workplace Archives - Page 8 of 14

05
Aug 19
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Whatever You Do, We Trust You.

Tags : accountability rules trust workplace

Workplace trust seems like a reasonable component of any flourishing organization. What are the signs of trust? Does your team have it?

A small entrepreneurial effort may not require a lot of rules. A few people working together to add value and build a growing business, they have each other’s back. Everyone knows what everyone else is doing.

Workplace Trust

As organizations grow a little bigger, things often start to change. Trust often changes.

Do supervisors micromanage because they lack trust? You bet.

Are there rules of engagement, rules for decisions, and rules to track effort? You bet.

Are there rules about keeping the rules? Yes, often.

Organizations of all sizes can be wildly successful and exciting. The difference between small and large often requires more management of the organizational dynamics.

Mistakes sometimes pile up and can become a new rule.

When accountability seems to fall short, there is a new rule. There are rules to protect the bottom line, rules to protect the organization from legal actions, and likely some rules to protect the customer.

Rules Pile Up

As the rules pile up, the pace of the organization slows.

I don’t know if we can do that, check back next week.

That isn’t my job, I’ll have to get someone who can help.

Next week is our meeting, we’ll discuss it then.

Rules slow the pace.

The business owner who is a plumber and actively works in the field doesn’t need to check with the boss. The same is true for the print shop, the landscaper, and the garage builder.

Do you have a growing business enterprise? Do you trust your employees? How do you show it? What does the customer feel?

A lack of trust becomes costly in many ways.

-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.

31
Jul 19
-

Workplace Opinions Determine Fit

Tags : culture facts opinions risk workplace

Opinions, we all have them, right? Do your workplace opinions fit, or are they out of place?

For clarity, there is a difference between opinion and fact.

That’s a Fact

Suggesting that the pizza shop on the west side of town has the best pizza is an opinion. Unless, of course, the statement is, “Antonio’s Pizza won the best pizza in Clifton contest for the third year in a row.”

When we suggest that getting to work early is better than staying late, it is an opinion. The same is true for taking breaks, having background music in the office, and whether or not to have Hawaiian shirt Friday’s.

Opinions help form the culture. They help form what is symbolic about the organization, what stands out, and how outsiders remember or connect.

When you want to join the Facebook group, or when you choose to join an organized club or association, there is an expectation of conduct and fit.

Individual attitudes and perceptions help shape the image. They’re often based on opinions, not facts.

Workplace Opinions

There is more than a statement in, “This is the template for all corporate slide decks.” It is true for how visitors are treated, response times for customers and vendors, and how the pecking order of the parking lot works.

Organizations often promote the idea of change. Yet, largely, their opinions and beliefs about whether the clock pendulum ticks left before right, or right before left, is deeply rooted in the culture.

Opinions often determine fit. Opinions also tend to steer the direction of culture.

The next time you give a presentation to the C-Suite, request a lunch appointment with the CEO, or decide to wear flip-flops on Friday, you may want to check the culture for fit.

If it is important that you fit, it is best to develop an understanding of the cultural opinions first.

-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
Jul 19
-

Pessimistic Design Leads To Higher Workplace Costs

Tags : costs design engineering pessimistic workplace

Are you focused on process or product? Do you classify your work as a project? In the workplace pessimistic design often creates higher costs of doing business.

Recently, I received an email with a somewhat interesting tag line.

“Projects cost you money. Process makes you money.”

It was a spam sort of thing, trying to entice me to hire some outsourced assistance with lead generation.

The Concept of Systems

When you think about systems what is your first thought?

People often quickly associate systems with efficiency, perhaps quality, or a foolproof method of effectively accomplishing work.

Do systems cost money or save money?

Initially, it seems that setting up the system costs a little. It takes time, energy, and other resources to get things setup. After that, we often make the assumption that the system will improve quality or efficiency.

What happens if we are pessimistic in our approach to system design?

Pessimistic Design

Imagine for a moment that we assess the likelihood of failure as much more common than the likelihood of success. Imagine that we suspect a far greater chance of cracks, breaks, or derail opportunities than what is truly likely?

Do you backup the data in your cell phone? What about your personal computing device? Is one backup sufficient? Should you have a backup to the backup? What have you designed for redundancy?

Does your car have a spare tire? Do you know how to use it? Should you carry an additional spare? Will your battery work to start the car, do you carry an additional battery?

Going too far with system design can cost more money than what the design was initially intended to do.

The costs associated with a poor design or over-engineering will surely outweigh the cost benefits of the process.

-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.

23
Jul 19
-

Two Paths for Workplace Accomplishments

Tags : accomplishment culture job satisfaction workplace

In life it seems we often have at least two choices. Since childhood we’ve often embraced it as good or bad. When we consider workplace accomplishments, there are at least two paths for getting the job done.

Which path are you on?

Your Choice

Imagine there are two organizations. Both employ a sizable number of people. You have a choice about which organization to join.

Inside the first organization you see people interacting. As you listen in, you notice the talk is about short-comings, observations of work are critical and not highly appreciated. Days are spent in defensive postures, covering up mistakes, and hoarding work.

You look to the second organization and peel back the cover. You look inside and you see energy, excitement, and congratulatory appreciation for work accomplished. The environment appears supportive, hands are helping hands, and the work is largely accomplished in teams.

Now for your choice. Which one would you join?

Seems pretty simple and clear, right?

If so, then why do we engage and help co-create the type of organization which no one would really enjoying working in?

Some may quickly suggest money. Perhaps one pays more.

Someone else may suggest one organization has a better work schedule, benefits, or is a slightly shorter commute.

What are your trade-offs?

Workplace Accomplishments

One organization is going to accomplish more.

One organization is built on purpose, values, and the consideration of a long-run game.

The other is built on drama, criticism, and blame. No one is interested or understands the path to the future because the spotlight is on the past, self-protection, and playing defense.

Both organizations have movement, yet only one is accomplishing something important and valuable.

How would you assess your workplace accomplishments?

Life is about choices.

-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.

16
Jul 19
-

Workplace Headache and Other Ailments

Tags : choices headache pain problems workplace

Do you have a workplace headache? Is there something or someone gnawing at you?

We’ve heard somebody say it, “I have a migraine.” Migraines are no joke and could be a serious condition.

Metaphorically, are there some pains around your workplace?

Beyond Control

Any time we have people working together we’re going to have different personalities, different values, ideas, and beliefs. There will always be different ways to approach problems and different moods depending on what is happening in our lives.

In addition to the interpersonal circumstances we’ll also probably have work we like to do, and work we despise doing.

We know there will be good days and bad days.

Can you control your situation? In some cases, probably, yes. In other cases, probably not so much.

We can’t do much about the traffic jam, the road construction, or a traffic accident.

Pouring rain, bright sunshine, high temperatures or freezing cold. No wind, light wind, or whipping wind, nothing we can really do.

The personalities of our valued customers or coworkers, they are beyond our control.

Workplace Headache

If we choose to allow it, we have a lot of workplace ailments. Personalities, values, and attitudes, not much we can do unless it is our job to help others with their behaviors.

We can choose to not let a traffic jam, bad weather, or different personalities ruin our chance at productivity.

There is a job to do, either way. What happens next is based on our own decisions.

We can choose to acknowledge our headaches, or move forward perhaps forgetting that we have them.

-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.

15
Jul 19
-

Creating Compelling Workplace Opportunities

Tags : compelling engagement fear motivation workplace

Are the employee teams at your workplace motivated? Would you describe their behavior as energized, engaged, and passionate? What are you doing to create compelling workplace opportunities?

One common truth is, not everyone is motivated in the same manner. Their interests, values, and beliefs may spark engagement, or may have them heading for the door.

What are the attraction points in your workplace? What gets people engaged and moving?

It won’t take long for the idea of money to arouse attention. Certainly, inspirational stories sometimes have value. What will really stick?

Compelling Workplace Opportunities

Here are a few simple things to think about:

Appreciation. It is really this simple, people don’t like to be criticized. Observe what they are working hard at, when they are trying their best, and show more appreciation.

Accomplishment. Sometimes people are inspired by finishing the job. Have you ever said, “That’s a good job done.” Many people take pride in finishing, it is an accomplishment.

Problem Solving. Although connected to a pro and a con, problem solving is a great skill to possess. Be cautious of being overly critical as you point out problems (con), yet at the same time effectively utilize the people who love to solve them (pro).

Change. Some people are motivated for change, others shutter at the whisper of the word. The truth is that some people really don’t like risk, while others thrive on it. Find balance in the energy of risk. Help teams actualize the vision.

Competition. Comparisons can sometimes feel depressing, yet competition will often spark motivation. Manage observations of competition by starting with competing against your own past performance, then work up to surpassing the competition.

Be More Compelling

Compelling is always better than force or fear. Yes, you can force people into action by causing fear, however, force and fear won’t help you with the long-run game.

Yes, accountability matters and it is sometimes the missing link. Keep in mind though, pull is better than push.

Are you in this for the short-run or the long-run?

-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
Jul 19
-

Simple Workplace Knowledge May Work

Tags : habits knowledge workplace

Do you already know all of the key points to navigating challenging obstacles? Are you delivering on simple workplace knowledge?

In the meeting, the seminar, or while reading a book do you have a feeling that the information is really simple?

I already know all that stuff.

Oh, I’ve heard this before.

This is really just basic stuff.

The more experience we have, sometimes the more we disregard the basics.

It is easy to slip away from good ideas. Good ideas mean change. A change in style, actions, or behaviors. Something repeated, habits.

Examining Results

We can measure things that happen in our workplace, yet what actions are taken after reviewing the results?

Measuring performance may be step one. What about step two or three?

Are you congratulating results and launching the next stretch goal or are you inquiring about why things came up short?

Simple Workplace Knowledge

Accountability matters, are employee teams held accountable? It is easy to praise when expectations are exceeded. It is also easy to walk away from shortcomings without addressing corrective actions.

Maybe it is time to stop assessing what you know and start assessing what you do? Knowing what to do and when is valuable. Doing nothing ensures that it really doesn’t matter.

Don’t tell yourself, “I already know all this stuff.”

Ask yourself, “What do I practice?”

Challenge of Leadership

Identifying problems or trouble spots is often easy. Getting to the root cause and solving them is more challenging.

It is also easy to forget the role of leadership is not only to solve problems. The role of leadership includes building effective teams, creating motivation and engagement, and showing appreciation.

Keep in mind, the challenge of leadership is not always about knowledge or what you know. The challenge of leadership is often about what you do.

-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.

03
Jul 19
-

Building Workplace Interest and Engagement

Tags : compelling engagement interest workplace

Are you seeking more engagement from your workplace teams? Are you building workplace interest or just rolling through each day?

Things only roll one way, downhill.

Choice of Engagement

Looking at my well used desktop keyboard, I notice that many keys are polished, some even missing the letter representation. Yet there is an entire row of shortcut keys that I have never touched.

Recently, I drove a friend to lunch. He complimented my car. I mentioned that it is just short of ten years old. He thought it was newer. Later I realized that in nearly ten years I’ve never explored all the electronic features.

There are millions of groups on social media channels. Business or pleasure, hobbies or special interests, yet millions of users never engage.

Some people never take public transportation. Some never go to the visitor attractions in their own town.

Why?

Engagement at Work

In the workplace we have similar attention challenges. There is talk about change, what will work better, and how to have less waste.

Yet, many will never engage.

They’ll never touch the shortcut keys, they’ll never check out all the features, and they’ll never get involved in optional groups.

Building Workplace Interest

Workplace leaders often try to push. They use polite forms of force to apply pressure for engagement. Backs turned, there is often little or no interest in doing anything new or different.

The challenge does not involve pushing harder. The challenge is creating a compelling environment where the people are pulled. When you gain more true followers there is more reason to join the movement.

The word spreads. The features work, they make life easier, and the engagement keeps paying off.

Engagement by force is a short-run game.

Building more interest feels harder than applying force. It requires careful thought, effort, and transparency. The risk is different, bad ideas don’t sell.

Illustrating why is much more powerful than commanding why.

-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
Jun 19
-

Asking For Workplace Favors Has Limitations

Tags : expectations favors leadership values workplace

Have you ever needed a hand? Have you asked for help or asked an employee to do something appropriately professional, yet not in their job description? Do you believe that asking for workplace favors has limitations?

You probably should.

Wells Run Dry

A free drink refill at your favorite restaurant may not be a bottomless opportunity.

Asking your neighbor to hold the garage door while you install a new screw isn’t acceptable every day.

Expecting employees to work late or come in on their scheduled day off should be something less than the norm.

Sometimes, enough is enough. There probably are limitations.

The limitations that guide us are based on our expectations. The measurement that guides the expectation is often based on our individual values and beliefs.

Hence the story, “I walked 10 miles, uphill, in the snow, to school when I was a kid. Both ways!”

Society has insisted on showing us that values and beliefs are not universal.

Workplace Favors

There are plenty of fully performing employees who just want to work their shift and go home. If you are in a leadership role in the organization you may desire to work extra hours, even when you’re salaried. That doesn’t always mean that your expectation should be the same for others.

There is a race to the top and a race to the bottom. Expecting the performance and beliefs that propelled you up the ladder to be delivered by the average fully performing employee may be a big mistake.

Delivering on respect and being committed to workplace relationships are vital competences for today’s leader. They guide the organizational culture.

Going to the well too many times is never a good idea. A race to the bottom often starts as the well begins to run dry.

Don’t expect too many favors.

-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
Jun 19
-

Under The Covers of Workplace Conflict

Tags : avoidance conflict exposed management workplace

Is there conflict in your organization? Do you always recognize workplace conflict? Sometimes conflict is hidden or existing underground.

There are a few basics about conflict.

Conflict Basics

The first is that conflict is a natural part of people working together. Anytime you have two or more persons actively engaged in workplace activities, you’ll likely face some conflict.

Also, conflict can often be determined to be bad or good, okay or harmful, based on how it is managed. Mismanaged conflict is typically noted as bad conflict.

A final point about conflict is that avoidance of managing conflict will often result in more harmful conflict.

Resolutions to conflict or minimizing any harmful effects is not a one size fits all approach. Different types or styles of conflict may require different approaches.

One of the most challenging aspects of conflict is recognizing it in all its various forms.

It is common that workplace leaders often misunderstand the dynamics of conflict. Sometimes this is denial, “No, our teams are doing great. We had some conflict issues a while ago but not recently.”

Workplace Conflict

Many people believe that conflict arises when there is organizational change, modifications to policies, rules, and guidelines. This is a great time for conflict to emerge, but it may also not always be so apparent.

From my experiences conflict that is under the covers (not easily visible) occurs in two scenarios.

The first is when there is fear of being removed from the team if you speak of conflict. It is the shoot-the-messenger concept. Don’t speak of conflict or you will be blacklisted or fired.

The second often follows the first and that is that some employees really like the drama. Conflict exposed is not as dramatic as conflict behind the bosses back.

Do you have workplace conflict? If you have two or more people working together you probably do.

Are you prepared to effectively manage it?

-DEG

Need some help with learning to manage workplace conflict? Please reach out.

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

Aug 19

-

Workplace Trust

Rules Pile Up

Jul 19

-

That’s a Fact

Workplace Opinions

Jul 19

-

The Concept of Systems

Pessimistic Design

Jul 19

-

Your Choice

Workplace Accomplishments

Jul 19

-

Beyond Control

Workplace Headache

Jul 19

-

Compelling Workplace Opportunities

Be More Compelling

Jul 19

-

Examining Results

Simple Workplace Knowledge

Challenge of Leadership

Jul 19

-

Choice of Engagement

Engagement at Work

Building Workplace Interest

Jun 19

-

Wells Run Dry

Workplace Favors

Jun 19

-

Conflict Basics

Workplace Conflict

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