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Posts Tagged ‘Valley Industry Association’

Generations, What Generations?

July 23, 2013 2 comments

Take a moment to watch this video. Great example!

I recently had the opportunity to attend a presentation on the Multi-Generational issues that face most companies today, and definitely will in the future! It was of the best presentations I have seen on the subject!

I give full credit to the team of Amy Lynch and Kim Lear from Bridgeworks for their excellent presentation. The company has also published two books entitled: When Generations Collide and The M-Factor: How The Millenial Generation Is Rocking The Workplace.

I have attached two summaries from them for your consideration. When you think of the different groups, we all know others, or fellow employees, that embody these characteristics, motivations, and skill sets. Each group has its’ unique strengths whose diversity, talents, and traits, when understood and embraced, can truly bring strength and opportunity to any Company or organization. Understanding these differences can also really make a big difference in success in selling or buying products and services.

For example:

What Traditionalists (born before 1946) really want is some of YOUR time. They want to talk, discuss, and have you explain things for them.

Baby Boomers (born 1946-64) are typically hard workers, very busy and stressed out so they really want you to help them save some of THEIR time.

Gen X-ers (1965-1979) are natural skeptics, and really want you to explain the WHY for them. You need to earn their trust.

Millenials (1980-85) like to work as a team, are very computer and media savvy, and are more socially conscious that the other groups.

What will the GenEdge group bring? The jury is still out, but they have a lot of promise. Sit back and enjoy the ride!

I hope this helps you to better understand the generational issues which affect our personal and business lives. Understand, and embrace, each of their skills and traits and you will benefit from it for generations to come!

genmatrix

NUTS ‘N BOLTS LEADERSHIP

November 12, 2012 Leave a comment

I came across this book called “How To” Strategies and Practical Tips For Leaders at ALL Levels” by Eric Harvey and Paul Sims. It appealed to me as a refresher to those of us who have been in management for a long time as well as a training tool for people just beginning in that arena.

I’ve copied some pieces of their message below:

“If you’ve been in management for any length of time, you’ve undoubtedly come   to realize that it’s a multi-faceted profession – a somewhat complex calling that includes the classic and academically described duties of “planning, directing, controlling, etc.” … and much more. 

Like a coin, leadership has two sides. There’s the proactive side – the actions you initiate to positively affect people and their performance. And there’s the reactive side – the actions you take in response to unanticipated issues and situations. The key to these equally important sides is ACTION. And the way we see it, in order to act properly and effectively in these fast-paced times, your management “toolbox” needs to be filled with solid nuts and bolts techniques.

Here are some “How To” tips that should help:

  • Address Performance Problems Early. One of the surest ways to demotivate employees is allowing people to do sub-par work. When that happens, others have to pick up the slack. You owe it to the rest of the team to address an employee’s deficiencies as soon as you become aware of them. Waiting only increases the intensity of everyone else’s bad feelings.
  • Think “Development.” Make developing the members of your team (and yourself) one of your top priorities. Besides providing formal training, pursue opportunities for building skills, awareness, and confidence that require minimal time and resources (e.g., watching videos, distributing industry publications, mentoring).
  • Always Give the “Why.” A combined lesson from Human Nature 101 and Common Sense 101: There’s a much better chance that people will be motivated and give their enthusiastic support if they understand the reason behind a goal, assignment, or decision. So, always follow the what with the why
  • Teach Business Literacy. One powerful way to get people motivated is to teach them the business of the business. The more people understand how a successful organization is run, the better they’ll be able to contribute to your overall mission and the bottom line … and feel like they truly are a part of your success.
  • Let your employees lead. Help others on your team develop by letting them take the lead on certain activities and projects. Most of us like “being in charge” – at least some of the time. It’s a great way to build skills, commitment, and responsibility.
  • Involve them in Decision Making. Have an important decision to make? Let employees decide! Or at least ask for their ideas and suggestions. They are, after all, the ones who will feel the impact the most. Besides, you’ll probably end up with a better decision – one that your people will be inclined to support because they helped make it.
  • Keep them informed.Hold regular “state of the business” meetings to keep everyone informed on what’s happening within the organization (future plans, new products or services, planned purchases, etc.). Make sure people do NOT feel “kept in the dark.
  • Spread the wealth.Rotate the drudgework so that everyone shares part of the load. Likewise, spread around the high-profile assignments so that every person has an occasional opportunity to strut his or her stuff.
  • Respect their time. If you expect employees to believe that their work is important, you have to believe it, too. More importantly, you have to behave like you believe it! Don’t expect people to drop whatever they’re doing every time you need something. Instead, ask if they have a few minutes to chat. Better yet, ask for a time when they’ll be available to meet with you.”

All of these are very solid tips that can help all of us become and/or remain better leaders for our businesses.

Andrea McAfee

Bayless Engineering

www.baylessengineering.com

Personal Branding – The Social Network Way

September 17, 2012 Leave a comment

I attended the Professionals In Human Resources Conference (PIHRA) at the end of August 2012.  Besides exceptionally interesting workshops and keynote speakers, I learned new terminology “Employer Branding”.  Companies are creating their own Social Network brand in-part to recruit potential employees.  Did you know, according to Jobvite Social Recruiting Survey results 2012: As much as 92% of recruiting is now happening through social networks!   Most popular social networks being used for recruiting:  LinkedIn 93%, Facebook 66% and Twitter 54%.  Since implementing social recruiting, 49% saw an increase in quality of candidates, 43% reported an increase in candidate quality, 20% reported it took less time to hire, 31% saw increase in employee referrals, according to the survey.  Has your company created its Social Media Brand?  As you may know I have been advocating “Personal Branding” for jobseekers for several years; interesting, the way Social Media is changing the method individuals are recruited and employed.

John Silver

ITT Technical Institute

jsilver@itt-tech.edu

Paralysis of Analysis

August 13, 2012 Leave a comment

Did you know, many companies are now being held back by the “paralysis of analysis.” Maybe it’s time to jettison some of data analysis and return to conventional thinking and develop a more creative vision for action. A sense of urgency and the ability to make prophetic decisions, not necessary data driven decisions, may end up being the difference between being successful and unsuccessful in a competitive world.

John Silver

ITT Technical Institute

Get Your “Generations Working Together”

July 30, 2012 2 comments

This topic is something many of us employers don’t think about until we find dissention within our workforce.

If you’re looking to narrow the gaps that inherently exist between different workplace generations the above titled book by Laura E. Bernstein offers the following tips each manager needs to do!

  • Acknowledge that everyone wants to be treated with dignity and respect. And, remember that those expectations will likely be defined differently by different people.
  • Give coworkers, customers, and suppliers the same benefit of the doubt that you wish from them.
  • Presume that everyone you interact with is motivated by good intentions – unless they prove otherwise.
  • Accept that you can learn from others’ different life experiences, perspectives, and approaches – just as others can learn from yours.
  • Make an effort to focus on your similarities with others rather than your differences. Find, appreciate, and celebrate the common ground you share with those you work with … and work for.
  • Be willing to flex your natural style and preferences in order to work more effectively with all of your colleagues. Increased cooperation and collaboration results in greater success … for EVERYONE!
  • Be open and tactfully honest about your personal “hot buttons” (i.e., recurring sources of tension or conflict) and mindful of the things that bother others.
  • Remember that each individual brings something special (and needed) to the table … each person represents a piece that must be present in order for your organizational puzzle to be complete.
  • Focus on what really matters: productivity, teamwork, customer service, and mutual success.
  • Accept the fact that how you treat, deal with, and respond to others is purely and simply a matter of your own choosing.

I believe that many of these practices should be followed not only in business but are equally important to observe in our daily lives.

Andrea McAfee

Bayless Engineering & Manufacturing

www.baylessengineering.com

Business Culture

June 1, 2012 Leave a comment

A Business’s culture is a complex fusion of the values, beliefs and norms that permeates all levels of the business – from the physical appearance, to dress codes, team dynamics, comp and benefits, hiring and retention strategies, training and development programs and communication processes.  A healthy business culture can reduce turnover, improve the quality of new hires, enhance productivity, encourage innovation, and enhance a company’s stature in the community.

What would your employees and customers say about your business culture?

 

John Silver

jsilver@itt-tech.edu

“Rule #32 – Enjoy the Little Things” ~ Zombieland

Shamelessly reposted from a blog post by Pam Capistrano, our CEO, and my lovely wife!  Zombies – yes!

This morning while driving I was reminded that it’s the little things in life that we need to appreciate.  My son had to point out that this is also Rule #32 in Zombieland, so it must be important!

Our daily lives seem to become more high stress and demand more and more each day.  As an entrepreneur in a state that is considered the 8th largest economy in the world, I feel the pressure of success daily.  It is during these times that I need to remind myself to stop and appreciate the little things.

Below is a list of some little things that may make me smile.

  • Sunrises and Sunsets
  •  Puppy Breath
  • The smell of popcorn when you enter the movie theatre
  • The small cry of a newborn
  • Someone saying thank you after you go out of your way to be nice
  • Vacation with great friends
  • A warm breeze on a summer afternoon
  • The unexpected hoot of an owl while sitting on the porch swing
  • A loving, respectful spouse
  • Teenagers (I know weird, but imagine someone who has lost their child, I’m sure they’d love to be dealing with a teenager rather than their grief)
  • Spring flowers
  • Summer fruit

I could go on and on.  There are so many little things to be thankful for that we should stop and appreciate.  I hope that this post has helped you stop and take a minute to think of some of the things that make you smile.    I’d love to hear some of your favorite little things in life!

Scott Capistrano

www.statusnotquo.com