workplace Archives - Page 7 of 14

27
Sep 19
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Workplace Culture Denial Will Cost You

Tags : culture denial workforce workplace

Do you have a great workplace culture? Are you the CEO, a front line employee, or somewhere in the middle? Is your assessment honest or are you in workplace culture denial?

Blind spots can be devastating. When we fail to see or to accept things that are happening right in front of us, the outcomes won’t be favorable.

There is a lot of talk from CEO’s in small businesses about the challenges they face with hiring, employee retention, and finding the best talent.

The trendy answer is connected to blame. Many blame it on low unemployment numbers. Mathematically there is some justification for this, it looks good, and if you lift the covers for a peak at the data it seems to justify it.

Is that all of the problem?

Have a Meeting

I see media reports of government agencies holding roundtable discussions, events, and panel talks. They play the blame game and keep asking CEO’s what they need.

Soon the conversation will shift to culture. Proud CEO’s boast about everything from installing televisions and a pool table in the lunch room, to putting in skylights, or having a nature trail behind their building.

Do these things matter? Certainly, they matter and can be valuable. Yet, these material things on their own are not a culture change.

Culture Rich Means People

Some of the most culture rich organizations I encounter don’t have any of those things. Yet, they seem to get a lot of great resumes, have good choices for hiring, and are growing their business.

Here is the thing. In a very general sense, the best people don’t want to work for an organization they want to work with an organization. It is not inclusive of everyone, but largely this is about the mindset and culture.

CEO’s who believe the path to productivity, efficiency, and revenue are accomplished with robotic contributions, need to invest in that equipment. It is not a bad idea. It just isn’t a people oriented idea.

Workplace Culture Denial

People aren’t tools and tools aren’t people.

Technology is amazing. It certainly is our future.

Invest, invest, and invest! Then invest some more.

Yet you can’t expect to treat people like robots. You’ll find some who will work like that, but others will go to an organization where they feel valued and not like a tool to get the job done.

You can’t be in denial about culture.

The culture is what you make it. Largely it is connected to the highest leadership roles, yet people in the middle or front line can make positive contributions even if there is some denial in the C-Suite.

Install your skylights, brighten the work area, and build a nature trail. It really doesn’t matter if the feeling of the people stays the same.

-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.

26
Sep 19
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Workplace Culture Leverage Means More

Tags : community culture environment people workplace

Mankind discovered the advantage of the lever in the stone age. Sir Isaac Newton receives credit for framing the concepts associated with gravity. Does workplace culture leverage matter?

When asked about culture, many businesses will tell a story about their environment. They’ll mention their recent remodeling efforts, break rooms, or nature path that is around the back of the building.

These things all add value and may be important, yet they are really about shaping the environment which may have little or nothing to do with building a better culture.

Culture Contributions

Your culture includes contributions from many different angles. It is somewhat about the physical environment, yet it is also about people, communication, and symbols.

When the CEO says, “Let’s have a meeting outside of the office and be sure to BYOD (bring your own device) we’ll be accessing things during the meeting.” A segment, if not all of those receiving the invitation will get excited. They get excited because it is new, different, trendy, and gives them bragging rights about the greatness of the organization where they work.

This is leverage.

Workplace Culture Leverage

Each time organization leadership promotes or engages in emotion building activities or events, it stimulates culture. Culture is about people. Leverage is about moving something in a direction with more ease.

Organization culture is much easier to build when there is a compelling reason to participate. Pushing cultural values or creating fear is a short run game with little or no future leverage.

Avoid the mistake of assuming that culture is more about objects or material things than it is about people. Culture is created through our experiences and emotions. Passion, motivation, and the interest to build community all happen as a result.

Building something is always about more than the money that is involved.

Leverage everything that connects people.

-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.

25
Sep 19
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Workplace Currents and Getting To The Other Side

Tags : career navigation success workplace workplace politics

Do you find navigating workplace currents a challenge? Are you fighting upstream, going with the flow, or simply trying to get to the other side?

What strategy for navigating workplace currents would you recommend?

Survivalists Message

Survivalists claim that the best way to cross a stream in waist deep water is to face directly across the stream. They suggest you shouldn’t face upstream, or downstream, but you should stay focused on an exit point on the other side.

The logic seems to be that facing upstream could cause you to slip, lose your balance, and topple backwards, possibly drowning. Facing downstream may get you across but not where you need to be as you would slowly be drifting away from your exit.

Is this similar to navigating workplace currents?

Workplace Currents

Certainly, confidence and approaching obstacles head on has its value. Yet, going with the flow feels like the easier route.

Perhaps it depends on the goal. For many, career growth is very important, yet it may feel like a catastrophic failure will seal your fate.

Sometimes surviving the workplace current is the most important aspect. You still want to thrive, but first you have to get through the current.

Much of what happens next depends on how you choose to navigate. Our belief systems and what we tell ourselves will have a significant impact on the outcomes.

So will the idea of keeping your eye on the prize.

Sometimes the hardest part is not the obstacle itself, it is the concentration and focus required to stick with your goal.

-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.

12
Sep 19
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Work Environment Can Sometimes Be An Illusion

Tags : culture environment jobs organization culture workplace

What is the work environment where you work? Does the environment match the culture or is the environment only a symbol disguising what is really going on? Is the environment only an illusion?

Low unemployment rates make hiring practices more challenging. Depending on your sector, you may have decided that getting people on board can be tough. Keeping them on board is often equally challenging.

When the economy is strong and the unemployment rates are low, people are often able to work at the best organizations. In other words, if your organization is not shiny, glamorous, and exciting, it makes getting and keeping talent tougher.

Environment and Culture

People often confuse the work environment with workplace culture. They tend to go hand-in-hand, yet they are not the same thing.

Work environment has more to do with the physical facility. Is it modern, trendy, and inviting? Does it encourage motivation? Is it reflective of the values and beliefs shared within the organization culture?

Certainly, much of this depends on the type of organization. Heavy industrial is going to be different from healthcare and the financial sector is different from retail commerce or academia.

Mike Rowe starred in a hit TV series known as Dirty Jobs. A show that often highlighted tough, sometimes disgusting work assignments that most people would not choose to do.

One of Mike’s more popular quotes, “Happiness does not come from a job. It comes from knowing what you truly value, and behaving in a way that’s consistent with those beliefs.” connects with the difference between environment and culture.

The most successful workplace cultures today do an excellent job of connecting values and beliefs with the work environment.

Work Environment

Building an environment is materialistic. It may involve capital, sometimes lots of it. Perhaps it connects with the location or history of the physical site. It is represented in the buildings, the furniture and fixtures, and other amenities.

One of the best ways to move towards an organization culture that you desire is to have an environment that supports it. It is always easier to flow with the environment instead of against it.

On the other hand, building the environment and assuming you’ve done the work required for culture is only an illusion.

-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.

09
Sep 19
-

Can You Imagine The Workplace Race

Tags : engagement motivation pace race workplace

People often mention the daily grind. Are you prepared for the daily grind? Are you enthused for your workplace race?

It seems that there are two types of job deliveries. You can deliver by being present, nothing more, just showing up. The other option is to really arrive, ready, motivated, and about to slay the day.

Which one represents you?

Race Pace

In some workplace cultures the enthusiastic employee has to cut back, slow down, and take a breath. This is unfortunate because the department, team, or organization is missing out on the best work.

Navigating organizational politics can be draining. Do too much and you’re slapped back into submission. Do too little and there isn’t any real engagement, excitement, or reason to be motivated.

One of the worst parts about this scenario is that across time, the most motivated will leave for a better opportunity. The slower movers stay. They only want the paycheck, and they don’t mind hanging out while waiting.

Workplace Race

How you work is a personal choice you make. It is often conditioned by both the environment and culture. Leadership matters.

When you are having trouble navigating the culture remember the reason that you are there. Are you there to collect a paycheck? Perhaps, for now. Are you there as a career stepping stone? Perhaps for now.

Are you there to make a difference and work towards building something better? Sometimes you have to pace yourself.

Two completely different people can approach eight hours in two completely different ways. They may also do it differently depending on the culture.

Keep your eye on the prize. Remember the workplace race is sometimes a sprint and sometimes a marathon.

-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.

04
Sep 19
-

Realistic Workplace Expectations and Your Work

Tags : goals project management realistic expectations workplace

Are the expectations realistic? Realistic workplace expectations may start with your own personal outlook.

Sure, the boss may have some expectations that are a stretch. Customers may have some high expectations. Yet beyond the boss or your customers, often the expectations you place on yourself are even higher.

When you commit to the project what are your expectations?

High Expectations and Time

If the customer says, “That will work.” Do you stop there, or do you insist there is still more perfection required? More that can be done, more that should be done?

Many people are watchful for the critic. They have to get things just right because they know the critic is waiting right around the corner.

A critical eye ruins your masterpiece, so you spend the extra time to make it just right. In the absence of praise, you feel deflated and defeated. It must not have been good enough.

Your afterthought, “I could have done better with a little more time.”

Realistic Workplace Expectations

It is true for the school paper that is due, the academic thesis, or the project that will be presented to the board of directors.

It is only true sometimes though. The other option is to assume your work is superior to all other works. Anyone questioning the quality or accuracy is only envious or jealous.

Certainly, we may experience some or all of these scenarios. Have you asked yourself about the reality of your work? What is realistic?

Often realistic expectations start with yourself. You decide exactly how far you’ll go within the parameter of a specific amount of time.

At some point, we say, “Good enough.”

The best question then becomes, “Are you being realistic?”

-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
Aug 19
-

Tested Competence Means More Growth

Tags : competence opportunity professional growth test workplace

You never really know until you’ve been tested. Tested competence may be the difference between just rolling along and achieving something great.

It is easy to eat an extra piece of cake, have the milkshake, or eat an entire bag of potato chips, if you never measure your weight or health.

Your car may be getting great gas mileage, your lawn doesn’t need mowed, and your carpets are just fine, if there isn’t a measurement or test.

It is easy to label your work, your department, or your organization as best-in-class, when there isn’t any measurement or test to prove it.

Professional Growth

Many workplace professionals claim that they want more. They claim they are ready for the supervisory position, the director of a business unit, or to become the CEO, yet they haven’t been tested.

“Often in school we are taught the lesson, and then given the test. In life, we are often tested and then receive the lesson.”
Unknown

Part of my business is professional coaching. It is interesting sometimes to watch really good people struggle, claw, and fight their way for the next professional opportunity, while others just roll along and seemingly achieve more.

I don’t believe everyone is winning in these scenarios, and the true winners may surprise you.

Tested Competence

Be without your utilities in your home for a day or two, you’ll quickly realize how much you take for granted.

Lose a good paying job, where you held a good position, and discover how valuable it really was.

Be forced to compete against other candidates for the promotion or new opportunity, and you may discover the test.

You never really know how good you are, or how well you will hold up under pressure if there is never any test.

Always assume that there will be a test.

-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
Aug 19
-

Cultural Words May Matter More

Tags : belief culture values words workplace

When you say, “soda,” someone else may say, “pop.” Do cultural words matter in your workplace?

When someone says, “Things don’t add up.” We assume that to be a universal truth. The saying, “Two plus two isn’t equaling four,” makes us believe something is off.

It is hard to dispute math.

Words Matter

Words always matter. They matter much more than most people realize. A simple change in our sentences, a word here, or a word there, often make a difference.

In workplace cultures belief is powerfully connected to words.

We have exceptional customer service.

We ship fast.

Patience is one of our core values.

Of course, the truth in each statement is subjective. Belief in these statements will matter for sales, operations, and brand.

Belief is part of your culture. The words used to describe how things happen, what will happen, and when, create images that form the culture.

Do you believe it?

Cultural Words

Everyone should get the same result when they add ten and five together. If you don’t believe it, check it on a calculator.

A twelve-inch ruler is a universal truth. It’s one foot.

When you suggest your workplace culture is diverse, committed, and engaged it is not a universal truth. It is a belief.

A great culture doesn’t come to life because of the technology, infrastructure, or a fancy conference room. You may have 80,000 square feet, but not much of that tells us the truth about your culture.

Words help create the image. After that, it is up to everyone in the community to believe, or not.

-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
Aug 19
-

Workplace Environment and Culture are Different

Tags : culture environment workplace

What is the culture of your organization? How would employees describe the workplace environment? An appealing environment doesn’t always signal an appealing culture.

Sometimes one or both are toxic.

When I speak with workplace leaders about culture, they often describe the environment.

We have an open floor plan, no one has an office.

Our break room has been remodeled, it is more friendly and more like a lounge, with televisions and Xbox.

We have loosened our dress code; people feel more relaxed that way.

In a general sense, these statements are more about environment than they are about culture. Culture can grow from an environment, but suggesting a remodeled break room is a description of your culture is a stretch.

Image of Culture

A remodeled break room that is more like a college recreation room or a hotel lobby doesn’t matter much when the rules (formal or informal) are so tight that the room isn’t used.

Sure, those who have successfully made it to the job interview can see the room and feel good, but the culture will decide how, when, and if the room meets the picture it paints.

Culture does have something to do with image. However, image is more about branding, culture is more about a feeling, a community.

Workplace Environment

Workplace pods instead of conference rooms sound inviting. Couch type furniture with coffee table style work space look appealing.

Only no one is there because it is presumed that you are goofing off when looking relaxed in that area.

The assumptions we make are, or can become, the culture. The furniture and fixtures are part of the environment.

Building a culture is about people, trust, and respect.

Building an environment is what you imagine based on what you see.

-DEG

CASE IN POINT: The Fremont Star Lily is beautiful, the root looks like a garlic or an onion bulb, but you can’t eat it.

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.

14
Aug 19
-

The Short Supply of Workplace Patience

Tags : buy-in cost patience teamwork workplace

Most workplace teams are driven by time. As individuals, many people express a need for improving their time management skills. Do your employee teams illustrate workplace patience?

Often when the conversation of patience emerges there is a contradictory feeling connected with speed, pace, or customer expectations. It is true, time does tend to directly connect with money.

Should patience be a core value?

I often suggest to groups and teams that it should.

Patience is a learned skill. Patience should be practiced to be improved. A lack of patience costs.

Cost of Workplace Patience

There are at least two forms of cost connected with a lack of patience.

One cost is that of the work completed in a hurry or work completed through haste. The work becomes inferior. The idea often is, the more quantity across time, the better. Of course, the quality needs to be a recognized factor.

The other cost is more intangible. It is the cost of a lack of engagement, lower morale, bad attitudes, employee absenteeism, and turnover.

When employee teams see a team assignment slacking, they may jump in to pick up the pieces. In many cases, this is important and a sign of good teamwork.

The other side of this is that an employee who doesn’t fully participate often lacks buy-in. As a result of not being bought-in, they become more disengaged. They may take a back seat, the easy road, all the while knowing that whatever they don’t accomplish, someone else will do.

Time Factor

The mindset and performance of people is hard to measure with time.

Give ten different employees an individual assignment and not all ten will finish at the same time.

Easy enough to understand.

Yet if we monitor the performance of the fastest seven or eight and then pull the plug on the assignment, we know the unfinished two or three are somewhat disconnected.

Simple enough.

Is there an adequate supply of patience in your teams? How do you balance quality and quantity? Have you measured the impact of a shortage of patience?

Sometimes everybody needs a little patience. Just trying to get it right.

-DEG

H/T (Patience, is a 1989 song released by the band Guns-n-Roses. It included the lyric, “Just trying to get it right.”)

Originally posted on August 14, 2019, last updated on August 31, 2020.

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: workplace

Sep 19

-

Have a Meeting

Culture Rich Means People

Workplace Culture Denial

Sep 19

-

Culture Contributions

Workplace Culture Leverage

Sep 19

-

Survivalists Message

Workplace Currents

Sep 19

-

Environment and Culture

Work Environment

Sep 19

-

Race Pace

Workplace Race

Sep 19

-

High Expectations and Time

Realistic Workplace Expectations

Aug 19

-

Professional Growth

Tested Competence

Aug 19

-

Words Matter

Cultural Words

Aug 19

-

Image of Culture

Workplace Environment

Aug 19

-

Cost of Workplace Patience

Time Factor

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