Tag Archives: pivot

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exciting workplace change

Exciting Workplace Change Means Energy

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Things are going to change. Are you experiencing exciting workplace change?

A few months to a couple of years into your job and you may face boredom. The monotony of the day in, day out, repeated over and over again across time. Enthusiasm and energy often decline.

Many people have a favorite movie or a favorite song. They watch or listen to it many times. Eventually, nothing changes and the great hit is still a great hit but they need something new.

Everything you do on the job probably has a reason. It has a specific outcome that is necessary to create the product or provide a service that is of great value.

Is the team motivated? Are they engaged? Why is the energy of the new employee so high?

We know there is often apprehension about change. The fear of the unknown or the fear of future outcomes.

Will my job be eliminated?

What if I don’t like things this way?

I’m not sure this way will work.

Exciting Workplace Change

Changing just for the sake of change may not be the best idea. At the same time though, staying exactly the same until boredom sets in may be problematic.

Do you think things in society, technology, and perhaps even in values and beliefs are changing? Have you found yourself believing, “Everything in the World around us is changing.”

Could it be true?

One thing is probably always true. The longer we stay exactly the same the riskier our work becomes.

-DEG

Change, focus, and persistence, just a few of the reasons why I wrote this book. Grab your copy on Amazon.

Pivot and accelerate

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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counter shift

What Will Be The Counter Shift?

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People everywhere often dream of, and some create, a shift. Is there a counter shift for every shift?

In January 2014, I released my book, Pivot and Accelerate. It continues to sell because many of my clients are searching for additional thoughts as they pursue personal or professional change.

One aspect of change that we often fail to see, understand, or give credence to is that every shift has a counter shift.

Upsetting the Status Quo

It is as simple as the feeling of comfort and the status quo. We feel safe in the status quo. Not too much risk and we feel more relaxed.

Shifts can be scary. Even when they are desired, there is still an element of fear connected to the unknown.

If you are contemplating or have recently made a change, what is the push back to that change? Have you prepared for it?

Counter Shift

Social media has been a shift to the marketing and advertising world.

A front runner like eBay changed the supply and demand aspect for many products quickly.

Retail has shifted, not only because of eCommerce at large, but also because of the front runner, Amazon.

What is the counter shift to these scenarios?

Many people suggest that trust and relationships have shifted as a result of the social media experience. Some good and some not so good.

Items that were once scarce are suddenly more available because of eBay. This changes the supply and demand, affects price and costs, and also may change lives.

Retail is different. Convenience is both King and Queen for many. Some have felt pain, others amass their piece of a small (or large) fortune in the process.

Consider the change in front of you, what will be on the other side of that shift?

-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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change narrative

Processing Through The Change Narrative

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Are things always changing or never changing? We often have a perception of change. Your perception of what is happening is based on your change narrative.

In New York City the turnover of the small business establishment or street vendor in SoHo feels like it is constantly changing. And yet, to the unknowing or uncaring, SoHo is exactly the same as it was twenty years ago.

In rural America, farming and agriculture are arguably rapidly changing because of technology, and yet, the urban visitor sees the fields of corn or wheat as a step back in time.

Change is always about the narrative. The perception that is created by the conversation will stimulate the feeling associated with change.

Never changing or always changing is relevant to those existing within that community or system. It is about the narrative.

Your Change Narrative

What is currently happening in your workplace may feel completely different from last quarter, or it may feel exactly the same as five or ten years ago.

It may be better to consider, what image is the communication creating? How are things different today from one year ago, or three?

The speed of change is relative to the feeling about its necessity.

When a business is sold and new ownership takes over everyone is looking for what will change. The anxiety is a form of nervous energy. Quieter, yet hurried.

Quiet because people want to stay low and not attract a lot of attention until it is viewed that attention is important. Hurried because appearing that your contributions aren’t constructive and required is viewed as the first step for losing your spot in the system.

The change narrative surrounds everyone, in every community, workplace, and system. Others may not see it, but is always 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.


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story change

How Will Your Story Change? Should It?

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Sometimes, but not always, change is about choice. Decisions you make or actions you take have a way of changing things or keeping you stuck. Will your story change?

Whether it is the end of a year, a decade, or just the end of a current path that you are on, your story is your creation.

Future Connected to Choice

The recognition of choice is often hard to comprehend. As people we often tend to blame people, circumstances, or even the economy. While there may be some truth in all of those, we still have direct involvement through our choice.

When we dig a little deeper, we even make choices about our happiness, sadness, and the energy spent (or wasted) on either.

The stories that we repetitively tell ourselves will condition the choices we make next.

I could never do that job.

The client screwed me on the deal.

Jane got the promotion because she kisses up to the boss.

The story that you allow to play out for your future is connected to the decisions you will make because of your mindset.

Story Change

Do you want your story to change?

Thinking about a potential change and making a change are completely different things. Many people think about shoving a donut in their mouth because of the high caloric content, yet, it doesn’t stop them.

If your story is going to change it is going to be because of your choices, actions, and behaviors.

Knowing isn’t doing. Doing is doing.

-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 mind changers

Workplace Mind Changers Are Often Necessary

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Do you need to try something new? Are you seeking to pivot into a new or slightly tweaked vision? Workplace mind changers may be required.

What people do every day can be connected to the concept of habits.

Workplace habits can be hard to break. People come to work and do the same routine.

Leaders often take for granted the ease of which people flow with the norm. Whatever the culture suggests as the norm, seemingly happens with little motivation being required. It’s the norm.

Changing Minds is Marketing

When you want to change something, you sometimes have to change minds.

We see it in marketing. A new iPhone is being released, is the new phone needed or is it the marketing that prompts a quest for something more?

Seasons change, and as such, it may be time for new clothing or household items and decorations. What drives what is purchased? Often it is based on advertising and marketing campaigns.

Employees sometimes want a new chair, a new computer, a company supplied laptop or something fixed or replaced. They can simply ask, or develop a small marketing message to spark change.

Your marketing finesse is incredibly valuable.

Workplace Mind Changers

Often, you are not just giving ideas, your selling them. Your sales efforts are passively designed to change minds.

You create the compelling message. You establish reasons why, and connect them to business efficiency, productivity, or long-run gains.

Establishing buy-in for a budget proposal, additional workforce, or technology change starts with selling. If the need isn’t apparent nothing will change.

Becoming apparent starts with some data, and better yet, a story.

Workplace mind changers are also great marketers.

-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 experiences

Workplace Experiences Shape Your Future

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People will sometimes ask, “What did you learn?” Our workplace experiences guide nearly everything that happens next. They tear down, create new, or expand organization culture.

Likely, no one experiences the experience in exactly the same way. On a trip to Disney, individual experiences are different. A trip to the beach, the mountain resort, or last evenings sporting event, no two people have exactly the same experience.

It is the same for what we read, watch on TV, or learn in the seminar. It is always shaped by our individual thoughts and past experiences.

Experiential Learning

This is exactly why the concept of experiential learning matters in workshops and seminars. You can tell people many things, when you prompt them to reflect on ideas as an experience it is much more powerful.

In many regards, it is why the keynote at the convention is impactful, or perhaps why it is not. Ask a few people what they thought, you’ll likely get some different answers. No two people will experience it exactly the same way.

The stories that are told and the stories that are heard may be two different things.

Workplace Experiences

The hope then, of the story teller, the workshop leader, or the CEO is that his or her involvement will create the kind of impact desired.

The desire to shape futures, pivot directions, or do more of the same will be based on the behaviors that are led by our experiences.

We all rely on stories to shape what happens next. Biblical stories, historical accounts, and, “the way things are done around here.”

-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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organized change

Organized Change May Not Be Organized.

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Are you seeking a change in your workplace? Is the chatter in the lunch room, vending area, or staff meeting about workplace change? Is organized change possible?

It seems almost everyone is seeking some change. Personally, we may seek to get in better shape, lose a pound or two, or quit some bad habits.

Workplaces seek change often. Changes to adapt to customer needs, changes because of economic conditions or government policies.

Do People Change?

It doesn’t take long in a conversation about change for someone to suggest that people often don’t change. Discussions normally center around whether the individual desires the change or not.

It seems then that the trick of having organized change is the organization part. This where change is planned, it is organized. It isn’t spur of the moment, such as a flat tire that alters your plan, or a bad storm halts things at the airport.

Are people going to change to the needs of the organization?

Perhaps, if they become interested enough to be pulled (compelled) to change.

There were the days when people didn’t want to give up their typewriters, fax machines, or corded phones. Eventually, for many, but not all, change won.

Was it organized?

Organized Change

Every individual in the organization has the power to change. They can arrive with a different attitude, pivot bad habits to good, and learn new things. Arguably, if they want to.

When everyone is convinced change won’t happen and change cannot be organized there is still an opportunity. The opportunity is to establish the change in a compelling manner such that the change is better than the alternative.

Change shouldn’t be threatening or bullying, rather a desirable force of the individuals.

Sometimes we call that culture.

-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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Change authority

Change Authority, Do You Need It?

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When you take a seat on the committee, board of directors, or task force do you have any authority? Working with your peers, serving the marketing team, or getting information from a different workplace department, do you have change authority?

Many people and employee teams will quickly suggest that they want change but how does change occur?

Change Authority

Some suggest that navigating the workplace environment and creating change only happens when you have the authority?

Other people may suggest that the person who chirps the loudest or most often drives change. They are the squeaky wheel.

There is at least one more camp. That is the camp that suggests the last person who speaks before a decision is made is the true champion of change.

Authority can certainly make things easier, at least on the surface. Command a change and people will likely respond, that is, if you have the authority. Hire, fire, or resource allocation authority will usually spark some action. Authority means power.

The squeaky wheel sometimes gets greased and the last person to speak sometimes seems to win.

What is the alternative?

Other Alternatives

Change often happens without authority. It often happens without complaining and blaming.

You don’t need authority, you don’t need to be the squeaky wheel, and you can skip the blame game.

Taking responsibility and initiative may spark change. You can start by providing positive contributions, offering alternatives, or getting involved through generous actions.

Not everyone quickly jumps on board with the idea of something new, but when it becomes an idea in action, it sometimes becomes a good idea.

Good ideas are a compelling. They bring about change through inspiration, curiosity, and group dynamics. They cause action.

No one forced social media, cell phones, or smart eating habits and exercise, yet they all get their fair share of action.

-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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different workplace solutions

Different Workplace Solutions, Yet Both Are Correct

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There are plenty of sayings. The ones that suggest more than one way to accomplish the goal. What happens when there are different workplace solutions yet both seem to work?

More than one way to crack an egg.

Six of one, half dozen of another.

Half empty or half full.

Largely what happens inside the workplace community is about culture. The words, phrases, metaphors, symbols, and of course the acronyms are largely about just that, what happens inside.

Different Workplace Solutions

Companies make cars, computing devices, bouncing balls, and eyeglasses. Many of these have similarities. Balls are round, cars have wheels, and eyeglasses generally hook behind our ears and bridge our nose.

What happens inside the organization is different. The rules of the game are likely not identical. People drive the culture. They represent the repetitive nature of, “What happens here.”

What happens inside is the correct way. It may always be evolving, it may be a fluid approach, yet that is the way it is done.

We’ve never done it that way.

We’ve always done it this way.

Phrases are as much about the culture as the motion they create. You can choose to agree or disagree. Workplace cultures do sometimes change, they pivot, shift, or accelerate. If you are inside the community you may be considered part of the solution, or the problem.

Changing Ways

Sipping coffee through a straw may seem odd, so is sugary icing on broccoli.

It seems that new ideas have a path. They become cultural norms or they don’t.

What you do at work today may be the correct way, or the incorrect way. Both may still be about a solution.

The culture determines which way, for now.

-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 event

Workplace Event Disguised As Workplace Change

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What happens when the change you believe you are experiencing is just a workplace event? How do you know the difference?

The big sales month, the surprising reaction to the video posted on LinkedIn, or a visit and tour from a high-ranking politician. Are any of these a signal of change or just an event?

Blip or Change?

Occasionally, the angler catches a big fish, the realtor closes a huge deal, and you just happen to catch every green light when you are running a few minutes late. Do you build a plan around these occurrences? Has something changed?

When the biggest customer, the biggest sponsor, or the biggest vendor change, often so does the organization. Is this the result of an event or calculated change?

You may suggest that it could be both, and of course, it could. Usually however, it isn’t.

Workplace Event

Events may be repeatable, but likely are not the norm. Winning the lottery may be an event, but you shouldn’t count on it happening every day. You can pretend it might, but a business model built around pretend is clearly an illusion.

You can pretend you’ll have the biggest sales month ever next month too, and with a good plan you might. Chances are good however without a specific structure and catalyst for this continued success you’ll find a lot of disappointment and misery.

It is valuable to consider how events shape the organization. A blip of success here and there really isn’t something that is calculated. While it may be a promising sign of being prepared to seize opportunity, it may only be an event may and not a sign of the new norm.

The glass of water fills drip by drip, the tree grows a little each year, and the organization that lasts isn’t built from the results of a single event.

-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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