tag:blogger.com,1999:blog-74424788938789289622024-02-19T17:58:56.957-08:00Sage Leadership ToolsSage Leadership Toolshttp://www.blogger.com/profile/02361918598625953385noreply@blogger.comBlogger10125tag:blogger.com,1999:blog-7442478893878928962.post-80201832151100752272014-01-31T17:30:00.002-08:002014-01-31T17:30:29.714-08:00Custom Leadership: Building Humanity Across Multi-Generational Divides<div class="MsoNormal">
Case Study: How to achieve a high success rate in reaction,
learning and behavior change.</div>
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One of the clients we are currently designing Custom Leadership
education for is a large energy company that is in the midst of massive organizational
changes. These changes are based on the shifts in energy usage, customer
demands and a future that is filled with the potential for disruptive technologies
that will dramatically change their current business model. </div>
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Though the business backdrop is changing quickly, people
change at a much slower rate. One of the ways we have made a stronger
connection on this is through multi-generational training. Providing a
framework for why people from different generations see work in different ways
has been very insightful and framed the process of leadership education in an
approachable light. </div>
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As a traditional company, they have experienced many of the
same trends as other American businesses. Baby Boomers are not retiring as
planned, many need to work well into their 60’s as their homes are not worth
what they thought they would be, their retirement accounts are not what they
had hoped they would be and since everyone is living longer, more resources and
money are needed to manage what might be an additional 30 years! With Gen X
being the smallest recorded cohort, they do not have the quantity to fill the
talent pipeline. Also, Gen Xers were the first to talk about work-life balance.
They believe in family and are not likely to pick business time over family
time. </div>
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As this organization invests in shifting their culture, one
of the key strategies through leadership programs is injecting a large dose of
“humanity” into the curriculum. Leadership development is about strategy, decision-making,
innovation and of course driving for results. But, with a new generation and a
24/7 environment employees are starved for the positive human interaction. Building
effective business relationships, communicating in a collaborative manor and engaging
them to be a part of the process is key to long-term success. </div>
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The success rate for this custom leadership training has
been high in reaction, learning and behavior change. Metrics were set up pre
and post and the Level 1 reaction has been excellent. High marks for
interesting materials, for interactive activities, high levels of dialogue and exchanges;
they especially liked the robust case studies, which reflect real-life scenarios
allowing great discussions and relevance to the everyday challenges.</div>
Sage Leadership Toolshttp://www.blogger.com/profile/02361918598625953385noreply@blogger.com0tag:blogger.com,1999:blog-7442478893878928962.post-66784665773462365962014-01-24T15:23:00.000-08:002014-01-24T15:26:00.032-08:00Through the Eyes of Millennials: Why They See the Workplace So Differently<div class="MsoNormal">
In a recent USA Today article, the feature story was why so
many companies are sponsoring “Bring Your Parents To Work Day” – something that
was not even on the horizon a generation back! As seen through the eyes of Millennials,
this seems natural as the relationship between these Gen Yers and their mostly
Baby Boomer parents is close, connected and as their trusted advisors, the
interest is mutual. Companies such as LinkedIn, Google and Johnson &
Johnson know the value this brings, often times even to the bottom line. “As the world gets more diverse, this
is a way to link other cultures where involving parents is a way to show them
honor,” says Ellen Ernst Kossek, a management professor at Purdue University in
West Lafayette, Indiana.</div>
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Millennial's know that they will have many jobs, at many
different companies. In a recent study by Deloitte, of the 2,422 Millennnials
surveyed, 70% of the respondents want to launch their own organization. These
tech savvy and well-connected generation know that their tours of duty will
help them continue to build their resumes and portfolios. Company loyalty is
something they heard their grandparents speak about – it does not apply to
their world.</div>
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To continue effective recruitment as well as retention, Millennials
are motivated by engaged activities, learning new things and being able to
expand and contribute in many ways. As organizations reframe their thinking,
that these less experienced employees need to “pay their dues”, your company
many be missing some significant opportunities to tap into their talents and
ideas. The world they have grown up in is about change, agility and being
receptive to how new models and processes support the business of tomorrow.</div>
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One of the easiest and most efficient ways to see through
Millennial eyes is to ask those that work in your company. They would be
delighted to share their insights, perspectives and thoughts!</div>
Sage Leadership Toolshttp://www.blogger.com/profile/02361918598625953385noreply@blogger.com0tag:blogger.com,1999:blog-7442478893878928962.post-46483591400784612782014-01-16T23:08:00.000-08:002014-01-16T23:08:18.120-08:00What Is Custom Leadership?<div class="MsoNormal" style="mso-outline-level: 1;">
6 new assumptions that hail the individual choice and
challenge the one-size-fits all management style.</div>
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In our customized ringtone, pick your smart device color and
have it our way world, the approach to leadership training is also changing. As
organizations grapple with the demands of a multi-generational workforce, a
seismic shift is taking place over a management grooming process that has been
rather traditional in approach and execution.</div>
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Just as businesses are redefining themselves in a new
normal, leadership techniques need to be fluent to adapt to technology, global
competition and generational influences.</div>
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Successful Custom Leadership is being built upon new
assumptions that take into account the multi-generational workforce. Here are 6
ways to make a better connection: </div>
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1 – <b style="mso-bidi-font-weight: normal;">Meet THEM where
they are</b>. Take into account their current leadership level and expand from
that point. Connect with the multi-generations; multi-learning styles as well
as varied levels of experience are critical to meeting participants where they
reside. </div>
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2 – <b style="mso-bidi-font-weight: normal;">Design for even
shorter attention spans</b>. Leaders at all levels are multi-tasking and
expecting information delivery in bits and bytes.<span style="mso-spacerun: yes;"> </span>Just as they are very connected to their smart devices for
updates and information, they may be less inclined to attend a workshop. That
doesn’t mean the content isn’t valuable, it just isn’t being delivered in a
manner that is well received.<span style="mso-spacerun: yes;"> </span>Design
engaging and meaningful content with added interesting activities is one way to
hold attention.</div>
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3 – <b style="mso-bidi-font-weight: normal;">This not your
parents training program!</b> Let leaders know upfront that this is not the old-fashioned,
sit-down and listen-up cliché training programs where multitudes of talking
heads drone on about the acceptable ways to lead with a hard-to-digest download
of data.</div>
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4 – <b style="mso-bidi-font-weight: normal;">Leverage the
cohort</b>. There is so much knowledge, experience and in many cases, wisdom in
a group of leaders, that using them as part of the learning experience is key
to long-term success. Personal networking and connecting in a social media world
is great, but taking full advantage of the in-person sharing proves to be
extremely valuable.</div>
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5 – <b style="mso-bidi-font-weight: normal;">Engage and
delight!</b> Vary the pace and activity level, but also remember an added
surprise gets desired attention. One of the ways to accomplish this is through
a Virtual Team role-play. Create fictional direct reports that can be seen
onscreen virtually or use live actors for a sense of realism in a workshop.
This level of skill practice is tough, meaningful and very effective.</div>
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6 – <b style="mso-bidi-font-weight: normal;">Provide many
avenues for follow-up and continued learning</b>. The “one and done” is no
longer valid in our ever-changing world. Business moves at the speed of light,
and keeping up our part as a leader, is an ongoing challenge. Stay connected to
cohort members, have online resource to continuously learn and read case
studies to learn from others and avoid their mistakes. </div>
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Custom leadership into today’s world also needs to have a
big dose of humanity. People are very hungry to connect. Employees, especially
Millennials, want a strong and effective business relationship. This is part of
the WIIFM (What’s In It For Me!) process that this young, talented generation
expects on the job.</div>
Sage Leadership Toolshttp://www.blogger.com/profile/02361918598625953385noreply@blogger.com0tag:blogger.com,1999:blog-7442478893878928962.post-51067533182063136792013-04-02T18:30:00.002-07:002013-04-02T18:30:27.312-07:00Diane Spiegel is Guest Blogger for ERA<div style="-webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; color: black; font-family: Georgia, 'Times New Roman', 'Bitstream Charter', Times, serif; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 19px; orphans: auto; text-align: start; text-indent: 0px; text-transform: none; white-space: normal; widows: auto; word-spacing: 0px;">
Read<span class="Apple-converted-space"> </span><strong>Diane Spiegel's</strong><span class="Apple-converted-space"> </span>latest post as a Guest Blogger for the ERA</div>
<a href="http://www.owningthefence.com/meet-them-where-they-are-generations-in-the-workplace/" target="_blank"><strong><em>Click to read the post: Meet the where they are! Generations in the Workplace</em></strong></a>Sage Leadership Toolshttp://www.blogger.com/profile/02361918598625953385noreply@blogger.com0tag:blogger.com,1999:blog-7442478893878928962.post-25934422194960209842013-03-18T13:06:00.000-07:002013-03-18T13:14:04.476-07:00TRUST (#1 of 8) Gen Y Expectations of Leadership1. Trust – At the core of effective relationships is trust. It’s a small word, but it has a huge impact on how you manage. Trust means confidence in and reliance on good qualities, especially fairness, truth, honor or ability. When employees trust you, they believe you will do the right thing, they believe you will not sacrifice them. They have confidence in your skills and judgment. In today’s environment, trust is not just a nice-to-have social virtue, but also a critical leadership competency. What have you shared with your employees that let them know you are trustworthy? Here are a few behaviors that support trust:<br />
<br />
Be open and friendly to put people at ease<br />
<br />
Show genuine interest in the needs and concerns of others.<br />
<br />
When possible, leave others feeling better after you have interacted with them<br />
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Create an environment that makes work enjoyable<br />
<br />
Respond appropriately to subtle or nonverbal cues from others<br />
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Treat people with respect; be aware of your words and tone of voice<br />
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Treat everyone fairly<br />
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When someone tells you something in confidence, it needs to stay in confidence<br />
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Respect relationship boundaries<br />
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Follow through on your commitmentsSage Leadership Toolshttp://www.blogger.com/profile/02361918598625953385noreply@blogger.com0tag:blogger.com,1999:blog-7442478893878928962.post-41054984166618554422013-03-05T10:23:00.002-08:002013-03-05T10:23:17.952-08:00 The End Result Blog Leadership for the New World of Work<br />
<strong><em>“I’ve learned that people will forget what you did, but people never forget how you made them feel.”</em></strong><br />
<strong>~ Maya Angelou<br /></strong><br />
As the fabric of generations shifts in the work place, and the “new
normal” progresses, traditional leadership practices are being
questioned and examined. As more Baby Boomers retire, as Gen X continue
to look for work-life balance, and as Gen Y move into business settings,
leadership expectations have changed.<br /><br />
Jack Zenger, one of the most respected thought leaders is asking the
question: Should your company be investing more heavily in its’ Gen Y
executives? – <a href="http://www.forbes.com/sites/jackzenger/2013/01/12/should-your-company-be-investing-more-heavily-in-its-gen-y-execs/" target="_blank">see article on Forbes website</a><br /><br />
Jack’s correct – new leadership perspectives are needed and
organizations must begin the process of education, skill development and
enlightenment much sooner and with a different focus than the standard
command and control authoritative style. Leadership development has
taken on a new patina as it responds to the changing demographics and
expectations in the workplace. A different environment is needed that
includes:<br /><br />
Trust<br /><br />
Vulnerability<br /><br />
Consistent Communication<br /><br />
Transparency<br /><br />
Self-Awareness<br /><br />
Engagement<br /><br />
Collaboration<br /><br />
Building Effective Business Relationships<br /><br />
<strong><em>We’ll be exploring each of these categories in future blogs.</em></strong><br />
Sage Leadership Toolshttp://www.blogger.com/profile/02361918598625953385noreply@blogger.com0tag:blogger.com,1999:blog-7442478893878928962.post-73164222516398852112013-01-17T15:39:00.003-08:002013-01-20T12:25:02.386-08:00<br />
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<span style="font-size: large;"><span style="font-family: Arial,Helvetica,sans-serif;">How To Motivate Gen Y Employees <span style="font-size: large;">:</span> <br />Communicate the Guidelines</span></span><b><span style="font-size: large;"><a href="http://www.owningthefence.com/how-to-motivate-gen-y-employees-communicate-the-guidelines/#.UPiLLaHNfSw" target="_blank"><span style="font-size: small;"><span style="font-weight: normal;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif;"><br /></span></span></span></span></a></span></b><span style="font-size: large;"><a href="http://www.owningthefence.com/how-to-motivate-gen-y-employees-communicate-the-guidelines/#.UPiLLaHNfSw" target="_blank"><span style="font-size: small;"><span style="font-weight: normal;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-family: "Helvetica Neue",Arial,Helvetica,sans-serif;"><span style="font-family: Arial,Helvetica,sans-serif;"><span style="font-size: small;"><span style="font-size: small;">CLICK HERE FOR GUIDE</span></span></span></span></span></span></span></a></span></h1>
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<b><span style="font-size: large;"><span style="font-size: small;"><span style="font-weight: normal;"><span style="font-family: Arial,Helvetica,sans-serif;"><br /></span></span></span></span></b>Sage Leadership Toolshttp://www.blogger.com/profile/02361918598625953385noreply@blogger.com0tag:blogger.com,1999:blog-7442478893878928962.post-41685303258094003172011-09-14T14:39:00.000-07:002011-09-14T14:49:57.198-07:005 Coaching Suggestions for Engaging Millennials<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg-eRfQvGnaX8CH7zd0EnB6WCUPo0mOgyJ1yK2AhAfrJzbWv2mhKob7K9vqCVjngi2Z1zJ3qmwL06DEru8dOeiaWPYgGmGdQZc11yUh7A1yLjeMR0oO4W3Yxrftp4_2mKFs1-Oq5KUMox0/s1600/millinials.jpg" onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}"><img style="float:left; margin:0 10px 10px 0;cursor:pointer; cursor:hand;width: 203px; height: 136px;" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg-eRfQvGnaX8CH7zd0EnB6WCUPo0mOgyJ1yK2AhAfrJzbWv2mhKob7K9vqCVjngi2Z1zJ3qmwL06DEru8dOeiaWPYgGmGdQZc11yUh7A1yLjeMR0oO4W3Yxrftp4_2mKFs1-Oq5KUMox0/s320/millinials.jpg" border="0" alt="" id="BLOGGER_PHOTO_ID_5652335816074619154" /></a><p class="p1">Millennials, those feedback-driven, inquisitive digital natives born between 1981-1999, expect coaching in many different forms, as they are accustomed to ongoing dialogue. This insight comes from working with a variety of organizations across the country via survey work as well as focus groups involving thousands of Millennials. My agenda when I write, coach and teach workshops about engaging and managing Millennials is that with very few changes, such as asking your Millennial how they like to be coached can be a key relationship changer. When a Baby Boomer manager views their employees as they were viewed when they began their working careers, they are missing SO MUCH about what makes this generation tick. Paying your dues and playing the political games is not how Millennials view the work world, though that is often a Boomers mindset. But, when a manager reaches out to this younger employee and gets to know them a little bit, investing in this working relationship by understanding where they are coming from, the manager will have a much greater chance of having enthusiastic team players who want to commit and contribute. As “Trophy Kids”, so named as Millennials received a trophy for just participating in a sport or activity, they have grown up with positive messaging and are accustomed to and expect ongoing coaching.</p> <p class="p1">In this knowledge economy, Millennials know that learning is currency to be cashed in for other opportunities, whether that is in your company or another organization. Even in this challenging business environment, 56% of Millennials said they would leave a job where the workplace was hostile, even if they did not have a new job lined up (based on The End Result Training Partnerships Inc. Spring 2011 online Millennial survey.) Whether the company was high-tech or customer-centric the results were universal – coaching is essential to engaging Millennials. Coaching does not need to take up much time - in fact most Millennials prefer a quick touch base often, rather than a long conversation. The following five coaching suggestions are focused guidelines to keep this process easy to apply as well as promoting two-way dialogue, a key to engaging and leading Millennials.<br /><br /></p> <p class="p3">1.<span class="s1"> </span>Millennials respond favorably to <b>encouragement, </b>as they are accustomed to collaborative relationships, from their parents, teachers and sports coaches<b>. </b>Some Millennials have a fear of failure, so they are afraid to stretch out too far as they don’t want to disappoint. Millennials continually ask the question, “What’s in it for me?” They respond favorably when they understand what it takes to meet or exceed the assignment. For example, Quinn is a Millennial who is smart, articulate and, when focused, produces great business results. Quinn’s boss, Joel, values “self-starters” and feels that having to encourage and coddle this generation is indulgent, so he would seldom provide positive coaching and encouragement. During one particularly frustrating day, Joel called Quinn in to his office and asked her what she wanted from him, as her supervisor. Quinn shared that she just needed some feedback once a week or so, and encouragement about the things that are working, as well as those things that are not. Once Joel tried this, he was amazed at how much more productive Quinn was, and really began to value what encouragement and feedback means to this generation. Once Millennials receive consistent encouragement and coaching, the probability that they will become loyal and highly motivated employees increases.</p> <p class="p1"> </p> <p class="p3">2. <b>Ask - “how do you liked to be coached?”</b> This can save a lot of time in the long run when you understand their perspective. Try not to get hung-up on the “why is it always about THEM” mindset. For example, when Joe (a seasoned manager) asked his Millennial employee Marc how he liked to be coached, Marc responded that what he wanted was a quick email or text back to answer his questions so he could move forward. Marc also asked if he and Joe could have about 15 minutes of focused time every other week to have a more in-depth conversation, an opportunity for Marc to ask questions and check in with Joe. This generation is used to customization in so many aspects of their lives. It’s about picking their ring tone, their wallpaper for their computer, quickly creating playlists that support their favorite artists and songs, having personalized tattoos and piercings. The “customization” Marc is asking for does not need to take up much time, and whether Joe and Marc meet in person, or via Skype, the results of having an engaged employee is good for all. When you consider how they like to be coached and merge that with how you like to communicate, you will come up with a comfortable approach that is mutually beneficial.</p> <p class="p1"> </p> <p class="p3">3.<span class="s1"> </span><b>Declare your intentions</b>. Millennials want to know that you have their best interest at heart, just like their parents, teachers and coaches. This is especially important when you are asking them to do tasks and projects that they may not understand. For example, to help them see how things fit together and what’s in it for them, you could say something such as “my intention is that this project be the best possible, and your ability to develop the client presentation gives YOU good visibility, which is good for our team.” Declaring your intentions in a clear and specific way not only shows your Millennial employees that you are supporting their career, but it supports a relationship-style focus that is appealing to this generation.</p> <p class="p1"> </p> <p class="p3">4.<b>Clarify boundaries</b>. Millennials have grown up in a world without boundaries. They can connect online with people from all over the planet; they can use the Internet to obtain information on just about anything. They are comfortable asking anyone questions regardless of job title or authority, and they view their world as a woven tapestry, not as time periods divided into work, play, and socializing. The line between work and play is merged for Millennials. In a recent meeting in a traditional Fortune 100 company, a newly-hired Millennial employee asked one of the visiting executives why someone on the team was promoted over someone else. Was this a good question? It may be, depending on the situation, but it was out-of-bounds in that forum. To the executive, this Millennial looked naive and immature. This new hire needs coaching to understand why it was not appropriate. For previous generations, there were very clear social boundaries. There was a rank and file perspective in the workplace and you knew your place, like in the military, where roles are clear and defined. Providing clear expectations is critical. Lay out the rules with regard to Internet and mobile phone usage, dress, office and meeting demeanor, and other business protocols. It will eliminate confusion and frustration.</p> <p class="p1"> </p> <p class="p3">5.<span class="s1"> </span><b>Be Consistent –</b> Millennials pay very close attention to consistency in actions and words in the work environment. For example, if a Millennial was counseled for wearing a too-revealing outfit to the office, but an executive wore that same outfit, that inconsistency will be noted. Inconsistency is also likely to erode credibility and hurt working relationships. One could argue that it’s not just Millennials who spot inconsistencies! However, because they are blind to hierarchy and believe every colleague is basically a peer, they will call out hypocrisy. When this Millennial was taken to task for wearing something that was not business appropriate, but an executive wore the same outfit, it did not add up, as it was not consistent. And unlike previous generations, Millennials can (and do!) broadcast their displeasure via social networks. As the average Millennial has 220+ Facebook friends, they are not the least bit hesitant to share their feelings about injustices or major inconsistencies on their social networks.</p> <p class="p1">Just so you know . . .</p> <p class="p1">It’s interesting that when texting, Millennials use as few words and letters as possible. Their economy of words is amazing, yet they have a need for <b>clear</b>, <b>specific</b> coaching and communication. For example: K (okay), g2g (got to go), IMHO (in my humble opinion), BRB (be right back), and SUP (what’s up?).</p> <p class="p1"><b>Is less really more?</b></p>Sage Leadership Toolshttp://www.blogger.com/profile/02361918598625953385noreply@blogger.com0tag:blogger.com,1999:blog-7442478893878928962.post-65102624947808608522009-07-30T22:32:00.000-07:002009-07-30T22:37:31.958-07:00<span class="Apple-style-span" style="font-family: Helvetica; font-size: medium; "><p class="MsoNormal" align="center" style="text-align: center; "><b>Why the Optimism About Millennials? </b></p><div class="MsoNormal">As a student of generational differences, the popular culture offers a rather negative view of Millennials, the twenty-something’s that are flooding today’s workplace. At 75 million strong these tech-savvy, multi-tasking, texting experts have some negative press to overcome. Stereotypically this generation, also called Gen Y, is often referred to as entitled, tattooed, narcissistic and expecting too much, too soon.</div><div class="MsoNormal"> <o:p></o:p></div><div class="MsoNormal">Like all stereotypes, there can be seeds of reality, but our research and work paints a much different picture. Millennials are smart, perhaps the smartest generation to enter the workforce, as they have not known a world without computers and Internet. They know how to maximize social networks, how to quickly obtain data, how to collaborate and how to solve problems. Millennials are inclusive, not typically judgmental about race, ethnicity, gender, or sexual preference. As they have been educated by working in groups and teams, working collaboratively comes naturally. Millennials view themselves as global citizens and care deeply about their communities, the environment and the health of the planet.</div><div class="MsoNormal"> <o:p></o:p></div><div class="MsoNormal">Millennials, raised mostly by Baby Boomers who often viewed their offspring as trophy kids, never let their children fail and set the clear expectation that praise, feedback and kudos were part of the environment. The upside of this is a generation who think they <i><b>can</b></i>, with clear direction, daily feedback and clear parameters, do the job you want. As teens and young adults, Millennials are better behaved than, their parents were at the same place in life. Drug use, teen pregnancy, suicide and violent crime have all declined as this generation comes of age.</div><div class="MsoNormal"> <o:p></o:p></div><div class="MsoNormal">Take another non-stereotypical look at the Millennials on your team. Look past their tattoos and embrace the great skills and qualities they bring. The best way to lead them is to engage them. Ask a Millennial to "Partner Mentor" with someone on the team who could benefit from their tech savvy expertise and in exchange they would obtain some important tribal knowledge from someone who has been working for many years in the company or the industry. The result of this mentoring might just put you on the path to Millennial optimism!</div><div class="MsoNormal"> <o:p></o:p></div><div class="MsoNormal">Diane Spiegel, Principal at Sage Leadership Tools invites you to share the optimism by reviewing the tools and workshops at <a href="http://www.sageleadershiptools.com/">www.sageleadershiptools.com</a></div><div><br /></div></span>Sage Leadership Toolshttp://www.blogger.com/profile/02361918598625953385noreply@blogger.com0tag:blogger.com,1999:blog-7442478893878928962.post-2513157907588300782009-06-03T13:16:00.000-07:002009-06-03T13:26:44.353-07:00Announcing Sage Leadership Tools™!<span style="font-weight: bold;">The End Result</span> is pleased to introduce a NEW division, <span style="font-weight: bold;">Sage Leadership Tools™</span>. These NEW tools have been designed with wisdom, dedicated to empowering YOU, to lead and engage those from different generations. Creative and easy-to-use, <span style="font-weight: bold;">Sage Leadership Tools™</span> provide needed information as well as skill building to quickly support your ability to build effective business relationship skills.<br /><br />Please visit our site: <a href="http://sageleadershiptools.com/">www.sageleadershiptools.com</a> and learn about the new, innovative products and services that will help you lead and engage your team, taking them to the next level!<br /><br /><span style="font-weight: bold; font-style: italic;">SAGE: Regarded as wise, experienced and having good judgment, not always aware of the positive impact they have on others.</span>Sage Leadership Toolshttp://www.blogger.com/profile/02361918598625953385noreply@blogger.com0