pivot Archives - Page 7 of 10 - Dennis E. Gilbert

30
Jan 19
2

Showing Up Seems To Make Sense

Tags : attendance culture leadership pivot workforce

There are many stories out there about the effects of low unemployment numbers. Some doubt the validity of the numbers, some suggest they can’t find anyone to hire. Others are just thankful that employees are showing up for work.

I want to ask, “Is that the best we can do?”

If our expectation as an organization leader is that we are grateful when people are showing up for work, something must be wrong.

Showing Up

I remember years ago when the chairperson of a community workforce meeting stated that finding employees was a challenge for local business owners. The chairperson asked a CEO in attendance, “Are you fully staffed, and if so, how are you doing it?”

The response of this CEO took me aback. He said, “Simple, we ignore the pot.”

What he meant was that through drug testing they were willing to overlook someone who tested positive for marijuana use. This was in the early 2000’s.

I’m not writing this to spark a debate about marijuana use. I’m expressing this scenario to ask, “Is this the best we can do?”

What is going on when organizations must lower their standards in order to onboard or keep employees? Worse, what is happening when they are happy they have succeeded? When they are overjoyed that people are showing up?

Tough Problem

I recognize that this is not an easy problem to tackle. I also recognize that there may be many factors involved.

Things that often bubble to the surface are things like, generational challenges, pay scales, and dirty jobs.

Maybe it is something a little more complex and less obvious. Perhaps there are connections to the organizational culture.

Does the CEO measure the value of employees as human capital (an investment), or are they measured as an expense (keep this number low)? There is a significant difference in the mindset.

When we are overjoyed that people are just showing up for work, we’re caught in a downward spiral.

Maybe the standards need to change. Maybe the culture, the business model, or the vision of leadership should pivot.

Just showing up, is that the best we can do?

-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.

Dennis Gilbert on Google+

11
Jan 19
-

Do You Have a Culture Pivot or Are Things Stuck?

Tags : culture marketing pivot stuck

Businesses and individuals alike often set out on a path for change. When things aren’t working the CEO may decide the organization needs a culture pivot. Is something broken or what is prompting the shift?

Perhaps it is too much shifting, or maybe things seem to be stuck. What is happening at the root?

Symptoms, Causes, and Marketing

There may be many symptoms of a culture problem for your organization.

A feeling of being stuck, stalled, or stopped is one of them. You may also wonder why clients aren’t engaging, products aren’t resonating, or the leadership point of view isn’t persuasive anymore.

Much of what happens in organizations or what moves them into action happens because of marketing. Certainly, there is external marketing and advertising. Internally and externally we can consider personal marketing, influence, and persuasion. Is anything working?

What will make your desired culture pivot a success?

Culture Pivot

When you want change yet things are staying the same, you have a problem.

How much time and effort are you devoting to working on a solution? Often, when things are stalled, it is feels easier and safer to just go with the flow. Then you’re stuck.

The culture pivot you desire is likely attainable. Root causes for being stuck may vary, but repeating what you’ve always done likely won’t get things moving again.

What are you doing to market your pivot? What will make clients engage? If engagement isn’t happening, perhaps you aren’t marketing effectively.

Are employee teams bought in? Are you persuasive? Do they believe you? What evidence is shaping their actions, behaviors, and beliefs?

If your quest for a race to the top feels more like it is heading for a race to the bottom, check your marketing.

-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.

Dennis Gilbert on Google+

05
Dec 18
-

Progress Through The Baby Step Pivot

Tags : baby steps change left behind pivot

Confidence is a characteristic that many people have interest in growing. In simple terms, confidence is built through collective small wins. Change is often managed in the same way, a sort of, baby step pivot.

The baby step pivot surrounds us.

Change Happens

The typewriter was a cutting edge device. It emerged, grew, and became a part of business life.

Then the personal computer arrived.

We had big floppy drives, small floppy drives, big hard drives with small storage and then small hard drives with big storage. Suddenly, there is the Cloud.

There was monochrome amber or monochrome green. Color emerged, bulky and big. Then flat panels, first one screen, and then two.

The Theme

In hindsight, there is one prevailing theme. The sooner you got involved the smaller the learning curve.

Along the way, perhaps all of these changes met opposition. They had to migrate through the resistance. Challengers tried to stop progress, scoffed, and argued.

Some people quit jobs, blamed the younger generation, and stayed insistently stuck with the old way.

It represents the way it is, until things change.

Baby Step Pivot

All of the changes happen in a moment. The moment you or the organization you work for decide to make the pivot.

Real change happens through successive tiny pivots.

It is seldom we evaluate the cost of holding out or holding on. There is a price.

First steps are almost always small, awkward, and unbalanced.

The longer you wait the further you get left behind.

Don’t waste any time. The price is too high.

-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.

Dennis Gilbert on Google+

07
Nov 18
-

Scowl Face Won’t Create The Change You Seek

Tags : change employees pivot scowl face workplace

People unconsciously become convinced that moods get results. Act out, act up, be unwilling to compromise or meet halfway, these are the tactics of children. Are you wearing a scowl face in an attempt to create change?

Sometimes children get their way with the scowl, arms crossed, and foot stomping. In the workplace, this still brings people to action, sometimes. If it is the boss, there may be a good chance.

Scowl face sometimes feels appropriate, but it likely never is. The impression created from childhood that this is the way for change is not so realistic in the grown-up world.

Change Adverse

Largely, people are change adverse by nature. Change makes them feel uneasy, nervous, and afraid.

It isn’t the way it was always done, it’s not the tried and true method. Change has failed before, the thought is, it will continue.

When we understand that people don’t like change, we can also understand that the change being sought may not be personal.

Changing the process, doesn’t mean it is a personal attack. A change to better connect with customers, it isn’t personal. Rearranging teams, employees, and altering policies, it probably isn’t personal.

Scowl Face

If we are leading change, or are a part of the change, or both, we’re not going to get very far with a scowl face. It may send a message, but it is the wrong message. It may create short-term action, but the long-term consequences are undesirable.

In the workplace, for the employees, for the groups, departments, and teams, don’t try scowl face.

If you’re going to create the kind of change you need, you’re going to need everyone on board.

Creating action is sometimes the biggest illusion that you are creating the change you need.

-DEG

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

18
Oct 18
-

Awaiting Change or Making Change Happen?

Tags : change pivot purpose vision waiting

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 (CSP^TM), 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+

11
Oct 18
-

Forced Change Doesn’t Work As Well As Consensus

Tags : buy-in change consensus force pivot

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 (CSP^TM), 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+

14
Sep 18
-

Nomophobia, Workplace Anxiety, and Motivation

Tags : change habits motivation nomophobia pivot

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 (CSP^TM), 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+

24
Jul 18
-

Dramatic Change and the Squeaky Wheel

Tags : change dramatic emotions pivot reciprocity

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 (CSP^TM), 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+

03
Jul 18
-

Avoiding Hassle and Other Great Time Wasters

Tags : avoid change habits hassle pivot

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 (CSP^TM), 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+

29
Jun 18
-

Change Is Required And What You Can Do

Tags : change persistence pivot required

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 (CSP^TM), 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+

Tag Archives: pivot

Jan 19

Showing Up

Tough Problem

Jan 19

-

Symptoms, Causes, and Marketing

Culture Pivot

Dec 18

-

Change Happens

The Theme

Baby Step Pivot

Nov 18

-

Change Adverse

Scowl Face

Oct 18

-

Constant Change

Awaiting Change

What To Do

Oct 18

-

Managing Change

Fighting for Change

Forced Change

Sep 18

-

Nomophobia

Habits Move Us

Jul 18

-

Workplace Drama

Future Interactions

Dramatic Change

Jul 18

-

Something New

A Required Change

Avoiding Hassle

Jun 18

-

To-Do List

Change Is Required

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