Tag Archives: wfh

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Virtual Dennis Gilbert Speaker Trainer

Masterclass : Delegation for Efficiency, Effectiveness, and Empowerment

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Masterclass : Delegation for Efficiency, Effectiveness, and Empowerment

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Often cited as one of the most common supervisory deficiencies, effective delegation can be the difference between success and failure in leadership roles.

Delegation is not only about letting go, but also about forward-thinking.

Is it time to end the frustration, worry, and risk of delegating tasks? Are you involved in committees, a matrix-management environment, or otherwise expected to get more done through people? 

This masterclass is exactly what you need. 

virtual presenter Dennis Gilbert

There are many barriers to delegation regardless of whether you work closely in the same physical space or whether you are working remotely across town or thousands of miles apart. 

This two-part masterclass will help you:

  • Escape the fears that are stopping you from delegating
  • Knockdown barriers and ease worries about delegation outcomes
  • Gain better balance of your workday by empowering team members
  • Learn six action steps and best practices for effective delegation
  • Improve your leadership prowess by allocating more time for strategy
  • Boost job security and future promotion opportunities with succession pathways

Gain master-level knowledge to eliminate the fear of bad results, wasted time, and anxiety weakening job performance. Gain effectiveness, improve efficiencies and empower others through your delegation efforts. 

Stop wasting time and start leading again.

Create an environment where everybody wins!

Dennis Gilbert Masterclass virtual

Join us – October 7th!

Register now, below…

 

Where: From your own device. For best results, you’ll utilize a webcam type device (and speakers) to connect to the seminar. Optionally, you can listen in and interact through questions without a video connection.

When: October 7 and October 14, both starting at 10:00 AM (Eastern U.S. timezone) 90-minutes each.

Who: This seminar is appropriate for team leaders, committee leaders, supervisors, managers, directors, and executives. Anyone with the responsibility to lead or manage the work and productivity of employees, committees, or peer teams. 

 

This virtual (Zoom) seminar will be presented by business consultant and national level speaker, Dennis Gilbert.

Dennis Gilbert

 

“I delivered my first live, on-line virtual training program in 2009. Much changed since then, and the content and delivery is now better than ever. Make no mistake, this program is not a freebie teaser. It is a specially developed live virtual training (webinar) that is jam packed with tips, techniques, and most of all, value.” – Dennis

 

Cost: $199 per participant – one ticket buys both sessions!

Register now for $199 $189

Register Now

Thanks for looking and for supporting small businesses!


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Dennis Gilbert

Masterclass : Leadership Metrics and Accountability – Remote Teams

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Masterclass : Leadership Metrics and Accountability

Remote Work Teams

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Leading in a remote environment is different from traditional approaches. While there are attributes shared across both environments, a one-size only approach will likely result in additional communication challenges, misunderstood expectations, and workflow or project shortcomings.

None of these things are attractive for your leadership style, respect, and trust-building. Not to mention it wastes other precious resources such as time and productivity.

Many traditional teams have been displaced from the traditional office. Managing and leading remote employees has never been more popular.

virtual presenter Dennis Gilbert

This two-part masterclass will help you:

  • Gain relief from tactical versus strategic roadblocks
  • Balance and manage the stress associated with leading remote teams
  • Approach team workflow more as a collaborative leader and less as an over-bearing taskmaster
  • Learn best practices for leading with metrics and measurements and not guesswork or misunderstood expectations
  • Improve accountability and provide performance oversight without disengaging the person or team
  • Increase morale and improve cohesion across all team members

 

Session one: Create, Set, and Monitor – Metrics and Measurements (90 Minutes)

Session two: Accountability – Leadership Action Steps and Team Results (90 Minutes)

 

Gain master-level knowledge to eliminate the fear of slipping projects, declining productivity, and low-morale without accountability. Reduce anxieties and get your employee teams energized.

Start leading again and make more constructive use of your own time!

 

Dennis Gilbert virtual presenter masterclass

Join us – September 29th!

Register now, below…

 

Where: From your own device. For best results, you’ll utilize a webcam type device (and speakers) to connect to the seminar. Optionally, you can listen in and interact through questions without a video connection.

When: September 29 and October 13, both starting at 10:00 AM (Eastern U.S. timezone) 90-minutes each.

Who: This seminar is appropriate for team leaders, committee leaders, supervisors, managers, directors, and executives. Anyone with the responsibility to lead or manage the work and productivity of remote employees.

 

This virtual (Zoom) seminar will be presented by business consultant and national level speaker, Dennis Gilbert.

Dennis Gilbert

 

“I delivered my first live, on-line virtual training program in 2009. Much changed since then, and the content and delivery is now better than ever. Make no mistake, this program is not a freebie teaser. It is a specially developed live virtual training (webinar) that is jam packed with tips, techniques, and most of all, value.” – Dennis

 

Cost: $199 per participant

Register now for $199 $189

Register Now

Thanks for looking and for supporting small businesses!


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WFH Employees

WFH Employees Are Not Really Working

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No, they are excelling. WFH employees are not necessarily on easy street. Likewise, it doesn’t mean they aren’t getting in their hours.

When did the perception develop that hanging around the workplace for long hours meant your contributions are bigger?

After spending more than 20 years in traditional workplace settings, I’ve worked mostly from a home office for the last 14 years. Please believe me when I tell you, I’ve never worked harder.

Certainly, there are pros and cons, and many factors that differ.

Perhaps the biggest difference of all is that your productivity and accomplishments may be much greater than some would like to believe.

WFH Employees

For the manager, working with WFH employees means you have to manage differently. There are not many kudos for making it to work on time, being dressed appropriately, or having a smile on your face. It is all about metrics, measurements, and accountability.

It seems that some managers like to operate from perception.

Oh, Jack is here, and he is here early. He is working hard.

Betty was here and 6:00 PM when I left and was sending me email messages until after 9:00 PM. She is really putting in her time!

I drove by work on Saturday, and Kathy’s car was in the parking lot. She is so committed.

Perception is reality, right?

Unfortunately, yes, perception does play a role.

Today’s smart leader has already figured out that perception of effort doesn’t hold much weight in the boardroom. It is about results.

Personally, I believe there is a lot of value to both traditional workplace environments and WFH environments. And, absolutely, for now, not every job can be done from home.

A shout goes out to all of the supervisors and managers now working with remote employee teams.

Perception is not the same as results.

Set appropriate metrics, measure against them, and hold team members accountable. It’s true if you can see them at their desk and it’s true when you can’t.

Lead.

-DEG

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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rewriting work

Rewriting Work, It Is Happening All-Around You

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Many workplaces are confused about what the future of work looks like. Are you rewriting work as you once knew it?

Lacking a robot, a painter scheduled to paint your house or your front porch is going to have to show up.

Currently, the same is true for someone cutting your lawn, maintaining your pool, or delivering a package.

Does it have to be this way?

Perhaps in some cases it will be this way until more robotics gain traction. Right now, there are many things that require a human to physically show up. What about you, do you have to show up?

Like it or not, much of our traditional workplace work is being rewritten.

There are arguments about the value of face-to-face, live in-person interactions when compared with virtual, video-based interactions. This argument will probably continue for some time, but should it?

What is really necessary?

Truly, remove some of the traditional mental barriers and consider, are there alternatives?

As people adapt more and more with video-based interaction is there a need for live, in-person?

Many office-oriented jobs, probably don’t require in-person on a daily basis. Most everyone is retreating to an office or cubicle once leaving the coffee station anyway.

Rewriting Work

Having a remote workforce (work from home, WFH, telework) is truly a game-changer if it is embraced.

It doesn’t mean that there are not meetings. It doesn’t mean that there are no interactions. Absolutely, it does not mean that there are not goals, metrics, and performance measurements.

It does mean that office space requirements are reduced, it means that long commutes, traffic, and the risk associated with going to a physical location are minimized or eliminated.

Consider that it means the stress and fatigue associated with those traditional endeavors are gone, or at least significantly reduced.

It means that some interpersonal dynamics and difficult personalities take a new shape. There is less room for drama and who cares if Sally is wearing pink flip-flops or bunny ear slippers?

What is the energy and output gain for the employer?

Leaders are actually going to have to lead, not just occupy a position of so-called power.

Performance will be based on productivity and work accomplished, not on occupying office space for a set number of hours.

In a world fighting for diversity, empathy, and new rules; your traditional job may need to be rewritten.

-DEG

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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telework etiquette

Telework Etiquette Still Means Professionalism

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Nightwear probably isn’t best for your Zoom meeting. Neither is beachwear, shirtless men (or women), or a having the webcam pointing up your nose. Telework etiquette is noticed and matters.

Some people are delighted about working from home (WFH). They believe that this is the once in a lifetime opportunity. No travel or commute, nobody barging into your workspace, and no rotten fish smells coming from the office microwave.

Certainly, there are advantages and disadvantages. Both for the employer and employee.

Proof of Work

In the early 2000’s on-line education started to populate, supplement, or even replace the previous correspondence school. Things have morphed over the years and now it is bigger than ever.

During those earlier years many people believed that on-line college courses meant easy-street.

Yet, not so much if the college or university was reputable.

For those institutions, on-line credits meant more work than the traditional in-person setting. You had to prove your work since you were not actually occupying space in a traditional classroom.

The same is often true today for the WFH employee.

You may be delivering more proof of work assignments. Considering less travel time and likely fewer on-the-job interruptions from chatty co-workers your productivity might be better.

You still must show your work, perhaps even more so than in the past. Part of your work is looking and acting professionally.

Consider that your telework etiquette should be similar etiquette as if you were walking into the conference room at work.

Telework Etiquette

Just because you just jumped out of the pool. (Of course, while you were on your lunch break.) Doesn’t mean you should be on camera in your bikini.

Kids, pets, and your visiting relatives probably don’t belong in the meeting.

Most of all, your behaviors should be respectful, considerate, and illustrating appropriate patience.

Is there forgiveness? Yes, I think many people would suggest that there is more lenience and empathy for the telework environment but you would be better off getting noticed for professionalism rather than the opposite.

Keep your microphone muted unless you’re trying to speak. If a significant interruption occurs and you’re one of eight in the meeting, consider shutting off your video for a moment until you can clear the disruption on your end.

Lots of people have barking dogs, curious cats, and children with questions and needs. Do the best you can to restrict anything that wouldn’t be part of that old-school, in the office meeting.

Maybe old-school will become new-school again. Maybe it will be blended, or who knows what? In the meantime, your telework etiquette matters!

-DEG

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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telework performance measurement

Telework Performance Measurement Is About Results

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What do you make per hour? It’s a common question and is often answered by salaried and hourly employees alike. By the hour probably doesn’t fit with telework performance measurement.

An hour of work for an hour of pay. That is the basis for many as they determine the contribution to the team or organization.

It may make sense to have a standard. Work an hour, get paid for an hour. Yet, the end result of performance may be most important.

Attorneys, architects, and your automobile repair shop often claim to perform work by the hour, is it true?

Could there be some wiggle room there? Do you measure the completed work by hours served, or do you lean more towards tangible results?

There are plenty of both hourly and salaried employees working from home. Telework or WFH (work from home) isn’t completely new, but since the pandemic, it has been forced to be widely embraced.

Are employers getting the bang for their buck?

Telework Performance Measurement

Telework performance should be measured more like a project. Here is the project, and these are the desired results. An estimate of time helps put things into perspective, yet watching performance according the clock isn’t realistic.

When I go to the barber or hairstylist, I’m not measuring the completed work by the hour.

If you visit a chiropractor, a doctor’s office, or a dentist, you’re not really paying by the hour.

Quality and quantity still matter, but efficiency in telework is a different game. It’s often hard to measure accomplishments by the hour.

Certainly, there are averages and maybe some past performance or benchmark data, yet what really matters is the appropriately completed product.

You can expect the teleworker to be predominately available between 9 AM and 5 PM, yet your observation of performance probably cannot be assessed by the hour.

Perhaps it never should have been.

For the telework manager, performance management may have a different feel.

There are lots of variables, twists and turns, and misunderstood expectations. Most likely, now more than ever, performance needs measurement by results.

-DEG

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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telework

Telework Requires Different Leadership Styles

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Is the grass really greener on the other side? Some call it telework, yet that feels like dated terminology. Work from home (WFH) has a modern, sign of our times, flair. Is it changing organizations?

Regardless of what label you give it, WFH is not just another day at the office, only you’re in a physically different spot.

Since March 2020, many people have been mandated, suggested, or otherwise enticed to stay home. Not every business or organization can accommodate this, but many can, and have.

Some research suggests that as much as 40%+ of survey respondents have increased WFH. Again though, we must recognize that many jobs cannot accommodate this model, and we really don’t know who responded.

Certainly, WFH has surged. Pennsylvania is back at it with new restrictions from the Governor (July 15, 2020).

How is your company managing WFH?

Many are suggesting that they have simply instructed employees who can work from home, to stay home and keep in touch through email, phone calls, and video meetings.

Does this work?

Telework is Different

In some cases, it works well. Yet, it is important to understand that managing or leading teams remotely is very different from traditional managerial or leadership oversight.

It is not business as usual, only different.

People are forced to do things differently, and also to do different things.

Supervisors and managers who are accustomed to traditional settings where they see, hear, and interact in-person, on-demand, with employees have new challenges.

Leaders need to focus more on relationships, building trust, and a project management style.

If you are not accustomed to metrics and measurements, it is time to brush up.

-DEG

Here is a starter workshop. It’s delivered virtually. Get on the list or schedule a program for your team.

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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work from home confidence

Work From Home Confidence, Do You Have It?

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We all recognize the disruption and the some of the associated changes. Are you or your team working remotely? Do you have work from home confidence?

Any time we have change, we may have some discomfort. Along with that discomfort we may find our anxiety levels creeping up. When we are anxious, we typically don’t listen as well. We often don’t perform at our best, and in severe cases sometimes people can’t really perform at all.

Employee Performance

It may seem difficult to believe but many people are finding increased challenges with working from home.

Employers and managers worry about productivity, efficiency, and results.

Employees may experience various forms of motivation. Some increases perhaps, and some decreases.

The psychology of work shifts. Some people become more efficient with fewer interruptions. Others, well, they feel extreme guilt if they grab a coffee or step away from their work at home desk.

We also can’t forget about the ability to let go. When you leave your home and go to a different work space, it is also easy to pack up and go back home. When you leave, you leave work. Not always as easy when working from home.

Work From Home Confidence

As people we are observers. We are fill in the blank people. As we observe, we make assumptions.

Sometimes when you are having a good day, you don’t understand why someone else is not. When you’re having a not so good day, you wonder how everyone can be so cheery.

It is all based on assumptions.

On initial observation many believe that working from home is a dream job. In practice, it may not be.

As a manager, an employee, or a business owner, keep in mind that what you are experiencing may not be the same as what others are experiencing.

Find more compassion and make sure your team is working hard to avoid anxiety traps.

Confidence in the work that they do and the associated results matter. It matters for everyone.

Build up your team with the use of effective metrics and measurements. Congratulate positive results.

You can help.

And it will make a difference.

-DEG

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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workforce disruption

Workforce Disruption and Working From Home

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Certainly, for many, there has been a workforce disruption. For all the businesses and organizations attempting to navigate this pandemic environment, what has changed?

Some have faced tremendous change. They are busy beyond belief. Others have closed doors, either by government pressure or because of a lack of business.

It seems likely the biggest category is somewhere in the middle. Larger organizations are struggling to find the right path and smaller ones are examining how to get by without the horsepower of a larger operation.

This middle group likely faces the most unknown’s and deciding how they will navigate leaves their workforce wondering about their fate.

Popular wisdom suggests a good number of people who have not been displaced by the disruption are in some form, working from home.

Workforce Disruption

Working from home is not the same as being at work only now you are working in a different location. The psychology behind this change affects both the supervisor and the direct report.

Communication has changed, work hours are different, and the normal ways of doing business are of course, disrupted.

The supervisor who led by face-to-face observation is now feeling uneasy about the tasks ahead. The direct report who always waited on the supervisor to guide and steer their daily work is impacted by not knowing or understanding what to do next. Precious time is lost, productivity drops, and without precise metrics and measurements outcomes are unknown.

Working from home, for the supervisor and the direct report, requires a different approach from a conventional workplace.

Communication must be more concise than ever, accountability and responsibility shifts, and trust will be the competitive edge in the battle to the top, or the race to the bottom.

-DEG

Recently, I’ve launch two programs targeted specifically for helping individuals and teams navigate the disruption and work more effectively remotely or in work from home (WFH) environments. Check out Managing Remote Work Teams and Mastering Work From Home.

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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