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.

Coaching and Teaching Emotional Intelligence in the Workplace: Why it Matters and How to Achieve Success!

IQ, AQ, SQ, EQ…there are so many acronyms that get thrown around in business. And, yes, when it comes to developing the high performing worker of the future, the one you most need to know is EQ, which stands for emotional intelligence.

According to the World Economic Forum, emotional intelligence is one of the top ten most in-demand skills listed by employers. It even beat out such stalwart skills as negotiation and service orientation. And there’s a reason why emotional intelligence is ranked so highly – in this changing world of work where technology and automation are rapidly shifting the landscape around us, people who can connect with themselves and connect with others will win. 100% guaranteed.

But before we dive into the increasing importance of emotional intelligence in the workplace and how you coach it in your employees, we need to first start by defining it.

What is Emotional Intelligence?

Generally speaking, EQ or emotional intelligence is the ability to recognize, understand, and manage our own emotions and those of others. The term was created by two researchers, Peter Salavoy and John Mayer, and later popularized by a book of the same name by David Golemon.

According to Golemon, there are five components that make up a person’s emotional intelligence:

-Self-Awareness

-Self-Regulation

-Internal Motivation

-Empathy

-Social Skills

These five components work together to determine how you relate to yourself and others. Some people are naturally predisposed to score higher on assessments that test components of emotional intelligence, while others struggle to relate.

But one of the great things about emotional intelligence is that it can be developed and increased. It’s not a fixed data point. With the right tools and strategies, you can increase your skills and “xFluence” those around you to do the same.

Why Does Emotional Intelligence Matter?

We are in the midst of the fourth industrial revolution. Technology is rapidly advancing and things like A.I., machine learning, automation, predictive analytics, and more are forcing our work to change and evolve. According to The McKinsey Global Institute, as many as 375 million people around the world will need to change occupational categories by 2030 due to automation

So what does that mean for us? It means we need to increasingly focus on the human element: the worker of the future! Research proves that since the beginning of time and forever, it’s the people that will matter in this new world of work and we need to find a way to make them more human. Success requires new skills that teach all employees how to actively connect with themselves and own who they are so they can connect with and manage those around them. It’s the only way.

How Do You Coach Emotional Intelligence?

If emotional intelligence will matter more than ever in the future, how do you develop it in the employees you have now? How do you coach them to be their best selves so they can show up and crush it for you at work?

First, you’ve got to find a way to connect. HACK 1: Start by turning your organization upside down and finding out who your employees are and what they need from you. When you listen, when you look for opportunities to form a connection, and when you model that behavior in everything you do, you will xFluence those around you to do the same.

Next, encourage self-awareness by creating a safe workplace environment free from politics and bs. Support your employees in being vulnerable and sharing their truth. They have to be able to connect to who they are inside to be able to connect to others – including your customers. Encourage your employees to get vulnerable and do the work of increasing their own self-awareness.

Finally, put in the really hard work and engage in workplace mentoring and coaching. Obviously to do that, you have to first invest in yourself to increase your own emotional intelligence. But if you do enough work on yourself, you’ll soon be able to identify where those around you are struggling. Coach and mentor them on the spot. Today’s employees relish constructive feedback delivered in an informal manner so don’t wait for your next quarterly review to offer advice!

Doing the work to improve emotional intelligence in the workplace is simple but it isn’t easy. And it’s especially not easy when you have a whole team of people that needs improvement if your company is going to make it.

That’s where we come in. Click here to schedule your free introductory coaching session with us today. We offer both individual and team coaching to help you succeed in the future world of work.

3 Hacks to Guarantee Success in the Multi – Generational & Diverse Workplace

What does it take to really bridge the gap in the multi-generational workplace? To transcend age, culture, diversity, and experience? To overcome everything that pulls us apart in order to pull teams together and crush it in the workplace?

We’ve spent the last four years exploring those questions. Along the way we’ve had the privilege of training more than 20,000 millennials and their employers. We’ve talked to audiences around the world in all different kinds of industries.

And what we realized is this: there is a system that can GUARANTEE multi –generational workplace success!

The best part? It’s pretty dang simple.

Hack  1: Turn Your Workplace Upside Down

You need to lead by providing value to others. And in order to provide value to others, you’ve got to listen, learn about what matters to them, and find a way to connect and serve them.

So when it comes to your employees, you’ve got to turn your workplace upside down. Instead of applying a top-down approach to your people, giving orders, and guessing what will make them happy, you’ve got to start at the bottom and friggin’ talk to them! Ask them about what they want from you, their manager, and their job. And then find a way to give it to them.  Make them matter and feel safe.  In case you haven’t realized it, you really work for them anyway.

Hack 2: Create Meaningful Work

No matter what industry you’re in, you’ve got to make sure your employees have meaningful work. Because in order to be engaged they have to connect themselves to the meaning of their work.  It doesn’t matter whether you’re saving lives or selling widgets. You’ve got to give your employees work that means something to them! And if they can’t see that meaning for themselves, it’s up to you to show it to them. Paint the picture of why it matters. Show them that their task, no matter how boring, tedious, or insignificant it seems, makes a difference and has an impact. And let them in on the wins!

P.S. the biggest way you can win is to train, grow, coach, and mentor them to get better to create more impact.  Self-growth allows them to draw a connection to the work that created it – and makes their work meaningful!

Hack 3:  Reskill Your People from the Inside/Out (on Emotional Intelligence)

As a boss, as a manager, it’s up to you to coach your people to be their very best. And one of the best ways to help them is to reskill them on emotional intelligence. We call it connection currency.  According to a recent study from the World Economic Forum, emotional intelligence is one of the top ten most in-demand skills listed by employers. And with good reason! As our workplace increasingly becomes dominated by technology, people matter more than ever. So make sure your employees have the skills to successfully connect with their bosses, their coworkers, and your customers.

Want to learn more about our 3-hack system and how it can work for you?  Shout  out to us – we can help you bridge the gap with your employees to CRUSH performance in the workplace today and in the future!

Young Lawyers are Leading Change in the Law Practice, Like it or Not

Change is coming one way or another. That was the conclusion of a recent report from Major, Lindsey, and Africa, a leading attorney search firm, in which they detailed their findings after surveying over 1,200 millennial attorneys. And while their survey was exclusively focused on law firms and the people they employ, we’ve noticed similarities about our clients inside law as well as those we work with across all kinds of industries.

There are three things we’ve deduced from the survey as being absolutely critical for employers to understand: 1) Work-Life Balance Rules 2) Lack of Authenticity and Transparency is a Non-Starter 3) Career Pathing is Your Duty

Just look at these results:

-Less than 30% of respondents described their firms as being very transparent about an associate’s career path.  Yet more than 80% of respondents still described transparency surrounding their individual career paths as being important to crucial to them.

-Only 20% of respondents classified themselves as being highly loyal to their firms. And of those, 54% still said they were not open to new job opportunities. It seems these things go hand in hand!

-When evaluating prospective employers, respondents cited these three factors as being most important in their decision: the employer’s commitment to fostering work-life balance, compensation, and professional development.

-If a respondent was open to new job opportunities, it’s usually because they were seeking better compensation, looking for a change in management or company culture, or wanted more work-life balance.

-More than 60% of respondents said informal mentorship has had a significant or crucial effect on their career. And almost 30% indicated that formal mentorship was irrelevant.

(Click here to read the full survey)

Did any of those results surprise you? They surprised ME and I do this for a living!

Like it or not, change is coming to your organization. So the question is: are you ready?

We’re going to break down how you can prepare your company to meet the needs of the worker of the future so that your organization can survive and thrive. After all, a company is only as good as its people. And if you can’t figure out how to give your best people what they want, they’ll find someone else who can – like your competition!

WORK-LIFE BALANCE RULES

We’ve been fighting to achieve work-life balance SINCE THE BEGINNING OF WORK.

Can we actually achieve work life balance or is it a myth?  And what the heck does work-life balance even mean? Because it’s different for every single employee.

One hack is to turn your organization upside down and ask each employee what work-life balance means to them. Understanding what your audience wants, a novel concept. Does it mean coming in early so they can leave early? Does it mean working from home a few days a week? Or does it mean not working a weekend, ever. Whatever it is, you’ve got to figure out what your employees need from you and then figure out how you can deliver it in a way that still serves your business goals.

There, now you have a system to find a way to help your employees achieve the work-life balance they crave. Remember, it goes both ways. You can give employees the better balance they want, in a way that meets your expectations.

LACK OF AUTHENTICITY AND TRANSPARENCY IS A NON-STARTER

Ah, transparency. Seems everybody and their brother wants the people, the government and the companies in their lives to be more transparent.  Science and data demonstrate people want the truth, as in can you be trusted.

So, you need to figure out how to be really real with your employees. And not just raw and authentic when it suits you – it needs to be baked into your company culture.  So entwined with the day-to-day operations that it is embedded in your culture.

How do you get there?

Friggin connect with your employees. Learn their story, find out what they want out of their job and their life, and understand what really matters to them. If you can achieve that you will create Trust.  Having a culture of trust and transparency and communication is what creates results.  See The Speed of Trust by Stephen M. R. Covey:  (Strategy x Execution) Trust  =RESULTS . And not just any results, exponential results!

CAREER PATHING IS YOUR DUTY

In a world of on-demand learning, is it really any surprise that formal and forced mentorship is on the decline? We all want to learn at our own pace, on our own schedule, and with who we trust – which just doesn’t gel with a rigid mentorship structure.

Which isn’t to say that formal mentors themselves are out. We just want advice delivered in a more informal, of-the-moment way. So rather than formally defining our relationships with our employees in the workplace or relegating their career development to some far-off date on your calendar, practice delivering real-deal, authentic feedback. That means correcting the behavior when it happens, not during their annual review. It means taking time out of your busy schedule to commend an employee on a job well done – even when you’re so busy you can’t think straight.

We have to find a way to build more mentorship and professional development into the day-to-day culture of the workplace. And while you may be rolling your eyes and thinking, “Sure Dan, I’ll be sure to add that to my never-ending to-do list” the truth is, it’s critical you get this right. Employees who are listened to, supported in their role, given the tools to succeed, and encouraged to bring new ideas to the table do better work and STAY! It’s that simple.

Here’s the bottom line: if you want to survive in the years to come, you’ve got to figure out how to create and deliver:

1.  Work Life Balance

2.  Authenticity and Transparency

3. Career Pathing

It’s the only way.

Need help figuring out how to give your employees what they want in a way that still serves your company? Reach out to us for coaching – we’ll equip you with the tools you need to succeed! Click here to sign up for your free coaching session.

How to Have Other-Focused Conversations

Whether it’s a raise, an opportunity to be mentored, or just figuring out what the heck your employees need from you, if you don’t ASK, you don’t GET!

We spend too much time thinking about how to get others to give us what we want, when the answer couldn’t be more simple.

If you just ASK for what you want in a way that makes it about others, you will win.

Need help figuring out how to make your conversations other focused? Click below to download our free handout that’s guaranteed to change the way you communicate with others both in and out of the workplace.

Want to build better relationships in work and in life? You have to make it about others first - the audience is the hero of your story! Use these tips to change the conversation:



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Hire Right! What to Look for in your Next Rock Star Employee!

Hiring is a skill that doesn’t come easy. But like any skill, it can be learned and improved if we are aware. Most of us don’t want to admit what we’re not good at it. Because acknowledging that we’ve made some bad hires forces us to wake up and realize (i) we screwed up and, (ii) we definitely need to fire someone. Maybe ourselves, lol.

Most companies hold onto employees that aren’t the right fit for far too long. And that’s costing your business big time! Not just financially either. Having the wrong employees on your staff hurts your productivity, erodes engagement and trust and your company culture, and ultimately inhibits results.

There is good news!   You can avoid all that if you learn how to hire the RIGHT PEOPLE in the first place. And we do that by asking GREAT QUESTIONS during the interview.

What Type of Person Are They?

I’ve had the privilege of working with companies like Qualcomm, Booz Allen Hamilton, and Inuit and let me tell you, it doesn’t matter how good the candidate looks on paper or what credentials they have. If they’re not the right type of person for your company or team, they’re not the right fit period.

During the interview process, you need to figure out what type of person they are, what their strengths are, and what their whys are. We have a great PDF below with all the questions you should be asking to help you figure these things out, but two of my favorite questions are:

-What’s the biggest misconception others have about you and why?

-What three words would you use to describe yourself and why?

Both of these questions will help you confirm or deny your initial assumptions about what sort of person they are and also help you understand their level of self-awareness. It also lets you get into the “real” authentic person not the rehearsed interviewee.  To see how powerful these questions can be, try them out with yourself and with the people that you know well – you will be surprised at the results!

Are They Positive and Optimistic?

As quickly as our lives move these days and as quickly as the world of work is changing, there is NO room for negativity. You need to be hiring positive, optimistic people who have a can-do attitude. People who are positive and optimistic are more likely to seek solutions to challenges, rather than allowing themselves to become stumped or stuck. And that’s exactly who you need in your company – people who are going to just figure it out on their own and find the help they need to get it done.

To evaluate a candidate’s pre-disposition towards turning lemons into lemonade, a few of the questions I love to ask are:

-What do you think about failure?

-When you’d have obstacles in your life, what have you done to overcome them?

-What characteristics or behaviors do you believe have contributed to failure around the positions you’ve held in the past and why?

After you ask these questions, listen closely. Sometimes you have to read between the lines of the candidate’s responses so make sure you listen for clues that indicate whether they respond more positively or negatively to being challenged.  And, also ask targeted follow up questions.

To conclude, when you’re hiring you’re primarily looking to answer just two questions about every candidate: what type of person are they and are they positive/optimistic. It’s not rocket science and yet we get so caught up in fact-checking their resume and making sure they have all the technical skills, we forget to ask the questions that will help us figure out who the person sitting across from us actually is!

So, before you make your next hire, make sure you download our free PDF with the kinds of questions you should be asking every candidate. Just fill out the form below to get it. And if you still need help, please reach out to us for coaching!

Want to save your company time, money, and frustration by hiring the right candidate? Fill out the form below to grab our free download with all the questions you need to be asking during the interview process to ensure you're making a great hire.



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How to Hire the Right Person for Any Position

The U.S. Department of Labor estimates that a bad hire costs the employer, on average, 30% or more of the individual’s first year salary with the company. So if their salary is $100,000, the cost of one poor hiring decision is $130,000 or more!

Do you have that much time and money to be wasted on the wrong employee? Heck no!!

How do you HIRE RIGHT, NOW!!! The Worker of the Future who will crush it in their role and grow with your company for years to come is who you want, but HOW?

It starts by asking GREAT QUESTIONS!

To do so, download our free handout that will get you asking the right questions to ensure you’re hiring the right employee to crush it for your organization.

Want to save your company time, money, and frustration by hiring the right candidate? Fill out the form below to grab our free download with all the questions you need to be asking during the interview process to ensure you're making a great hire.



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4 Reasons Why You Need to Care About Creating the Worker of the Future Right Now

The Greek philosopher Heraclitus once said, “The only constant in life is change.” While I’m no philosopher, he certainly got that right! Just compare our world now to Heraclitus’s time. Hell, a lot has changed since I entered the workforce – and I’m no dinosaur!

So if we know the world is constantly changing and will continue to change, why do we keep putting things off for the future? Why do we keep telling ourselves that when the workplace of the future finally “arrives” we’ll just figure out how to adapt? Why are we not prioritizing developing our employees, our companies, and ourselves NOW so that we can make sure we WIN in the future?

As we’ve been talking about the worker of the future, you might have thought to yourself, “Okay Dan, I hear you, but why I should care about this right now? What’s so different about this moment in time that I should drop everything and shift my focus to worrying about a future that’s not even here yet?”

For starters, you don’t need to worry about the future if you’ve done the work to prepare for it. It’s only those who haven’t put in the time that need to worry! But to answer that question, to discuss why it’s so important that we care about creating the worker of the future right now, we have to look at a few things that are true about this moment in time:

Key Industries Are Being Disrupted

My wife is a Realtor and a damn good one at that. But whether real estate agents will eventually go the way of travel agents and she’ll be out of a job is up for debate.

“It’s a people industry,” they argue. “Nobody wants to buy a house from a computer.”

Well most people never imagined we’d push a button to have a perfect stranger come pick us up at our house and look where we are now.

Necessity is the mother of invention. Where there’s a need, or where we can create a need, there’s opportunity. Every industry has its own pockets of opportunity that could lead to significant disruption and choosing to ignore this fact is the equivalent of burying your head in the sand and pretending like it isn’t happening.

Every industry that hasn’t already been disrupted is ripe for future disruption. And the industries that have already changed will continue to do so. Speaking of Uber, I recently learned that in response to companies like Bird and Lime offering alternative, on-demand transportation options, Uber has also gotten into the scooter-sharing game. It acquired Jump Bikes in April 2018 to the tune of $200 million. Because even the disruptors can become disrupted!

We’re More Connected Than Ever Before

A 2015 study by Bank of America found that 71% of smartphone owners sleep with their phones either on their nightstand, in their bed, or in their hand. That figure is likely even higher now! The fact is, for the majority of us the phone screen is the last thing we see at night and the first thing we see in the morning.

And do you know what’s on those phone screens? Apps. Facebook. Instagram. Gmail. What’s App. Slack. All these things that allow us to be connected to others 24/7/365. This connectivity has not only dramatically changed our personal relationships, it’s changed the way we work.

Walk into an office six or seven years ago and it wasn’t unusual to find that most companies had a policy about their employees having their cellphones on their desks. Now? Bosses are sending their employees Instagram DMs and expecting them to respond if they’re on the clock. Or not on the clock because the lines between where our workday begins and ends have become incredibly blurred.

Used to be that every business had the same forty-hour workweek to get things done in. But now that we are all connected at the push of a button, it is always game ON.

The Speed of Life and the Speed at Which Things Change Has Increased

You’ve probably heard this old riddle before:

“There is a pond with lily pads in it. Every day the amount of lily pads in the pond doubles. If on the 30thday, the pond is completely full, on which day was it half full?”

The answer? The 29thday.

Just like those lily pads, the rate of change has been growing exponentially for hundreds of years and we are now at that 29thday! Earlier I mentioned how much had things had change since the time of the ancient Greeks. Now think about this: the first personal computer arrived in 1975, the Internet in 1991. Now we carry an Internet-connected computer around in our back pocket and use it to share cat videos with our friends on Facebook. How’s that for rapid change?

This culture of disruption and the increased connectivity between each and every one of us means that the speed at which things change will only increase. If you can’t keep up and your competitors can, you will lose. Period.

Trust is More Important Than Ever

It only takes one tweet with a screenshot of a supposedly private conversation to go viral and ignite a PR firestorm for your company. If we do not do right by our customers and convince them at every opportunity (and I mean every opportunity) that they can trust us, we open ourselves up to enormous amounts of risk. Your customers have a choice about who they buy from and who they work with. Companies do not have the power anymore. Consumers have all the power.

But it’s also not just about the customer. Employees want to work for companies that are real with them. And if you don’t deliver, they will find another company who can. It’s that simple. So you better pay attention and give them what they want because employees matter. Yes, you need the customer to buy from you, but it’s the employee that handles the customer and delivers the experience that gets the customer to come back and tell all their friends.

So now do you agree that it’s time we shift our focus to attracting, creating, and retaining the worker of the future? Because if you don’t, then whatever you’re prioritizing instead isn’t going to matter in five or ten years. Your company will struggle and probably get crushed by the competition who figured this out and made it a priority.

 

Need help? Sign up for your free coaching call and let’s figure out how to help you and your team win!

 

Become, Attract, Create, and Retain the Worker of the Future!

Who is the most important person in a business? If you ask most experts, they’ll say it’s the customer. However, really great leaders like Richard Branson will tell you it’s the employee. Which is absolutely correct. After all, it’s always the employee that takes care of the customer and creates the experience that brings the customer back. So why, when we talk about the future of work and the workplace, do we leave out the most critical asset, the worker of the future?

Probably because training and building amazing employees is one of the hardest things in business. People and relationships are tough!

But don’t stop reading here. It’s one thing to know your employees are important and another thing to actually walk the talk and do the work to treat them that way. Your future success will depend on how well you can understand, train, and build your employees to become the worker of the future. In a 2018 talk at BetterUp Shift, Josh Bersin, founder and principal of Bersin by Deloitte, told the audience that, “The future of work actually has little to do with technology, AI, or algorithms. It’s all about people, organizations, and how we manage people within these organizations.” And he’s absolutely right! People are people and they will always be the differentiator in growing our businesses.

So when we look ahead to the future, instead of asking ourselves questions like:

  • Will my job be obsolete in ten years time?
  • Is this booming business venture a momentary fad or something more?
  • Will a machine take my job?
  • If the workplace of the future changes drastically, will I be able to see it coming or will I be caught unaware?

Let’s focus on what we KNOW AND CAN control: our relationships with our people and how we can grow them to become the employees we need both now and in the future.

As Robert Bernard Shaw once said, “Life is not about finding yourself, it’s about creating yourself.” Rather than worrying about what the workplace of the future or the future of work will be, let’s focus instead on creating the WORKER OF THE FUTURE from the inside/out with a few simple steps!

 

Who is the Worker of the Future?

In his book The Future of Work, Jacob Morgan argues that there are five emerging trends:

  • New behaviors shaped by social media and the web
  • Collaborative cloud technologies
  • New generations of workers with new attitudes, expectations, and ways of working
  • Greater ability to work from anywhere, anytime
  • Increased globalization and connection to diverse peoples

These trends aren’t just hypotheticals; they’re already permeating our workplaces and rapidly changing how we work. And not just in a few industries either. These workplace trends affect all of us, no matter who we are, where we are, or the type of work we do. To survive and thrive in the new future of work, we ALL must become the worker of the future. And we know that people are people and the thread is within: People are the workers of the future even when everything else changes around them. So, listen right here, right now. Universities, colleges, businesses, please, and I mean f*&^%n please, start creating the worker of the future by training them on themselves and relationships that add value to others.

So if you’re a worker (whether manager, front line, C- level) what will you do today to recreate yourself as that worker of the future? How will you navigate these trends? Who will you be while you’re doing that and how will you go about developing yourself to meet the challenge?

Here are a few tips:

  • Know yourself
  • Learn your story
  • Create trust
  • Build solid relationships, starting with yourself
  • LEARN and GROW: update all those skills you need to survive today.

And if you own or run a business, then figure out how to teach and train all your employees these methodologies. We all know they don’t come to you with them naturally, they’re not teaching them in college, and there’s no school on creating the worker of the future. So go ahead and beat the competition and be that for them!

 

What Skills Will the Worker of the Future Need to Succeed?

Aside from the technical skills needed to complete their work, the WORKER OF THE FUTURE will need other skills that I would argue are much more important. After all, technical skills are relatively easy to acquire and train. These other skills aren’t so easy to come by and require significantly more time and energy to develop.

  • The worker of the future must be:
  • Obsessed with learning and growing
  • Authentic and vulnerable with others
  • A great communicator
  • Knowledgable about what their “why” is and what they have to contribute to
  • others
  • Flexible
  • Innovative
  • Entrepreneurial (even if your ambition is more intrapreneurial in nature)
  • Collaborative
  • Self-motivated
  • Certain of who they are
  • Able to tell stories that connect
  • A leader
  • Trustworthy

Did you notice that the four skills at the top of the list are concepts we’ve been talking about for years?! As a matter of fact that is what we do and who we are. We believe are at the precipice of creating and building theWORKER OF THE FUTURE!

 

What Can I Do Now to Ensure I’m Becoming the Worker of the Future?

Whether you’re an employee who wants to ensure you always have a job, a manager who wants to keep climbing the career ladder, a freelancer who wants to make sure you’ll always be in-demand, or an entrepreneur who wants to build a business that people can’t get enough of, you need to start by ensuring YOU are becoming the WORKER OF THE FUTURE.

To do that, you start by focusing on yourself. Yes, you need to cultivate those thirteen skills on the list above, but you need to understand yourself first. Because you can’t help others and you can’t have the impact you want, without getting real about who you are, what your story is, and what you have to offer in the workplace.

If you’re serious about becoming, hiring and/or training the worker of the future, you need to invest in yourself now to make sure you will win in the years to come.

KEY TAKEAWAYS

  1. Focus on What You Can Control.
  2. Deepen Your Relationship With Yourself.
  3. Know Your Story and What You Have to Offer.
  4. Develop the Thirteen Worker of the Future Skills You Need for Success.
  5. Make it About Others.
  6. Always be Learning and Growing

Employer Brand: What is it and How Do You Cultivate It?

Want to know the secret to not only attracting talented millennial employees to your company, but retaining them? Hint: it doesn’t involve installing a pool table, adding an on-site gym, or allowing them to bring their dogs to work.

No, if you want to attract the very best employees for your company and keep them for the long haul, you need to get serious about creating an employer brand.

An employer brand is the brand that speaks to your employees. It’s not aimed at the customer, but rather the people who work for you. It should definitely be aligned with your customer brand, but they serve different purposes. The employer brand is meant to both attract AND retain talented millennial employees.

So how do you go about cultivating your employer brand? Start by making sure you fulfill on the four things millennials want from their employers. Millennials want what we all want: to learn and grow, to work for an organization that is real and transparent, to have their managers and bosses offer great feedback so they can improve, and to do fulfilling work that gives them a sense of purpose and contribution. But what makes millennials different than other generations is that if these needs aren’t being met, they are much more willing to change jobs and go someplace else.

To illustrate how you can incorporate the things millennials want most from their workplace into your employer brand, take a look at how four top companies are getting it right with their employees:

 

How Google Provides Space for its Employees to Learn and Grow

You’ve probably heard of Google’s “20 Percent Time” policy. Google allows their employees one full day a week, or 20% of their paid work time, to work on a project of their own choosing that they’re passionate about. Now the project still has to be Google-related, but Google deliberately allows space for its employees to learn and grow. And what’s more, the 20 Percent Time policy isn’t just hollow words on a mission statement: it’s been embedded into their company culture and employer brand since 2004.

Now a 20 Percent Time policy might not be feasible for your company, but there are others ways you can create space for your employees to learn and improve. You can offer a mentorship program, have them take some online courses, or send them to a conference or workshop like Strengths & Story which teaches them about themselves and articulating and creating value for others. When you take an interest in your employees and their career development, you make it about others. And when you make it about others, you will win.

 

How Amazon Takes Authenticity Seriously

It’s hard to go a day without seeing Amazon in the news. The global giant has found a way to impact nearly every aspect of our lives by changing the way we shop for books, music, products, and even groceries. But Amazon isn’t quite the looming Big Brother figure it’s often made out to be. A 2017 study from Cohn & Wolfe named Amazon the most authentic brand in the US. And while that study was comprised of consumer feedback, a recent two-year study of Amazon employees from Kununu found that “Amazon’s employee satisfaction rate exceeds the national average in 12 categories”. Which is a big deal because some of the categories they were scored on include things like company culture, gender equality, and diversity. What this suggests is that the authentic consumer brand Amazon is putting out to the world is also consistent with their internal employer brand.

The fact is, millennials want to work for a company that walks the talk. They want you to be real with them. They want to know your plans for the company and what your vision is for their role within it. And they want to know that your public stance on gender equality, employee development, diversity, etc, isn’t just a sound bite. They want to know that their bosses and managers take that public stance into every interaction with their employees.

 

 

How Patagonia Uses Feedback to Drive Employee Performance Goals

Patagonia, the outdoor clothing and supplies giant, has over 1,500 employees at stores across the US. But to ensure they keep all of their stores working towards the same common objectives, they use a program called HighGround, which allows employees to set goals within the system and receive feedback from their managers on their workplace performance. The program is not required, employees opt-in to using it, but it has more than an 80% adoption rate among the company’s employees and of those, most report that they prefer this more streamlined system to the old ways of receiving feedback. And what has installing this system of feedback done for the company as a whole? Well, for the last three years, Patagonia has taken top 100 spots in the annual lists put together by Great Place to Work, was ranked #6 on the 2018 World’s Most Innovative Companies List, and continues to post annual revenue growth.

Having a system in place for your employees to set goals, receive guidance on reaching those goals, and get feedback from their managers and bosses is vitally important to your company’s overall success. After all, a company is only as good as the people within it – so invest in your people by providing a way for them to communicate and receive feedback! Make use of a program like HighGround. Have schedule quarterly performance reviews. And train your employees how to give and receive constructive feedback on a daily basis.

 

How GoFundMe Gives its Employees Purpose and Contribution

Since 2010, GoFundMe has grown to become one of the world’s most trusted fundraising platforms. Over 10,000 people start a GoFundMe on the site every day to raise money for everything from emergency medical bills to travel expenses to non-profit causes. To hear the transformative stories of real people who have been helped by these fundraisers, you need only listen to an episode or two of their new podcast, True Stories of Good People. So to say that the employees of GoFundMe get a sense of purpose and contribution from their work, isn’t a stretch. For a company like GoFundMe, it’s in their DNA and part of their employer brand.

While your company may not be directly transforming people’s lives the way GoFundMe does, you can still find a way to make purpose and contribution part of your employer brand. Regularly share your client testimonials with your employees. Encourage them to ask for immediate feedback from the consumers they help to experience the real-time effects of their work. Make giving part of your company culture by donating a portion of your profits to a non-profit. Set aside a day to volunteer as a company. Or encourage your employees to use their technical skills to give back to the community. Giving your employees a sense of purpose and contribution isn’t just reserved for social good companies like GoFundMe – you can and should make it part of your employer brand!

 

Need more help developing your employer brand? On March 27th, we’ll be taking a deeper dive into the employer brand during our webinar with Steven Bellach from Bottomline Marketing. Click here to register for the free webinar.