Posts Tagged ‘workforce’

Should You Be Hiring Entrepreneurs and Not Employees?

March 27th, 2011

Hi All!

I recently read about this new book by Jennifer Prosek, Army of Entrepreneurs: Create an Engaged and Empowered Workforce for Exceptional Business Growth. Prosek, the CEO of public relations and financial communications consultancy CJP Communications, wrote the book because, she says, “If you look at what new entrants into the workforce are looking for in terms of jobs, lives, careers and what we’re taught about the world of work, they have changed.”

As someone who has been conducting seminars and workshops for corporations about Gen Y (aka: Millennials) on what makes them tick, as well as on managing generations at work (for over 3 years now), I totally agree with Prosek. The new generation wants more responsibility, freedom and creativity with what they do. I discuss this dynamic a lot in my both of my books, and when I conduct leadership workshops for Millennials it is something they all mention.

Here is an excerpt from an article about Prosek and her new book recently published on

But perhaps the most important factor in this strategy is an employer’s current employee base. “My whole book is about giving responsibility to your employees, asking employees to be brand ambassadors. The right employees love this activity and can be more successful at it than managers.”

And while offering rewards like cash bonuses can effectively generate participation in employee referral programs, monetary incentives are not the only option here.  Giving employees ownership over the responsibility of bringing in new employees – and, essentially, helping to grow the business – can go a long way in motivating them. 

Recognition is key here, too. Employers tend to forget how much value employees place on getting recognized for their efforts and contributions to the business, Prosek says, but it is absolutely essential. “People do not necessarily understand how the business works all the time. Once they understand that, and how they fit into it, they’re engaged on a whole other level,” she says. “When you teach people the business, magic happens.”

I fully agree with her on the Brand Ambassador (and recognition!) angle. In April I’ll be conducting a workshop for 35 Millennial employees at a Fortune 500 company, and quite a bit of my Millennial Business Boot Camp is focused on the importance of how they can best represent their employer’s brand. And, I will also spend time on how they can develop their Personal Leadership Brands to improve their career success…and how that also benefits the employer. This is all critical!

I’ll be ordering Prosek’s book and will let you know what I think in a future blog post. But, so far, it sounds like an interesting book with a philosophy that is dead on!

Bye for now!


Half of Boomers at Risk of Not Enough Retirement Savings

March 01st, 2011

Hi All,

This is very disturbing and the statistics are startling! Here’s the general scoop:

According to The EBRI Retirement Readiness RatingTM in 2010: 47.2% of older Boomers (56-62) are at risk of outliving their retirement savings. And 43.7% of younger Boomers (46-55) are at risk of not having enough money for basic monthly expenses when they retire.

47.2%??? That’s almost half of Boomers 56 to 62! Those statistics are staggering. This means we have millions of people who cannot afford to stop working at 65 and are currently seeking ways to make more income now and on an on-going basis past 65. And the report also discusses the risk that Gen X and Millennials (aka Gen Y) also face, based on current economic conditions, for their retirement futures.

If you’re interested in receiving a free copy of the complete 2010 report, here’s the info: The EBRI Retirement Readiness Rating:TM Retirement Income Preparation and Future Prospects by Jack VanDerhei and Craig Copeland, Employee Benefit Research Institute (

But wait! There’s more! Did you know that according to a special report entitled Next Generation Leaders: Competency Deficits and The Bridge to Success by Judy Chartrand, Ph.D. and Bonnie Hagemann, Baby Boomers are currently retiring at the rate of 1 every 8 seconds? And this massive retirement trend has just started!

Sure, the immediate thought is they’ll just stay in the workforce longer to generate income, but not all of them can, or will, so employers are scrambling to find head count. I’ve written about this before, and I speak about this a lot. It’s a big issue that is the hot topic of conversation at companies across the U.S., along with the importance of their attracting, recruiting and retaining Gen Y employees.

But what I found really scary were the statistics about not having enough money to retire. This will then cause a huge economic impact on our government aid programs and healthcare programs. 

Ouch! We’re talking MILLIONS of Boomers! I hope the top brass who run our eldercare programs are getting things in order…this is going to be a major issue for our country starting now and for the next 20 years.

Bye for now,


Good Info on How to Develop Gen Y Job Hoppers

December 16th, 2010

Hi All,

I recently came across this article on, written by Bobbie Little, a Director of Worldwide Coaching Services for PDI Ninth House. The article title is, “How to Develop Millennial Job Hoppers”.

Much of what is discussed are things I talk about in the various seminars and workshops I conduct, and I’ve written many articles about this. But I wanted to share Bobbie’s extensive article with you because it is filled with good info and recent statistics.

Here’s one excerpt:

Generation Y — also known as the millennial generation, born in 1981-2000 — is not immune to the effects of a down economy. In 2006, the Pew Research Center discovered that 50 percent of 18- to 29-year-olds were employed full time. That percentage dropped to 41 percent in 2010.

Troubled times are causing some millennials to re-adjust the ideals and expectations they envision for the workplace. Those expectations include interesting, challenging work with fast, upward mobility, a clear path to advancement, ongoing and timely mentoring and feedback, and access to the latest technology tools.

Taylor Foss, vice president of human resources for LifeBridge Health, a regional health care organization, said her millennial employees are realizing they cannot walk in and ask for the world. “I counsel them that career advancement, under today’s circumstances, may mean a lateral move before an upward promotion, and they’re willing to take on responsibilities that they would be reluctant to pursue in a healthy economy,” Foss said.

And here’s another excerpt that drives the point of this article home:

While Generation Y may be going through a reality check, employers should be forewarned that millennials’ ideals and expectations cannot be shelved forever. Employers need to take a long-term view of the employment situation. Their short-term view is focused on keeping companies afloat at any cost, including pay cuts, salary freezes, benefit reductions and requiring employees to absorb the duties left behind by their laid-off colleagues.

But Generation Y makes up approximately 30 percent of the U.S. workforce, the second largest group behind baby boomers. The economy will eventually sputter back to life, and this could create a big issue for employers.

If you’re a manager of Millennials, a leader in the workforce concerned about your company’s future leadership and employee retention, or an HR executive, I strongly recommend reading this whole article! CLICK HERE. And please note it does go on for 4-pages, so be sure to click the arrows at the bottom of page one!

Bye for now!


Female Executives Discuss Personal Branding for Career Success

November 27th, 2010

Hi All!

Recently I moderated a panel discussion on the importance of creating and building your personal brand for career success in the workplace.

This is a hot topic, and one that I conduct workshops on for employees of corporations, and for college students. My workshop is called “Your Personal Brand is in Your Hands: How to Create and Develop and Personal Leadership Brand for Career Success.” Plus, I believe this is such an important topic that I included a chapter about it in my latest book, Millennials Into Leadership.

As the event moderator, I was provided with the highlight notes from the panel discussion, and wanted to share them here. The panelists were all senior female executives from well-known companies, and the discussion could have gone on for hours! Our audience was totally engaged and asked lots of questions.

And whether you’re a Millennial (aka: Gen Y), Gen X, Generation Jones, or Boomer, it’s never too late, OR EARLY, to start thinking about your personal brand at work, and focusing on how to develop and manage it. And employers are starting to see the benefits of supporting their employees with developing their personal brands for improved employee engagement.

Here are the highlight takeaways the panelists shared:

Your brand tells people who you, and what to expect from you whether at work or at home. It helps people decide whether to trust you, and what to trust you about. Effective executives, both women and men, proactively build their brand, to ensure that others think highly of them, and have the confidence that they can execute under specific circumstances, and even in situations where they have little connections and expertise. Indeed, your executive brand can limit or launch your success. This month’s panelists shed light on what an executive brand is, how and why it is becoming more important in today’s market, and how to develop and reinforce that brand.

Your executive brand says something about you to people you know and people you want to know. It is a compilation of all the things that you’ve said and not said, done and not done. And it is more important today than ever that you strategically build your brand. Below are some elements of the personal (executive) brands developed by our esteemed panelists, and “how” they developed and manage theirs:

·        Proactive networking and communication independent of roles and organizations and levels

·        Collaborative, consensus builder focused on results

·        Deep knowledge and expertise

·        Persistent, results-oriented problem solver

·        Forward thinking

·        Passionate

·        Community orientation

·        Authenticity: You get what you get

To begin beginning your brand, start with an understanding of who you are what you are good at and passionate about. Recognize your weaknesses as a part of who you are and develop a plan to compensate for them, to make them a ‘win’ or a ‘feature’, provided that the weakness does not interfere with your ability to deliver results. Listen to yourself and make your priorities based on what’s important to you. Always make choices that will keep you authentic, make you happy to be who you are.

Focus on what you would like to accomplish both personally and professionally and then strategize on how to accomplish your goals, both in terms of the actions you need to take and the networks you need to connect with. Ensure that what you say and what you do, or don’t say and do, are in congruence with what you want to do, how you want to present yourself now, and in the future, in your personal and in your professional life.

Continue to refine your executive brand through your communications online, in person, in writing and ensure that your thoughts and actions are in alignment with your intended brand. Continue to align your decisions and actions and review and update the brand you’d like to communicate.

If someone says or does something which may threaten the integrity of your brand, first figure out who is doing it and whether he/she is important to you, and even why they are doing it. If he/she is important to you, or could influence how important others can perceive you, work quickly to make an authentic stand for your brand, your reputation, with strategic actions and communications. It is your job to not just communicate your brand, but also to defend it from being misinterpreted. Know when to stand up to misperceptions, to subtly prove them wrong by your words and actions and to ignore them altogether.

Whereas previously only the most important people had handlers and publicists and others to ensure brand integrity for them, in today’s world of technology proliferation and constant communications, EVERYONE must build and protect their brand real-time. The wide range of social media offerings from FaceBook to LinkedIn to Twitter offer so many different channels for communicating your brand, but they also demand a proactive defense of the integrity of the brand, and thorough consideration prior to communicating online, where anyone could Google your communications, even ones you’d prefer not to be known by. It’s hard to compartmentalize your personal and professional life, and it takes judgment and discipline to ensure that sensitive or frivolous or private information does not negatively impact your brand.

One example of the consequence of not doing so is that it is now common practice for hiring managers to Google a potential job candidate online. Prospects are eliminated who don’t have the judgment to proactively manage their brand. With that said, candidates who show their authenticity by backing their brands as a thought leader through blogs, or get involved in associations that could benefit from your expertise and keep apprised of and even help shape industry trends through your involvement.

Your executive brand can take you far – even farther than you originally envision, and more likely so if you proactively build and manage it, and associate with others and support each other in building and extending your brands. Be true to who you are at all times, but also be open to and even fearless about opportunities to stretch the definition of yourself if the opportunities or circumstances arise.

The bottom line: Be who you are AND who you want to be, not just what you or others think you SHOULD be. But with that said, don’t be afraid to stretch your definition of who you are, as long as your values and integrity are not compromised. Surround yourself with people with similar mindsets.

I hope you found this information helpful!

Bye for now…


Becoming An Industry Expert Will Fast Track Your Career

November 13th, 2010

Hi All!

If you’re seeking ways to stand-out at work, and in your industry for career success, one of the best things you can do is position yourself as an “Industry Expert”. And it doesn’t matter what age you are in the professional workforce OR what industry you’re in – you can become known as an expert in your industry quickly.

Many employees want to position themselves as Industry Experts to attract media interviews and make additional income as conference speakers. Some even speak at conferences for no fee; they do it to increase awareness for themselves as “experts”. And I find for many, their main motivation is to generate awareness for themselves ‘outside’ of the notoriety they (may) have within their company. They simply want to be a “bigger fish” vs just another employee.

I conduct workshops on how to create a Personal Leadership Brand at work, and I also discuss it in my Leadership seminars for Gen Y employees and college students. But, as I mentioned, there are people who want to take their “personal brand” to another level, outside of where they work, and create a name for themselves throughout their industry.

And most employers support this. Why? Because it reflects well on their corporate brand! If a company has “known” Industry Experts working for them, it tells their industry,”We have the cream-of-the-crop working for us!” Plus, whenever these employees are quoted in the media or speak at conferences, it gives the company’s brand more exposure, too.

Developing an Industry Expert brand platform is something that more and more people are coming to me for coaching on. Based on my 20-years of owning an award-winning Marketing Agency in Silicon Valley, I understand branding and what it takes to create a brand platform as an “expert”. Heck, I’ve done it for myself!

Plus, I also consult with these individuals on the Marketing, PR and Social Media strategies required to get them the exposure they seek. Do you think I became known globally as “The Generations Relations Expert” by accident? Do you think I have received, and continue to receive, media interview requests by chance? Do you think all the speaking I do at conferences, and for organizations, just “happened” one day? NO!!!!!

I built a brand platform for myself as an “expert”! Sure, I realize you may not want to be self-employed like I am. A lot of people are very happy being employees, and love where they work…but they want to be more well-known…and they know it can create more opportunities for career success.

So, if you’re interested in exploring how we can create an Industry Expert brand platform for you, to fast-track your career and increase your notoriety, contact me. And you can learn about this aspect of my professional life at:

Bye for now!


« Older Entries