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Connecting in the Virtual Workplace: B.R.I.D.G.E. the Gap

Now the need for connected and engaged workforces has never been greater, thanks to COVID-19! Remote and separate work is killing us. Our 5-year focus has been connecting the generations in the workplace. We developed a winning workplace formula to connect the Millennials, Gen Zs, and every generation. B.R.I.D.G.E. the Gap.

Companies of all sizes and shapes around the world are now forced to confront heightened culture issues inside the workplace.  The need for a system to help them B.R.I.D.G.E. the gap around generation, gender, race, religion, whatever, is daunting. Our workplace connection system is guaranteed to work when companies authentically believe and deploy it.

FACT: The most important life/work skill is relationship building. The ability to build relationships is your connection currency. B.R.I.D.G.E. is a 6-step framework that solves today’s most challenging workplace issues. Learn more about how to B.R.I.D.G.E. the Generation and Diversity Gap below and if you’d like help implementing, reach out to us.

B.R.I.D.G.E. the Gap in Your Workplace

 

B: Bust Myths

No matter what specific challenge you’re facing in your workplace, it starts by checking your assumptions at the door. We all buy in to myths, biases and beliefs about the people we work with that may or may not be true. But make a commitment right here, right now, to stop placing people in a box. Instead, lean in and really listen. Understand and welcome that diversity, it creates better business results – just check out this study from Deloitte. If you connect to yourself by busting myths you are free to inquire and listen to your own strengths.  Once you understand yourself, you’re ready to engage with others to find the strengths in them. Busting myths starts with understanding and identifying what people are really bringing to the table – not the baggage or labels you’ve assigned to them.  That is what leaders that transform the workplace do.

R: Real Deal

Authenticity and trust are two of the most important ingredients for creating strong relationships and real leadership. And, now that we’re all working remote and dealing with the uncertainty, anxiety, and frustration of life during a pandemic, it’s become more important than ever that your workplace colleagues know you’re there for them. Be interested and interesting.  Care and put in the effort to be vulnerable.  It pays in connection currency.  Stop making excuses and blaming others (colleagues, friends, etc.) and start becoming genuinely interested in your team, their ideas, solutions, and strategies. Challenge yourself to learn as much as you can about everyone: What makes them tick? What motivates them? What inspires them?  What are their goals? Simply ask great questions and then go deeper to form rock-solid relationships.  My 19-year-old son told me this week that the greatest gift I gave him was the ability to understand, practice, and shape question asking. He said with that he could enter any room of 200 and find something in common with every person and build relationships.  Now I want to test that skill.  Anyone have a room of 200 during COVID?

I: I Own It

Let’s face it: it’s easier to blame others and make it someone else’s problem when you don’t have to hang out with them in the break room or stare at their cubicle all day. But real leaders step up and own their side of the street. When things go wrong, take responsibility. And when things go right, own that too. You must have personal accountability in everything you do if you want others to own their stuff, grow, change, and show up differently.  You want to change the world change yourself because what happens to you is because of you.

D: Deliver Value

If you’re familiar with my views, you know I’m always talking about delivering value to others. Without that, you’re dead to me and everyone else. Value is a big freakin’ deal! I believe if you show up, serve, and focus on how to consistently give values to others, your life and your results will change tremendously. So how do you personally connect, mentor, lead, motivate, engage, and add value to those around you? Where are you crushing it and where could you do better? And has it changed since the pandemic began? When will you recapture some of the magic you had before you went remote? And, how?

G: Goals in Mind

In the virtual workplace, it’s more important than ever that people have a clear sense of what a company’s goals are and what the vision is for the future. A shared vision and shared goals allow people to get into alignment with each other, regardless of their differences or past experiences. If you’re a leader, it’s up to you to create that vision and then lead with transparency and purpose. If you’re a team member, check in with yourself and ask great questions like: How does what I do help achieve the company’s goals? Why am I important to the company? Most importantly, given the radical changes we’ve gone through, what goals in mind do you have for workforce development?  Now more than ever, adapting to change in economies is not just about cost-cutting and risk assessment, it’s about finding and training the right leaders that will persevere in the new uncertainty. DO you have a system for that goal? If so, it better relate to connecting people.

E: Empower Success

Our signature program, Strengths & Story, centers on helping individuals discover and articulate their own strengths to others. Why do we focus on highlighting strengths rather than correcting weaknesses? Because we want to empower people and help them discover what is already special about them. Everyone has their own innate superpowers so help your team recognize and cultivate their gifts. Then, celebrate them when they succeed!

 

As we went through the B.R.I.D.G.E. acronym, I hope you noticed that even though we’re using B.R.I.D.G.E. as a means to close the gap between self and others, we kept the focus on the self – specifically, on you! That’s no accident. The only person we can control in all situations in ourselves. So creating change and getting the results we want starts with us doing the work from the inside out. If you need help stepping up and becoming the leader you want to be, we offer personalized, on-demand coaching. Contact us to learn more about what we can do for you and your team!

Embrace Millennials as the Opportunity they are

A massive shift is taking place in the workplace and marketplace. Millennials—currently representing 36% of the workforce—will be 75% of your employees and customers by 2025. This change is creating a huge gap. Boomers and Gen Xers grew up with structure. Millennials have grown up with flexibility and the freedom to say what they want, when they want, simply by sending a tweet or a snap. They want feedback 24/7. They collaborate and create influence through network and community. They work way differently than previous generations. This difference is causing what you might label a “problem” in the workplace. There is a clear disconnect between expectations and work style.

But what if you challenged yourself to view this generational gap not as a problem to be solved, but as an opportunity to be embraced? Millennials control $660 billion in spending and will soon be leading the workplace, if they’re not already. Be the solution and embrace this generational “shift”–you can “shift” your perspective on this gap and win the millennial race! Millennials hold a tremendous opportunity for your workplace to excel in the future. Here are 3 millennial “problems” that are actually opportunities to be embraced.

  1. They constantly seek feedback 

    Millennials grew up in an era of instant gratification, so they expect feedback all the time. While this classic millennial trait may seem annoying or ridiculous, it offers you an incredible opportunity to actually communicate and connect. The” problem” isn’t just that they want feedback, they are scared to ask for it and don’t know what to do with it or how to react.

    Use this opportunity to be a mentor and guide for your millennials. Be real, be honest, be a teacher.  Show appreciation when they do a good job, and let them know when they make mistakes and how they can improve. Ask them questions on a regular, weekly basis so you can create a two-way relationship. If they see you, their boss, asking questions, being vulnerable and caring, they will mimic your behavior and develop confidence.Use feedback the way it is intended, as a give and take.

  2. They want flexible or their“perfect” schedule 

    It may seem like a pain to offer a flexible schedule to your millennial employees. You may think, “Why can’t they just work 8 hours straight like I did and not complain about it?” Well, technology has changed the world and millennials can get work done remotely as well as in an office. Millennials tend to seek a perfect work/life balance. By allowing a flexible schedule, you provide your millennials the opportunity to fulfill other activities that make them happy and keep them fulfilled and engaged.

    If your millennials are engaged in the other areas of their life, they will be more inspired to do more great work for your company. By caring about their needs, they are happier, therefore so are your customers and you also create more success of your company.

  3.  They have wild ambitions and ideas

    “They all want to create the next Facebook.” The initial reaction to millennials’ wild ambitions may be that they’re entitled and expect success overnight. But what if you could focus their ambitions within your own company? As a manager, you can motivate your millennials to learn and grow within your company. You can provide opportunities for them to excel, create and innovate…a win-win that would benefit your company. Don’t suppress your millennial worker’s ambitions, but guide them so they can flourish and excel both personally and professionally.

Where one sees trash, another sees treasure. The millennial shift is happening…its inevitable. However, it’s up to YOU how you view it…as an opportunity to be embraced!

 

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Need help understanding, engaging, and retaining your millennial workforce?  Dan Negroni, Author, Speaker, Attorney, Kick butt business consultant, coach, and proud Dad of a few Millennials delivers actionable solutions.  Different from all other millennial experts, Dan’s empowering business approach at Launchbox, creates quick value and seamless connections with millennials and management each on their own terms.   Using unique content and delivery methods that audiences respond to immediately he leverages results from the inside out.   Allow millennials to be your secret weapon and maximize your commitment to them to innovate, create a culture of engagement and grow your businesses today.    To start click here to grab your copy of Chasing Relevance: 6 Steps to Understand, Engage and Maximize Next Generation Leaders in the Workplace or call them at 858.314.9687 for a free Coaching Assessment or visit www.launchbox365.com.