Archive for the ‘human resorce’ Category

Remote Workplace, HR and Employers

Tuesday, March 19th, 2019

As I see it, Millennials and Gen Z are doing things differently. From going to school, studying, getting an office job, finding a partner, getting a house, having kids and living in one place the rest of your life. Times have changed. There are more options. Companies wanting to attract the largest generation living and working in the U.S understand that Millennials do things differently. Different can be a good thing.

Flexible schedules, work remote (anywhere), more open and relaxed office environments, less meetings and greater ability to openly express one’s opinion with tact. The benefits to employers are higher retention, increased productivity, business growth, happier staff, less sick days and more. Technology is also a key factor. At work and personally, these generations are focused, passionate and relentless in their pursuit of work/ life and fun…on their terms! Employers best leverage is to offer them a reason to work for them. This may run counter-intuitive to leadership’s desire to have leverage but it works!

Consider this. Millennials want to make a difference. That is paramount in their decision to stay or look for another job. Next, is competitive salary and benefits, title and the ability to move up quickly. Both generations are keen to mentoring!

Generation Z desire job stability most. Salary and benefits are important, but long-term employment is very appealing to this generation.

Seeing a difference?

As leaders,you must show and explain to management/owners that these two generations, that combined account for 140 million workers, are here to stay. Communication, understanding and cooperation on both sides are key factors attracting and retaining these talented professionals.

Bottom line: Remote working has arrived. Some people work better remotely than others and you have to take time to recognize who they are. It can grow productivity and members of all five generations in the workforce are carving the opportunity to not commute M-F. Employers who offer remote work will attract more talent, retain them and grow a culture of happier workers.

Do you work remotely? Are you loving it? Are you offering employees this option? To learn more or to set up time to chat with Scott visit http://www.scottlesnick.com/

Millennial Mania and the Next Big Productive Wave

Monday, February 4th, 2019

We’ve been hearing, talking and learning about this numerical force of nature for more than a decade.

Now parents themselves, they also hold important positions at companies, in politics and in every other aspect of our lives. They touch our daily existence and we’re better for it.

I gave a keynote to 2000 people recently and mentioned that “some of you are worn out, checked out and even grossed out by the fact that you’re getting older. Right? Yet, your ideas carry weight and your experience is essential, however there IS a new sheriff in town. Personally, I’m often the oldest dude in any room now. And my generation actually began using ‘dude’ way before recent generations.”

Are we finished talking about this group? Have we seen the last of this coddled, tenacious, and social group of 80 million? I don’t believe so. But some people are writing that 2019 is the end of the Millennial discussion. I call these folks delusional! Wishful thinkers that want things THE WAY THEY USED TO BE.

Umm, when is the last time anything stayed the same?

All generations are asking for a healthier workplace with incentives for staying fit, healthier working conditions and open communications from C-Suite to new staff.
 
And, management wants increased productivity from all generations!
 
I offer up solutions in my presentations and training. Among them is the massively important and not so new-idea of having a workplace culture that is built around communicating openly and freely at work. Ideas flow, positive cultural changes are made and workers are essentially happier, plus more productive!
 
The truth can sting. Honesty grows relationships. Open and honest communications that are respectful often lead to greater workplace productivity and staff retention.

I understand that isn’t easy for everyone. However, leaders that want to grow need to do this. Employers that want to spend less money onboarding new staff must do this. And, Boomers, Gen X and Millennials best understand the specific needs of each generation. An hour or two meeting discussing the similarities and differences can yield big dividends for everyone. It can be fun, enlightening and empowering as we begin to prepare for the next big wave-Generation Z.

As we prepare for a generation of approximately 61 million strong, it good to remember that their group size is larger than Gen X but smaller than Millennials.
They are unique (as is every generation) and some have already graduated high school and even college.  However, their way of working and living is more aligned with a “Millennials meet the Silent Generation aka WWII AKA Greatest Gen” hybrid. This means quick to learn, eager to work yet stay in one place and are more conservative with their spending.
 
Marketing professionals have been reaching out to this group for years. And, they have not forgotten Millennials in their advertising either. Over 135 million strong, these two generation offer gigantic numbers of workers, consumers and voters.
 
And, all generations want support with topics ranging mental health issues to free fruit and water; from biking to work incentives and more. Business leaders have begun to recognize the fact that happy, healthy employees mean more productive employees, regardless of generation. Having a wellness plan can also help to attract and retain the best talent.
 
The days of lumping everyone into a specific age group are fleeting but not gone. Recognizing individual talent, providing a healthy work environment and connecting them to your company’s goals through open communications are the new normal.


A workplace that has an open and positive workplace culture grows, matures and retains employees better than ones who do not. And, recognizing the similarities we have and connecting us to one another is essential in maintaining a positive and productive workplace.

What are you doing to connect generations at work? If asked, would your staff agree that your organization has an open workplace environment that creates a culture of ideas, health and is both client and employee-focused?
 
To learn more or to set up time to chat with Scott visit http://www.scottlesnick.com/

Facebook and LinkedIn and Snap Chat…Oh My!

Wednesday, October 31st, 2018

Just the other day, a friend of mine went off on a political rant. Not in person, although he has in the past. This was on Facebook.

Another attempted this on LinkedIn.

And yes, I’ve even received a political Snapchat too!

He was passionate, articulate and well informed. That’s nice because there’s nothing worse than someone spouting off political ideology with no clue of what they’re saying. Okay, that’s not totally correct. Going to the dentist can be worse. Your home team losing a game is no fun either. Well, you get my point.

Funny or not, these conversations are going on at work every day and they can be fun, funny or even intense. Good folks on one side trying to convince good folks on the other side that THEY’RE right and YOU are wrong!

You can depend on it. Energy turns to the shaking of heads. Voices begin to rise and opinions are changed all of the time. I mean, people actually change their political affiliation simply because your point was stated so eloquently, with such poise and indisputable fact!

That’s what my friend was attempting to do on FB.

And scholarly institutions around the globe have accumulated massive amounts of proof that entrenched political minds can be changed like that (snapping my fingers.) Really, they do……..NOT!

Need a speaker at your next event or conference? Book me today!

Want more productivity tips?

Read my monthly blogs to get tips and tricks on increasing productivity, improving communication, and living your best life  – http://scottlesnick.com/blog/

Look, technology is relatively new. Political beliefs and ideologies are older than-well they go back a lot further. You’re not going to change many minds with a post or office chat. However, there is one way to get your way. It’s bold and requires a little effort as do many things that we truly value in life.

While you’re espousing your heart-held beliefs, ingrained into the fiber of your being and as you continue to discuss, rant the day away and change few minds if any –  I’m going old school. Not so much complaining. Not an essay on why I’m right and you are a political neophyte.

So, what CAN you do? What clear choice will allow you to champion your beliefs with clarity, passion and zest?

Get a megaphone? Perhaps. Public access TV? Okay. Write an op-ed article to a local paper? Sure.

I have a different plan. It’s political and it’s not.

I’m gunna VOTE! That’s right. You’ll make a bigger difference if you vote.
Are you with me? Yeah, I knew you were!

See you at the polls!

http://scottlesnick.com/blog/

Leadership: 9 Ways to Successfully Navigate Changes, Tragedy and Triumph – Implementing the Never Give Up Perspective

Friday, March 23rd, 2018
My entry into the world of professional speaking came about when I wrote my first book Kidjacked: A Father’s Story. It told the true events that rocked my world to its foundation. You see, when my kids Jonathan and Alexandra were 4 and 2 years old they were kidnapped and taken to the Middle East by the person I trusted most- their mother, my wife Liza! Leadership was not foremost on my mind, But as it turns out, it needed to be.

Yeah, I was devastated, lost and emotionally trashed. And yet, I accomplished what few people said that could ever be done. I located them, came up with a less than fool proof plan and eventually was successful in getting them home to America! And, I had the honor and pleasure of raising them…except for a few moments in the teenage years!

Today, my kids are grown, I’ve remarried and with the extraordinary help of my fantastic wife Meg, we raised two wonderful adults.

Today’s world is filled with horrific stories.
It’s difficult to pick up a paper, read an article online or talk to a coworker without discussing a school shooting, another woman being harassed or worse at work or cyber or personal bullying.

Okay, the bury our head in the sand approach is not working. And, we complain, almost in unison that this and that must end. Today! Yet, it all continues, we feel helpless and there often appears to be no end in sight. It requires individual leadership.

Feeling like crap, are you? Well, happily there IS something you and I can do. I learned it many years ago and I call it The Never Give Up Perspective.

Here’s how it works.
Are you old enough to remember when seat belts were often not worn in cars? No laws required it. How about drinking and driving? Smoking on airplanes? Same sex marriage? Legalized Marijuana? Laws, laws and more laws! So, how does change professionally and personally take root and grow into a movement and more? Here’s how change works and keeps going:

  1. Communication
  2. Sharing information
  3. Getting mad
  4. Losing someone/something you loved
  5. Doing something. Speaking up/speaking out
  6. Be brave
  7. Realizing that whatever you’re aiming for takes time
  8. Building a base of support
  9. Never ever under any circumstances giving up!

You have something(s) you’re passionate about at work. Something that MUST change.

We all do. Be that voice. Be brave. Know that others feel the same way and are looking for a leader to support.
You’ve seen the ugly in life. You’ve seen the inappropriate in the workplace. The leader is you. The first move is yours.

Moms got MAD and driving while drunk laws changed.

People did not want others smoking on the plane and in restaurants/bars. Laws were enacted.

People wanted people to marry whomever they choose. Laws were changed.

Seatbelts-new laws

Inappropriate behavior in the workplace- laws, regulations and PEOPLE being brave and speaking up!

Kids kidnapped– Moved forward, fell down many times and never gave up. So, did all of the women and men who made the changes above.

Safer gun laws that protect our children and citizens… Perhaps closer then we think!

As humans we’re often quick to complain, quick to judge and slow to react.
History shows us that it is often the act of 1 person that begins to move a cause or action at work or in society forward. A brave woman in Selma. A brave man in San Francisco, a group of mothers and more!

Please, don’t wait for that women to come forward. Don’t watch to see which man will speak up. Instead, be that person that so many are waiting for. It always begins with a single voice. Perhaps yours.

#METOO, gun violence, workplace harassment, bullying, cyber shaming. How do you deal with these things? Do you speak out against this and more?
Are you willing to be THAT voice of change professionally and personally? We’re counting on you! We counting on your leadership, communications and guidance.

Interested in having me speak at an upcoming event? Let’s chat.

Want more productivity tips?

Read my monthly blogs to get tips and tricks on increasing productivity, improving communication, and living your best life  – http://scottlesnick.com/blog/

Scott Lesnick is a popular keynote speaker, author and trainer.
Learn more at www.scottlesnick.com

Leading & Communicating With Generation Z- pt.2

Tuesday, February 27th, 2018

Generation Z, The igen, Globals etc. – pt.2

Today’s workplace is a collective of 4 or 5 generations working side by side. Communication isn’t always easy, Millennial’s are all grown up and a new generation is poised to enter the workplace. This group, roughly defined as anyone born between 1995 and 2010, already make up a staggering 25 percent of the U.S. population. I call them Gen. Z.

I recently had a phone conversation about this newer generation and more and wanted to share the highlights with you for your consideration.

I could feel Carmen clutching her phone on the other end of the line. Her voice was curt, the anger palatable and her confusion very real. She read my Linked In article on generations and reached out with an email that at first glance appeared to be a short novel. As a manager, her staff and other leaders were having trouble successfully navigating the 5 generations at her company.

I knew how to help her connect Millennials and Gen Z. I had the ability and knowledge to assist is creating a company culture of generational understanding, mentorship and better communications.

After readying her email, I replied- “Not a problem, I can help you. Let’s chat.”  I sent her a few ideas/documents that would help her think differently and take action even if she didn’t want to talk.

The tone of her email suggested that she was reaching a “desperate measures faze” where employees could get written up, lectured or even fired! It was serious.

We spoke the next day.

Carmen- Thank you for taking the time to speak with me, Scott. I need help. We have poor communications between generations and it is causing friction, anger and lowering our productivity. What’ve you got?

Me- My pleasure, Carmen. Your email pointed to the communications and I agree. And understanding, information and clear perspectives from each generation and you’ll gown connections and relationships between employees. I’m very confident that these steps will address your main pain points and improve productivity too.

Carmen- Perfect! When can you come out to see us? The sooner the better.

Me- There’s more.

Carmen- You’ve sold me. I’m in, Scott.

Me- Thanks, but I have a few more tips that I want to send you via email. They will help you put a bandage on things. This will benefit many and is easy to implement. I’ll add some mentoring ideas too.

Carmen- That’s great. Why are you doing this? I already said I want to bring you in

Me- Generation Z is young and open to your guidance. The will stay at a job longer and want to be mentored and guided. Millennial’s are a little older, better established and have the ‘different work perspective’ as you mentioned in your email. I want you to consider connecting these two generations now, today because they’re huge in numbers and speak a similar language.

Our conversation changed to gen X and Boomers. Of course, I had solutions and happily offered a few.

We spoke availability, presentation type and fees.

All good.

Carmen- By the way Scott, I’m a Millennial. I’m 33. I believe in what you said, but I can’t seem to get upper management and staff to come together. We’re stuck!

Me- Well, as you know, I’m a professional speaker and author. It’s my job to come and offer a fresh outsiders perspective, answer your pain points and offer up actionable solutions. Plus make sure we have fun along the way.

This is not difficult. And, once we begin to understand what’s getting in the way of our communication between generations or departments the sharing of information and productivity begin to grow. It’s a really cool thing to watch.

Carmen- You’ve given me a lot to work with already for free. Maybe I don’t need to bring you in after all (said laughing.)

Me- Half of what I do with clients is prepare them for the deliverables I’m going to bring. It makes my job easier because sometimes some work is done before I arrive. Folks are more open. Signs of improvement are visible. That’s a good thing.

But, you should still bring me in. You know why?

Carmen- Yes, I do. Because we’re not going to accomplish this without help.

Me- Yep. And, it’ll be fun too!

 

Carmen booked me for a full day for 2018.

Carmen recognized her strong company had generational issues that were getting in the way of workplace productivity. She reached out and I am grateful.

What issues do you need to address at work? Are your teams generationally challenged? Who are you going to reach out to for assistance? Is you leadership ready to embrace this new and powerful generation?

Scott Lesnick is a highly requested keynote and interactive trainer.

Learn more about Scott at http://www.scottlesniclk.com/

 

 

They’re Here… Again! Part 1 of Generation Z

Wednesday, September 6th, 2017

Several years ago I became unpopular. Yes, I did what I always do. I stirred things up. This time it was the generational pot.

Five years ago, Millennials were a bad word. Five years ago, I would get my fair share of crap from some attendees as I began to do what few were doing at the time- flying Millennials’ flags high, showing why they were so important and upsetting Boomers and Xers along the way.

Today, their leadership can be seen at businesses and associations across North America.

Thankfully, most folks would begin to see things as I saw them. I’d even have women and men come up to me after I presented and thank me for helping them understand their unique talents, characteristics and motivation.

Well, it’s that time again folks. But this time it’s Millennials on steroids mixed with a healthy dose of the generation preceding Boomers- The Vets aka -The Greatest Generation.

The iGen, Generation Z, Globals; this generation ranges in age from 7-21 years of age. And they are massive in numbers at around 84 million in the US. They’re productivity and work ethic is great, once you get to know them.

A few things to keep in mind when working with this generation are:

  • They love their technology.

Generation Z was born just before the age of smart phones and grew up using them. Don’t take them away. This is their life line. The employer who works with this information is better positioned to retain these passionate young women and men.

  • College – sure, but not the way you necessarily want us to.

Globals aka Generation Z, have seen the debt that their siblings, parents, and others have accumulated to get a 2-4 year degree and they’re scared. They’re also angry.

The thought that tens of thousands of dollars must be spent along with high interest rate debt is more than just upsetting.

So, some are opting to go from high school to the workplace while earning their degree online or during evenings/weekends.

They may not come to you with a college degree, but they’ll most likely get one and it will be their way.

The employer who understands this newer trend will be poised to hire and retain a young and talented pool of employees.

  • This generation is more conservative when it comes to job security.

They’ve heard about downsizing. They’ve listened as family members described the struggles of 2008. They’re cautious and desire job stability. Offer this, and you’re more likely to retain them and get their friends to consider working for you too!

The iGen are poised to rock the economy, the workplace and our lives. If you’re ready you have a distinct advantage. If you welcome them, you will be adding a new layer of young talent to your staff. However, if you wait on the sidelines to see what they’re all about, if they’ve “got game” and will perform well, your competitors will pass you by in a blink of an eye.

 

Scott Lesnick is a keynote speaker, trainer and author.

Learn more at: www.scottlesnick.com

Mirroring Margaret’s Management Mojo and Leadership

Thursday, April 13th, 2017

It’s safe to say that Margaret is one of the finest managers I’ve ever met. She’s a rare combination of great insight, intelligence, forward thought, deep caring, tremendous leadership, problem solving skills extraordinaire and so much more.

So, you may ask, why aren’t more leaders like Margaret? I wondered too, so I asked her to explain her management philosophy.

Me– It apparent to me and those you work with that you’re a cut above other managers at your company. Why is that?

Margaret– I’m not comfortable comparing myself to other managers. Earlier in my career, I worked on defining my role, what I should be working on, what to delegate and how to “manage up” i.e. my manager.

This thoughtful approach has allowed me to become a better manager. And, others see this approach and are drawn to it. I try to be fair. It’s important.

Me– Aren’t you afraid of getting to close to those you manage i.e. everyone wants to be your friend which could lessen your effectiveness?

Margaret- Everyone doesn’t want to be my friend. While I genuinely care about the people I manage, there is still a difference between personal and professional friendships.

Me- You seem to care a lot, assist others and even have employees from other department coming to you for advice. Why is that?

Margaret- Perhaps all managers are not equal. I guess I have thoughts, ideas and ways to improve their job that they want to bounce off of me. As I said before, I’m a good listener. I cross departments often, I reach out a lot and folks know me. That makes it easier for us to

Me- Sweet! Do you have a management philosophy?

Margaret- Not really, no. I prefer to manage people the way that I would want to be managed. My role is to listen carefully, help others grow, point out ideas that staff may not of seen, reduce barriers, provide other perspectives and help make individuals more productive aka the best they can be.

Me- Okay, so managers are liked, loved despised and tolerated. You are liked and loved. That’s impressive. What’s your advice to other managers?

Margaret- Spend time with the people you supervise. It can be tempting to cancel meetings with your staff, because you have a lot of other things to do. My advice is to always make that meeting happen even if it needs to be postponed. And, some need a personal touch, others with task. If you spend time with them you’ll know!

What is you managing style?

How close to Margaret’s style of managing is your manager’s?

Learn more at www.scottlesnick.com

Stop Saying Yes All the Time. Workplace Strife!

Monday, November 14th, 2016

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Thank so much for asking me to do more at work. I appreciate you’re trust in me, but my plate is 12” in diameter and you’re giving me three plates filled with crap!”

 

Okay, last week’s conference keynote ended with applause, mostly smiles and brisk book sales. It’s an honor to get paid to speak, but the real honor for me is the people I get to connect with. The workplace staff who do the heavy lifting.

They share some pretty deep things with me in confidence which we speakers are used to. We share on stage and some feel compelled to share with use in the back of the ballroom, hallway or in this case on my way to the restroom.

My bladder was full of water and I was ready let nature take its course.

Not so fast!

Rounding the corner I spotted the “Men” sign and quietly smiled as relief was literally in sight.

But, between me and the sign was the women’s bathroom. Out came three attendees who quickly stopped me, formed a half circle and began to tell me how much they enjoyed my presentation and actionable takeaways.

I was once again honored. And, I continued to give proper eye contact to each as my bladder reached Defcon 3!

Kasha was the ‘leader’ of this passionate threesome.

Them- Why doesn’t management understand how busy we are? Why do they continue to shove more work in our face as if we are multiple people?

Me- Well…

Them- And, How in the world are we suppose to say NO! It’s not permitted. It’s a sign of laziness.

Me- I see… (trying to respond and bursting from within)

Them- We love our jobs, but our managers are all over us all the time and we’ve about had it!

Me- Wow! I can see that you’re upset and I have a couple of thoughts. May I share them with you?

Them- Share away-‘cause we need to say NO sometimes and are frightened of losing our jobs. We can’t afford that, Scott!

Me (smiling and reaching Defcon 4!) Managers often don’t realize how busy you are. They shove more work your way and have a few plates of their own they are sifting through.

Have you tried sitting down in your 1-1 meeting and showing-not telling them what you’re up against? This can work really well!

Them- Yeah, they will tell us that everyone is busy and we all have to “pitch in.”

How much “pitching in can we do before we crack or look for another job? ( All three nodding in unison.)

Me- My guess is not much longer. So, how about trying this once.

Ask your manager for 20 minutes. You’ll only need 10. SHOW them what you have going on for the next 30-60 days and the amount of hours it will take per week to complete. If it’s too much they’ll know right away.

You’re not saying no, you’re saying I need your help. I need your guidance and support. My experience is that they will assist in prioritizing, give you breathing room and even take away some less important projects.

Them- Hmm. Never tried that approach. That could work. Seems possible.

Me- Let’s chat about this some more. I just have to run to the men’s room and I meet you at the reception to continue our conversation.

Disaster averted by 1 Defcon!

The cocktail reception was great and our conversations turned to family, vacations and food!

The workplace is like many other places. It is delicate, filled with talent and emotion and in need of constant communication to grow knowledge, empower employees and increase retention.

 

To learn more visit- www.scottlesnick.com

 

Politics, Religion and Pizza

Monday, August 15th, 2016

 

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Today’s insight focuses on an important part of our fabric It’s calling again and again and will we’re able to ignore it for a while; its power can overtake us in a moment of weakness.

Sure, I’m talking pizza-hot or cold! But what’s my pizza got to do with this political and religious stuff you lead with, Scott?

Well, the stuff that fills a person’s soul on the first two issues used to be something we mostly kept to ourselves. Many still do, but there has been an increasing attempt from many in the last, say, 15 years to tell you how to think and what to believe.

Before this, we had little care of our family and friends’ political views. We just wanted to get along. Religion and politics was discussed and mostly forgotten during holiday meals.

Not so in 2016.

Today, folks want to tell you who to vote for, which religion, if any is the best and won’t like you as much if you disagree.

I mean would you ever tell someone which ingredients to put on their pizza? I mean, would you! Hell no, that’s against the laws of…..um….PIZZA!

Today’s workplace is filled with passion, purpose and people with opinions. Important, yes but we tend to push the line of personal beliefs and choice more than ever.

So here are 5 ways to stay friends, grow relationships and not get punched!

  • Hey, your political opinion is you own. Please keep it to yourself unless asked. We have our own thought process and are able to navigate things just fine. We got to work today all by ourselves didn’t we?
  • Religion is all over the place. More than politics. So, SHHHHHHHH. People don’t really care where you are on this topic. If they do ask, than it’s open season to chat.
  • Remember 1 & 2 because it can save you a relationship or 3!
  • Listen, respect and acknowledge statements even if they are different than yours. You want the same, right? Ha, trick question – I knew you did!
  • Lastly, pizza. You like anchovies and barbecue sauce. I don’t. It’s okay because I ain’t even going to try and convince you to try my delicious black olive and onion ZA. Why would I?

Yet, we sometimes think that we can sway political and religious opinions over a cup of coffee or adult beverage.

Work and life are fun, challenging and full of twist and turns. And speaking of turns, I know this great pizza joint that make thin crispy crust with great sauce too.

Care to join me? We can discuss….sports?

 

Scott Lesnick is a high content speaker and author. Learn more at www.scottlesnick.com

My Club Rocks and You’re Invited!

Wednesday, May 11th, 2016

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Ha- I’m kidding, you’re already a member.

Our club includes high achievers, doers, chill individuals, folks with plenty of confidence, those continuing to grow their confidence, mentors, mentees, clowns, smarties and fun seekers.

We’re not your normal folks. We look at things from many perspectives, often amuse ourselves and hate mean people. That’s right, we hate them because besides sucking, they hurt others and we remember that feeling.

Let’s focus on the workplace.

Almost every time I present at a conference or company brave women and men share with me some of the challenges, triumphs and nightmares the face.

Usually, their stories share common threads with others I’ve heard. However, as I writer, I also take notes both to improve my content, learn and share with you!

In 2015-16 a theme has begun to fester in the minds and hearts of many.

It’s crappy management, bosses, bossholes, so-called leaders.

Just as fast as you can say “really”, a conversation with individuals or groups will turn to poor management. And yes, compliments are offered too if earned. Yes, earned!

Our club has experience. We’ve worked for 5+ years. Some as much as 40 + years. We’re good and we know it ‘cause we’ve worked our butts off to get better. So, why do some leaders fall short on…um, LEADING?

Complex as it may seem, the best answer I learned over the years is communication. That’s right; talking, sharing of information and listening.

Hey, I see you shaking your head up and down, I know you understand.

When the sh*T hits the fan.

We understand that many who leave their job are really leaving their boss, not the company.

We understand that many of the words I used to begin my gentle rant are foreign to management who only focus on numbers, quotas and/or investors.

Millennials are now the largest workforce in the country. Add their number of 83 million plus with those of Gen Xers and you have a massive talent pool of women and men.

The leaders who strive to understand and communicate well these folks will be successful and blow away their competition because their club demands different treatment.

They look at interaction as an equal playing field, especially Millennials! The big picture, appreciation, feeling valued, open and honest feedback and communication are demanded.

The leaders who get this statistically have happier, more productive employees while also increasing retention.

Those who don’t get it continue to complain about staff, generations, and cultures when they’re the ones failing to realized that great communication creates great workplace cultures.

I’m honored to be part of the cool club. I like looking outside the box, asking lots of questions and facing fear with persistence, guts and excitement.

Yes, our glorious club includes high achievers, doers, chill individuals, folks with plenty of confidence, those continuing to grow their confidence, mentors, mentees, clowns, smarties and fun seekers and more.

It also includes millions and millions of talented folks. Treated well and with open communication, we’ll make ya proud. Treat us like crap, like old school my way or the highway and you’ll be asking yourself time and time again- “I wonder why they left? I wish they would have mentioned something.”

Ya, we did. You weren’t listening. Adios!