July 24, 2019

9 Ways to Manage Yourself So that You Manage Your Time

time managementIt is so interesting how many people call me to speak to their companies on Time Management.  They are shocked when I say “Time Management is a myth…you cannot manage time, you can only manage the choices you make during the day.” So, the first strategy is to drop the notion of “time management” and shift your thinking to “me management.”  We all have 24 hours in a day, and the way we choose to use that time can mean the biggest difference in success or failure in both business and life.

1.  For one week, keep a time log to find out where you are losing time.
This is an activity that I implement with the majority of the executives I work with.  They are so busy, and they always complain about not having enough time to finish important work.  By keeping a time log, you can uncover:

  •  Where you are wasting time
  • How you are wasting time
  • Interruptions (people and things)
  • Distractions
  • The time of day when you seem to be losing most of your time

2. Empty your inbox at the end of every day.
I am amazed at how many people literally have over 1,000 emails just sitting in their inbox.  That is crazy-making!  All email programs provide file folders, stars for unread email and other tools to let you know if you need to address this now, tomorrow or in the future. An inbox that is overflowing creates dread and crowded thinking.  I have a rule:  do it, delay it by folder date or ditch the email.   I have a rule of “only touching things once” and “doing it now”.  This is how I can deliver quick service to my clients  and create open space in my thinking.

3.  Get your worst things out of the way first thing. Each morning, write out your “to do” list for the day, and get the stuff you dread out of the way.

Once you make your list, and place each item into 4 categories:

  • “I don’t want to do this.”
  • “Important”
  • “Looks important and urgent, but it can actually wait”
  • “Must be done now!” (Believe it or not, this category is very, very small.  We may think something is urgent and important and a “must do it now”, but it can really wait).

Many people tell you to tackle the most important things first.  From experience, I have learned that the best thing you can do for yourself and your mind is to go ahead and get the worst of your tasks out of the way.  If you have something you are dreading doing, it will spin in the back of your head like a program running in the background of your computer.  Just go ahead and knock them out, or even better…delegate those things out to someone who can do the task and who loves doing it.  From there, attack your important list.  Working on the things that are most important will yield greater results that constantly putting out fires and reacting to those “urgent things” that can actually wait.

4.  Use RoboForm to keep your passwords organized.
RoboForm is a small piece of software that is a fabulous web tool that can actually remember and fill your user name and password into your websites and online accounts for you.  You can also use the RoboForm Identities feature to securely store your name, address, email, , and all other personal information. Just click on your RoboForm Identity to fill entire web forms automatically. This will save hours of needless typing!  Just think of how much time you spend filling out forms online and trying to find or reset a password every day…if you add up all the minutes each day you spend, it is probably hours over the period of a week.

5.  Stop being a slave to your email!  Get on a schedule.
Many people tell me that they sometimes just sit for 3 hours and keep refreshing their email so that they can “be on top” of their email.  This is a huge time waster.   My approach is this:  I check email one time in the morning, one time around 12:00 Noon and one time at 5:00 p.m.  During the 5:00 p.m. check, I clean out my inbox, and it saves me a great deal of time.  I was once a slave to email, and I simply cannot be that slave if I want to work on the most important aspects of my business.

6.  Manage your distractions.
Many time management gurus say that we can lose up to two hours each day due to distractions.  That is over 500 hours per year!  If you could capture that time, and work on what is most important, imagine what you could accomplish.  Managing distractions include things like:

  • Turning off the telephone while you are working on important projects
  • Turn off your email notifications while working on important tasks
  • Close your door and place a sign on your door that reads “In important meeting.  Please come back at 12:00 p.m. (or the time you want them to return).  The important meeting is a meeting with you!  If you are constantly being interrupted by external distractions and people, it will be very hard to get the most important things done.

7.  Stop procrastination now!
We all have a tendency to procrastinate, and there are some people who admit they would earn an A++ for their procrastination skills.  When you procrastinate, you are usually:

  • Checking emails all day long
  • Doing low level priority tasks just so that you can feel like you accomplished something
  • Sitting down to work on a big project, and you end up getting a snack or a cup of coffee…anything so that you don’t have to address the big task in front of you

To beat procrastination, you must be willing to:

  1. Admit that you are procrastinating
  2. Consider why you are procrastinating (do you not like the project, are you afraid of the project, is it too overwhelming or are you missing some pieces of the puzzle?)
  3. Start implementing strategies that will move you away from procrastination.  A few steps include:
  • Breaking your big task into smaller steps, and work on one step at a time
  • Get organized!  If your desk, home or car are disorganized, it will be very easy to procrastinate.  The messy home, office with the best chairs from www.dankontorstole.dk or messy car become excuses for you to not work on something important.
  • Reward yourself for taking on tasks that are important and moving them to completion
  • Set goals with actual timelines.  Stay committed to the timelines by having an accountability partner hold your feet to the fire.
  • Hire a coach to help you make decisions (if you are indecisive) and to help you stay on track

8.  Consider the time of day when you know you work best.
I am a morning person.  By about 3:00 PM, I am pretty worthless, so I head to the gym or take a small nap.  Every person has a different circadian rhythm, so each person will find that they work best at a certain time of the day.  Use your best time of day to work on the projects that require your best thinking and focus.  You will accomplish much more than if you try to work during a time when you are sluggish or when your thinking is clouded.

9.  Refuse to spend time waiting.
When you make an appointment with anyone…a client, doctor, attorney or accountant, set a deadline for how long you will wait.  My rule is 10 minutes. If I have to wait on someone for more than 10 minutes simply because they are running behind, I reschedule the meeting or I find another service provider who CAN be on time.  I also know of airlines, restaurants and hotels that are known for making the best use of my time and who can serve me quickly and also the place where you watch your favorite football team.  Keep a list of those people and companies, and start doing business with people who truly value your time as much as their own.  I truly believe that if someone is chronically late for appointments with you, they are sending you a message that “their time is more valuable than your own”, and this is just one more habit that you need to break, starting today

In closing, I cannot say enough good things about David Allen’s Getting Things Done. He has a book and software programs for integrating his time and productivity tools into your email system. The book has sold millions of copies, and I believe everyone should pick up a copy and read it. I know the book changed my life, and it is worth a glance if you are struggling in even one area of managing yourself and the hours that we all have during the day.

For more information on leadership coaching, visit our contact page to email or call Bea Fields.

What is Your Relationship With Money? Teleclass Coming May 17

Janine Elias

Janine Elias, Relationship Expert, Change Master and Motivational Speaker

Teleclass coming May 17 at 1:00 PM Eastern:  You and Money!  How to Talk About Money and Plan for a Successful Financial Future.   Led by Janine Elias, relationship expert, change master, and motivational speaker.

When I ask people the question What is Your Relationship with Money?, I am usually met with blank stares, a furrowed brow or just a plain look of confusion.  I then go on and ask “Do you have a love relationship, a hate relationship or a love/hate relationship with money?”  I get a lot of mixed answers, but most people say that they have a love/hate relationship with money…they love it one day when they have it and when they found out their credit cards cash back is useful and when the bills start coming in, they wish that money did not exist.  I also hear a lot of people say they don’t talk about money and really don’t have a firm grip on their financial situation…they really don’t know what they have and don’t have.

So, on May 17 at 1:00 p.m. Eastern, I am inviting Janine Elias, relationship expert, change master, and motivational speaker to speak to you about your relationship with money. During this call, Janine will teach you:

  • How to get in touch with your relationship with money
  • Her 4 Step Process to show you how you can have more money today and create a solid plan for the future
  • Tips on how to  take control of your personal finances and create the long term stability through changing your relationship with money
  • Strategies  to uncover what you want which will increase your motivation
  • How to talk about money openly with your spouse/partner and the other close people in your life so that you get the support you need
  • A  simple process to know how to get what you want in your financial life by breaking down your goals into simple easy to hit targets
  • Strategies of UK loan companies uncovering the limiting beliefs that are holding you back from surmounting true wealth and creating Financial Freedom for you and your family

Sign Up Today for this class. It is going to be a great one!

3 Important Things We Tend to Forget When We’re Leading

leader and teamThere is so much to know in the world today about leadership.  It is mind boggling to think that leaders of today have to know so much, build so many skills and be able to translate those skills across geographical and cultural boundaries.

Today, I just want to bring up 3 of the most important things that leaders have a tendency to forget when they are leading.   And, the leaders I work with in one way or another get to these 3 big topics over the course of a coaching engagement.

Important Thing 1:  100% consensus is just not possible in the real world, and it is not healthy for your team.  If your team is coming to an agreement and reaching 100% consensus on every decision you make, then there is a good chance that people are feeling squelched. Sometimes the reason can be that some of your team members have attention deficit hyperactivity disorder then I recommend natural supplements for adhd and you will see the difference.  While you may feel great that 100% consensus has been achieved, I would question any team that is 100% in agreement.  When I hear that a team has reached 100% consensus, I often wonder if groupthink has set in, causing the less vocal people to shut down.  If anyone is holding back on sharing concerns about the direction you are going, then you don’t really have 100% consensus…it is simply an illusion and one that needs to shift into reality.

Important Thing 2:  The way your team perceives you is your reality.  I had a client a few years ago become so upset during a 360 degree feedback review process, because it was revealed that his team did not feel that he was a good listener.  He told me that he spends about 65% of his day listening.   The reality was somewhere in the middle.  While he said he was listening, his team said during the review that while he was “listening”, he was also texting and checking email.  So, to the members of the team, this translated into “He is hearing me, but he is not listening, because he is distracted by his text messages and emails.”  So, at the end of the day, when your team gives you feedback about how you are showing up, this then becomes a reality that you must address if you really want your team to follow you.  If you don’t address their perceptions of you, you will be viewed as someone who does not care about the opinions of others.

Important Thing 3:  The way you talk as a leader can change the way you lead and your bottom line results.  A few days ago, I attended my second Zumba class (April has been my month of trying four new exercises:  Zumba, Hot Yoga, Pilates and Body  Pump).  About 20 minutes into the class, I went to get a drink of water, and I heard a woman asking 3 other women to please stop watching the clock and announcing how much time was remaining in the class…that it was distracting and causing other people to look at the clock.  I thought to myself “Hmmm…the power of suggestion is just so amazing…it can even get people distracted from their hard, sweaty workout…imagine that?” (duh)  The power of suggestion and the power of words can be life changing in the world of leadership.  So, I most often work with leaders on shifting language in 3 main areas:

  1. Shifting from the language of complaint to the language of committing to finding solutions and moving the team forward.  Complaining can filter throughout your team, and there is nothing worse than a dysfunctional team that whines constantly. You always need a break on everything. Team leaders must know the importance of unwinding and relaxing. TranquilMe can help your life more meaningful and relaxing, for you to make your mind and body feel great to become more productive in any way. If you are complaining, your team will follow your lead.   If you are complaining about the time, others will start watching the clock.  If you are whining about how tough the economy is, your team will use this as an excuse for not getting more leads and closing more sales.
  2. Shifting from the language of assumptions to the language of speaking facts only when they are facts.  When you are in a leadership role, you have to “assume” that nothing is a true fact until you have the evidence in your hand that something is true.  Until you find out a fact is true, use the words “I assume” or “I predict” or “My guess is” or “I cannot make a decision until I find out all of the facts”.  When a leader states an assumption as a fact…look out!   Your team will call you out, but only if you have given them permission to do so.  Be careful about calling something a fact or true until you have the evidence in your hands.
  3. Shifting from the language of giving orders and advice to the language of curiosity.  No one likes to be constantly told what to do.  The best leaders of today are great coaches.  They listen, ask questions and probe for clarification.  If you are constantly barking orders to your team, it will fall on deaf ears.  The language of curiosity is so amazing.  By asking childlike questions such as “Hmm…that is interesting…how did that come about?”  or “That is an interesting perspective.  How did you arrive at that conclusion?”, you will get a great deal of information from your team.  As a result, they will probably voluntarily offer up new information without your having to even ask for it.

As you read this post today, just keep in mind that your team is watching you and the way you lead.  The best thing you can do is to ask for feedback from your team and start working with a coach or mentor on how you can improve the areas that your team members want to see you improve.

Reversing the Curse of Defensiveness

Woman Getting DefensiveThere are many people out there in the world who are overly sensitive and become defensive at the slightest suggestion of criticism.  I know…I’ve been there.  I think it took me about 40 years to learn that I could make a mistake and it did not land on the front page of the New York Times and the world certainly did not come to an end.   I have had to learn through the years that I had to make mistakes, receive feedback about the mistakes and push through that failure process without becoming defensive.

I believe I heard Deepak Chopra once urge us to do everything you can to not defend your point of view, because when you have no point to defend, you will prevent an argument from erupting.  While we all have the right to engage in open debate and open dialogue, when we become defensive, we are basically telling others that we are not open to criticism.

If you are living with the curse of defensiveness,  you may know it, but trust me…others REALLY know it!  Their perception of you is that:

You are someone who:

  • Makes excuses or rationalizations for failures
  • Is not open to criticism
  • Blames other people for your problems
  • Shoots the messenger
  • Lives in total denial about mistakes and shortcomings
  • Does not benefit from any type of feedback

To reverse the curse of defensiveness takes time but can be reversed with a few strategies:

1.  A formal 360 degree feedback:  Many times, people shy away from giving a defensive leader feedback, because they may get pounced when delivering the feedback.  By taking a more clinical approach using a 360 degree written assessment and delivering the results using someone who is trained to deliver feedback, you can hear the truth…both the good and the bad without feeling attacked.

2.  Once you have received your feedback, share it with your peers, bosses and employees.  This is the best way to show others that your defensive wall is starting to crumble.  By telling others about what you learned in the 360 (the good, the bad and the ugly), you show courage and you can actually ask for help from your team.  I have used this approach with many leaders, and it does work.  Like magic, other team members step forward and begin to discuss their shortcomings with you in return.

3.  When receiving feedback, be quiet and sleep on it.  When we receive criticism from someone, our knee jerk reaction is often to just start fighting back and defending our positions.  The best response (believe it or not) is to say “Thank you for caring enough to share this with me”, then bite your tongue, go splash water on your face and sleep on the feedback.  When you are ready to discuss the feedback in a calm, collaborative conversation, go back to the person to ask for more feedback on how you can reverse this flaw.

4.  Make peace with someone you consider to be your enemy.  We all have them…people that we don’t want to talk to or ever see again, because somewhere along the way, we received feedback that we did not want to hear.  Go to that person, make peace with them, and dig deeper for more information.

5.  Ask for people to tell you about your blind spots.  We all have blind spots.  Blind spots are areas in life or career where we think we are strong, but we are actually weak.  Ask people about these blind spots and shift the blind spots to known weaknesses.    If you have ever had spinach on a front tooth, and no one told you about it, later on, you feel like a fool!  Or…you think you are a great singer, so you always volunteer to sing a song at every party.  The reality is that you are a horrible singer, and you are tone deaf, and you need to know about these blind spots.  Once you know about where you have a weaker thread, you can stop viewing it as an asset and begin to work on it.  I don’t condone focusing on weaknesses, but this is a bit different.  I am suggesting that you find out about your blind spots so that you can shift them into something that you can actually work with.

BLOGGING! A Way to Seize Opportunities That Other Leaders Normally Miss

Leader  BloggingThere is a great debate going on out there in the world around the question:  Should leaders be blogging?

From my perspective, the answer is Yes!  Absolutely, as a leader, you should be blogging, and here are the main five reasons why I believe blogging is so important for leaders of today:

1.  As a leader, you have a story to tell.   As a leader, you are not a carbon copy of anyone else out there in the world.  Blogging can give you a mechanism for getting your story about who you are as a leader out into the world.  This does not mean that you write a blog that is “all about you”.   Instead, you write valuable copy that others can learn from and from reading about your ideas, the public, your customers and your employees can gather a bit of insight into how you think and your views of the world.  This will set you apart from other leaders in your own industry and other areas of interest.

2.  As a leader, you have something to say to your customers.  A blog can serve as a vehicle for you to answer some of the most common questions you get from customers about your products and services.    When people get their questions answered, they immediately receive value.  If you are the leader of a company, you do have a target market, and by writing about subjects that are of interest to them and answering their frequently asked questions, you will again appear much different than other leaders.

3.  If you are a Baby Boomer or a Traditionalist leader, you will connect more with younger careerists.  The majority of younger careerists I have interviewed who are in the age category of 20-35 tell me that they read blogs and news feeds every day.  They have even gone so far as to tell me that they believe that static websites are on their way out and that a blog is a must have tool for connecting with the public.  As you well know, all blogs offer the public the ability to connect by commenting, and this interaction will attract a younger demographic who will connect with you, become more interested in buying from you and who may be an A player who wants to work for your company.

4.  Some leaders are blogging, but most are not.  This reason in and of itself should inspire you to want to blog.  Most leaders say they don’t have time to blog or don’t think it is necessary.  If you are blogging even one time per week, you are in the minority of leaders who blog, and this will draw a sharp contrast between you and other leaders.  As a result, you will be presented with opportunities that other leaders will simply miss.  It’s that simple!

5.  As a leader, if you are blogging, you will be more approachable and transparent, giving your customers the chance to give you feedback.  Because of all that has gone on in our world over the last four to six years, people have become very skeptical about leaders in high positions, and they are prone to scrutinize leaders in high places without knowing anything about them.  As you blog, people will begin to feel as if they can approach you and that you are becoming a see-through leader, and this is what the world is craving right now.   As you become more accessible, the public will begin to comment back and will actually help your company’s products and services become stronger.

If you are a leader, and you are reading this post, a common concern that comes up is around time…when will you be able to do this?  One quick solution is to talk your post into a recording device and ask an assistant to transcribe that into a blog OR you could simply record 2-3 minutes of thoughts and have a podcast only blog (which is great, because the public then gets a chance to hear your voice).  Once you get accustomed to the blogging process, it really only takes about 30 minutes to write a solid, thoughtful post.  I believe it’s worth the time and effort.

Are Personality and Character Overrated?

In the book Situations Matter: Understanding How Context Transforms Your World Tufts University psychologist Sam Sommers  gives us a more profound understanding of not only ourselves but also the people in our lives and the interpersonal dynamics that drive our decision making and our world.  Sommers points to the notion that personality and character are overrated and that what really impacts our lives are the situations, people and opportunities that come our way.

We talk of environments having an impact on our lives, and this book goes into detail about how situationsdo have a profound impact on the decisions we make. Great video below to give you a glimpse into what the book is all about:

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Integrity DOES Count! Why Greg Smith is Leaving Goldman Sachs

Integrity Does MatterThousands of companies around the world just love hanging the word “integrity” on the walls of their hallowed hallways.  You know…it looks good.

But in the past few years, we have seen some of most well respected companies do everything they can to grab onto the almighty dollar…anything…even if it means ripping off a client.

Today, 12-year top tier employee, Greg Smith, resigned from Goldman Sachs.  You can read his full blog post on the New York Times Opinion Page:  Why I am Leaving Goldman Sachs.  Smith is not a newbie.  He has been with the company for 12 years and has been one of their most supportive raving fan employees.  Yet today, he has had enough.  To sum it up, here is a bit of what he mentions in his post:

“It might sound surprising to a skeptical public, but culture was always a vital part of Goldman Sachs’s success. It revolved around teamwork, integrity, a spirit of humility, and always doing right by our clients. The culture was the secret sauce that made this place great and allowed us to earn our clients’ trust for 143 years. It wasn’t just about making money; this alone will not sustain a firm for so long. It had something to do with pride and belief in the organization. I am sad to say that I look around today and see virtually no trace of the culture that made me love working for this firm for many years. I no longer have the pride, or the belief.”

So many people believe today that you can plop the word “integrity” on a piece of paper or on a wall in your company’s building and not live it…no one will ever know if you are not walking your talk, following through on your promises and looking out for the best interest of your clients and employees.  But, the world has changed.  We now have the 24/7 news cycle, forums and bloggers.  And, people are just sick and tired of the greed and corruption we are seeing right and left.  Here I am…a leadership coach, and I don’t know Greg Smith, yet I have heard a few things along the way the past two years about Goldman Sachs.  While I would want to hear the other side of the story (there are always two sides to everything), Smith’s story lines up with what I have heard from some well respected national leaders.

In the United States, we wonder why we are in trouble.  The blog post Smith wrote today answers that question in spades.  Companies now think they can be greedy, rip people off, steal ideas from other companies and go after more and more money and just forget about their solid reputation.  I wonder what the men and women who founded Goldman Sachs would think if they knew what was going on.  The company was founded in 1869 on principles mentioned by Smith: teamwork, integrity, a spirit of humility, and always doing right by our clients.  Apparently, GS has fallen off the tracks according to Smith.

This should be a wake up call to every organization out there.  Not only will clients not want to do business with you when you are out of integrity, but your top talent will jump ship when they have had enough.

Just as a reminder:  If your company is “living in integrity”, you should be able to:

  • Be widely trusted by your clients and employees
  • Present the unvarnished truth on each and every decision you make
  • Walk your talk, even when no one is looking
  • Take tough stands when you notice employees doing things you know will hurt your company
  • Not misrepresent yourself for your own personal gain
  • Keep confidences
  • Under-promise and over-deliver
  • Drop your own personal agenda to take care of your clients, employees and company
  • Set personal friendships aside when making a decision (if you are making a decision that is out of integrity to protect or help a friend, you are out of integrity)
  • Admit and own your mistakes publicly
  • Address conflict in a direct manner and settle it in an equitable fashion
  • Openly share information that other people need

Today, I encourage everyone reading this post to perform an integrity check by asking yourself this question:

Am I walking my talk, or are my words just empty words that look good on paper?

Thank you to Jeannette Paladino of Write, Speak, Sell for sending me this post.  She is a long-time New York City gal (and amazing blogger), and she always is on the lookout for me.  Thanks Jeannette for sending this along!

 

 

 

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The Go Nowhere Generation? They Did Not Get There Alone

young man doing work at homeI have had several emails from people about the New York Times article from yesterday :  The Go Nowhere Generation.

As always, the media loves to just loves to pounce on this generation by talking about their “stuck at home mentality”, their “desire to stay close to home”, their “being risk averse so they are less entrepreneurial” and that “perhaps young people are too happy at home checking Facebook“.

Okay…let’s look at this.  After studying this generation for the last seven years, interviewing countless Generation Y careerists and people who have studied the demographic, here is what I have learned.

1.  Generation Y did not get where they are today alone.  Generation Y was raised by Baby Boomers…to do what they want, be what they want and live the American dream.  The thing that Baby Boomers did not expect was for their young adults to move back home on the heels of one of the greatest recessions we have seen since the Great Depression.  Many Gen Y’s will tell you they believed their parents and higher education leaders when they said “you will be able to find a top job if you enroll in our college.”  Well, that bubble popped, and because Generation Y has been handled (for the most part) with kid gloves, they don’t have the business skills they need to learn how to network face to face, how to be persistent and how to work hard to get a job.  Why did they not have to learn?  We all did it for them. 

Coupled with the widespread interest in promoting children’s school readiness skills, a number of research studies have examined the extent to which variations in the quality of preschool services influence children’s cognitive and social skills during the preschool years, during the transition to school, and into the elementary school years.

As a Baby Boomer, I apologize to this generation for making you think that you could live the great dream of employment and financial security and for not preparing you for real world problems that could result with the current financial mess we are in.  As Boomers, we always held a pillow for our Gen Y kids to have a soft, secure place to fall and did not really prepare them for the real world.  Instead, we called their colleges and universities to complain about professors and roommates, went on job interviews with them and then called HR to yell at them when our kids were fired.  We babied a generation that can still be the strongest since the Great Depression era…the Traditionalists.

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2.  Generation Y has been coddled, and it’s time for the cord to be cut.  MANY Baby Boomers are living the empty nest syndrome unlike they have ever before in history.  My theory has to do with the constant focus on Gen Y as youngsters and the invention of the cell phone.  Oh…should Gen Y be thrown out on the streets?  Not literally but maybe tossed out of the nest and told to go find shelter somewhere else!  This generation has been given so many opportunities, (both college grads and the ones without degrees).  I have two Gen Y’s with college degrees and one who left college after 2 1/2 years.  The one who left is employed full time, the other two are picking up temporary jobs and jobs to pay the bills.  But, if your young adult is “happy sitting home on Facebook, not willing to leave and eating all of your food”, then maybe it’s more about Baby Boomers wanting their kids around as playmates,  or you are afraid to practice tough love and tell your adult child to hit the road to Nevada or another location where work can be found.  I believe it’s time to cut the cord, and say “There’s work in Nevada…you have two weeks to find a job in Nevada or somewhere else, or you’re out!  You can make this happen, even if you have to work doing a low paying job in an industry that is not of your choosing”  These kids are extremely innovative and can find ways to sleep on the floor of friends’ apartments, and I know of a couple of Gen Ys who say they are living out of their cars bought at personal contract hire just trying to find work, they are not even able to get a car insurance online quote and it is extremely sad.  While this may sound just atrocious, you have to do whatever it takes to find work…end of story.  And, the Fast Food industry is hiring.

3.  Generation Y is extremely entrepreneurial.  It is in their blood.  Just because they are not moving away from home does not make them less entrepreneurial.  This generation was raised on a diet of entrepreneurial thinking and a thirst for having their own business one day.  But, with our economic situation as it is, that dream may not happen as it was envisioned.  Many of the entrepreneurial companies that are starting up are being born in basements and garages where Gen Y lives, where they use the best motors for their garage doors to be accessible to their work place, and you can get one as well.  Just because you don’t see it yet, don’t jump to the conclusion that Generation Y is not entrepreneurial.  This generation is probably a bit scared right now…they want to stay near home, because maybe they need their parents’ advice, they can’t find work, many are in debt, and they don’t know where to turn.  But, parents…at the end of the day, it’s time for a bit of tough love.  It’s time to draw a line in the sand, and let your young adults know that your house is not a hotel more if you need money for repairs the house may need such as get roofing services from different sites online such as http://www.palmbeachroofingexpert.com/lantana-roofing/ and this repairs are not free, and it’s time to find work in another state or hit the local food joints to find work.  They need to pay you a monthly fee to live in your home and start building a future.

So, let’s all start taking responsibility and stop blaming Generation Y for going nowhere.  They are our youngest demographic, and they need to learn the skills to get out there and make it all work.   If you did not read it, I highly encourage you to read my latest post on How Entrepreneurship Can Get Gen Y Back to Work.

And…in closing…Generation Y did not cause our financial problems and unemployment, and they honestly don’t enjoy sitting at home on Facebook any more than you want them sitting on your couch and eating your food.  They are bored and need to work to get excited again.  So, let’s all take responsibility and get our youngest future leaders moving!

 

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Leadership Coaching for Abrasive Leaders: The Boss Whispering Institute

I posted a recent post by the name of Leadership Coaching is Not for Everyone.  I had a lot of responses to this post, and I wanted to make you all aware of The Boss Whispering Institute, brought to my attention by Laura Crawshaw, Ph.D., BCC, Founder of The Boss Whispering Institute, dedicated to research & training in the field of coaching abrasive leaders

The Boss Whispering Institute is the world’s first organization dedicated to research and training in the field of coaching abrasive leaders, including medical, legal, and academic professionals, and Laura mentioned on LinkedIn that she is happy to share the methods with everyone.  You can access it by going to their website www.bosswhispering.com, going to the Research & Publications page, scrolling down to Coaching-Related Publications, and clicking on “Coaching Abrasive Leaders: Using Action Research to Reduce Suffering and Increase Productivity in Organizations”, Crawshaw, L., International Journal of Coaching in Organizations, Autumn, 2010. This will allow you to download the PDF of the article.

I just want to remind everyone to re-read the article I posted.  I do want to emphasize that I said this:

Now then, I want to shift just a minute to the clients who are more than likely not going to respond well to coachingThis is not always the case, but I have seen these five scenarios dozens of times, and I have actually ended contracts with people who have exhibited these behaviors, because I can tell that the situation is just not getting better.

I want to emphasize that I did not say that leaders with certain behaviors could not be coached.  In my experience, people who get about six to eight weeks down the road in a coaching engagement and who are not shifting (in my experiences) will tell me upon questioning that “the company wanted this…not me”.  And, as we all know, a person has to want to change to truly change on the inside.

I applaud Laura and the Boss Whispering Institute for their work with being able to turn around the more challenging leader.  So, you can check out their work, or you can refer a more difficult client their way if you feel you cannot coach a leader who is just not shifting.

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Leadership Coaching Strategies to Stop Top Talent From Quitting

The Revolving Door of Top TalentDo you ever feel like your hiring process is just like a revolving door?  Top talent in…top talent out!

If so, you are not alone!

During the past ten years of offering leadership coaching and executive coaching services to companies, one of the biggest complaints I hear is about the revolving door of the hiring process.  One of two things usually come up in leadership conversations:

  1. Top talent comes, they stay for about six to nine months and then they leave
  2. The company “settles” for bodies rather than digging to find the top talent they need, so the department or project team now has some drag on their team

What I have found is this:  If employees feel disconnected from their work, bored or if the work is elementary and mind-numbing, employees will leave, regardless of the many tricks you try to lure them into staying.  So, here are a few suggestions to help you with this challenge:

  1.  Match the job to the employees talent and level of capability.  Humans actually want to be challenged.  They want to be stretched.  So, if the job is not challenging or could be done by someone with half of their experience, they may be going through the motions, but their heart and soul are not in the work.  Having said this, if the job is too hard, an employee can get very frustrated and just give up.  Striking the right balance is critical.
  2. Offer leadership coaching.  With leadership coaching, you can help your employees strike that “right” balance between being totally bored and disconnected and being way in over their heads.  By offering weekly leadership coaching to your employees, you can discuss what’s working and what is not, how to challenge them more and when and how to maybe back down just a bit.  This is also a great time to provide training to your employees if they feel they are in over their heads.  They may just need some additional training or a tiny question answered to get back moving again in the right direction
  3. Work on building trust.  It is not uncommon for people to simply not trust a boss, a co-worker or the company.  As a leader, one of your biggest jobs to do every day is to build those strong bonds of trust that employees need to feel safe and secure in the jobs they have been empowered to do.
  4. Talk with your employees about what inspires them and what outcomes they most value.  You may think that money inspires your employees, but in my experiences as a leadership coach, I have found that what matters more than money are the following:

The opportunity to be challenged, succeed and then be recognized for that success

The reward of extra free time to spend with friends and family

The feeling of doing a great, great job and bring proud of a finished product

So, if you are having a tough time keeping employees, start looking at both your hiring process and take the time to sit down (without judgment) and ask your employees why they are leaving.  Ask them what you could have offered that would have made them want to stay, and ask them if they felt the work they were doing was truly meaningful.  You may be surprised at the answers as they come forward.

If you are having any challenges with either hiring or keeping top talent, contact me today so that we can talk a bit about how to turn your specific situation around.

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