Communication - Personal Development - Business

I’m about ready to go nuts with all the crazyness in the market today.  Down, up, down, up!  Where will it all end. In the midst of a political upheaval, this is getting quite interesting.  Watch closely what both parties say and expouse.  Look at a variety of reporting agencies and different media.  Don’t let yourself fall in the trap of only believing one source.

Whether McCain or Obama, we must elect people that take personal responsibility for the outcomes and stop pointing fingers. We need true leadership and business acumen. Moral Amnesia has set in - again!  Remember Enron?  Lehman, AIG, and others are going down the same path.  These are private concerns and it is just disgusting when you look at what the top leaders of these companies are making.

And don’t even tell me your are not going to vote! OK - I’m done now.  What do you think?

Tags: accountability, leadership by Marsha
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Yep - I’m at it again. I am just enthralled with Gen Y and all the clamoring around their entry into the workplace. So here is more of my thinking…

Are you ready to turn your thinking from Generation Y as difficult people to great corporate citizens? Generation X and the Baby Boomers have not had this kind of press because they remained within a “norm” of others expectations. Gen Y do not consider themselves to be difficult or toxic people.

The good news is that Generation Y learned the importance of balancing work and life from watching their overworked parents. So here are some ideas of what they bring to an overworked, entitlement driven work force.

1. Hold Only Productive Meetings
Email will be the medium for information that just needs to be shared. Thirty minute meetings will pull everyone to the same page while motivating them to get the work done. They bring to the table efficiency, focus and definitive expected outcomes.

2. Training obsessed
And they will determine what they need to learn by engaging great mentors. So if you are a Gen X or Boomer, learn to mentor. This is where the online “social” networks will play a role. Want to learn new skills and polish old ones? Visit http://www.marshapetriesue.com/Successstore.html and enter code BACKTOSCHOOL08 and save 50% on everything including Marsha Petrie Sue’s Toxic People book.

3. Hire Administrative Assistants
Gen Y constantly ask themselves, is this the best use of my skills? If not, someone else needs to do it! They can find over 500 extra hours a year by not doing tasks that don’t maximize their talents. Interestingly they are willing to pay for this themselves because it give them more “free” time.

4. Shorter Work Days
Maximizing technology to get more work done in less time is the name of their game. Already the workplace is watching Gen X take eight hours to accomplish the same work a Gen Y can do in six.

5. Gen Y won’t retire – they will reinvent
They do demand 401K’s and excellent benefits. Every few years they will take time off to enjoy life, then come back with new vigor and ideas on how they want to work and live. They have a new attitude!

6. Emotional Intelligence Promotions
Generation Y will force the Gen Y’s and Baby Boomers to promote them because they do an excellent job. Not because of tenure, seniority, paying your dues or office politics. They will hone their people skills to they lead people more effectively.

7. They value their Helicopter Parents
Parenting comes with a license to hover over the Gen Y kids. Because of this, Gen Y’s respect their parents because of the undying interest in the kids growth and success. Some companies have already designated a “parents waiting room” used while their Gen Y is interviewing for a new position!

8. New View on Performance Reviews
Since they expect constant feedback because of the model set by their Helicopter parents, they will expect the same from their leaders. Frequent feedback, and spot reviews will move Gen Y to quicker improvement and this really matters to Gen Y.

9. Higher Starting Salaries
Gen Y look out for themselves and do their homework. They know the value of their talents and what the supply and demand is in their field. They will use Monster.com, Jobing.com and Payscale.com for salary information.

Actually these 9 elements are good lessons for everyone that wants to be successful. I would recommend reading them again and replace the Generation Y reference with your name. Just a suggestion! If you want the Ten Commandments of Cooperation please email me at Marsha@MarshaPetrieSue.com - and I REALLY enjoy your comments. If you post a comment on this blog I will send you a down loadable copy of my book, The CEO of YOU.

Cheers, Marsha

Tags: Gen X, Gen Y, accountability, leadership, management by Marsha
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Amazingly, this is the hottest topic in business today. I receive emails everyday asking, “How do I work with Generation Y?” How do you provide leadership and motivation to this new entrant into the workforce? The Millenials, the other moniker for Gen Y, were born between 1977 and 1994 and there are some 70 million in this 14 to 31 age group…roughly 20 percent of the U.S. Population.

Some ideas:

1. Tear up historical job descriptions. I mean really — people aren’t doing what’s written in them, so there is a gap between reality and the written word. Gen Y wants the reality of the job, not some over stated litany of words that is outdated.

2. Become a facilitator and mentor. Dump your role as an authority. It does not work with Gen Y. Remember their “helicopter” parents hovered and became friends and companions to them. They expect the same of you.

3. Generation Y is tech savvy, nimble and enthusiastic, but they need structure. Spell out what the outcome needs to be and give them flexible direction.

4. Remember that they take criticism personally. The old “sandwich” approach doesn’t work (tell them something good, then the criticism, then end with something good). In today’s environment remember the “Serial position effect” - people remember the beginning and end.

5. If a Generation Y is doing the same work as another person, they expect the same pay. If you don’t give it to them, they will find a company that does.

6. They have little loyalty because the escape route is easy. They can always move back with mom and dad. There is real controversy on this perspective!

7. They bring self importance (not arrogance) to the job. There expectation is this: Give me a challenge and leadership and training to do it.

8. Communicate in short bursts. Think of things as little components. If you haven’t visited Twitter, you need to to understand this point.

Email me for the Generational Differences Spread Sheet. I think we need all the help we can get!

What have you learned about dealing with the different generations in the workplace. If you post a comment, I will send you a free download on Listening Skills!!!

Cheers, Marsha

Tags: Gen Y, leadership, motivate, self awareness by Marsha
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