Posts Tagged ‘management’
I’m going to keep this short because I’ve got lots to work on today. But on Wednesday I’m heading to Chicago to conduct a presentation for a large corporation, along with 5 other Thought Leaders, on the “Future of the Workforce”.
We’ve been asked to discuss trends and our insights about how work environments, and the role of HR, will shift over the next 5-20 years…everything from generations at work, diversity training, communication tools, technology, management, recruiting, retention, employee benefits, global teams, and much more, will be covered. Cool stuff!
During my research I came across some interesting info about this hot topic, and here are links to a few articles and websites that contain great info to check out:
1. Shaping the Workforce of the Future by Barry Salzberg
2. HR 2018: Future View by Ed Frauenheim
3. Meet the Future of the Workforce PriceWaterhouseCoopers website
4. Get Ready to Swarm: 10 Changes to the Way We Work in the Next Decade by Tom Austin
There are quite a few interesting insights, so be sure to look at these resources! And if the company I’m working with in Chicago is okay with me sharing content from the event this week, I’ll do so when I get back from my trip!
Bye for now,
A new study is coming out in the Journal of Management that some employers may find surprising (or not!) regarding Millennial job seekers and employees. Here is the overview…
Much has been written and reported about the altruistic aspirations of GenY –– those born between 1982 and 1999. The notion that they value interesting, fulfilling jobs that provide them with an opportunity to “give back” has influenced how corporate America recruits and retains this younger generation of workers.
But according to a new study forthcoming in the Journal of Management, GenY (also known as GenMe or Millennials) is actually a bit more focused on “having their cake and eating it too.”
“Many times the media make it seem like GenY is the first generation to want a meaningful job, but according to our findings, that is not the case,” says Stacy Campbell, co-author of the study and professor of management at the Coles College of Business at Kennesaw State University. “Our study found that the most important thing to Gen Y workers is finding a job that pays well and gives them more free time to do what they want outside of work.”
According to the study –– the first to provide hard, empirical data to support how work values differ among the GenMe, Generation X and Baby Boomers –– these surprising results have significant implications for companies as the Baby Boomers continue to retire and GenMe populates the work force.
To learn more about this study, click here to read a recent article in the NY Post.
Good pay and flexibility…while wanting good pay is not a big “shocker” for employers, adjusting “old school” cultures to provide flexibility, is (for many). I just had this conversation with a colleague today…employees, from all generations, are wanting to work differently. And if companies want to better engage and retain their talent, they need to start changing their workforce “ways”…now.
Bye for now,
Recently I had the pleasure of speaking with several senior female executives from large corporations, and they gave me their personal insight and feelings about leadership. This is great info for any of you Millennials (Gen Y) out there who have entered leadership roles at work. Being an effective manager is tricky, and being a respected leader can be even more tricky.
So if you’re a Millennial in a leadership position, you should read their tips. These are from women who have been in the workforce 15+ years and who are highly respected within their companies. And, if want more help understanding leadership, pick up a copy of my book (written for your generation!), “Millennials Into Leadership”. The feedback from Millennials has been awesome and many companies are making it required reading at their companies.
Here are the 20 Tips they offered:
In my next blog post I plan to discuss the importance of developing your personal leadership brand to improve your career growth. I have lots of quick-hit tips from senior executives about that, too, that I’ll share!
And I will tell you that in ANY of the leadership seminars and workshops that I conduct for Millennial employees, the topic of “personal branding” is one of the most popular with my attendees!
Bye for now,
Two weeks ago I conducted a live webinar for Monster.com and we had over 400 attendees! The webinar title/topoic: “Get A Grip On Leadership: How to Groom Your Millennial Employees to Be Effective, Young Leaders”.
Monster.com now has this posted on their website and you can download it for FREE!
In this 45-minute webinar, I covered:
1. A General Millennial Overview (workforce trends, demographic/population shifts, etc.)
2. Leadership vs Management Mindset
3. Attributes of an Effective Leader
4. Leadership Ethics
5. Developing a Personal Leadership Brand
A wide variety of Managers, ranging from Gen X to Boomers, from a wide variety of companies, attended this webinar. There’s was a lot of Q & A at the end, and the feedback from attendees was terrific!
Although my new book, “Millennials Into Leadership“, (on Amazon & KINDLE VERSION AVAILABLE) was written FOR Millennials (aka Gen Y), I adjusted this webinar for employers to help them begin to groom their Millennial talent for establishing a leadership mindset.
I’m also happy to report that the feedback from Millennials about the book has been awesome, and many employers have been contacting me for bulk orders to use the book as gifts for their younger team members.
Companies and colleges have also been booking me for my Millennial Leadership seminars and workshops, so this is all great news!
The Millennials WANT leadership training and guidance!! Many employers who call me actually share that their younger employees “request” training. One woman called me last week saying one of her younger employees had read my book and asked her if they could hire me to come in and conduct a seminar. That was cool!
Contact me if your company is interested in one of my many seminars or workshops, and I’ll give you a 10% discount. AND, contact me directly for bulk book orders of 10 or more copies! I can get you a 30% discount!!
Bye for now…
I recently received a copy of Tamara Erickson’s new book: “What’s Next, Gen X? Keeping Up, Moving Ahead, and Getting the Career You Want”. It’s really an interesting read (especially if your a member of Gen X), where she accurately (I think) discusses the issues Xer’s face being the “stuck in the middle” generation, but follows that up with a framework Gen X can follow for shaping and creating a meaningful career. I also totally agree with her overview of “who” Gen X is as it’s completely inline with how I describe them in the books I’ve written and in the seminars I conduct.
Below is a clip from a Press Release about her book that will explain it far better than I. But, after that, I’ve also included a terrific interview with Tamara for more insights. You’ll also see her complete bio and contact info at the very bottom of this post.
Here’s a clip from the Press Release about the book that can explain it a bit better than I:
MEMBERS OF GENERATION X—the 30-to-44 age cohort—have drawn the short stick when it comes to work. The economy has been stacked against them from the beginning. Worse, they’re sandwiched between Boomers (with their constant back-patting blather and refusal to retire) and Gen Y’s (with their relentless confidence and demands for attention).
Gen X’s are stuck in the middle—of their lives and between two huge generations that dote on each other and that are taking up a little too much of X’ers’ room.
But they can move forward in their career. In What’s Next, Gen X? Tamara Erickson shows how. She explains the forces affecting attitudes and behaviors in other generations—Traditionalists (born 1928-1945), Boomers (born 1946-1964), X’ers, and Y’ers (born 1980-1995)—so X’ers can start relating more productively with bosses, peers, and employees.
Erickson then assesses Gen X’ers progress in life so far and analyzes the implications of organizational and technological changes for their professional future. She lays out a powerful framework for shaping a satisfying, meaningful career, revealing how X’ers can:
For example, she explains how X’ers can find a type of work and a place of work that suits them—by identifying work activities that engage them, that feel effortless and energizing, and that activate “life lures” such as the opportunity to create something of lasting value, to be part of a winning team, or to take on interesting challenges.
Provocative and engaging, What’s Next, Gen X? helps the 30-to-44 set break free from the middle—and chart a fulfilling course for the years ahead.
AN INTERVIEW WITH TAMARA ERICKSON:
You wrote a book for Boomers and one for members of Generation Y. Why a book for Gen X?
Each of these generations faces unique challenges and brings specific strengths to today’s workplace. For organizations to succeed in the challenging years ahead, they need a combination of the best from each generation. In Retire Retirement: Career Strategies for the Boomer Generation, my message to Boomers was to find ways to remain productive contributors. And in Plugged In: The Generation Y Guide to Thriving at Work, my message to Y’s was to blend their strengths with the realities of the corporate world.
For Gen X, the challenge is that they’re wedged between two huge generations competing for the same opportunities. X’ers need to maximize their peak career years to their full advantage, given today’s turbulent economy. And the steps they take over the next decade will shape their long-term financial stability and achievement of other goals. I wrote this book for them—to invite them to reflect on what they’ll do next and to offer ideas for exploring new possibilities.
In one of your new book’s chapters, you explain how X’ers can “make the organization you work for work for you.” Can you provide an example of how to do this?
Almost 95 percent of X’ers work in organizations that are owned or managed by others. To get whatever they want in those organizations, they need to be perceived as valuable contributors and work effectively with others. This is especially critical during economic downturns. Probably the most important thing they can do is play to their strengths. They need to cash in on the returns they acquired from the time and energy they spent during their twenties and zero in on what they’re really good at and what they’re not. I present a list of questions that can help them identify how they can stand out from others, communicate their “brand,” and cut out the things that aren’t their strong suit.
In what respects can X’ers provide needed leadership in the coming years?
Future leaders in all spheres will have to contend with a world characterized by finite limits, no easy answers, complex problems on multiple fronts, and an increasingly diverse range of viewpoints. I’m convinced that X’ers will bring important leadership qualities to that world. They’re richly multicultural, as their awareness of global issues was shaped in their youth. They bring a more unconscious acceptance of diversity than any preceding generation. And they’re incredibly pragmatic. They’re the ones who’ll manage crises by applying toughness and resolution; questioning long-held truths; and breaking the destructive norms of corporate life, such as long hours, narrow-minded perspectives, and a language of combat. Their unique strengths will enable them to foster adaptability in organizations facing ambiguity and to spur the innovation needed for organizations to survive.
TAMARA ERICKSON’S BIO:
TAMARA ERICKSON is President of The nGenera Innovation Network (ngenera.com). She is both a respected McKinsey Award-winning author and popular and engaging storyteller. Her compelling views of the future are based on extensive research on changing demographics and employee values and, most recently, on how successful organizations work. Her work discerns and describes interesting and important trends in our future and provides actionable counsel to help organizations and individuals prepare today. Tammy (TammyErickson.com) has coauthored five Harvard Business Review articles (including McKinsey Award winner “It’s Time to Retire Retirement”), the book Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent, and an MIT Sloan Management Review article. Visit her blog, “Across the Ages” on hbr.org.