Tag Archives: professional development

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natural actions

Natural Actions and Behaviors, Do They Change?

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What are some of your natural actions? Short tempered, poor listening, procrastination, or so many more. What do others say, or what is your self-assessment?

Your life is full of habits that you’ve built.

Evolution of Your Actions

Do you believe that you are fairly smart? It may be that you’ve learned to believe that you are. People have given you feedback that you are, or they have quickly bought into your ideas, repetitively, across time.

What about something opposite. Do you believe you don’t have enough skill in a particular area? Maybe you’re convinced that you make poor choices or are not good at math?

Are your behaviors, attitude, or skills the result of something that comes naturally, or is there some form of development across time?

Certainly, we may point to athletic skills or even IQ as an indicator of what we might call talent. It’s true we all have some of this in certain areas.

Largely though, much of your workplace or social behavior is the result of some development across time. You may label it as good or bad, but it is often developed.

Have some of your actions changed? Should they?

Professional Development

Lots of professional people participate in training.

Training on communication skills, harmful conflict reducing techniques, leadership skills, and so much more.

Is this training effective?

Hopefully, the answer is, yes.

Yet, it is still conditioned by each individual’s receptivity to the training and by the repetitive actions that guide future behavior. In other words, did they put something new into practice and keep practicing it?

Changing Behaviors

There may be blind change. We change and follow a new path or behavior because someone said so and we’ve agreed to do it.

There is also what we may call, desired change. This represents change which is often the result of at least one of two factors.

First, we’ve experienced something unpleasant or uncomfortable, we haven’t liked the outcome, so we want to change.

Second, perhaps we have observed or experienced something we like or admire and as a result, we want to change. This is exactly why leaders should be good role models.

Natural Actions

Do you believe your behaviors are the same today as when you were ten years old? What about when you were fifteen? Or, if you are older, size things up across five or ten-year spans, have you changed some of your behaviors?

In the workplace, much of your behavior, confidence level, or interpersonal skills are developed. It may seem that you are doing what comes naturally, but actually you’re often doing things based on what you’ve learned and put into regular practice.

The commitment to become a better version of you, depends mostly on you.


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.

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lifelong learner

Are You a Lifelong Learner? Are you sure?

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Are you always learning, growing, and developing or do you feel you’ve learned enough? Is there a bias or stereotype towards those who are still learning? Do you consider yourself a lifelong learner?

I sat through the workshop but it was stuff I already knew.

At 38 years of age, she is finishing her degree. She is still a student.

If I have a choice between shipping product or sitting in training the answer is easy. Ship!

Do you believe that there may be a bias or stereotype about lifelong learners?

Obstacles and Barriers

One factor that makes people hesitant about the seminar or continuing education is the fear that it shows incompetence. The thought is, “If I suggest I need more training I must not be capable of doing my job.”

Non-traditional college students may struggle with stereotypes. They may have been in the workforce for years, yet they are still in the classroom. The thought is, “No degree, they must not be knowledgeable enough.”

There are other obstacles and barriers. There is the pressure to produce, ship, and serve customers. Certainly, that is a high priority. The mindset often becomes, “There isn’t enough time for training and development.”

Are you willing to break down these barriers? Are you interested in rising to the occasion beating the odds and the social stereotyping? Do you place value on continuous learning?

Lifelong Learner

Experience is extremely valuable. Coupled with a structured learning environment that is professionally facilitated participants can shave years off the learning curve. Time is always money.

There is another benefit. Lifelong learners tend to be lifelong networkers.

They build stronger relationships through shared experiences. Their connections are more than a LinkedIn number, a Facebook friend, or a glance at a Twitter feed.

What has learning done for you? Are you brave enough to continue?


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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