Tag Archives: tips

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build personal brand

5 Tips To Help You Build Personal Brand

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Do you care about your career? Have you ever wondered what leads some people to have many opportunities while others stay stuck? Certainly, there may be many reasons. Have you considered how you’ll build personal brand?

It comes up often. Frustrated, hardworking people, trying to navigate their current job, advance within the organization they work, or find a new employer. Don’t underestimate your personal brand.

Build Personal Brand

Here are just five tips of many to help build personal brand:

  1. Be Responsive. Perhaps nothing shows more courtesy and respect than being responsive. This may be peers, direct reports, customers, vendors, and even your friends. Too busy doesn’t build relationships, it weakens them.
  2. Give First. Many people are subconsciously (or consciously) asking themselves, “What are you going to do for me?” This should never be the question. The better approach is, “How can I help someone else?” Engage to give, not to take.
  3. Social Networks. While there certainly are pros, cons, and danger zones, being at least moderately active on social networks is a good idea. Many people believe they don’t need to build a quality LinkedIn profile, until they do, and then it is too late.
  4. Network. Yes, you can network through social networks, but that often is not as powerful as face-to-face. The best may be at the intersection of both. If you meet face-to-face, follow-up by connecting online. If you met online, when possible, build your relationship face-to-face.
  5. Follow-up. This is simple, if you make promises, keep them. If you say you’ll call back, call. When you tell someone you’ll email them tomorrow, do it. If you have a great thought after making contact, send a short email or make a quick call.

Why Brand Matters

These five tips are critical if you are serious about building your brand. Your reputation is on the line.

Who gets picked for opportunities?

People who are visible with a great personal brand!


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.

Dennis Gilbert on Google+

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customer service best practices

Customer Service Best Practices, 3 Cultural Tips

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Name just about any business or organization and you’ll be naming an entity that needs exceptional customer service. Have you thought about your customer service best practices?

So much of our economy today is based on businesses who sell commodity products or services. Something that people can get easily, and get just about anywhere. In a commodity marketplace things like price, convenience, and customer service will have a lot to do with revenues.

I often suggest to clients that their product might not be exactly what they think it is. Their true product might actually be their level of customer service.

Tips Connected With Culture

Best practices might vary a little depending on the type of business or organization but here are three of my favorites:

  1. Set standards. When you consider that customer service is a culture not a department it is important for all employees to understand a set of standards. Consider the usual things like return policies, follow-up times, and the ease of interaction with your organization. You’ll also need to define what makes you special.
  2. Inside out. Your customer service culture starts on the inside. The culture of your organization will have a lot to do with the culture of your customer service. Value employees, constantly reinforce their worth, and connect them to the customer experience. Employees who connect with and understand their purpose will transfer those vibes to the external customer.
  3. Listen, listen, and listen. One of the best and most important competencies for delivering exceptional customer service is being a good communicator. Many times people want to be the talker, especially those who are very assertive and who lead with a sales mindset. Instead ask more questions. Start to understand your customer. The customer wants to be heard, listen.

Customer Service Best Practices

What are your customer service best practices?

When you focus on creating a culture of customer service your customers will notice.

So many businesses fail to follow-up and engage with their customers after the sale. Others might appear hurried and lack patience.

Be different. Build trust. Bring value.

Deliver your best practices.

Make it your culture.


Dennis E. Gilbert is a business consultant, speaker (CSPTM), 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+

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3 Tips for Minimizing Millennial and Gen Z Turnover

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Probably at least 1 out of every 5 clients that I speak with mention to me that one of their biggest problems is retaining the millennial or generation Z workforce. Employee turnover is costly. What if you could begin to implement low-cost actions that will start making a difference today, would you do it?


While there are perhaps many issues connected with employee turnover at large, when we examine the newest generations in the workforce sometimes things are not always as they appear. Of course we’ve often heard of the need for immediate gratification with the most recent generations and how that might connect to salary or earning potential, and that the newest generations have very little patience when it comes to their career. We’ve also heard that these generations have a great interest in how much time off they receive and the importance of organizational social responsibility in consideration for the climate, environment, or social systems such as welfare and retirement security. All of these things are likely important to most, but sometimes there are more basics needs that can be addressed which don’t directly involve money, paid time off, or costly resources to implement. 

Through many presentations, informal interviews, and even social media interactions, I continue to learn a great deal about these workforce generations and here are a few low-cost, high-return strategic suggestions that can make a difference in your organization:

  1. Connect individuals to the purpose of their work. Most employees regardless of their age are much more motivated when they understand the connection their individual job role has with the organizations mission. Employees who are connected with their job role and see the relevance to organizational success are much more likely to be engaged in their work and feel an on-going sense of responsibility to stay the course.
  2. Establish role models or mentors of the same generation. So often I speak with organizations that mention they have paired the newest employees with the organizations best representatives as mentors. The idea is that the knowledge, skills, and abilities of the exemplary performer will transition to those newest in the organization. While this is not a bad idea, the missing element is that the power for retaining millennial and gen Z employees comes from mentors who are in their same generation. So not only must the organization establish these leaders, they must also connect them by generation.
  3. Where possible connect job roles for a work / life blend. Millennials and generation Z employees often view their approach to work much differently as compared to a traditional or baby boomer. This doesn’t make one group wrong and the other right, but it does mean that there are differences. In simple terms the millennials and generation Z employees often prefer more of a blending of work with life which is part of why a connection to purpose is so important. This is not the same as work / life balance; blending implies integrating work with life. What is sometimes challenging in this area is that required job skills or work to be performed is very on-the-job specific and as a result it is more challenging for work / life blending.

Many of the stereotypes often associated with millennial and generation Z are simply not accurate, and the mindset of some is certainly not representative of all. Organizations must look outside of factors such as pay and promotion, sure they are important, but likely not the most important. Does your organization have a specific strategy to address millennial or generation Z employee turnover? Is it working? 


Dennis E. Gilbert is a business consultant, speaker (CSPTM), and coach that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is the author of the newly released book, 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+

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