Posts Tagged ‘leadership training’
I recently had an amazing experience: The Government of Brunei Darussalam hosted a Leadership Conference for Millennials (aka: Gen Y), attended by employees from both private and public sector organizations. And they hired me to be a featured speaker at the event, so I flew to their capital, Bandar Seri Begawan, and it was awesome!
While there, I conducted my Personal Branding Workshop for them. But what was very interesting is that when I asked how many of them had ever heard the term Personal Branding, only 2-3 attendees out of 300+ raised their hand. However they rapidly embraced the concept, and took the training very seriously.
Brunei is a small country that shares a border with Indonesia. And, even with a population of only 440,000, organizations there are running into the same challenges we have here in the U.S.; they are having to move younger employees into leadership roles sooner and that is creating new challenges for the Millennials AND their employers.
Just like Millennials here, they need training on leadership and management. And employers are interested in knowing more about managing, recruiting and retaining Gen Y.
Yes, people, the “Millennial” phenomenon is a GLOBAL workforce issue. If it weren’t, I wouldn’t have been hired to fly across the globe. Right?
While there, I experienced a bit of celebrity, which was fun! They had ordered 300 copies of my third book, “Millennials into Leadership”, and most all of the attendees wanted me to sign their copies, plus they all wanted to take pics with me.
Then, the day after I spoke, I opened their main daily newspaper, and there I was featured in a big article. I’m moving there. LOL
I also spent some time sightseeing. One main highlight that day was the private boat tour I took. We went into the jungle where I saw crocodiles and monkeys!
Anyway, the whole things was a unique experience that I wanted to share. The people of Brunei were extremely gracious and hospitable. I’m hoping to work with them again in 2015!
I’ve written tons of blogs and articles on this topic, but it continues to be a challenge for many companies which is why they bring me in to conduct in-depth seminars about it. Based on that, I felt it wouldn’t hurt to write another post on “how to retain Millennials” (aka Gen Y) since it’s still a very hot topic in the workforce.
So, why DO companies – large and small – spend so much time worrying about how to retain Millennial employees? It’s basically a matter of math.
According to the Employment Policy Foundation (EPF), our country is at the beginning of a labor shortage of approximately 35 million skilled and educated workers, which is estimated to continue over the next two decades. Plus, Baby Boomers are currently reaching retirement age at an estimated rate of 1 every 8 seconds.
Thus, startling stats like those have Leadership Teams scrambling to figure out how to effectively retain their “top” younger talent because the current, and future, success of their companies depends on it.
To give your company an edge, consider the following strategies that other smart organizations are implementing…
5 Solid Strategies to Retain Your Millennial Employees:
1. Communicate A lot: In a survey conducted by Yahoo! HotJobs and Robert Half International, over 60 percent of Millennials responded that they want to communicate with their managers at least once a day. Unfortunately, many members of “older” generations feel that communicating that often with employees is cumbersome but the Millennials require it or they will leave.
2. Provide Training & Development: According to a recent national survey, Millennials rated training and development as an employee benefit 3 times higher than they rated cash bonuses. And they not only want skill-based training; they want training on soft skills, too.
3. Rapid Advancement Alternatives: You don’t always have to give Millennials a raise or promotion to keep them happy; being creative with increased responsibility can work great! Millennials have fast minds and get bored quickly, but it’s your job as their employer to help eliminate the “boredom” factor. Find creative ways to give them more responsibility, such as letting them do one or more of the following:
4. Mentor Programs: This is key! Millennials have grown up with a lot of guidance from their parents, society and teachers. They truly value and seek handholding at work. So, please heed this advice! I’ve spoken with many Millennials who have quit jobs quickly because they were promised mentorship, but never received it.
5. Foster a Leadership Mindset: The sooner you can educate your Millennial team members on the attributes of being a respected leader, the sooner they’ll start acting like one. And by emphasizing that everything they say and do either strengthens or weakens their Personal Brand(s) can quickly provide them with a new perspective that can improve the behavior that may be frustrating you.
Finally, it’s important to remember that Millennials’ wants and needs aren’t much different from those of older generations; they just have a lower tolerance threshold than generations before them. A Boomer may put up with a job for five years even if he or she is bored or doesn’t feel valued, but a Millennial may only tolerate it for five months.
That said, what can your company being doing differently to ensure that you don’t lose your top Millennial talent to the competition? Savvy organizations are being pro-active with developing retention strategies versus being reactive. Is yours?
Personal Branding has become a hot topic in the workforce these days. I know this firsthand based on how often I’m hired to conduct my Personal Branding Workshops and training sessions for employees at companies all over the country. And the popularity of this topic is what also prompted me to write my fourth book that JUST came out on Amazon: “Your Employee Brand is in Your Hands: How Any Employee Can Create and Promote Their Own Personal Leadership Brand for Massive Career Success!”
But, what is Personal Branding? Short answer: A strong Personal Brand allows all that’s strong and effective about your personal and professional style to become known (in a deliberate and managed way) to your colleagues up, down, and across the organization, thus enabling you to generate maximum value and unique “distinction” for yourself.
And, as with product or company branding, if you do not take control of developing, establishing, and managing your Personal Brand, and actually put some thought into it versus just letting it happen organically, other people will do it for you…and it may not always be accurate or personally favorable.
So how can it help you achieve the career success you desire? Here are three reasons why focusing on developing and managing a Personal Brand is critical to your career growth:
It Gives You Clarity
Personal Branding is all about increased self-awareness by: acknowledging your weaknesses (such as having a bad temper or being a poor communicator), making the necessary changes to improve yourself, and by also understanding your strengths. You have to know “who you are and who you aspire to be” in order to conduct yourself in any role effectively; be it entry-level or a senior leadership position. And the more clarity you have, the better your chances are for career advancement and managing employees more effectively!
Improves Your Job Satisfaction
As you becomes clear on your Personal Brand, you become clearer on your personal and professional values. This normally leads to asking yourself things like: Am I in the right job or role? Do I even like what I do or should I make a career change? Does my Boss, or the Company, mesh with my Personal Brand values? Those are all valid questions. Knowing the answers benefits you because it improves the odds of being at a company or in a position where you’re “truly happy to be”…and that is key to job satisfaction.
Also, if you’re unemployed or actively job seeking, determining your Personal Brand will help you hone in on the companies, positions, and Boss’s that will best work for you. There are many job candidates who turn down employment offers because they know it’s not the right fit with their Personal Brand.
Expands Your Notoriety
In addition to wanting more notoriety at work, many employees also want to stand out in their industry. They want to be asked to speak at industry tradeshows and conventions, and they want industry media to contact them for interviews. There’s nothing wrong with desiring this type of recognition; it’s actually a very smart career growth strategy.
If you strategically create and promote your Personal Brand as a Thought Leaders within your industry, this type of notoriety can be achieved. It does require you to be your own “Publicist”, and to stay current on trends so that you have unique insights to share, but it can be done. And it can quickly expand awareness for your Personal Brand outside of the office.
So take the time to focus on you! Be honest with yourself about your strengths, weaknesses, things you need to work on, and traits you ASPIRE to have. No one is going to do it for you…except YOU!
I’m happy to announce the release of my fourth book, “Your Employee Brand is in Your Hands: How Any Employee Can Create and Promote Their Own Personal Leadership Brand for Massive Career Success!”. It’s available on Amazon and getting 5-Star ratings!
Here is the Press Release that was deployed with all the info:
Leadership Expert, Lisa Orrell, Releases Highly Anticipated Book for Employees on How to Create a Unique Personal Brand at Work
Lisa Orrell, The Generations Relations and Leadership Expert, has published her fourth book, “Your Employee Brand is in Your Hands”. This timely book clearly explains how employees of all ages and experience levels can create and promote a unique Personal Brand to get more notoriety at work, stand out in their industry, and achieve greater career success in this increasingly competitive world.
Lisa Orrell is globally recognized as The Generations Relations & Leadership Expert. She’s an in demand Speaker, Thought Leader, Media Guest, and the Author of three top-selling business books: Millennials Incorporated; Millennials into Leadership; and Boomers into Business. And her new fourth book, “Your Employee Brand is in Your Hands: How Any Employee Can Create and Promote Their Own Personal Leadership Brand for Massive Career Success!” (Wyatt-Mackenzie Publishing) was just released to rave reviews plus 5-star ratings on Amazon.
“Most books on Personal Branding are written for self-employed people to help them grow their businesses. But creating and managing a unique Personal Brand as an ‘employee in the workforce’ is a critical component to success and something that highly successful Leaders and Executives focus on daily,” explains Orrell. “For several years, I’ve been conducting a very popular Personal Branding workshop for employees, as well as for college students. My new book is a direct result of that workshop, along with the constant inquiries I got from people asking if I could recommend a good book on this topic. But I struggled to recommend one because there are very few out there, so I wrote one.”
Adds Orrell, “I have one particular client, a very large global corporation, who has hired me to conduct my Personal Branding Workshop over 20 times. So, obviously, not only do their employees benefit from this topic and my training, their company does, too. The bottom line, for any company, is there’s no downside to having employees with heightened self-awareness and a willingness to improve themselves.”
Orrell isn’t the only expert who feels that defining a unique Personal Brand, and being your own “Publicist” at work, is key to one’s career success. Others agree and think that her new book is both timely and important.
Steven Rothberg, President and Founder of the niche job board, CollegeRecruiter.com, shares, “Most consumers prefer to buy brands that we know, like, and trust. In many cases, we’re also willing to pay more for those brands. Yet most of us don’t think of the fact that in our places of employment we have our own ‘personal brands’. Some of those brands are positive, some are neutral, and some are negative. So if you want the people making the decisions about your career and compensation to know, like, and trust you then you need a positive brand, and Lisa’s book will show you exactly how to make that happen.”
“Your Employee Brand is in Your Hands” is also gaining attention due to the aging Baby Boomer population in the workforce, along with the fact that Millennials are getting moved into leadership roles younger and faster than generations before them. In many of her Personal Branding Workshops Orrell says she sees employees ranging from their early 20’s to their late 60’s.
To that point Orrell explains, “Most Boomers buy my new book or attend my workshops to determine how to stay ‘relevant’ and redefine themselves at work. Whereas many Millennial employees want to learn how to: stand out at work; gain notoriety in their industry; and learn how be taken seriously so they can move up the ladder into management and leadership roles. They are very serious about being successful in those positions, yet a lot of Millennials don’t feel their employers have prepared them to succeed in those roles.”
Orrell’s observations are reflected in extensive research conducted by Deloitte which was, among many places, featured in a FORBES article published on September 12, 2013. The article was written by Josh Bersin and entitled, “Millennials Will Soon Rule the World: But How Will They Lead?”
Due to the major generational shifts occurring in the workforce, “business as usual” is becoming obsolete. Orrell sees this firsthand and knows this is not only a very challenging time for employees, but for Employers, too. As a result, companies regularly contact her to speak and consult on these issues. And many other Throught Leaders agree the situation is only going to get more serious over the next two decades.
Thus, in addition to her Personal Branding expertise, Orrell is consistently booked to conduct presentations on topics such as: Understanding generational dynamics at work; improving communication across the generations; educating Leadership Teams on workforce trends; improving the recruitment, management and retention of Millennial (aka: Gen Y) Talent; and educating Millennial employees, and college students, on how to be young, effective, respected leaders in the workforce.
A small sample of Orrell’s stellar client list includes: Wells Fargo, Johnson & Johnson, eBay, Chicos, State University of New York, USC, Intuit, Pepsi, Applied Materials, Paul Mitchell Schools, PayPal, Blue Cross/BlueShield, and Monster.com. Orrell is also hired to speak for a wide variety of Professional Associations that cater to members in HR, Leadership, Management, Training, and Diversity roles.
“Your Employee Brand is in Your Hands” is currently available in paperback for $15.95 on Amazon and through other major online book retailers. A Kindle version will be available by May 1st, 2014.
For media interviews, speaking inquiries, or book information, please contact Lisa Orrell at 408-340-8789 or Lisa@TheOrrellGroup.com or visit her website: TheOrrellGroup.com. To receive a 25% discount on bulk book orders of 10 or more, please contact Lisa Orrell directly.
Title: Your Employee Brand is in Your Hands: How Any Employee Can Create and Promote Their Own Personal Leadership Brand for Massive Career Success!
Publisher: Intelligent Women Publishing (an imprint of Wyatt-Mackenzie Publishing, Inc.)
Pages: 150-Pages, soft cover 8.5 x 5.5
Retail Cost: $15.95
In all the seminars and workshops training I conduct for Managers and Leadership Teams, I find that a majority of them struggle with managing difficult employees. And, regardless of their experience level, or age (Boomers, Gen X or Gen Y), I see two common ways many of them handle challenging employees: poorly or not at all…neither of which are effective!
But in a leadership role where you’re responsible for managing others, how you manage a difficult employee is critical. Why? Because undoubtedly you are forced to spend a disproportionate amount of resources, time, and energy on them, and this can cause frustrations and tempers to arise, productivity to decrease, morale to go down, retention of good talent to plummet, and your other team members (and possibly, customers) to become disgruntled.
What Can You Do? A Simple 5-Step Process:
1. Do Not Ignore the Problem
A small problem has the potential to turn big, so pay attention to red flags when you first see them. If you notice that an employee is exhibiting bad behavior, it’s time to take immediate action. The longer you wait, the worse it will get! Sticking your head in the sand will normally not make the issue magically disappear…and you’ll be faced with employees, and possibly your boss, wondering why you’re not taking charge of the situation.
2. Identify the Cause
Understanding the real motivation for their behavior unlocks your power to take the right steps to address the underlying cause. You have to find out WHY they are being difficult. Do they dislike their job? Are they having personal problems outside of work? Are they having issues with a co-worker you may not be aware of, such as a bully who is making them miserable? You cannot begin to determine solutions and a course of action if you don’t know “why” their poor behavior is occurring.
3. Provide a Comfortable Environment
Talk to your employee in a comfortable, non-threatening, environment that can enable them to disclose the reason for their behavior. Don’t forget to tell them that you’re there to help them, make their work life better, and help them be successful. Remember, your main goal behind this process is to uncover valuable information, so your communication should not be confrontational. Prepare your feedback ahead of time, ask questions, let the conversation flow, stay engaged, and listen closely. And once you’ve gathered the insights from your employee, you can then begin to determine a plan to resolve the issue(s).
4. Develop a Solution
When handling difficult employees, it is important for Managers to identify the problem and suggest a solution; not demonize them. Your goal should be to develop a plan which not only reflects your agenda, but also incorporates their perspective. If you need time to come up with a plan after you have your “fact gathering session” with them, take it. However, if you feel comfortable and prepared to discuss solutions right away, do so. Either way, make their input part of the plan to work together so that you get their (enthusiastic) buy-in. Just because you think your plan of action for them is great, doesn’t mean it can actually work. The objectives and goals that you establish have to be ones they can accomplish, and ones that they are very clear on.
5. Monitor and Provide On-going Effective Feedback
Once your plan has been mutually agreed upon, actively monitor their progress and provide them with regular, specific, effective feedback. Many Managers express their grievances and expect the employee to drastically change their behavior without any on-going guidance. That type of management style FAILS most of the time. Just like dieting, people tend to be way more successful when they have on-going guidance, feedback, encouragement, and support.
As a Manager, if you do not take the appropriate steps to handling difficult employees, you are doing a huge disservice to yourself, your career, your company, as well as to your other employees who are working hard towards the success of the department and organization. You need to improve the retention of your top employees; not frustrate them to the point of leaving.
Can all difficult employees be “turned around”? Of course not! But by helping them determine why they are having issues at work can also help you both determine if this job, or company, simply isn’t the right fit for them. If that IS the case, typically there’s nothing you can do to shift their behavior. They need to move on to a job where they’ll be happier…and that’s a win/win outcome for both of you!