team Archives - Dennis E. Gilbert

30
Mar 21
2

Normal People Work Here, At Least We Think So

Tags : normal people normalcy psychology of work team workplace

Do you work with a bunch of normal people? Is the place where you work normal, or is it filled with a daily dose of abnormality? Is your team productive, efficient, and successful?

Could it be? Should it be?

Hiring managers are always striving for fit. The house builder probably has to be prepared to work in various weather conditions, understand foundations, lumber, and blueprints. When he or she does, they are probably considered normal and may likely be a good fit.

In the business of politics, someone representing the democratic party isn’t going to fit well in the republican party. Sure, people change their minds and their beliefs, yet in simple terms the fit just isn’t there.

Onlookers at the dynamics of groups of people will often see normalcy. At the same time people within the group see outliers. They see the outspoken, the shy, the backward, they see differences.

What is normal?

Normal People

Many things in life can be explained through a bell curve. A place where something starts, grows, gains momentum, and ultimately declines.

A new product has a life-cycle. It has a start, growth, and decline.

What happens in the middle is often what people call normal. The beginning and the end are uncertain, but during its peak, there are plenty of people both willing and interested to be a part of the norm.

Normal seems desirable, attractive, and a place to get comfortable.

By most descriptions, there are normal weather patterns, normal cars, homes, and clothing.

Normal is normal, until it isn’t. Until something changes or pressure is applied. Chaos may even be normal, and then serene is different.

You and your team may be more normal than you think. Even in a group of differences, that may be normal.

If you’re normal, right now is the best time to make something happen.

-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.

13
Jan 21
-

Workplace Ruckus And What You Should Do Next

Tags : change customer service leadership pivot team

Have you experienced workplace ruckus? Of course you have. It happens often and it might be something good if it is properly managed.

In late 2002, Honda developed and released for the 2003 model year a small scooter type motorcycle that was called the Honda Ruckus. Powered by a small 49cc engine it likely has its roots in snappy short urban commutes.

Did it make a ruckus?

I’ve seen a few, but I’m not sure how many have been produced or sold. On a small scale, the name does seem to make people curious. Someone in R&D was behind this effort, they literally had to make a ruckus.

What about your job? What happens in your workplace? Are you making a ruckus? Should you?

Are you providing services or shipping goods that show that you care?

It isn’t always easy. In fact, it is often hard to put forward the effort required to only deliver the absolute best.

It requires dedication, commitment, and a willingness to produce time and time again with the customer in mind.

How will the product be used? If you were receiving it what would you want it to look like? What would exceptional levels of service feel like?

Workplace Ruckus

Most people in most organizations are striking some type of harmonious balance. A balance between what is viewed as practical, just good enough, and keeps costs low, as compared with what delights the customer, demonstrates high value, and spreads the good word.

When you care enough to strike a good balance you may also care enough to make it better than before. Build it better. Deliver it better. Create happy and loyal customer relationships.

When you really care you may have to make a bit of a ruckus.

Rally the team, get excited about opportunities, feel the need and be encouraged by change.

Everyone on your team is in it together.

Making a bit of a ruckus seems like a pretty good idea.

-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
Dec 20
-

Shared Reality Is a Good Place To Start

Tags : complaining reality team victim workplace culture

Most workplaces quickly realize that their continuance is based on a shared reality. In your team, does everyone understand this concept?

It’s often easier and feels more trusting to keep the focus more individualized. It also appears as somewhat selfish.

People often talk about the simple concept of win-win. Yet in reality, many team members are only focused on a stand-alone win. The stand-alone win is problematic for the team because it isn’t about the team. It is about every person for themself.

In low trust environments, gossip is sure to ensue. Along with gossip often comes blaming and complaining.

Being your own advocate is not necessarily a bad thing. In fact, sometimes it is the only way to survive a difficult situation. At the same time, does this course of action imply negligence to an otherwise shared reality?

Shared Reality

The person proclaiming to be the victim is not always the only victim. The frequent complainer and blamer is not the only person affected. Outcomes of what happens next are shared when everyone is in it together.

Insisting that you are being singled out for schedule changes, forced overtime requirements, or curt conversations with the boss is probably unlikely.

Victimhood and chronic whining may work initially but the long-term consequences are not desirable.

Better is finding a way to work together to improve flaws in the process.

Complaining, blaming, and whining do little to solve a problem. They largely only prolong a festering of the symptoms.

In a team, everyone is involved. It’s a shared reality, or it isn’t a team.

-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.

05
Oct 20
-

The Right Focus Can Change the Game

Tags : focus rules of the game team

Are you focused? Is it the right focus? Many people are uncertain about those questions. A big driver of focus is certainty.

It seems that there is a lot of uncertainty. An election year and the chaos of a worldwide pandemic has many people scratching their heads. They’re uncertain.

Uncertain about what is next, what to do, or which direction to turn, they don’t know how to play the game.

As a kid a remember someone breaking out a board game. Often the first question was, “How do you play?” Then the last question before getting started probably was, “What are the rules?”

It was true on the playground, even for games like chase, or some version of football or kickball. Dodgeball had its boundaries and maybe an occasional exception.

Sometimes the rules were made up as you played, sometimes they were written on the box, or provided as a paper insert. And still, sometimes they were modified to meet the circumstances.

Then there was the ending of the game. It wasn’t uncommon to hear accusations of cheating. Tommy didn’t play fair, Jimmy cheated, or Sue didn’t follow the rules.

It was all fun and games until the focus deteriorated.

Right Focus

All grown up and being in the game of business or life, cheaters are typically not welcomed. The casino doesn’t like cheating. Football and baseball don’t like cheating, and neither does the IRS.

When everyone stays within the boundaries the game is more enjoyable. People engage because they see how they can participate and improve their skills or make better decisions to be more successful.

You might suggest that they are focused.

When you hear the phrase, “Be a team player.” it just might make sense to be sure you understand the rules.

Everything else is chaos.

Focus on ways to contribute to the system instead of breaking rules.

You may sometimes need to alter the system, yet no one really appreciates people who try to cheat it.

Having the right focus helps.

-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.

21
Jul 20
-

Workplace Division Sometimes Gets More Attention

Tags : division drama dysfunctional purpose team

Only when leadership allows room for it! Does your organization struggle with workplace division?

It’s not a math problem, but yet it is. The group dynamics and psychology associated with drama and conflict are often more attractive than success.

If asked, employees will likely verbally confirm that success for themselves and success of the organization matter. However, what happens next is often something different.

Love the Drama

Media streams love drama. Political buffs love drama. People are drawn in to drama.

Think about these headlines:

Mask Wearing Man Drops Dead

Why Complete Collapse is Likely After the Election

Big Banks Cash in With Your Money Following PPP Roll-Out

Are the headlines more about success or drama? Perhaps it depends a little on your viewpoint, but likely they’re enticing you with drama.

What are the headings in your workplace underground?

Boss Sleeps with Marketing Manager Following Holiday Party

Two Departments Will Be Downsized, Will It Be Yours?

Sales Manager Provides Fake College Degree in Original Job Application

Conflict and drama often sell better than forward motion, progress, or team success.

Workplace Division

Often the average employee doesn’t feel a connection with organizational success, so it is just a job, not a career.

Employees may also be missing the point of their work. This is often known as his or her purpose. Perhaps they don’t know or understand the mission. The feeling may be, the company doesn’t care about me and I don’t care about the company.

Workplace division is likely connected to leadership.

The human side of the work requires connections to emotions. Things like passion for the work, inspiring stories of customer delight, and pathways for employee success.

The more room there is for drama, the more it will zap the energy required for progress.

Leadership Action

It’s not all talk and no action.

Leadership should ensure that there is time spent on connecting, not dividing. It is critical for organizational success.

Drama and division seem to grow like weeds. Turn your back, and something new appears.

You have to constantly cultivate the team and culture to ensure you’re using all of the energy wisely.

It all starts with today’s headline.

-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.

20
Jul 20
-

Emotion Binds, It Does Not Distract

Tags : culture customer first productivity remove the emotion team

Do you let feelings get the best of you? Have you ever been told to stop being emotional? The truth is, emotion binds you to the experience. It may be the most important connection you make.

You’re driving in your car and an oldie comes on the radio. You remember a moment, a situation, an experience that touches your heart.

The high school or college graduation you attend. You remember a time when you were in a similar position and you wish for his or her dreams to come true.

It’s also true at weddings, first bicycle rides, first cars, and your first home.

It may even be true at your first job.

A bit of nostalgia.

As a person you connect to things based on emotion.

For your workplace, do emotions matter?

You bet that they do. We are an emotionally driven species.

Emotion Binds

I have a few clients who have been known to state, “Remove the emotion!”

When the opportunity is right, I’ll urge them to reconsider this statement.

The last time I checked, passion for the work is based on emotion. Caring about the customer is based on emotion, and accomplishing something new or different is aligned with emotion.

Do you want culture. Culture isn’t based on something tangible. It’s deeply rooted in emotions.

When you constantly remind the team to remove the emotion. You may be self-defeating the change or culture you’re actually trying to create.

Do you need buy-in for your change? Get people emotionally involved.

Are you trying to make a positive pivot for your culture? It’s connected to emotions.

Do you want people to do their best for the customer, put the customer first, and build strong relationships? It stems from caring. Caring comes from emotions.

Emotion may be the most underrated aspect of workplace productivity, efficiency, and employee loyalty.

It will be a positive influence on culture, or it won’t.

-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.

21
Sep 18
-

Workplace Cooperation, Do You Have It?

Tags : culture emotion ethics team workplace cooperation

Getting along in the workplace is a job requirement. It may not appear on the job description, but it is still a requirement. Do you have workplace cooperation or is harmful conflict, agreeing to disagree, or passive aggressive domination more popular?

Is your business or organization feeling stuck? What are the employees saying?

Considering workplace success and organizational growth, it should be clear that cooperation is a better path.

What Is Different?

When there is a different idea, a different suggestion, or something that offers a different perspective, what is the cultural response? Often different is associated with opposition, not opportunity.

Certainly, revenue and profit matter. Certainly, a unified team is important, and certainly building a cultural experience that motivates and excites often produces great work.

Have you considered how internal cultural experiences shape results? Have you grown just big enough and are now stuck?

Big Enough

Grow big enough and a culture of dominate and destroy has an opportunity to infest the communication and cooperation of your internal workforce. Push hard enough and the insistence of win at all costs will test your ethical boundaries.

Preach about perfection, you may end up with a culture that absolutely resists and rejects change.

Preach about removing emotion, you may end up with a culture that is not appropriately motivated, misunderstands their purpose, and lacks loyalty.

Absolutely, quality matters, and yes sometimes we do need to set aside emotion in the interest of a good clear business decision. A word of caution though, be careful about the culture you are creating.

Workplace Cooperation

We live in a highly networked world. In a networked world connection is the most basic and fundamental principle for success.

If you don’t have workplace cooperation you may be lacking the ingredients required to get you to the next level.

Feeling stuck? Do you question why you have internal fighting and disconnection? Have you wondered why dominance and strikeouts occur between fellow employees?

It may not only be about the cultural aspects that you allow. It may exactly what you’ve built.

-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
May 18
-

Team Harmony and the Common Goal

Tags : generational differences harmony leadership movement team

In today’s workplace, it is tempting to be self-absorbed. Society supports groups within groups who wield an opinionated lens that shifts perspectives across generations like a kaleidoscope changes the reflection of light. Is team harmony still possible?

Being the critic attracts the bystanders, the onlookers, those who risk little but critique a lot. In the unhealthy team, instead of finding a reason to explore and embrace, it is more popular to be confrontational and oppose. The old idiom connected with “everyone has an opinion” is alive and well.

Unsuccessful Teams

Often driven by envy, jealously, or victimhood the goal is to move up, move around, or stampede. Domination is the strategy and what it costs in morale is of little concern to those leading the oppositional crusade.

This describes the unsuccessful team. The team plagued with a viral cancerous disease that drains the spirit of the mission faster than a bottle of Drano dumped in the kitchen sink. People still show up, but they show up for a paycheck not an organizational goal.

It is true that the organization is sometimes unorganized but work still happens. This work lacks meaning, it lacks a personality, and its only style is that of despair.

By definition team harmony shouldn’t be making a sound that we shutter to hear.

Team Harmony

What if there was a different crusade? What if the sound was more pleasant?

Imagine when someone talks, everyone else listens. They don’t listen to respond but they listen to understand. They don’t listen for what’s in it for them for but they listen for what they can put into it.

Imagine that people don’t show up with the intent to be oppositional and they don’t show up with the goal of divide and conquer. They don’t show up with a movement, a theme, or with a position that says their group is different and for that reason, different treatment is their goal.

Common Goals

Does team harmony still exist? It should and it can.

It is about how you build the empire, not tear it down.

What is the common goal?

Pursuit of anything else isn’t about the team, it is a distraction about the individual.

– 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+

30
Mar 18
-

Team Motivation and People Who Care

Tags : care intrinsic motivation purpose team

Getting people motivated to move or spring into action, is it possible? What are you doing about team motivation, is everyone excited and engaged?

Certainly, there are people who scoff at the suggestion of motivation. They believe that motivation is entirely intrinsic and that you cannot get people to be more motivated. We also can’t forget about the authoritarian, he or she believes that fear is the best motivator. Do it or you are fired.

Possibility of Motivation

There is likely little doubt for anyone that motivation does have an individual component. That is, one person may be more motivated or less motivated than another based on the stimulus, the working environment, and even their historical perspective.

People are mostly motivated by purpose. Do you agree, when you have a purpose or understand the purpose you may then decide to be motivated or not?

Here is a basketball. There is the hoop. How many shots can you make in one minute?

We need to ship one hundred cases today. Our previous best is ninety-six. Let’s get started!

When you understand the purpose, the goal or desired result, you may become more motivated. Of course, the quick argument is that you have to care. If you don’t care about the number of baskets or the cases of product then you probably won’t start.

Team Motivation

Fundamentally, this is exactly why hiring for character, integrity, or attitude is so important. When someone doesn’t care, you are left with the decision to revisit purpose and see if they will ever care, or get them off your team.

What everyone who cares is most concerned about is accomplishing the work. They want to make a difference and to feel satisfied with their individual performance and the performance of the team. Caring is the first factor for team motivation.

When they care, they perform.

– 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+

22
Jun 17
-

motivational reminders appreciative strategies

Motivational Reminders, Get Started or Keep Going

Tags : individual motivation purpose sources team

Perhaps the number of clients that ask, “Can you do something to help with motivation,” shouldn’t surprise me? A large part of our workplace motivation has to do with culture, purpose, and the attitudes of the people. With that said, we all might benefit from some motivational reminders.

I’ve written about it before, how we need to connect people with purpose to really help drive motivation. If asked, how many employees will quickly connect their motivation with pay? However, pay is not the only motivator and in fact, it likely is not the most important motivator.

Motivation can come from many sources. It can come from being inspired. It can come from fear, anger, embarrassment, and more. We can argue about whether our motivation is from a good source or a bad one. We might also consider, “Will it last?”

Motivational Reminders

Do you need motivational reminders? Here are five popular jump starters:

Competition. As an individual on the team you want to be the top performer (sales, engineer, manager, etc.) or as a team you compare to your external competition. You want to be the best.
Proof. Have you ever wanted to prove the naysayers wrong? It is sometimes a fantastic motivator. When you know you can, just let someone tell you that you can’t.
Pressure. Everyone in my family is successful I need to step it up. This also works in comparison with the neighbors and with the pending class reunion. Even social media might be a driver.
Dreams. You have a vision and nothing will stop you. You know that you can and no one is going to take away your dream. It is possible and you are going to make it happen.
Professionalism. You are a professional. This is what you do. You solve problems, build things, or care for others in need. It is the image of who you are and you won’t tarnish the profession.

Connect with your purpose and you might find all the motivation you need. Some of the best might be motivated by more than one thing. Perhaps it is a collection.

Not Just Another Day

Sometimes it is the reminder that this is not just another day, it is today, and you’ll have make something happen.

If someone suggests it is just another day maybe they need some motivation.

One of my personal favorites is that you don’t just live once, you live every day. You die once.

-DEG

This article was originally published on June 22, 2017, it was last updated on September 28, 2018.

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+

Tag Archives: team

Mar 21

Normal People

Jan 21

-

Workplace Ruckus

Dec 20

-

Shared Reality

Oct 20

-

Right Focus

Jul 20

-

Love the Drama

Workplace Division

Leadership Action

Jul 20

-

Emotion Binds

Sep 18

-

What Is Different?

Big Enough

Workplace Cooperation

May 18

-

Unsuccessful Teams

Team Harmony

Common Goals

Mar 18

-

Possibility of Motivation

Team Motivation

Jun 17

-

Motivational Reminders

Not Just Another Day

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