What Your Millennial and Gen Z Employees Need From You Right Now

For the younger generations, Millennials and Gen Z, the effects of the COVID-19 pandemic will be particularly profound. For some of them, too young to feel the full weight of other recent, life-changing events like 9-11 and the 2008 market and jobs crash, this pandemic is their first exposure to real hardship. And, the most profound hardship most of us for any generation have experienced; it’s taking away the in-person human connection that is our primary source for safety and belonging. For other generations, the effects of the last recession, 9/11, wars, swine flu, still haven’t faded away.

As the employer and future employer, to the next leaders of our world and your workforce, you must truly understand this younger generation’s experience. And what they need from you in the workplace or the marketplace. They currently account for 38% of the workforce and by the end of the decade, 58% of employees will be either a Millennial or a Gen Z. If you and your business want to continue to survive and thrive in the new world of work, it’s not an option to ignore the needs of the younger generations and the effects the pandemic is having on them. You must meet them where they are and give them what they want in order to build your high-performance team and extend their reach to connecting with your clients. These generations actually account for 3 trillion dollars worth of annual spending!

Really, what Millennials or Gen Z employees want from their employers is no different than what any of us want. They just tend to be more vocal about it and more insistent that they get the support they’re seeking. This is one reason I love working with young people – they are absolutely determined to make it a better world and they’re not shy about going after it.

To help your Millennial and Gen Zs learn to be resilient from all the change we’ve had over the past few months and thrive, focus on these simple things:

 

Help Them Feel Safe

This is a big one and we covered it in our last blog. People need to feel safe at work. Physically safe (make sure they know the steps you’re taking to protect them from the virus), but also emotionally and psychologically safe. They need to know the workplace is a safe place to speak up, to tell it like it is, and to call out toxic or damaging behaviors. The depth and spread of the #MeToo and #BlackLivesMatter movements have shown how much the younger generations value creating spaces of inclusivity, equality, and safety. As I tell all of my clients, listen and listen like a trampoline, meaning bounce back with even better questions.

 

Help Them Feel Like They Belong

We all want to feel like we’re part of something that matters and again, Millennials and Gen Zs are no different. They place a high value on finding workplaces that allow them to do work that is meaningful. And it’s up to you to make sure they can clearly see how their work has meaning and how it’s contributing to your overall organizational goals. If you need help, we’re here. We’ve helped hundreds of organizations and teams solve the crisis of disengagement by helping connect team members to their personal and professional purposes (their why) threaded to your corporate missions through our flagship online program, Strengths & Story.

 

Provide Access to Mentoring and Coaching Opportunities

Though COVID-19 has done away with a lot of our traditional ways of providing professional development through the method of sending our people off to workshops and conferences, the younger generations were craving something different even before the pandemic. In a recent blog, we discussed how today’s young workers want the freedom and flexibility to seek out their own mentors and coaches, to learn on demand and in the way that suits them, sometimes even informally. They also need to take ownership in their mentoring relationships. With our teams working remotely and feeling isolated, helping your young people access new mentoring and coaching opportunities and techniques is critical.

To help, we recently launched our online portal, Hooga, to provide a virtual and on-demand coaching options for your people to learn the principles of our Strengths & Story workshops. Reach out to us to find out how you can get access!

 

Show Them How to Build Resilience

With all the uncertainty and stress that’s invaded our lives recently, one of the most important things Millennial and Gen Z employees need from you is to learn how to build and cultivate their own resilience. Sometimes called “grit” but even deeper, a person’s resilience is simply a measure of their ability to bounce back quickly when things get tough. And things have never been tougher for our workers than the challenges of COVID-19.

We have a 3-step system you can use to help them build better resilience. Click here to check it out now.

 

Reskill Them on Emotional Intelligence

Emotional Intelligence is key for success in the future world of work. And with so much stress, anxiety, and uncertainty, people need people. We need to feel connected to each other and that we have strong relationships, whether it’s with our bosses, coworkers, clients, or friends and family. Make sure your younger employees are equipped with the skills they need to up their game when it comes to their own Emotional Intelligence. Learn how to reskill them and coach them on Emotional Intelligence here.

 

Your Millennial and Gen Z employees need you to step up and help them in the wake of COVID-19. Start here with these five ideas. If you need help implementing any of the above strategies or would like a personalized recommendation for your team, reach out to us to learn how we can support you to success.

Where’s the Free Food and Ping-Pong Table? What New Hacks Will Solve the Innovation Vacuum in the Work-From-Home Economy?

The work-from-home revolution has been unleashed. While it’s true that the workplace and worker of the future were both already changing prior to our current global pandemic, this lockdown has cemented a new era.

Big headlines from some of the largest tech companies in the world are just the beginning of this new era. What will it do to our workplaces?

Jack Dorsey, the CEO of both Twitter and Square was the first to announce their “work-from-home forever” policy change. Other companies soon followed suit and last week we had the announcement from Facebook CEO Mark Zuckerberg that the tech giant’s employees may also continue working from home indefinitely.

So what does this mean for cities that currently enjoy prestige as tech hotspots like San Francisco, San Jose, Seattle, Austin, and others? And more importantly, what does this mean for companies who have invested years and hundreds of thousands of dollars creating campuses stocked with free food, gyms, ping-pong tables, and more in an effort to attract the best and brightest employees in the industry?

That is the question that has been on my mind the last few weeks as I work with my own clients, including executives from some of the largest companies in America. It’s been well documented that perks like free food do more than attract rock star employees. A 2015 study from Cornell University found that when crews of firefighters eat together, they perform better on the job than crews who eat alone. This didn’t escape the leader in free food and organized socialization, Google, or the thousands of other companies that have followed their lead. For tech companies, offering free food has the same effect. Science dictates that it brings people together and fosters friendships, ideas, and innovation.

Prior to CVOID-19, the ubiquitous new age “dining hall” that could be found at many tech companies created a natural space for innovation. Where people gather and come together, there is always the potential for the creation and spread of new ideas. And it’s these new, innovative ideas tech companies relied on to stay one step ahead of the competition. Summarily, food and eating together creates safety and belonging , which creates trust, which creates innovation.

Here’s one thing I know: the work-from-home revolution and less human-to-human gatherings will create a safety and belonging gap which will lead to an innovation vacuum in your company unless you take steps to prevent it. Even now, your employees likely are not sharing meals together. They’re logging off of Zoom or Slack to go eat alone in their own kitchens. Ideas are not being exchanged and innovation is stalled.

So if you want to continue to spur innovation inside your company, as I know you do, use these ideas to foster safety, belonging, and innovation in the workplace:

 

Bring People Together

One of the most important steps to fostering innovation during the work-from-home revolution is to be intentional about replacing the cafeteria. You must find a replacement for your company’s dining hall, happy hour, or mixers that fits our new normal of social distancing and working remote. Rather than getting off of Zoom or Slack for lunch, encourage people to stay on and eat together as they would at the physical office. Schedule virtual happy hours. Randomly assign or encourage small groups to form and meet weekly over video chat to check in with each other and talk. As regulations allow, have people meet outside of work in small groups to walk or go for a hike. In fact, creating small bonded teams of 6-8 works for the Navy Seals. They create a brotherhood of safety and belonging, which yields the highest performance. Our millennial/Gen Z networking groups at launchbox, encourage participants to form a “tripod,” a small group of three people that meet for lunch and check in with each other between monthly meetings. No matter what you choose to do, you must be intentional about encouraging the human-to-human connection.

 

Ask Your People What They Need From You

One of our favorite workplace hacks to create and build strong teams and companies is to simply ask your people what they need from you. Are they feeling Zoom Fatigue with too many meetings already? Are they isolated and feeling distant from their team? Are they experiencing challenges at home that are interfering with work? Regular check-ins with your people will help you solve problems, build strong employee loyalty, and ultimately create the space people need to innovate. Unhappy, stressed, scared people do not create game-changing breakthroughs. Happy, confident, supported people do.

 

Foster Resilience

If you haven’t checked out our blog on mastering the 3 components of resilience, read that next. Our 3 C’s of Confidence, Commitment, and Clarity will help your people create resilience. As I said above, unhappy employees do not innovate. Help your people meet the challenges of the work-from-home revolution by teaching them the skills to build and maintain resilience. It will change the way they show up for work, their team, and your clients.

 

The work-from-home revolution has arrived and it’s now our normal. We do the work with business owners, executives and workplaces to help them find, build, and share their Strengths and Story to build high performance cultures through safety and belonging. What could be better? Click here to book a free session with us today!

Back to Basics With These Two Steps That Are the Key to Foundational Resilience!

We believe the formula for human success through RESILIENCE is the exact same formula we’ve been coaching our clients on over the last five years. And it’s the same formula we’re still going to be coaching on after the curve has flattened and we’re all back to work:

SELF + OTHERS = RESULTS

SELF

Success starts with you. Take control of you!  You’ve got to figure out who you are, what you stand for, and then how to articulate your value to others. That creates real resilience by simply knowing with immense CLARITY who you are and want to be and how you show up and impact the world.  That simple.  Once you’re solid and are CONFIDENT with owning your foundation you’re ready to be tough and spring back or recover from anything. That’s resilience!

So understanding you (SELF) allows you to move on to the second part of our success formula.

OTHERS

Figuring out yourself is the basis for cultivating better relationships with others through connection. Relationships are what make us happy and help us live longer.  And, as humans we need connection!  COVID-19 shows us that now more than ever.   Relationships are built and created on connection and meaning, which is why the CLARITY and CONFIDENCE in knowing who you are and the real deal value (IMPACT) you have to offer is most important – it’s the not-so secret tool to finding ways to connect with other people.  Understanding what impact and meaning you are and want to pursue is the fuel.  What is purposeful to you? 

Connecting with others is the secret to impact and life.  As Zig Ziglar said, “You can have everything in life you want, if you will just help other people get what they want.” We all want everything so we can make the world and ourselves better. Both at work and at home, which we now see is the same thing.  YEAH!

Therefore, the most critical skills we can build are mastering SELF + OTHERS.   Such mastery will lead you to results, and you get the opportunity to define those results for yourself:  

  • Is it more resilience?
  • More meaning?
  • More relationships?
  • More money?
  • Better work/life balance? 
  • A promotion?
  • More confidence? 
  • More ideas?
  • More impact?

Whatever result you’re after, you’ll get there by first working on yourself, then your relationships with others.

Over the next few weeks we’ll be creating bite-sized learnings to SHARE our success formula and offering new ways for you to develop the skills you need to get results as we beat the *&%$2! out of this global pandemic. We’re planning to offer our signature Mindset exercises, tips and tools and our Foundational Strengths & Story workshop as a virtual course to help you master SELF & OTHERS with CLARITY, CONFIDENCE AND IMPACT.

So if you’re:

  • Starting a new career
  • Figuring out your purpose and impact
  • Looking for a way to expand your business or opportunity
  • Trying to build engagement and resilience for your employees
  • Want get clear on your value and connect with others better
  • Or want more confidence

 Reach out to us if you’re interested in joining the wait list.

Also, if you’re looking for personalized coaching and attention to help you up your game and get the results you’re after, give us a call at (858) 314-9867 – right now we’re offering complimentary coaching sessions because we want to help you succeed and thrive.  You just need to step up and request a free session!

3 Steps to Effectively Lead Your Remote Team Through Crisis

Our employees are overwhelmed, anxious, and stressed out. And that was before the Covid-19 crisis! Now they have a whole new mess of problems to deal with: worrying about the virus, fear about what will happen to the economy, working remotely for the first time, trying to manage their kids at home, struggling to adapt to new technology, increased conflict with their partner from being cooped up inside…it’s A LOT. Meanwhile, we’re trying to get them to be as productive as possible and G.S.D (Get Shit Done).

If you’re anything like the clients we’ve been talking to over the last few weeks, you’re struggling just to keep your own head above water let alone be the kind of leader your remote team needs right now. While there’s no manual or precedent for dealing with a large-scale global epidemic in this modern age, we’ve been coaching our clients on how to pivot and adapt their businesses while leading their teams to success. No matter what industry you’re in or what catastrophe you’re facing, there are only three things you need to focus on as a leader to effectively manage your workforce and cultivate high performance.

1) Decrease Fear

Your people are scared. They are facing the unknown just like you.

As their leader your most important job is to decrease their fear. Even if the future looks bleak, your people want to know you have a plan to take care of them and see them safely through this storm. They want to know they can count on you, that you’ve got their back, and you’re here for them. 

One of the most effective ways to decrease fear is to ask your people what they want from you. Start by listening and leaning in. It may be different for every person, but you owe it to them to take the time to ask great questions, be an even better listener, and find a way to meet them where they are. Then authentically contextualize your mission and vision in a way that employees can relate to and find meaningful. And communicate, communicate, communicate. Take a look at our 4 C’s of Connection in Virtual Work – scroll down to get a free copy of our Remote Management Toolbox.

2) Increase Safety

Along with decreasing fear, you need to increase every team member’s sense of safety. When you start by turning your workplace upside down and listening to your people, you’ll have a good sense of where to begin.  Understand that people need people and that we are interconnected beings. The biggest challenge is the lack of community and perceived empathy.

But even more importantly, you’ll have taken a big step toward decreasing their sense of isolation. If your team is working remotely for the first time, they’ll quickly start to feel alone and adrift in the world. It’s up to you to make sure your team is connecting to you and with each other on a regular basis. Have at least two real connections per week that asks how they are doing.  And make sure to use video – verbal communication is only 7% of total communication!  Additionally, appoint a communication czar to make sure it works well with your team.

Start now. Implement daily or weekly video calls. Create a Slack channel where people can check in with each other during the day. And spend time demonstrating you care by coaching your team members through their specific challenges. Let them help each other and create a buddy system. 

3) Solve the Emotional Component

In times of turmoil, it’s normal for emotions to run high. As a leader, you need to make sure you’re helping your team process their emotions in a way that is healthy and productive. Make sure you’re regularly addressing these five areas on your check-ins with your remote team:

1) Self-Care: Discuss the importance of self-care and share strategies for individual success.  Routines, schedules, and how to deal with kids at home and connections.

2) Learn: Make sure your team has the tools and resources to support their learning and development with new skills for the virtual workplace and great communication tips.

3) Growth: If there is down time, encourage personal and professional growth along with real creativity.  What are some great ideas they can come up with for themselves to add big value for a future which will be super different and better than what we’ve experienced?

4) Mindset: Share practical ways each person can work on reframing their thoughts and help them through any mindset blocks. Remember, we need connection and help.

5) Connect: Illustrate the importance of connecting person-to-person and encourage team members to communicate over phone or video instead of email and text.

If you focus on just these three things and follow our hacks and tools, I guarantee you will see dramatic improvement in the performance and productivity of your remote team. While we are all being challenged to work differently, there is NO reason your team cannot continue to execute at a high level.

Need help implementing these strategies? Looking for personalized help for your organization? Reach out to us – the first session is always complimentary! We can deliver virtual keynotes, online workshops, and remote high-performance coaching to help your team continue to succeed and thrive. 

We also recently hosted a webinar on this same topic – click here to watch the replay. It will only be available for a limited time so don’t wait to watch!

Download our Remote Management Toolbox including Our 4 C's of Connection to help you lead your team to success!



* indicates required

Two Predictions Shaping the Work(er) of the Future: Reality Hits Sooner

Last year we made some predictions for the future workplace. We predicted (i) technology is going to continue to evolve and drive change, and certainly (ii) people will matter more than ever. Our new Coronavirus reality further demonstrates the importance of both these points.  So as we enter this next decade, we’re gratified to see that new interviews and evolving research continues to support our predictions for the future workplace.

 The Wall Street Journal recently published an article called, “The Workplace of 2050.” It featured interviews with five experts at the top of their game making bold predictions for the future. All five talked about the way evolving technologies will reshape their industries – and the important role humans will play in the future of work.  

David Baszucki, CEO and co-founder of Roblox Corp, talked about the gaming industry as a whole. Alongside tremendous technological innovation, he envisions teams getting larger and transitioning to remote work with employees spread out around the world. While not mentioned directly in his interview, we know that communication between humans will be critical. As teams stop reporting to the same central office and start logging onto Slack from their couch, being able to articulate your story, demonstrate your value, and build relationships will become key factors for success in this industry.   

In the medical field, the need for technological expansion is particularly great. Dr. Esther Choo, ER doctor and Associate Professor at the Oregon Health and Science University, expects we’ll see “a lot more options for communicating with patients, monitoring them, connecting them to needed care…and streamlining things.” She also expects increased integration among the many electronic health systems doctors and patients are currently using. Although these innovations will certainly help healthcare providers improve job performance, what’s really driving this shift is a desire for better communication between patients and doctors in order to create meaningful change.

 Other CEOs and founders echo Baszucki and Choo, predicting an increasingly prominent role for technology in industries ranging from restaurants to talent acquisition. But for all this focus on technological innovation, Free the Work founder Alma Har’el sums up it up best: “At the end of the day, the heart of the work is really about connecting on a human level, and that’s never going to change.” No matter how an industry is disrupted or what new technologies they choose to deploy, at the heart of all this change is us: people. We still matter.

To help you create success and shift to a culture of high performance, we introduced our 3-hack system. Many of our clients have already reported tremendous success after implementing it in their organizations. How will you keep the future workplace human? What choices will you make to make your employees matter? How will you empower and lead your people to high performance? Reach out to us for a free consultation. Through our dynamic keynote speeches, game-changing workshops, and bold coaching, we will inspire your people to up their game and help you create a high-performance culture.

5 Tips to Help You “Do the Work” to Be More Successful in the Multigenerational Workplace in 2020

WOW! The new decade is here! And boy is there pressure to make resolutions and improve. Our tips are simple and they endure, not relative to the new year or decade but just plain and simple tips that if you “Do the Work,” you win! So, in order to help you crush performance and be more successful at work this year, we’ve compiled our simple 5 best tips that you can put into practice today. Our tips are real, actionable, and highly impactful – try them for yourself and see!

Tip #1: Relax and Smile

Most people want to like you and want you to succeed! They’re actually rooting for you.  So, it should be simple to make a connection.  Right?  Well, wrong.  The root to connection is simply smiling and being open, however, most of us (technical term here) suck at that. Myself included.  And, if you’re stern, preoccupied, or just not present you tend not to smile. Not smiling makes you seem cold and unfriendly which means people are not going to be able to connect with you. However, a super simple easy way to connect is just to smile.  Try it. I talk about this with executives and Millennials alike. Smiling more is so simple, yet tough to implement,  

If we really want to be a productive worker of the future we need to create connection through trust. Smiling communicates to someone that you’re positive, approachable, and possibly someone they can trust (and we know how important trust is). So if smiling doesn’t come naturally, make sure you practice! That means you should smile so much that your face hurts. Even though we know smiling creates more serotonin and improves our mood we still believe we’ll look dumb or awkward.  Just try this simple tool for a few days and coach yourself to smile.  You will notice the difference and that difference will help you immediately relax in the workplace or in a client meeting. That relaxation will in turn allow your intent and impact to naturally shine through.

Tip #2: Positivity – Yes And

People love people who are positive. And while us humans generally are predisposed to thinking negatively, it’s all about your mindset which you can shift. You have to choose to be positive, think positive, and create positive experiences for those around you. As a matter of fact, science shows it takes 4x the positive statements to counteract the negative ones! According to a recent article from the Wall Street Journal, “a negative event or emotion usually has at least three times the impact of a comparable positive one.” So, this year, make a point to intentionally practice positivity! While that’s a very general statement, one tip we have is to read The Four Agreements by Don Miguel Ruiz and live by them.

Tip #3: Better Not Best

Best can be seen as an artificial barrier, mostly because best is arbitrary and always a moving target. Therefore, doing and being your best isn’t realistic because it’s based on the events surrounding it. An author we met through Heroic Public Speaking showed us that the alternative, “better” is something we can achieve everyday. We can be just a bit better than we were yesterday or last week. We can always strive to improve our performance incrementally. If our mindset is growth-based like Carol Dweck teaches in her book Growth Mindset, we can always be focused on trying harder and measuring ourselves to a higher standard each time. Better every day and in every moment will move the needle much further for you on a daily basis.

Tip #4: WIFTHEM – Audience

As humans we’re built in survival mode, which is mostly self-focused.  That results in every person shaping all inputs as: “how will this affect me?” People only care about themselves. And while you might want to argue about the nuances and certain relationships in the workplace, it’s fundamentally true. We are wired for SELF-preservation. Which means we’re constantly looking out for ourselves, no matter how altruistic we might want to be. Everyone is me focused or lives by the WIFM method – what’s in it for me?  Our twist is to focus on the audience and make it about them. We know that in order to succeed we need to understand and provide empathy to the other person so we put WIFM on its head to create instant connection.  Voila. WIFThem – what’s in it for them?

So, whether you’re providing a service, doing a sales call, trying to get a promotion, or persuading your partner or friend to do something, make sure you’re showing the person you’re sitting across from what’s in it for them! It’s not about you, it’s about them and what you can do to help them get what they want. If you know WIFThem and practice it, the world will be yours.  For more tips on how to do that using our communication tools, click here to download our free worksheet with our GPS conversation strategy.

Tip #5: Story – Currency

Your story, your identity, who you are and what you’re here to do, is your connection currency.  It’s what will bind you to others instantly.  But we suck at it. Personally and professionally we don’t have the skills to connect instantaneously.  From the executive boardroom to our next generation workers, we are horrible about sharing our stories. And it is so critical.  Critical to combine our personal why with our corporate purpose and value so we can transact great business.  Whether a Millennial, Gen Z or a Boomer, knowing your story and articulating it in a way that serves others is the only way to connect and build relationships. It’s what you trade with others to build stronger and better relationships, which is the #1 most important skill in the world!  Learn how to tell your story with a free copy of our book – click here to get it!

Over the next few weeks we will deliver real coaching stories so you can see these tips in action. Stay tuned!

Want more tips like these? Need help implementing these in your own life so you can be successful at work? Schedule your free coaching call today to ensure this year is the best one yet! Click here to book your call.

The Workplace of the Future is NOW – Do You Have a Plan to Solve Employee Disengagement and Anxiety?

Our clients tell us they can’t keep up because the world is changing so rapidly. The word “change” actually seems insufficient to describe the rapid transformation affecting all our businesses. And yet we’re more connected than ever.  One misstatement, misstep, miscalculation of impact and a disgruntled person’s tweet can go viral at a moment’s notice. We’ve never felt more vulnerable to the opinions of others and it’s affecting our businesses.

Not a stretch for any of us or our businesses, just look at what happened to Peloton recently. When its holiday commercial failed to strike the right note with its customers, the company’s stock dropped more than 10% after a storm of criticism helped its infamous commercial go viral for all the wrong reasons.

But it’s not just our customers that are challenging. Our employees live in this world and they are challenged by the change too. They’re also confused. Hence, most businesses are facing a two-headed crisis with their employees: (1) disengagement and (2) anxiety. Just when we need our teams to pull together, crush performance, and be stronger than ever, actually the opposite is happening. Our employees are instead disconnected from each other or with their bosses. Rampant anxiety is hurting their individual performance. And high turnover is costing us serious money.

At launchbox, we’re all about finding solutions to help you solve disengagement and anxiety to ignite your team and company’s performance.  We’ve developed a 3-hack strategy you can use to ensure your company is meeting the demands of the changing workplace. Follow along as we show you how we’re helping three clients solve their own unique organizational problems:

Asking Questions to Solve for Disengagement

One of the clients we work with had a modern challenge that needed solving: many of their employees worked in the field at customer sites while others remained behind at the company’s main office. Not surprisingly, they were struggling to keep their remote employees engaged.

When they came to us for help, we coached them to start by conducting an assessment of all their employees to help them figure out what the specific problems were. Turns out the employees that spent a lot of time in the field were having trouble remaining connected to their peers, the company’s mission, their contribution, and ultimately their own career path.

With this information in hand, we were able to help the leadership design and implement specific engagement strategies through coaching individuals and the team to create increased engagement. The solution? Double down on understanding the employees needs and then solve them at the individual and group level.  Model behavior, downstream techniques, and stand for the employee. The result? Greater engagement and increased retention across the entire company.

Helping Employees Find Meaningful Work

Another of our clients, a respected financial advisory firm, sent one of their talented young employees to get coached by us. This young man was struggling to find real meaning, purpose and contribution in his work. The company’s mission of protecting their clients’ assets and growing wealth just wasn’t cutting it for him. He was looking for something deeper, more meaningful, something to feel he was a part of and that would allow him to make a difference.

In working with us, he learned about himself, his own why, and the impact he wanted to have. It was critically important for him to have belief around his impact and tangibly see the results of his work (in the form of seeing his clients’ wealth grow) in order to feel connected to what he was doing. We talked about how he could better communicate that to his bosses in order to get some help to create bigger results for all of his accounts.  He was predisposed as many millennials are to create impact.  We tied his ambition and work to philanthropy that was created by the growth of wealth. Once he became aware of this meaning, he could articulate it as his value and extend it to his clients.

Can you guess what happened next? He got the help he needed from his supervisors to recast his own meaning and impact in order to contribute to the team. This in turn helped his clients AND his company’s bottom-line.

He also discovered how to live his own values and find greater purpose and contribution by seeing the positive things his clients were able to do for both their families and for others as a result of their increased wealth. How’s that for a win?

Reskilling Emotional Intelligence

Management at one high-end health club came to us because they were frustrated with the performance of their younger employees. They felt that many of them didn’t display the warmth and friendliness they wanted to see in such customer-centric positions.

After instituting hacks 1 and 2 above, we dug deeper to create a system of skills to help employees connect more readily to the company’s mission. We helped the employer bridge the generation gap by showing them how to reskill their young employees on the basics of customer service, making it about teaching, learning and growing. We encouraged them to train and coach young employees on connection. This gave their young people skills they could see they would use forever. It also made them feel that they had power over their own future, that they were creating their own path to success. Finally, we encouraged management to illustrate how their role was absolutely vital to the entire customer experience and that how they showed up as individuals made the ultimate difference.

The culture at the health club became one that was focused on others and giving value. As a result their young people began to flourish. They learned new skills and changed the way they communicated with clients and their peers. And ultimately, they took ownership of their own self-development and growth in order to provide the best possible experience for the customers they saw every day.

As we enter the next decade, one thing is for sure: the workplace will continue to rapidly evolve even faster. In order to keep up and achieve even greater success in the years to come, make sure you’re solving problems for both your customers and your employees. If your company could use a little support in igniting growth like these three clients, book a free call with one of our coaches today!

Why Workplace Stress is a Worldwide Epidemic That Prevents Us From Being Happy at Work

In America, we’re famous for working. Working long days with little time off and taking pride in it. So it should come as no surprise that many of our employees are overworked, stressed out, and burned out. And it’s costing us dearly in terms of lost wages, lost productivity, and lost impact. According to a study from Mental Health America, almost 70% of workers reported missing some days at work each month due to stress. But it turns out that workplace stress isn’t just an American problem: it’s a world problem.

Take this recent article from The Atlantic, which explores stress and depression in the Japanese workplace. While work has grown more global and connected us in ways we could never have imagined, it’s also caused a clash of cultures. And it has forced rapid change on both sides of the generational divide.. Which leaves a generation of workers in Asia who are being forced to assert their opinions and establish themselves as individuals without ever having gained the skills to do so. In essence, they are suffering the “consequences of a nation transitioning from a culture of collectivism, in which they have to accept their rank within a family, to a capitalistic workplace where they have to forge their own path.”

For the last year, I’ve been fortunate to travel to Singapore many times to conduct in-person training workshops for a client. I’ve met many wonderful, talented, and bright Millennials and Gen Z employees over the course of my travels in Singapore. And I’ve also experienced firsthand how the challenges facing the worker of the future don’t just exist inside the bounds of the United States.

Technology is changing absolutely everything about the way we live and work. And one of the primary ways it’s changing the workplace is that it’s putting increasing emphasis on employees as individuals. It’s not enough to follow the rules, blend into the crowd, and get the job done. Now we’re told we need to bring our best selves to work every single day, exceed expectations always, and find ways to stand out from our co-workers. That creates massive amounts of anxiety as we question if we’ll actually be able to keep up with the pace of change, if we’ll have the skills necessary to compete and succeed in the future, and if what we’re doing actually matters anyway.

After training more than 20,000 Millennial and Gen Z employees and their managers around the world, we’ve come up with a 3-hack system employers can use to combat the crushing wave of workplace anxiety:

1. Turn Your Workplace Upside Down

Start anywhere, but principally at the bottom and actually talk to your employees. Find out what they’re struggling with, what they need help with, and come up with a plan to support them as individuals. Remember that one size doesn’t fit all so take the time to talk to each employee one-on-one or at least do a survey. Demonstrate you care by listening and asking great questions.

2. Create Meaningful Work

While all work isn’t necessarily meaningful, make sure your employees understand how their assignments and role fits into the larger picture of the company. Make sure they know why something is being done and what goal is being served. Make sure they stay connected to the vision of where the company is going and the impact you’re having on the world around you. And help them grow – that is meaningful at its core to them.

3. Reskill Your Employees on the Basics/Emotional Intelligence

While we can’t control what the future world of work will look like, make sure you’re providing your employees with opportunities to grow and develop crucial, transferrable skills like emotional intelligence. As technology continues to shift the landscape of our world, we know people are going to matter more than ever. Make sure you’re supporting your employees to become better, more empathetic humans.

To learn more about our 3-hack system to guarantee workplace success, click here to read our recent blog.

As an employer, you’ve got to figure out how to help your employees relieve workplace stress. It costs you too much in terms of lost labor, employee turnover, and poor productivity to continue to allow your employees to fight it out on their own.

Need some help? Reach out to us to schedule an exploratory call with one of our experienced coaches!

5 Steps to Keep the Multi-Generational Workplace Human

With the increased digitization of our businesses, it’s easy for employees to start feeling isolated and forgotten, like they just don’t matter. Where we previously had to pick up the phone or walk across the office if we wanted to talk to one another, now we can communicate with just a couple keystrokes. Where co-workers previously spent all day sitting in adjacent cubicles, now team members can be spread across the city, country, or even the world.

While technology has allowed us to work faster and more efficiently, it’s also contributed to higher levels of stress and anxiety among workers. Because as technology has changed the way we work, we’ve kind of forgotten the most important element: the people.

So if you care about keeping your humans happy (and you should because happier employees are more productive and successful at work) make sure you’re taking these five steps to keep your multi-generational workplace human:  

Communicate Like a Human

We have the power of speech for a reason: to communicate! So instead of texting your employees, actually pick up the phone and call them (yes, even your Millennial and Gen Z employees). Or better yet, drop by their desk and have a real conversation complete with facial cues and body language. Yes, it’s inefficient and yes, it might not be the most productive use of time, but real human communication is essential to forming better relationships and bridging the gap in the multi-generational workforce. Which brings me to my next point:

Face Time Not FaceTime

You’ve got to encourage your people to have meaningful face-to-face interactions. That means coming out from behind the computer screen and planning regular in-person meetings, going to lunch, or grabbing coffee together. As a boss or manager, one of the most valuable things you can do is plan one-on-one meetings with each of your employees. And when you’ve met with them all, go back and start over again.

Provide Individualized Mentoring for Career Success

One thing we hear over and over again from the young Millennial and Gen Z employees we coach and train is that they want personalized mentorship from their bosses and managers. They don’t want to feel like just another cog in the machine. They want individualized support to help them learn, grow, and achieve their career goals. As we previously discussed, mentoring and coaching is the new leadership development training. So make sure you’re giving all your employees the right support and not just a one-size-fits-all solution.

Encourage Work-Life Balance

Work is a big part of our lives. But it’s not our whole life. So encourage your employees to achieve a healthy work-life balance. Don’t give them grief if they ask to leave early to catch their kid in a school play or need to come in late because their dog got sick. If they’re not feeling well, tell them to stay home and rest even if you’re in the middle of a big project. Tell them to have a great vacation and actually mean it. Respect your employees enough to trust that the work will still get done.

Show You Care

Our #1 tip for keeping the multi-generational workplace human? Show your employees you care. Take an interest in their lives. Ask how their weekend was, how their spouse is doing, what their kids are up to. And then actually listen to the answers. Say “Thank You” and “Good Job!” Get to know them as people and demonstrate that you really care.

 

Keeping the workplace human in the age of technology isn’t hard. It just takes conscious effort and systems that are designed to encourage it. If you’re struggling to provide a human workplace that keeps your employees engaged, reach out to us. We’ve developed systems and frameworks you can implement in your multi-generational organization to make sure you’re meeting the needs of your people. Click here to schedule a discovery call with one of our high-performance coaches!

Coaching and Mentoring is the New Leadership Development Training, But How Do You Create That System?

In our launchbox laboratory, we’ve had the pleasure of training and coaching more than 12,000 millennial and Gen Z employees – the workers of the future. And one thing we’ve noticed from working with this group? They want mentoring and coaching on-demand. Not old school leadership development training and conferences. They are hungry to learn, but they want it on their terms.  And they want you to really show them all the rules and systems.

As a business owner or manager, it’s your job to turn your organization upside down, listen to what your people want, and then give it to them. Start now and understand that if coaching and mentoring is the new leadership development training (and we think it is!) how do you give your employees more of what they want and less of what they don’t want?  And, under terms they will understand and be able to adopt with the new training?

Allow Them to Seek Out Their Own Mentors

You may have your own coach or training program that resonates with you. Which is great. But don’t expect that what works for you will work for everyone on your team. Yes you should send them to conferences and workshops you believe will benefit them. But if your employee comes to you about an event they’d like to attend, let them. Trust me, your people are smarter than you probably give them credit for. If they’re self-motivated enough to find a mentor they like and want to learn from, the best thing you can do is have their back. Give them what they think they need to crush performance for you. And then get out of the friggin’ way!

Embrace On-the Spot Coaching in the Workplace

Do you keep a mental checklist of all the things you want to talk to your employees about at their next performance review? Here’s a radical idea: instead of saving your feedback for a formal review, embrace on-the-spot coaching. If one of your people does something wrong or something you don’t like, correct them right there and then. Don’t wait for an arbitrary date on the calendar. And if they do something you DO like, make sure you tell them about it! Don’t keep it a secret!

Make Space for Personal Development During the Work Day

Did you know that the average worker only has only 24 minutes per week to learn something new? That’s a new skill, new technology, or new tools for their own development. So as a boss, help them out. Rather than leaving it up to them to get the mentoring and coaching they need outside of work, allow space for it during the workday. If they need to leave a little early to go to their networking group or if they can only do calls with their coach at 1pm on Wednesdays, let them. Don’t just tell them you care about them and have their back, show them!

Develop a Practice of Open and Transparent Communication

You owe it to your people to be honest with them not only about their current job performance, but about their career goals too. If you know that one of your employees eventually wants a management position or that they’d like to move to a new team or department, be transparent with them about what it’s going to take to get there and help them if you can. Yes, even if that means they may eventually leave you. When you demonstrate that you care and you show up for people in the way that they need, they’re going to want to give you their best for as long as they’re with you.

 

Want help providing coaching and mentoring opportunities for your employees? Reach out to us – we can help! And if you’re local in San Diego, send your team to one of our upcoming Strengths & Story workshops.