Tag Archives: Multigenerational

What 5 Qualities to Embrace as a Leader

How is leadership developed? Does it come about just naturally or is it a learned set of skills? Or maybe a combination? I love to work with emerging leaders as well as those who have served as leaders over time.

And this is what I have learned . . . great leaders have a wonderful capacity to visualize what “can be” rather than just focus on what “has been”. Great leaders have a gift of being able to inspire and engage others to commit themselves to meaningful work that makes a difference in people’s lives. Great leaders are committed to listening deeply to what is important to others, giving them a voice and a seat at the table to contribute their ideas, talents and strengths.

Have you ever worked with a great leader? We don’t often get that chance but when we do we don’t forget what that experience was like. It meant a lot at the time because we felt recognized, appreciated and honored for the unique value we could bring to the company, project or organization. We simply worked our heart and souls out for those great leaders.

These are five of those best qualities for you to integrate into your own leadership growth.

  1. Visualize the Bigger Mission & Purpose
  2. Inspire & Engage Others
  3. Listen & Communicate Effectively
  4. Recognize and Leverage Strengths
  5. Demonstrate an Authentic Commitment to Team/Consensus
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How to Begin Asking Powerful Questions

What is your favorite question to be asked? What question or questions can someone ask you that engage you right away in a meaningful conversation? And what signals do you pick up that tell you this individual is genuinely interested in you?

It’s a gift when someone is truly curious about us and interested in learning about what we think. And it’s even more unusual for someone to be willing to listen deeply to what we have to say without interrupting with their own agenda or opinions. When we feel “safe” in those conversations we can relax and be ourselves. And just as importantly, we can share our own wisdom freely.

As leaders in today’s rapidly changing world, we all need the very best of everyone at the table. We can’t afford to ignore or minimize the strengths of those we work with simply because we don’t know how to ask the right questions at the right time. But how do we know what to ask and when?

Here’s how to start . . .

First, know that people are naturally “resourceful and whole”. This is a core belief of coaching and challenges us as leaders to create safe conversations for others to bring their best ideas, energy and focus to mutually desired outcomes.

Second, step into your curiosity. Be quiet, mindful and simply curious. Start the conversation off with a “What” question or a “How” question. Avoid “Why” questions because they often have the unintended result of creating defensive feelings. Examples of questions are:

  • “What have you already been thinking of?”
  • “What would that look like?”
  • “How will you know you/we are successful?”
  • “What is the opportunity/challenge here?”
  • “What is your professional assessment/recommendation?”

Third, listen deeply without interrupting, especially if the other person is more introverted. These questions are some of my favorite.

  • “What else?”
  • “What is the part that isn’t yet clear?”
  • “What other resources/planning do you need?”
  • “What is getting in the way of your success/movement ahead?”

Finally, ask several questions directed to action steps and accountability. That’s the easy part for leaders who are strong problem solvers. Remember to stay curious and ask how they want to move forward. Listen for their wisdom – that’s why you hired them!

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Do You Have the “Right Stuff” to Become a Free Agent?

I am a free agent and love it. Earlier in my working life, I worked for both San Diego County and for Kaiser Permanente HMO (west & east coasts) and enjoyed both a great deal. But as my professional career has matured I’ve gravitated to working for myself as a sole practitioner, independent contractor, business owner etc. I’m all those things rolled into one. Yes, I work harder, but I enjoy the challenge of using my years of experience and expertise in any way I want.

But being a free agent is not for everyone. Here are three questions I would suggest you ask yourself before making the leap into this new way of working and of being.

  1. Do you have the initiative and drive to build a business from the ground up? It takes focus, commitment and a large dose of optimism to stay with it. Do you have those qualities?
  2. Are you willing to learn the new skills – or hire someone who does – to market your business, to establish the infrastructure and to do the business of running the business?
  3. Is the rest of your life fairly stable? Do you have a separate income that can help pay the bills until this new venture is profitable? Can you commit the necessary time and energy?

No time is a perfect time. But with some careful planning you may find that becoming a free agent is just perfect for you in this time of your life. Lots of other people of all ages are embracing this idea – think about it!

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3 Ways to Retain the Talents of a Millennial

What is the Millennial generation? These younger people, also known as Gen Y, were born after 1985 and bring a wealth of talent, energy and creativity to today’s workforce. But for many Baby Boomer employers, it is a challenge to figure how to successfully recruit, manage and ultimately retain these valuable employees.

Once hired, the Millennials are bringing different expectations to their jobs. To learn what these are simply ask a Millennial. They will tell you, often with some genuine frustration. I have been asking several, including my daughter Barbara, age 22, about what is the key to keeping them or, in reverse, why they would leave their current job.

Here is what they say . . .

  • “First, give me the opportunity to use my strengths. Don’t be afraid to challenge me. Give me stretch assignments. I also want to see a career progression at this company. Is there a clear path to move up in this company? Will you give me the training, mentoring and coaching resources to help me master new innovative skills?”
  • “Second, listen to me! Give me a chance to contribute my ideas even though they might be a bit different. Encourage me to have a voice and have a seat at the table. I want to be included as a valuable member of the team. “
  • “Third, don’t forget me. I need and appreciate regular feedback about my job responsibilities and performance. I want to know how to excel in this job but I also need support and guidance. After all, this is my first “real” job.”

It actually all makes perfect sense. If you hired well, the Millennials simply want to do what they were hired for or what they aspire too. Set aside the stereotypes and listen to each person as an individual – you will be pleasantly surprised!

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Keeping the Milennials

Keeping the Millennials: Why Companies Are Losing Billions in Turnover to this Generation and What to Do About It, John Wiley & Sons, Inc., Hoboken, New Jersey, 2009.

This is a wonderful book filled with strategies and tips on how to attract and engage the youngest generation appearing in today’s workforce. The Millennials, also know known as Gen Y, were born after 1985 and are well-educated, talented and hard-working but also extremely mobile in their careers. Pick up this book and learn how to recruit this newest talent (because you need them!) and then how to retain them by creating a millennial friendly culture in your workplace

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