We provide training, workshops, seminars and consulting to:
The Fast Track to Retaining, Promoting and Motivating your Generation Y and Generation X Talent.
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Leadership development programs designed to Retain, Promote and Motivate people in the changing paradigm of the employer/employee relationship.
Learn MoreDevelop the critical skills that are required to lead people through disasters resulting in resilient and sustainable organizations.
Learn MoreUg and Grog were wise and respected clan leaders of Neanderthal tribes in sub-Saharan Africa. Their respective clans lived in peace in caves separated by approximately one mile of lush green land, full of berries, roots and delicious deer and bison (which, during a semi-developed-brainstorming session last hot season, they realized could be roasted over fire, exponentially increasing the yum factor).
So, you find yourself in the position of managing a team and some people on that team are old enough to be your mom or dad or older brother/sister.
Are you getting resistance?
Are people listening to you?
Are people being somewhat passive -aggressive?
Have you heard the comment, “You’re young enough to be my daughter/son!”
The decline in the economy hit most corporations like a massive earthquake. As we recover, the majority of organizations, especially those that have not handled this economic downturn gracefully, will experience a perfect storm of three potentially massive crises: The Knowledge Transfer Crisis, Corporate Brain Drain, and the Resume Tsunami. As always, the companies that maintained perspective during the economic crisis and were able to plan for the recovery with relation to their human capital will be the ones most able to protect themselves from the storm of the century.
Engagement is one of the most crucial aspects of retention, management and development and all too often, we fail at this process. One of our biggest failures is often at the beginning of engagement, the hiring process, where we present the job/role in a shiny box with a big bow so that the potential candidate can’t resist. I suggest unwrapping that box, leaving the price tag on and having a candid discussion about the good, the bad and the ugly aspects of the job, including:
I’m reflecting back on the days when I worked in corporate America, specifically sitting through the orientation process. I learned a great deal about the company’s values, mission, vision and of course, the policies and procedures. What I didn’t learn about was what impact I could potentially have on the company, more specifically the power potential that existed in my role.
The demographic landscape in corporate America is rapidly and radically changing. More and more Generation Y employees are entering the workforce while the Boomers are making their plans for retirement. The corporate culture that we are familiar with, a culture that embraces hierarchy, corporate politics, loyalty, and promotion based on tenure, was created by the Boomers and Traditionalists. However, with new blood comes new demands and new expectations of what the workplace should offer and the role that work should play in our lives.
Of course we’ve all heard the stories of HR managers, hiring managers or bosses receiving phone calls or “drop ins” by parents advocating (or complaining) on their adult child’s behalf.
You should hear college professors talk about this. Corporate America has had its share of dealing with the hovering helicopter parent. Despite the irritation of dealing with an adult’s parents questioning you, why else should this concern you?
