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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.

The 4 Top Solutions for Retaining Millennial Employees: Teach, Learn, Listen, and Guide

As a coach of CEOs and business leaders on how to retain Millennial talent, I am often presented with the same problem: in a desperate attempt to appeal to their Millennial staff, business owners buy Ping Pong tables, kegs of craft beer for the office kitchen, free food, or setup an Xbox in their office common area.

And low and behold their Millennial staff continue to walk out on them, but why?.  

Senior or seasoned staff see this generation of 20-30 somethings as being vastly different than any generation that came before them. They complain of Millennial’s need to be taught industry skills, their laziness, their incessant attempts to have their ideas heard, their utopian ideas about work life balance and their peculiar craving for a sense of professional progression.  

Nonetheless, the great Millennial secret is that they are more similar to every other generation of young and ambitious people throughout history.    

Universally, what Millennials want is to be taught what they don’t know so they can grow and progress. They want the chance to teach others to help improve those around them. When they speak, they want to be heard and valued. And they want guidance on how to be successful from people who have already walked the path they’re embarking on.

There is no mystery there.

Recognizing this similarity between Millennials and all generations is the easy part. The real solution  to retaining your millennial talent is easier said than done and comes in establishing an intergenerational office culture founded on teaching, learning, listening and guidance. Here’s why and how:

 

Teaching Millennials Benefits All Generations   

PayScale’s 2016 Workforce Report revealed a stark contrast between Millennial’s perception of their preparedness for their job and that of their senior (and older) hiring managers. PayScale’s report showed that 87% of Millennials thought they were prepared for their job, while only 50% of managers felt their Millennial staff were prepared.

While managers are quick to pick up on Millennial’s unpreparedness, “they should just know it, the thinking goes, because the senior folks all learned it themselves.” Can you say …bull….

Nonetheless, they seem to turn a blind eye to a far more important Millennial characteristic: their desire for professional development opportunities.

According to PWC’s Millennials at Work Reshaping the Workplace Report, professional development is “…their first choice benefit from employers,” ranking above flexible hours and pay.

To begin developing a teaching culture, you need to ask yourself honestly: do your Millennial employees have regular opportunities to work with and learn from your senior staff?

If the answer is no, the time to start creating those learning opportunities for Millennials is now.

For senior staff, it means building a rapport and genuine relationship with their younger staff, a chance to pass on their expertise, and the chance to help the younger generation progress professionally.

For Millennials, mentorship opportunities provide a sense that their team and company are invested in them. Mentorships are a chance for younger talent to learn from the wisdom of those with decades of experience in their industry, to improve their skills in the areas they are lacking, and provide a sense of professional progress.

According to the data, if you want loyalty from Millennials, you have to provide them these opportunities to learn and grow professionally. This is a savvy and ambitious generation. Their hunger to learn and grow needs be fed by employers. Otherwise, Millennials are happy to pack up and find opportunities to develop their skills elsewhere.  

 

You’ve Got a Lot to Learn From Millennials

Though older generations may only view Millennials as 50% prepared for the workplace, that 50% can be incredibly valuable to senior staff who now face a strange and intimidating new landscape where email is seen as being a bit outdated and popular trends change on a dime.

Thankfully for senior staff, their Millennial colleagues present a unique learning opportunity on how to operate in the digital age.

From more efficient in-office communication tools, to new platforms to exploit, to understanding the ideas, motivations and mindset of 83  million of their fellow Millennials, the younger generation has a lot to teach the seasoned professionals in the office.

And Millennials want to teach.

They are aware that in the complex digital age, it is only those that innovate, adapt and evolve that survive. Millennial complaints about antiquated meeting schedules or dated sales tactics don’t come from a sense of entitlement; they come from a sense of urgency. They have taken part in the digital age since they were born. They know how fast the world moves. And they want you and your organization to keep up.

The reward for senior staff who take the time to learn from them? A crash course in the latest trends, tools, and platforms, in addition to that much sought after millennial loyalty.

But to learn, senior staff first have to be willing to listen.  

 

For Millennials, To Be Heard is to Be Valued

Millennial workers overwhelmingly enjoy working with the other older generations. In the same PWC study, 76% of Millennials said that they enjoyed working with “older senior management” and only 4% disagreed. It isn’t about being needy or entitled. Millennials want the opportunity to have their ideas heard, to get feedback on those ideas from senior staff, and to feel valued by the companies they work for.

And senior or seasoned staff may do well by listening.

Millennials are responsible for many of the recent positive trends in workplace environments. They facilitate more collaborative work environments, introduce communication tools that limit the need for inefficient meetings, emphasize the importance of having a sense of purpose at work, and have made CSR an essential company perk.  

They also represent a huge chunk of the US economy, “spending more than $650 billion each year and influencing upward of $1 trillion in total consumer spending.” Listening to how they think, the things they like, and the values they hold can help senior staff with decisions on everything from marketing strategies to product design.  

4 Ways to Coach Millennials to Drive Results and Engagement

If there is one take away from the Presidential Election and all the recent media coverage, we need to “de-polarize” the biggest challenge to your workplace – Millennial Employee and Customer Engagement.  The critical steps for healing the disconnect starts from controlling ourselves. Working on becoming our “best self” by working from the inside out (it all starts from within).

It wasn’t until the first time I spent the day with my dad at launchbox, watching him walk around and engage with the team and the space, that I realized how amazing it feels to create and be a part of a business where I can be 100 percent me (my authentic self) and own it.

In every job, I have ever had before I started launchbox, I played “the game” and suppressed at least a part of who I was for what I thought, or “they” thought, I was supposed to be and do. I found it limiting, and thus my ego flared. I never saw the wisdom in being any other way. Today, I am responsible and accountable to myself for empowering everyone I connect to and with everything I touch.

I get to be the jolter and stimulator, the coach, the mentor, and learner all in one. It does not get better than that.

Does that mean my ego is gone today? Hardly. I’m still (a little) vain and drive an expensive car and love my watch du jour. But I appreciate the relationships I have. I value meaningful connections, making it about others, and the power to create and work with next-gen/millennials to both lead and be led by me and my team, because we are mastering learning to work from the inside out.

I was careless before. Today, I choose to care more. And I’m intense about it, especially when it comes to empower­ment. Unlike others, we don’t just talk about it.  Our system solves the challenge by delivering real and immediate connections between managers and next generation (millennial) leaders and customers.

How?  We customize and facilitate special training events and one-on-one coaching for organizations large and small. We strive to empower people to succeed 24/7 and expect empowerment from them in return—we study it, live it, teach it, technologize it, and love it.

 What are you doing to de-polarize your workplace?  If you are in the majority, you don’t have a plan.  How are you empowering and engaging your employees to be successful? Are they connected, engaged and empowered so you can do your job successfully? When you can answer these questions with a resounding “Yes!” you have empow­ered success by empowering your employees to develop a culture that you can be proud of.

Here are 4 ways used by some of our most successful clients to reinforce empowerment and heal the disconnect in the workplace:

 

  1. Focus on individual growth. Manage each person differently, align tasks with employee competencies, focus on and help employees develop their strengths, and create a system to identify high-potential employees, challenge them, and create growth opportunities.

 

  1. Pave the road by ensuring your millennials have what they need to be successful. Make sure delegation and creating trust are givens, and make them want your job. Make future advancement opportunities transparently available.

 

  1. Give Feedback 365: Now! Always! Do it daily and never stop. Provide and ask for regular feedback on performance. Be specific and listen.

 

  1. Recognize and celebrate in a fun, creative, and interactive team culture that empowers more success and recognition. Do it for short-term wins, individual contributions, and team successes, in a public way.

 

It took a long time for me to truly understand how to put these four pieces together to empower individuals and myself to be better. When it works? It is beautiful. When it doesn’t? It is still fun just trying to do things the right way. Yes, I said fun. This can and should be fun.

Leadership today is never easy. It’s filled with contradictions, just like millennials themselves. We can’t ever reconcile those contradictions so … enable them! Create a culture of disruption and transparent learning—an environment where authentic communication and education also mean calling everyone (yes, yourself included) on their shit.

Get out of your own way and ask yourself: What can I do tomorrow to start doing those four things to empower my culture and employees to suc­ceed – to develop a culture that everyone can be proud of and that empowers everyone (including you) to do their jobs successfully?

If not now when? Let us help you stop chasing relevance and make it happen.  Our CEO and Founder, Dan Negroni, will be in New York at the end of the month on his Millennial Speaking Tour. He is so passionate about this issue; he wants to meet you and hear about your challenges and help solve them on the spot.  For more on the power of relationships, check out Part One of Chasing Relevance: 6 Steps to Understand, Engage, and Maximize Next-Generation Leaders in the Workplace TODAY

 

 

 

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.

Step Up Your Game, Develop a Personal Brand

Great branding doesn’t just apply to businesses. In fact, you can develop your own personal brand and jumpstart your career in any industry. But your personal brand isn’t about a good color scheme and font; rather, it involves identifying your strengths, values, and passions and using these attributes to build your professional presence. Here’s how you can create your own personal brand and give your career the boost it needs.

Identify strengths & weaknesses

During interviews, you’re likely asked about your strengths and weaknesses as an employee. But when you’re building your personal brand, you’re digging much deeper than these questions suggest. Identify a few things that you do particularly well. To get yourself started, you can ask yourself the following:

  • During your past successes, what was it that made you so successful?
  • What skill do you find yourself using the most in challenging situations?
  • What are some strengths others have identified in you?

Once you’ve created a list, narrow it down by deciding which skills you would enjoy using on a daily basis. This will help you identify a long-term brand path that will be both successful and enjoyable.

Network

Climbing any career ladder requires a little help. Fortunately, you have a built-in support system with your coworkers and upper management. Start by establishing a mentorship with senior staff, or by helping others around the office with small projects.

You never know who might lend a helping hand, so make connections in unexpected places to build potential in your professional network. If you make a habit of adding value to your work relationships, this will become something you’re known for and word travels fast of helpful, enthusiastic professionals.

Blend personal & professional

A great way to build your personal brand is by getting more involved with extracurricular activities around the office. Is there a party planning committee? Ask to join. You can also create your own social groups, whether you’d like to organize a monthly company outing or a book club among coworkers. This pro-activity and positive attitude will add a richness to your personal brand that will help keep you at the top of your game.

Get noticed

Finding ways to stand out can be difficult, but if you’re charismatic, open-minded, and willing to take advantage of new opportunities, you’ll find yourself getting noticed by your superiors and your coworkers alike. Be careful that you don’t have any traits that can negatively impact your personal brand, whether that’s tardiness, lack of professionalism, or unreliability.

Changes won’t happen overnight, but if you maintain these good habits over a period of years, you’ll successfully build your own personal brand and establish yourself as a person worth working with. Plan for the future with a well-developed, carefully designed personal brand.

Leadership Training

As Baby Boomers age out of the workforce, millennials are beginning to take their place as a new generation of leaders. This can have unexpected consequences for employers as their legacy workers leave, taking years of experience and knowledge with them. Is your company prepared for this big change? More importantly, are your millennial employees prepared to fill the shoes of senior employees?

Recognize Strengths & Weakness

While these two generations shared a work space, they benefited from a combined cultural intelligence that helped meet the demands of their company. But now that Baby Boomers are heading into retirement, employers must take a close look at the strengths and weaknesses of each of these demographics, and how that dynamic might change without its senior staff.

Millennials are often referred to as “digital natives,” given the prominence of technology in their day to day lives. This fluency in new technology brings a lot to the table, but it may come up lacking when a situation calls for experience over technical know-how. Generation Y employees are fast learners, however, so there are ways around this growing problem.

Plan for Leadership Training

If they haven’t retired already, your older employers are likely beginning to plan for their final years with your company. This window of time can be a valuable opportunity for getting your millennial staff up to speed. There are two ways you can take advantage of Baby Boomer knowledge and experience.

  1. Establish leadership training programs. Your tenured staff have built up a large repertoire of industry knowledge and practical skills that help them accomplish their goals. Give them a platform for sharing their ideas by providing group training, seminars, and other skill-building opportunities for younger generations. This will give your seasoned staff the ability to impart their accumulated knowledge on their peers, while offering newer employees insight into the information they need to build successful careers.
  1. Promote mentorships within the company. One-on-one pairings not only provide opportunities for your employees to get to know one another, but it also gives them more focused feedback on their professional experience. If there’s a particular area that they struggle with, or if they’re interested in gaining a unique skill, they can express these interests to their mentor who can then guide them through the learning process. These relationships can be enriching and rewarding for both parties

The departure of your Baby Boomers doesn’t have to spell disaster for your company. If you recognize the gap between skill and experience and take steps to close that gap, you’ll not only have a healthy company after the coming retirement wave, but your millennial employees will be well-rounded, talented, and ready to take on any challenges that come their way.

Is this your idea of training Millennials?

Click here to see a funny video. Is this really what we have to look forward from millennials?  I say absolutely not.  Ask us why and how you can avoid this exaggerated perception of the new workforce.