.

The same is true when the customer forgot to order the sandwich without the tomato, the taco without the guacamole, or an extra order of fries. It is hard to change your order at the drive through when you are between the “order here” microphone and the pay window.

Some things we learn to live with because it feels easier. We learn that avoiding hassle is easier than living it.

Avoiding Hassle

It is true for our careers too. Many people decide that they don’t want to re-tool. They don’t want to do-over, start fresh, or learn something new.

It stops becoming about getting better. There is more focus on the hassle. The value of leverage has changed or is not understood in the first place.

The habit of avoiding hassle crosses all generations. Many traditionals feel there is not a compelling reason to learn something different and yet much of Generation Z has learned to avoid the hassle altogether by asking Google.

Everything we do for our job, our career, or our business is done better with leverage. Instead of getting into the habit of avoiding hassle, consider the time you will save by leveraging the value of learning something new.

-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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Change is required

Change Is Required And What You Can Do

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Change is the constant that most of us face. In the workplace change is required. Technology, the economy, and even social factors insist that change will occur.

To-Do List

What can you do?

Be farsighted

Encourage

Create a path

Become a tool

Refresh habits

Monitor progress

Be a bridge

Support others

Build trust

Use patience

Read more

Listen better

Create interest

Renew faith

Give more

Expect the unexpected

Help others

Build on ideas

Let go of ego

Share

And all of this is just the beginning. Change is required, the status quo is not an option.

When change is about to occur, most people don’t ask how they can help. They ask how it will affect their job or their position.

Change Is Required

Change for the organization will mean change for the individuals. Individuals may have to give something up to support the organization getting to where it needs to be. You may get additional duties and responsibilities. All of those will require personal change.

Most people don’t quickly see how they’ve changed across time. They easily dismiss the kindness, the expertise, the attitude, and the skills they have exhibited each day.

Some things are hard to measure like the expertise of perception they develop after big risks, long hauls, and hard falls.

Their persistence and tenacity have grown, changed, and developed.

Change is a daily battle. Someone sees the success.

Your team needs you. Change is required.

-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 five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten RespectNavigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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accelerating change

Accelerating Change Starts With Belief

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There is a conundrum, is change too fast or too slow? It really may depend on the circumstances and who you ask. Are you or your team accelerating change, or are you playing catch up while chasing the front runners?

Historical Perspective

Throughout history our current mainstream belief is that it took a long time to get here.

Planet Earth at 4.5 billion years old, dinosaurs lived a couple hundred million years ago, but the most rapid advancements in technology are less than a couple of hundred years old.  Some may suggest that the most significant have happened in the most recent one hundred to one hundred and fifty years.

It once took a long time to get anywhere. A twenty, thirty, or fifty-mile journey, was in fact, a small journey. A trip to town wasn’t an everyday experience for many, likely once a week or less.

Technology Changes Everything

Today, communication and information are shared around the World in seconds. Artificial intelligence is claiming a stake in what we do, how we do it, and how many humans are involved.

What about the present day at your work, are you keeping up? Is the pace of change appropriate, is your team a component of making the business a front runner?

Awareness can occur in a moment, and often it does. Deciding to act can take more time. Belief in a future fate or reality is the trigger for action, or often, a lack of it.

Accelerating Change

When you are interested in accelerating change the mechanics on the timeline are important. However, perhaps most important and often taken for granted are the requirements of the people.

Convincing the people involved that the timing is right, the pace is appropriate, and that the future outcomes are both necessary and achievable may be the slowest moving part.

Considering the most recent two hundred years, creating belief in change seems far more important than the possibility.

-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 five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten RespectNavigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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fear success

Do You Fear Change or Fear Success?

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We know change is happening, sometimes to our liking, and sometimes not so much. Fear change or fear success, which one do you fear, or is it both? What causes you to think twice about your next move?

Growth is Success

Years ago, I planted one hundred tiny twigs (Ligustrum amurense) in a row across the front of my property. It was going to change the front of my property. Privacy, beauty, and a lot of work.

Successful growth of the plants meant change. Cutting, trimming, care along the bottom, and care on the top. A great place for leaves to pile up in the fall.

Was there some fear of success? Certainly, I had an idea what was coming. There was going to be a lot of work and care involved. I planted them, it worked, things changed.

Fear Change

Any time we start something new, any time someone suggests a change, the fear of success may be just as important to consider as the fear of failure.

Most people blame the fear of failure as the reason people don’t like change. Certainly, failure is a possible outcome, but so is success.

The status quo is comfortable. People know and understand the workload. Groups have normalized (Forming, Storming, Norming, Performing, Bruce W. Tuckman) and are performing. The outcome is generally known, the atmosphere feels stable. There is a sense of safety.

When a change is about to occur, the stability is threatened. There is new risk with an unknown outcome. Of course, if the change fails, not much will really be different.

Considering that change you see coming, do you fear success?

Fear Success

Vinyl, imitation clapboard, is popular for modern suburban home siding. It doesn’t change as often as the wooden clapboard of yesteryear. There is less fear of maintenance. A change that is desirable, no fear of more work, things stay stable longer.

The kids want a new puppy, with a new puppy comes change. Sure, who doesn’t love a cute puppy, but with the puppy comes a lot of care.

A house with a bigger yard, an apple tree, and a swimming pool would be nice. Well, on second thought, that seems like a lot of work.

Change is scary, it is really scary when it works.

-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 five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten RespectNavigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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Good difference

Good Difference, Are You Making One?

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Monday through Friday is a popular schedule for many workers, others are six or even seven days nearly every week. People and businesses are often trying to make a difference. The question may be, is it a good difference?

When you ask around, most people will probably quickly agree that the World around us is changing. Are you changing, is your organization changing, or should changes be happening?

Status Quo

Choice conditions whether we change. Change is a decision. It is easy to fall in love with the status quo. In the status quo the risk feels much less. People believe, “I know this works and I’m sticking with it.”

Many people approach their Monday through Friday doing what works. Doing it over and over again, week after week, as the World changes. Change doesn’t always need to happen, but is it happening enough? Enough for you, your career, or your business?

We often pick the low hanging fruit. That is the easy fruit, reachable, achievable, and enjoyable. Life is easy, just pick what you can and move on to the next. It feels comfortable to fall in love with easy.

If nothing ever changes, easy may continue to work for a long time, or theoretically forever. In a World that is stuck or standing still there isn’t much need for change.

Good Difference

Is there a requirement for something different? Is there a requirement for change? When you recognize that the World isn’t standing still you may also realize you need to make a difference. A good difference, not a bad choice.

Choice is scary because it comes without a warranty or guarantee. What you do next may not work. It may have bugs, kinks, and turn off the people you’ve worked hard to please.

Getting a ladder to pick the fruit others are skipping, the fruit we’ve never reached for, has an unknown level of success. There is choice and risk involved. Will it be a good difference?

If nothing is changing, then I guess it makes sense to just keep doing the same thing. No need for different.

-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 five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten RespectNavigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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things will change

Things Will Change. Will You, Are You?

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Many people just want to move forward, yet they compare and contrast everything to the past. Often people are looking for differences and identifying that the unknown may not work. Things will change, the biggest question may be, “Will you?”

My cell phone failed a drop test last week. I knew immediately that there really wasn’t a choice, but to replace it. Two and a half years is a long time in the technology world. I didn’t really want any change, but I felt that I had no choice. Things have changed, and so have I.

Better Future

There could be lots of argument about technology or society. The big question often is, “Will the future be better?”

We are on the cutting edge of artificial intelligence (AI) and while that has many scary aspects, especially those connected to privacy or jobs, it is our future. It is not even likely, it is a given. AI is happening and it is happening without a stop sign.

Our future won’t be the same. Some things will work, some will delight, and others will cause fear, hesitation, and distrust.

All of this is likely not much different from a first ride at 35 mph in an automobile. Not really different from the introduction of the motorized bicycle, or to be flying several thousand feet high in a winged motorized vehicle.

There were people who likely scoffed at the idea. Said it won’t work, wouldn’t last, wouldn’t stick, and was dangerous. In the early 1990’s some proclaimed the pending emergence of the internet was a fad, it wouldn’t last, and people largely would not be interested to join.

Things Will Change

Many predictors of the future base their predictions on the past. This is often true for individual behavior. It is not so true for society or world cultures.

Things will change if you allow it to happen. Your workplace can become better, more prosperous, and successful. The way you did it three or five years ago may still work, but if you’re not eager about what is next, it is time to start looking.

The question is not about when, because the timing is now.  The only question remaining is, “Will you?”

– 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 five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+


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