psychology of work Archives - Page 2 of 4

15
Jun 21
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Hiding Problems, It Isn’t Useful or Productive

Tags : conflict problem management psychology of work risk

What happens when there is a mistake or you disagree with a solution option? What is your habit for navigating, are you hiding problems?

A disagreement with the boss seems like an unlikely path to workplace harmony. However, problems swept under the carpet just mean they’ll be there when the carpet is pulled back and the problem reveals itself again.

Leading Sets The Example

Leadership means leading. Whether you are the boss or your average front line employee, you have a chance to lead.

Leading means navigation. Navigation means that things won’t always go your way. True for the boss and true for the direct report. It also means being open minded, considerate of others, and respectful at all levels.

In discussions of employee feedback, I’ll often ask, “If you were doing something wrong on the job for a day, a week, a month, or more, wouldn’t you feel embarrassed if no one told you?”

Feedback is not just another activity. It is a duty and likely a form of art. Practice is important. It isn’t simply the act of spewing out harsh criticism.

When there is conflict, avoidance and not knowing is the worst course of action. Being aware of conflict is the first step to minimizing any harmful effects. Conflict doesn’t have to become harmful. When well-managed, conflict may even be useful for future outcomes.

Hiding Problems

Challenging workplace dynamics and a lack of trust are often contributors to the act of hiding problems.

Employees will measure the risk of doing the right thing with the risk of the consequences of punishment before speaking of a problem.

Problems should avoid being about blame and actions should be targeted at resolution not punishment.

Workplace culture always sets the tone for how problems are managed and how employees will navigate each situation.

That is where you come in. Be a good role model and 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
May 21
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Working Hard, Does It Pay Off?

Tags : hard work navigation psychology of work work smart

Many people are encouraged that success comes from working hard. There is also the work smart, not hard crowd. Does working hard really pay off?

How would you describe hard work? Is it something that makes you feel exhausted? Is it physical labor?

One definition of working hard may connect people with the concept of effort. Physical labor, emotional labor, the effort to do more, learn more and become more valuable. Does that include working smart? Depending on your definition, yes, it most likely does.

Likely, it is a combination of many things. It includes being smart, or the ability to assess circumstances and situations and learn from them.

The definition of success is different for each person. When you are trying to become successful in your job or career what things should you do?

Working Hard

In some workplaces, the rate of pay is not based on merit. It is based on credentials, years of service, and the definition of the position you hold. The pay then, with a little bit of subjectivity, is calculated using these factors. Should you work hard or do just enough to fulfill the job duties as defined in the job description? Will this pay off?

Your success may also include another factor.

Have you factored in how you’ll navigate your job role?

What is the culture of the business or organization where you work? Does hard work matter, or is it more about navigation? Should you achieve as many credentials as possible in order to achieve more pay or get a promotion?

Should you just be quiet, and stay out of the way?

Nearly every circumstance or situation will be different. What pays off for you is likely going to be a combination of many factors. Some of it may involve credentials, some of it may involve physical and emotional labor. In some cases, it may be largely about relationships.

Does hard work pay off? It may depend on what you consider hard.

The hardest work of all may be figuring out how you will navigate. Does that exhaust 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.

19
May 21
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Voice Matters And It Counts, Use It Wisely

Tags : communication culture impact psychology of work voice

Do you believe your voice matters? Have you ever thought that your communication is not heard or understood?

You’re certainly not alone.

It often feels best to be reflective of positive communication and positive interactions.

Have a great day.

Beautiful weather we’re having.

Great job in the meeting yesterday.

That is the type of communication most people are grateful for, they appreciate it, and welcome more of it.

Sometimes there are other forms of communication. Harsh, curt, or condescending.

And still, there are other forms, including aggressive, passive aggressive, or sarcasm.

Do all of these communications matter or only some of them?

Voice Matters

Your voice, what you say, what you do, how you act, it all becomes part of the organizational culture.

It is common that many businesses or organizations believe that their culture is only representative of what they want it to be. In other words, what they believe that are working towards is how it actually is.

This is often a root cause for why large-scale change efforts fail. When management believes that the culture, environment, and climate are representative of only what they say, and not what everyone does, it could spell trouble.

It is an easy trap to fall into.

Ask an organization leader how good their customer service is and they’ll probably tell you about a lot of success stories. Are they the best person to ask? Not really, the customers are the best people to ask.

Every organization is made up of both good and bad. While a focus on the good is favorable over a focus on the bad, pretending that the bad doesn’t exist often doesn’t make it go away.

Does your voice matter?

It matters either way.

You have a choice to make a positive and constructive impact or to become part of the problem.

You might think your voice doesn’t matter, yet every time your contributions are heard, that means someone was listening.

What happens next is conditioned by the people.

Good or bad.

Be the good voice.

-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.

11
May 21
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Time Efficiency Starts With More Patience

Tags : culture efficiency productivity psychology of work time

Time and efficiency are not the same thing. Time efficiency probably sounds a lot more like productivity. Is faster better, less risky, and more meaningful? Unlikely.

It is always a race against a clock.

We needed this yesterday.

It’s overdue.

Must be done now.

It’s true, time does cost. Yet, so does a lack of clarity, errors made in haste, and inferior quality.

Vloggers sometimes speed up their final product, a time-lapse of sorts, get through the slow spots faster. Someone might fast forward through the commercials of a recorded television show. Install a Chrome browser extension to speed up viewing of video content. Is it the same experience for everyone?

Of course, it isn’t.

Setting Pace

People have different life experiences, different listening and perception skills, and even a pace that feels just right.

Some people walk faster, others slower. Read faster, read slower. Enjoy the moment longer, or skip the moment altogether.

The result? Like most things in life there is a sweet spot in the middle. Outliers tend to exist on either end of the continuum.

Time management matters but it is more than just streamlining a schedule.

Finished first is important, but a nice-looking boat that won’t float has much less value.

For workplace leaders, sometimes you have to go slow, to go fast.

Time Efficiency

A team pushed too far will have more mistakes, more waste, and increased issues with quality. Worse, when the team learns more about the metric used for measurement and the pressure is high, integrity starts to slip.

A team member falling behind is often skipped rather than supported. It’s a harmful cultural scenario that applies more pressure to top performers as they make up for lagging contributors. Eventually, top performers burn out, feel abused and misused.

Individuals and organizations often need more time efficiency.

That often starts with more patience. Get everyone onboard. Run on all cylinders.

Don’t wait, get started.

The clock is ticking.

-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.

06
May 21
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Lowered Expectations, Is That a Strategy?

Tags : desperate expectations hope luck psychology of work

Have you ever decided to go to the meeting with lowered expectations? Different from hoping for the best, or having a negative or positive attitude, right-sizing your expectations may be a game-changer.

Charles Dickens had something to invoke readers imagination in his novel, Great Expectations. Have you read it?

For most people, in their daily life, expectations can make or break your day. Often high expectations are considered positive, yet at the same time, high expectations not realized can bring you to a painful low. It might be about finding the right balance.

High Hopes

Hoping for a better outcome can certainly be constructive. Often your best energy is released when you enter the opportunity with high hopes.

Is hope counter intuitive for right-sizing expectations?

It likely depends on the circumstance or situation.

If you’ve prepared appropriately for the meeting, do you have hope?

Working hard sometimes seems to feel like it lacks the payout you deserve. Is that because you don’t have hope or is it that as you entered, your expectations were too high?

Another harmful consequence of improperly aligned expectations is that you learn to shy away from opportunity.

When you feel like you’ve been scammed, cheated, or promised but didn’t receive, you start to disconnect, disengage, and you aren’t eager about new opportunities.

More than that, there may be a breakdown in trust.

Lowered Expectations

When you are looking to the future and planning strategy. Having high hopes and great expectations makes a lot of sense. You remain practical and realistic, yet your target is higher and a bit challenging to achieve. That’s good.

If you are breaking new ground, making a recommendation that you know has been controversial in the past, or your delivery is seeking a lofty game-change, lowering expectations for the outcome may actually provide clarity and focus.

When you feel that there is a lot on the line and tension is high, your anxiety is elevated. Then fear and self-protection may start to creep in. You’re probably not doing your best work or giving your best delivery in those moments.

You fall back to hope.

Hope sometimes depends a little bit on luck. When we go in with high hopes, we probably are also expecting a good luck scenario. “Wish me luck,” may be the last thing you say as you navigate towards your meeting.

In some cases, lowering your expectations slightly may allow you to perform better and walk away much more satisfied with the outcomes.

With lowered expectations you don’t appear desperate. You don’t overwhelm or become overbearing to decision makers.

It often feels just right.

Just right yields better results.

-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.

30
Apr 21
-

Identity Confidence and Why You Should Have More

Tags : identity jokes mindset psychology of work self-deprecation

Have you assessed your identity confidence? How do you self-describe? Are you confident about who you are?

A dozen or more years ago there was an unpleasant social trend. The trend was to playfully call people a “loser.” Some people even self-identified, “I’m a loser.”

Perhaps it started around1999, when Smash Mouth released their hit song, All Star.

On the surface, it seemed sort of OK. Surprisingly, it was often considered friendly and sometimes represented by holding your thumb and index finger in the representation of an “L” on your forehead. It was a way of identifying, “loser.”

When you look in the mirror, who do you see?

Believe It?

Everyone has good and bad days. Days when everything seems to click. Days that have magical moments and days that seemed filled with disappointment. In a general sense, this is normal.

What do you tell yourself in those bad moments? Do you hear echoes of “loser?”

In the workplace, people often decide on their ability to be more successful based on the stories that they tell themselves over and over.

The same is true for learning or when tested.

I’m not good at math.

I can’t spell.

I’m not a mechanic.

Will you ever really master the requirements of math competence when you consistently suggest that you aren’t good at it? The same is true for spelling or diagnosing why your car is shuttering and stalls.

Identity Confidence

If you tell yourself, you are not a people person, you probably won’t get along well with others. When you suggest you are, “just here to get a paycheck,” or “I never wanted to be a supervisor,” then guess what? Not much will change.

Have you passed on opportunities because of the story you tell yourself? Is that story based on reality or might it be a scar from some playful gesture long ago?

Self-deprecation may seem a bit humorous from time to time. In some cases, it may feel like a reality check. At what point do you start believing it?

Belief is a powerful tool, or a nasty weapon.

-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.

29
Apr 21
-

Professional Growth Develops From Needing More

Tags : career growth need psychology of work selling

Is that how professional growth develops? Are you seeking more growth but have felt stumped about how to make it happen?

A salesperson sells. They may also be known as an account representative, sales consultant, or even an entrepreneur. Names and titles don’t really matter but getting someone to agree to make a purchase does.

It is also true for personal or professional growth.

Does the organization you are working for have a need for more? Are you willing to give them more? Can you sell yourself and really get them interested?

Problems and Needs

It may start by understanding the problem. Whenever there is a need, there is a problem to be solved.

When we feel hungry, we may say that we need food. Then we seek a food vendor.

It is true for many things, yet there is often an emotional decision involved in the process.

If we say that we need a new car, it doesn’t really tell us about the problem. Is it that you need transportation or are you looking for luxury, fuel economy, hauling or towing capacity, or something really sporty?

If there is a feeling of need, there is the opportunity for a sale.

Professional Growth Develops

When it comes to your professional growth you may feel like there is a lot of competition. Many people are jockeying for the same position or promotion. However, a competition problem may not always be the case, in some cases, potential hiring managers just aren’t sure that there is a need, or they aren’t exactly sure how the pieces fit.

Jockeying for position in the case of competition is a very different stature from helping the organization recognize the additional value you can provide.

It shifts from, “I’m better because,” to “here are things we can do if.”

Your professional growth may not depend on beating out the competition, it may depend on you being compelling enough to spark the idea of need.

More education and more experience are often helpful. At the same time, they may not be what is blocking you from advancement.

When the hiring manager or CEO develops a need, they’ll seek to fill it. That is exactly where you need to be.

Be the solution. Sell it.

-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.

28
Apr 21
-

Sharing Confidence Is a Workplace Dream

Tags : action confidence planning psychology of work strategy

Or is it a reality? Sharing confidence may actually be your competitive advantage. Are you seizing that opportunity?

What you focus on is what you get. If you don’t have focus, you are focusing on nothing. What will you get? Nothing.

Spend your energy on rumors and gossip, and you’ll have more. Spend it on production, efficiency, and providing stellar services, and you’ll be making better strides.

Does confidence play a role on what you get next?

Doubts or Confidence?

When you launch the new marketing campaign, some people will have doubts.

Build something new for the customer and some people may wonder if it will hold up under pressure or last long enough to be a great value.

Someone might suggest that it can’t be done. The change is too big, too wide, and not focused enough. Someone may suggest it is ridiculous.

Savvy organizations pursue it with passion. They set up metrics, measurements, and plot it all on a timeline with specific milestones. Do they get the work done? Have they accomplished the task? Is the strategy appropriate and are the tactics effective?

The hard part really isn’t in the planning. The plan is just that, a plan. A plan brings things to life. Brick by brick or drop by drop. The build occurs or the bucket fills.

What is the hard part?

The hard part is often inspiring the confidence to get started.

Sharing Confidence

Dreaming is pretty easy, at least when compared with fulfilling the dream.

Confidence is a competitive advantage. Less time is wasted on doubts and fears and more time spent on bringing the plan to fruition.

A lack of confidence stalls projects. It may even cause them to stop, or worse, never get started.

Organizations that build confidence within the employee teams have an advantage.

While everyone else is doing the easy part, teams with confidence are focused.

Don’t waste time sharing things that are project stoppers.

Do the hard part.

Illustrate confidence and then share it.

Dreams do become reality.

-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.

02
Apr 21
-

Finding Certainty Is a Never-Ending Position

Tags : certainty change confidence psychology of work Tolerance

Finding certainty is one way to spend your energy. In an ever-changing world, it seems that certainty may be hard to come by. Yet, there still may be some things that you can be certain about. Change is one of them.

Many people set out to be certain. Low-risk is attractive but with little risk often not much is gained.

Confidence may be considered an aspect of certainty. Removing doubt and installing belief all seem to have linkages to being certain.

It is difficult to maintain the power of confidence while facing extreme criticism or ridicule. When there is a constant stream of new information, the difference between truth and lies, facts and opinions, and those who seek to see, in order to believe, all become blurred.

What is stopping you right now? Is it a lack of information or a lack of certainty?

Finding Certainty

It may be easier to find than you think.

A three-dimensional image is different from a two-dimension image. How things first appear are sometimes different after closer examination. The autostereogram is a perfect example.

Complexities surround human nature. The psychology of the work that we do is often hard to understand.

Driven by perceptions, expectations, and life experiences decisions are made and outcomes are realized.

What may be certain about every endeavor is that there will be an outcome.

In an uncertain world, doing something that produces a new outcome may be better than doing nothing at all.

If you live in South Carolina and you want to get to California by car, driving somewhere in a westward direction will put you closer. It may be driving to Nebraska or Texas, but one thing is certain, both of those are closer to California than South Carolina.

Certainty often exists in what you see and what you believe.

Sometimes the trick is having more confidence than doubt.

Often, that is where you find certainty.

-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.

01
Apr 21
-

Workplace Scarcity Causes More People To Act

Tags : choices decision making outcomes psychology of work scarcity

“It was important because it seemed like it was our last chance.” Sound familiar? Workplace scarcity often drives people to action. Is that a good thing?

It seems like the U.S. economy is thriving on the concept of scarcity. Everything from home appliances, to building materials, to canning jars. Nearly every day someone has a story to share about something that they wanted to buy only to find little or no supply. I think it all started about a year ago with toilet tissue.

Fear compels people to do irrational things. It encourages quick decisions that are sometimes thoughtless and reckless.

When it comes to sales, the principle of scarcity is not a stranger. Sales teams often thrive on the principle of scarcity.

You can even observe it in television shows such as American Pickers and Pawn Stars. These shows often illustrate that the price increases when there is a belief that the item in question is scarce.

Does it affect behaviors and decisions in your workplace?

Workplace Scarcity

Almost everything is a rush. There is a race against time to produce faster, newer, fresher, and always be the first to ship. It doesn’t matter if it is services or products, it is a race.

The pace of business today often results in a lack of patience for decisions. Patience is not the same as procrastination, and a lack of patience is often created when there is a feeling of scarcity.

We need to hire someone fast.

Stock up, there is going to be a shortage coming soon.

Rumors are that the only supplier on the east coast may go out of business.

Through advertising we often see things implying scarcity.

Hurry, last one.

Limited collector’s edition.

This item won’t last long.

Is scarcity working for you or against you? Are there issues connected to trust when it comes to scarcity?

Have employees been scared into hasty decisions so many times that they are immune to the thought? Does it create a failure to act when action is required?

Acting fast is often important. Acting right now, may imply a different spin.

Scarcity can be both a sword and a shield. It can be the difference between saving a situation or costing you dearly.

Awareness of how scarcity springs people to action is important. It is as important as trust.

Leaders are role models for behaviors. How you communicate, advertise, and make decisions will become part of your culture.

If you’re thriving on selling with scarcity tactics you can expect the same with your team as they make decisions and choices for what happens next.

One thing often follows scarcity.

Buyers remorse.

-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: psychology of work

Jun 21

-

Leading Sets The Example

Hiding Problems

May 21

-

Working Hard

May 21

-

Voice Matters

May 21

-

Setting Pace

Time Efficiency

May 21

-

High Hopes

Lowered Expectations

Apr 21

-

Believe It?

Identity Confidence

Apr 21

-

Problems and Needs

Professional Growth Develops

Apr 21

-

Doubts or Confidence?

Sharing Confidence

Apr 21

-

Finding Certainty

Apr 21

-

Workplace Scarcity

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