July 30th, 2010
Ina recent article in Harvard Business Review online the author states that Millenials or Gen Y will end up conforming. To check out the whole article and comments thread click here http://tinyurl.com/24gnwxt
It’s an interesting take on the whole generations discussion and a pretty predictable one from a Gen X/Baby Boomer author. What has been more fascinating is the dialogue that has been created with people from each of the generations chiming in to give their opinion.
For me, as the author of “101 Ways to Make Generations X, Y and Zoomers Happy at Work” I provide pretty solid research that says Gen Y’s will transform the workplace and will NOT conform. There are a few reasons for this and they are:
1. The last thing Gen Y’s want to be is like their Baby Boomer parents and so they are determined to not hate their job, stay in a dead job or wait forever for a promotion.
2. Gen Y’s stand to be the next big group of entrepreneurs- they would rather work for themselves than conform to a workplace that is rigid with structure.
3. We Baby Boomers have raised these Gen Y’s to have high self esteem, to go for their dreams and to NOT do what we have done- they have been wired from birth to do things differently.
4. Technological advances are the main reason everything is changing and will continue to change. Gen Y’s are keen on simplifying work with technology and they simply cannot conform to a workplace that does not embrace technological innovation.
So I am eager to hear your opinion here- please post your comments- I plan to compile the responses and report back with the results.
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June 18th, 2010
Generational communication is not a trend nor a fad. Research by the US Labor Statistics state that the challenge of having four generations in the workplace will be a reality for industry until the year 2030.
Today, I was on a conference call with a client and he said something that I have heard from other clients in the past year.
He said, “We are a large company and we have sales training programs BUT none of the training focuses on the relevance of generations in the workplace.”
A lot of organizations rely on pre-packaged training programs that are very effective and yet they are foundational and not necessarily rooted in real time issues. While these programs are of value it is important for leaders to recognize the value of having ‘outside’ topic experts who are working with industries on real market issues in real time.
The client recognized that they needed to ‘mix it up’ when it came to providing their leaders and teams with training.
By integrating generational intelligence and communication training companies can increase innovation, productivity and competitive advantage. This is isn’t about convincing people that there are generational communication gaps rather it is about harnessing the generational viewpoint differences and leveraging that knowledge for greater leadership ability and increased sales results.
To find out more check out my new book, “101 Ways to Make Generations X, Y and Zoomers Happy at Work” http://www.101waystomakegenerationsxyandzoomershappyatwork.com
Tags: baby boomers, business, cheryl cran, communicating with the generations in the workplace, generation X, generation Y, generational intelligence, generations at work, generations expert, generations training, how to sell to generation x and y, keynotes on leadership, Leading the generations, selling to the generations, training, training on generations in the workplace
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June 9th, 2010
Recently I was a guest on the Fanny Keifer Show http://www.studio4.ca/ where I was being interviewed for my new book. When the show was over I went back to the green room where a Gen Y had just watched my segment. She burst out laughing and said that her biggest challenge was exactly what I said which was that Zoomers just don’t see things the same way that Gen Y’s do. She gave examples of how she constantly has to ‘re-phrase’ her language in order to help a Zoomer understand the technology at her workplace. Then she asked me what 3 tips could I give her to help sell ideas to her Zoomer counterparts. Here’s what I suggested:
1. If your Gen Y idea involves technology make sure you are clear about the outcome of the technological idea such as how it will help them do the work easier, how it will impact the bottom line and how it will help them be more efficient.
2. You might think that your idea is the next thing that will transform the workplace but be careful, if you come across in a way that implies how things have been done has been wrong you will get resistance. Honour the people and systems that have been in place and use language such as, “the way we have done payroll has been effective up until now AND I have an idea that could save us 10 hours a week which equates to $2o,ooo.oo dollars in immediate savings.
3. Present your idea in a proposal format, build a Powerpoint slide show to demonstrate the ‘before’ and ‘after’ results of your idea. Provide numbers, input from other stakeholders and pertinent data. You could even make a video (which is easy for you to do) and present your idea using humour and creativity.
As a Gen Y you are fresh, candid and creative- some Zoomers will love you and others may have hangups about your ideas that will change the way they work.
You have to be willing to communicate in ‘their’ language if you hope to win over Zoomers in the workplace.
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May 30th, 2010
We are excited to announce the official launch of my new book on generations in the workplace titled, “101 Ways to Make Generations X, Y and Zoomers Happy at Work”.
The launch is happening in my home city of Vancouver, BC Canada and the details are as follows:
Where: Beyond Restaurant, Century Plaza Hotel 1015 Burrard St Vancouver BC
When: Monday June 7th, 2010 drop in between 5:00 and 7:00 PM
Appetizers, Cash Bar, Door Prizes and a celebration with Cheryl Cran, CSP the author. That’s me!
RSVP- Dale Clarke 604 468 2077 or dale@tancosolutions.com
We hope to see you there!
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May 27th, 2010
In my new book, 101 Ways to Make Generations X, Y and Zoomers Happy at Work I talk about the creativity and innovation of Gen Y’s. Their natural propensity to find new solutions with technology is something we Zoomers need to capitalize on.
I have told stories about the creativity of Gen Y such as the young guy who invented a glove that when worn by a hearing impaired individual they can sign language and have it translate to a smart phone or PDA in a language of their choice.
Also, there is a young girl from the Okanagan in BC and her teacher gave the class an assignment; come up with ideas on how to re-use and recycle plastic. Turns out her dad owned a paving company and at a family dinner one night she gave her dad an idea, why not use plastic in paving materials? Plastic expands when heated and contracts when cooled- what a perfect substance for paving surfaces that were constantly cracking!
After countless hours of what he calls “sweat equity” Mr. Cheung has a thriving online business called Shape Collage Inc. that offers software for creating photo collages in various shapes. He has recently been named 2010 Student Entrepreneur National Champion by the charitable organization Advancing Canadian Entrepreneurship (ACE). The full story is here http://tinyurl.com/32k2nmg
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May 17th, 2010
The YPO (Young Presidents Organization) is a well known global leadership group that provides education and resources for entrepreneurs 45 and younger.
The criteria to be a member is a minimum of 50 employees with minimum revenues of a million or more. This group is comprised mainly of Gen X and Gen Y and recent survey results posted in April 2010 show that global economic confidence is up 3.2 points.
This latest information is quite valuable as it applies to global views with specific countries showing slight drops in confidence.
How does this information affect our businesses?
I think if there was ever a time to look at global business the recent recession shows that thinking global with business is the key to future success.
The survey highlights are:
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| SURVEY HIGHLIGHTS |
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Looking ahead 12 months, nearly 70 percent of CEOs who responded to the April 2010 survey expect future sales to increase with non-E.U. Europe, Latin America, Asia and MENA anticipating the most widespread growth. The majority expects employee counts to remain roughly the same, with the most widespread increases expected in MENA, Africa and Asia.
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For the full details of the survey check out the link below:
http://www.ypo.org/globalpulse/
Tags: business, cheryl cran, company survey, economy, focus on the future, Gen X, Gen Y, generations at work, Generations in the Workplace, global business, optimism in a recession, sales
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April 28th, 2010
A recent survey of over 5400 Gen Y’s in over 5 countries shows why we should be focusing on recruiting and retaining this dynamic generation.
Here are a few stats from the report and survey:
96% want an environmentally aware workplace
Flexible: 56% prefer to work flexibly and chose when to work
79% prefer to be mobile rather than static workers
Unconventional: 40% of the Generation Y would like to take their car to go to work, 20% by public transport and 18% walking!
Life Long Learning Experience: The reasons for choosing a company are:
1: Opportunities for Learning
2: Quality of Life
3: Work Colleagues
41% of the Generation Y prefers to have access to a team space and 32% prefers breakout spaces rather than a conventional meeting room
For the full details go to:http://www.johnsoncontrols.fi/publish/etc/medialib/jci/be/global_workplace_innovation/oxygenz.Par.41451.File.dat/Oxygenz%20Report%20-%202010.pdf
Tags: cheryl cran, engaging Gen Y, Gen Y at Work, generation intelligence, generation Y, Generations in the Workplace, leadership, Leading the generations, recruiting Gen Y, retaining Gen Y, what gen y wants, working with the generations
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April 21st, 2010
Many Zoomers think that Gen Y’s are not connected because they are always using technology to interact with others.
Actually, Gen Y longs for connection and they pre-connect via Facebook, Iphone, Blackberry and then set up a face to face connect.
One could argue that Gen Y is more connected than we Zoomers are. Think about it- Zoomers may pick up the phone have a brief chat and then visit but how intimate are our conversations?
With a Gen Y they share very openly and with abandon what they are thinking and feeling in any given moment. When they do meet face to face they want connected conversations, not surface conversations.
A recent article posted on CanWest further explores the Gen Y’s need for connection in the workplace. Check it out here:
http://www.working.com/story.html?id=2924808
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April 11th, 2010
Generation Ys were born into technology and grew up with it as part of life. Most Gen Ys have more than one TV and two computers per household. Their preferred communication method is instant messaging, and their preferred way of learning is through video games or computer games. This is quite different than the “lecture” style of learning that Zoomers and Gen Xers became accustomed to.
Gen Ys are not loyal to a company; instead, they are loyal to their friends. If they feel their bosses or co-workers are like friends they will stick around. If they dislike their boss they will quit with little concern.
On average Gen Y does not leave home until they are thirty-five years old! You might be thinking, not me—ours are away at college. Well, guess what? They are coming back! If a Gen Y is still living at home and a Zoomer or Gen X boss tells them to do something or they are fired, Gen Y has no survival issues. Why? Because they still have a roof over their head.
So how do you lead Gen Y?
1.Be up front with them. You know they want to learn as much and get as much from the company as they can before moving on.
2.Increase technology and knowledge of technology in the workplace. Gen Y expects to have the best technological tools available to them.
3.Give them what is important to them to get them to stay (such as paying for their education and providing social, fun activities) and support them as people.
4.Set them up with a guide who can support them to succeed. If Gen Ys feel they are failing, they will give up quickly and become apathetic.
5.Show them how their work affects overall company goals. How does what they do as people affect what the company does in the marketplace?
6.Involve them in a company charity event or environmental cause. Generation Y is the most humanitarian generation.
7.Allow them to have a life. Give flex days off, and be flexible with start and finish times.
8.Treat them as friends. Gen Ys will not automatically respect authority or leadership, because they feel respect is personally earned (not given based on a title).
We need to look at what we can shift or change the rules that have been in place for the working lifetime of a Zoomer. With Gen Y in the mix, things aren’t just changing, they are transforming.
Tags: cheryl cran, Gen Y, generations at work, Generations in the Workplace, generations working together, leadership, Leading the generations, motivating Gen Y
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April 8th, 2010
In Chapter 22 of my new book, “101 Ways to Make Generations X, Y and Zoomers Happy at Work” the topic is the new talent pool- read the article here:
101 Ways Chapter Twenty Two- Talent Pool
About four years ago I was speaking at an event in Kansas about the generations and I mentioned a concept that had started in Europe and that I predicted would become the norm within the next decade. The concept was of a ‘shared talent pool’ among organizations. I predicted that companies will hire with the intent to train, groom and guide their employees and once they have learned everything possible about the organization and there are no further learning opportunities they can then become part of a talent pool that is shared by like minded organizations.
These like minded organizations might be in the same industry or in similar industries but they all hire with the intent to then later ‘share’ that person with their partner companies.
This holds great appeal for all of the generations because it opens the potential for learning and promotion.
Imagine that you worked for Starbucks in their corporate office and you were given the best training and became very good at your job. At your regular coaching meeting with your boss you decide that there is really no other place you can go within the company to learn more or to expand your skills. Your evolved leader suggests that you enter the talent pool and you get a call from McDonalds for a higher level position than would have been available to you through Starbucks.
We all know that the best leaders are those who are willing to coach, groom and grow their people. We also know that all of the generations today are not so easily wooed into sticking around if the work isn’t challenging or there are no signs of growth in the future.
The talent pool idea is taking hold in Europe with many companies recognizing that they would rather share their people within a group of ‘like’ companies rather than lose the employee to another industry altogether.
Companies can form their own talent pools right away if your company is already strategically aligned with other companies. Many great leaders informally set up a talent pool through connections and keep these names and resources in their back pocket should one of their high performing employees move on.
Think of the hiring and recruiting attractiveness to any of the generations if you could offer them the endless opportunity of growth, learning and increased income potential through strategic alliances with other groups.
Some larger companies already have this in place, companies such as Johnson & Johnson is already so massive with hundreds of different departments as well as having many global locations that the need for creating an outside talent pool may not be there. However for mid-size companies it makes perfect sense to build strategic talent pools with other aligned organizations.
This is the future and I do see this as being a major draw for all of the generations in the next few years.
Tags: author, business author, business trends, change, change management, cheryl cran, generations at work, human resources, innovation, lead the generations, leaders, leadership, management, the future workplace, workforce, workforce issues, workplace
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