Be a company where ALL good people want to work

Be a company where ALL good people want to work

want to work


Are you an employer spending lots of time puzzling over what you need to do to attract millennials? Concerned about retaining those young people once you hire them? Thinking you need to change your workplace culture?

If so, you’re not alone.

Many companies adjust their corporate culture to better appeal to the generation that’s expected to make up half the global workforce by 2020. A generation that’s said to be uncomfortable with rigid corporate structures. A generation that expects rapid progression and wants constant feedback.

If you’re desperate to recruit millennials, have you stopped to consider that how you’re looking at the situation is all wrong?

When companies talk about attracting and retaining millennials, they often take a surface approach. By that I mean, those companies treat millennials uniquely, but that’s not the way they should do it. There’s not one approach you should take with your overall workforce and a separate one to take for millennials.

Your company will enjoy more success if you don’t try to be all things to all millennials. Instead, aim to be an employer of choice where all good people want to work.

An organization will do fine provided it’s willing to get to the core of what it believes in and then holds true to those beliefs. Part of that exercise involves providing a sense of organizational clarity. Clarity makes people want to work for an organization.

Both millennials and those of other generations appreciate clarity. When companies don’t have clarity or are untrue about their purpose, employees become lost. They disconnect and become more likely to look elsewhere for jobs, regardless of their age group.


Be a place where people want to work


To attract all good employees, including millennials, and keep all of them around for the long haul, companies should:

  • Be clear about their vision.

The most critical ingredient to achieving business success is having clarity.

Having clarity means an organization is clear about its purpose, vision, and the roles of those who carry out the purpose and vision, regardless of what generation the employee belongs to.

  • Communicate often and well.

Successful companies explain to their employees and job candidates how things are done at the company and what is expected of them. Once people are told how things are, they can opt in or opt out. Usually they’ll opt in. If a company fails to be clear about their expectations and beliefs, people will opt out.

  • Keep things positive.

Keeping an upbeat atmosphere is essential to a company’s culture and to keeping employees happy. If employers can find a way to encourage a positive outlook and attitude, employees from every generation will be more motivated and will perform their jobs better.

Companies can have practices that engage millennials, however, there must be a holistic view of who the company is and what the company culture is. Having that alone is a hook for millennials—and those of any generation. A company doesn’t have to change their company culture to bring millennials in.



Today’s guest contributor is Brad Deutser, president of Deutser LLC, a consulting firm that advises leaders and organizations about achieving clarity, especially in times of transition, growth, or crisis.

Image credit before quote added: Pixabay




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Dealing with a generation that wants to change the world

Dealing with a generation that wants to change the world

generation makes a differencee


There’s a new generation in town, and it’s one that employers better get ready for. That generation is 23 million strong and will be flooding the workforce by the end of the decade. Ladies and gentlemen, meet Generation Z.

Generation Z:

  • Is a confidence-filled group that doesn’t want to miss a thing.
  • Has the shortest attention span of any generation.
  • Isn’t quite as open as its predecessors—the millennials—from whom they learned that not everything needs to be shared online.
  • Wants to change the world.

If employers treat those in Generation Z (born in the mid to late ‘90s to mostly to Generation X parents) like they treated Millennials (born in the early ‘80s to mid ‘90s, to mostly Baby Boomer parents), it will backfire on them. Generation Z is unique, and they best get ready for that.

My experience has shown me several differences in perspective that exist between Millennials and Generation Z.

  • According to research done by McKinsey, Generation Z is on a search for the truth. “Gen Zers value individual expression and avoid labels. They mobilize themselves for a variety of causes. They believe profoundly in the efficacy of dialogue to solve conflicts and improve the world. Finally, they make decisions and relate to institutions in a highly analytical and pragmatic way.”
  • According to author and generations expert David Stillman, you won’t find those in Generation Z frequenting Facebook or Twitter as much as their predecessors. Keenly aware of software monitoring, Gen Z are more likely to share their worlds on apps such as Snapchat or Instagram.
  • Being culturally connected is more important to Generation Z than to Millennials. Many more Gen Zers suffer from FOMO (fear of missing out) than Millennials do.
  • Those in Generation Z, often dubbed digital natives, have grown up with smart phones, tablets, 3-D, 4-D, and 360-degree photography, which means keeping the attention of a Gen Zer is harder than ever. Their average attention span is eight seconds. Compare that to the 12-second attention span of Millennials.
  • Millennials are driven to succeed by helicopter parents who watched their every move. Generation Z receives encouragement from parents who urge independent thinking, want them to achieve on their own, and are fed up with not receiving equal pay for equal success at work.
  • According to an article on Forbes, “millennials may be entitled, but Gen Zers are hyperaware of entitlement and working hard to forge their own path. In fact, according to a report from Adweek, Gen Zers are eager to educate themselves: 33% watch lessons online, 20% read textbooks on tablets and 32% work with classmates via the Internet.”
  • Social entrepreneurship is important to Generation Z. Why? They’re driven to volunteer and often choose a career in which they can make a difference. There are those who hope the
  • Generation Z children were raised in classrooms focused on diversity and collaboration. According to Forbes, “A recent MTV reportindicates that 91% of surveyed Gen Zers use technology to gain perspective on people different from themselves, and they believe tech can help them manifest their big ideas to improve the world.” Millennials are often described as the “me-generation.”
  • Gen Zers tend to be more private than Millennials. Perhaps that difference is a result of seeing the downfall of previous generations in the recent Great Recession.
  • Because Generation Z feels pressure to gain corporate experience early, they are competing with Millennials who are more likely to wait to gain that same type of experience. The good news for Millennials, who are more likely to chase jobs in the corporate world, is that 72 percent of those in Generation Z wish to take what they learn and apply it to their own business. Only 64 percent of Millennials have the same goal.

As McKinsey points out, the orientation of Gen Zers should be of significant importance to companies and prospective employers. “Companies should be attuned to three implications for this generation: consumption as access rather than possession, consumption as an expression of individual identity, and consumption as a matter of ethical concern.”

Smart employers will start getting ready right now.

Today’s LeadBIG contributor, Matt Stewart, is co-founder of College Works Painting, which provides real-world business experience through internships for thousands of college students each year.

Image credit before quote added: Pixabay






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There’s more to business than making money

There’s more to business than making money

money and meaning

Louie was doing his job well, He was actively selling Marie on all the reasons why she needed to list his firm’s talent assessment on her company’s website. His boss would have been proud if he could have heard him.

He mentioned making money three times and improving metrics four times in response to Marie’s questions.

“Louie, thank you for reaching out,” said Marie. “I appreciate you taking the time to go things with me and answer my questions. From where I stand, there isn’t an alignment between our companies’ interests, so a partnership isn’t going to work.”

“If I may ask, what interests aren’t aligned?”

“Metrics and money.”

“Wait a minute, Marie. Aren’t you interested in metrics and making money?”

“I am, just in a different way than you are.”

“What’s different?”

“Money and metrics tell me our business is doing well, but they aren’t the reasons we’re in business.”

Back in the 1950’s, the average lifespan of a business was 61 years; today, it’s around 18. Marie wants to beat both of those metrics. Her moonshot goal is achieving what the Nishiyama Onsen Keiunkan Hotel in Japan has done. The hotel opened in 705 AD and is still operating. Impressive.

Professor Makoto Kanda from Meiji Gakuin University studied the Nishiyama Onsen Keiunkan Hotel and other long-term operating businesses to understand their longevity. His findings? These long-term organizations focus on a central belief, a purpose, that isn’t solely tied to making a profit.

That’s different! An orientation to something more than money and metrics is hard to find in most Wall Street analyses and reporting.

Numbers falls short when measuring success


Quantitative metrics are valuable for tracking and assessing the effectiveness of a specific business process. However, making quantitative metrics the only measure of success creates a number of other issues such as:

  • People learn to game a system’s numbers and play to specific metrics.
  • While many experts promote metrics and AI as the antidote to bias, that’s not really the case. Bias is built into data and algorithms, and that bias can skew greater over time as the algorithms learn.
  • Initiative, innovation, and risk-taking lose out because they tend to harm metrics.
  • The long-term is sacrificed for the short-term.
  • Certain stakeholders are marginalized because of their minimal role in achieving the “right” numbers.
  • People fall into binary, either/or thinking patterns that tend to produce an artificial value hierarchy between business practices. For example, it’s not uncommon for companies to believe that improving the bottom line is more important than employee engagement or development.

Quantitative measurements do help people manage more efficiently. However, using a mix of quantitative and qualitative metrics makes managers both more efficient and effective.

A study by James Zenger found that 14 percent of employees viewed a manager who focused only on results as being a good manager. Twelve percent thought a manager who focused on relationships was good.

What about managers who delivered both results and relationships?

72 percent of employees saw them as a good manager. The really sad study finding? Less than one percent of managers focus on both results and relationships.

85 percent of managers prefer either results or relationships. Emphasizing one preference over another means there’s a counter balancing factor that isn’t being used. Picture the playground teeter-totter with one side up and the other down. A singular focus on metrics (teeter up) results in workplaces where employees aren’t fully engaged (teeter down).

The reverse is true, too. Too much emphasis on relationships and too little on results puts sustained business performance in jeopardy.

Going for both money and meaning


Marie’s business, the Nishiyama Onsen Keiunkan Hotel, and the one percent in Zenger’s study focus on actions that aren’t solely tied to making a profit.

These individuals and organizations have mastered “teeter-totter” leadership in that they balance both quantitative and qualitative aspects of managing and leading. They:

  • Get things done and are kind
  • Have high standards and give positive feedback
  • Have a plan and interact with people
  • Speak directly and are encouraging
  • Are decisive and consider impacts on others
  • Are analytical and have good interpersonal skills
  • Provide direction and listen to feedback
  • Are candid and show empathy
  • Think about today and tomorrow
  • Are self-aware and trust others
  • Compete externally and collaborate internally
  • Measure KPIs as well as smiles and laughter
  • Deliver the numbers and make people feel valued

Think about places where you’ve worked. Did you thrive in an environment where you were only as good as your last set of numbers? Or where you felt like you were valued and made a difference and were held accountable for solid work performance?

Now think about your leadership legacy. Do you want people to think of you as the boss who only cared about money and metrics, or as the boss they willingly followed because he/she focused on a central belief that wasn’t solely tied to making a profit?

Image credit before quote added: Pixabay




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Asking questions is a superpower

Asking questions is a superpower


When I was growing up, I envied the little boy next door. His mom asked him questions. Would you like a peanut butter and jelly sandwich or soup for lunch? Will you spend the afternoon reading a book or playing?

That’s not how it worked at my house. My folks, especially mom, told me how it was going to be.

While I don’t think Mom intended for it to turn out this way, her telling style was a good life lesson. How so? It prepared me to deal with command-and-control style bosses who wanted answers straight up.

As I grew older, the questions my dad asked took a different twist. He asked lots of questions that began with “have you thought about,” “how/why,” or “help me understand.” Dad said he wanted to make sure I thought things through.

He prepared me to work for bosses who wanted thoughtful answers and options that demonstrated a command of the issues.

I worked for a boss a few years into my career who asked a whole new style of questions. He tested both the logic and emotion of his employees.

His rational was like that of Socrates, who was “well known for using questioning to probe the validity of an assumption, analyze the logic of an argument, and explore the unknown.”

That boss wanted to know how we were going to achieve both quality and quantity or how we would meet our short-term goals without jeopardizing our long-term position. Answering his questions required deeper thought and analysis of the big picture.

Only years later did it hit me that these individuals had gifted me with a well-rounded repertoire of knowing how to respond to or deal with different types of questions.

The key to wisdom is this: constant and frequent questioning, for by doubting we are led to question, by questioning we arrive at the truth. ~Peter Abelard

Sometimes questions are more important than answers.

Questions matter.

Questions lead to discovery and meaning. They can eliminate confusion or point to hidden agendas. They help us reflect, develop critical thinking skills, or clarify intent and understanding. Questions help us make sense of our surroundings, distinguish fact from fiction, or define our purpose. Questions provoke lively debate, satisfy our curiosity, and prompt us to assess our assumptions.

A good question can disrupt, inspire, show humility, and open closed doors.

Research done by O.C. Tanner Institute showed that “asking the right question increased the odds of someone’s work having a positive affect on others by 4.1 times. It made the outcome 3.1 times more likely to be deemed important, 2.8 times more likely to create passion in the doer, and 2.7 times more likely to make a positive impact on the organization’s bottom line.” That’s powerful stuff.

He who asks a question is a fool for five minutes; he who does not ask a question remains a fool forever. ~Chinese proverb

So why do we ask less and less as we get older?

Tom Pohlmann and Neethi Mary Thomas with Mu Sigma polled 200 of their clients on question asking. Clients who had children estimated that 70-80% of their kids’ dialogues with others were comprised of questions.

However, those same clients guessed that only 15-25% of their own interactions consisted of questions. Tom and Neethi attribute the reduction in the number of questions asked by the adults to working in a you-need-to-get-it-done-yesterday business environment.

Their advice?

“Leaders should encourage people to ask more questions, based on the goals they’re trying to achieve, instead of having them rush to deliver answers. In order to make the right decisions, people need to start asking the questions that really matter.”

Asking questions that really matter + actively listening to the answer + critically reviewing what’s been shared = a good thing.

A very good thing.


Image source before quote: Pixabay




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Make your employees your secret sauce

Make your employees your secret sauce



Services have become the key to a company’s success. Look at Google, Twitter, or Uber and see how they’re extending their reach and growing their business through new services.

What’s crucial about getting this new shift right is for businesses to understand that a service economy is about people. The people who are key to making success happen are the managers and employees within the business itself.

Employees are the true intellectual capital of the company and that means businesses must invest in their people.

4 ways to make your employees your company’s secret sauce


That investment can take many forms, but I see four ways that a business can turn their employees into their secret sauce for success.

Take a look:

Align employees to a common goal.

No organization works well if everyone is a maverick going off in his or her own direction. It’s important to communicate what the goal is and to make sure everyone is on the same page.

All who have accomplished great things have had a great aim, have fixed their gaze on a goal which was high, one which sometimes seemed impossible. ~Orison Swett Marden

Create a nurturing environment.

Any business should want to motivate its employees to excel. One way this can be done is through rewards and recognition, so that employees know that their hard work and efforts are appreciated.

Today many American corporations spend a great deal of money and time trying to increase the originality of their employees, hoping thereby to get a competitive edge in the marketplace. But such programs make no difference unless management also learns to recognize the valuable ideas among the many novel ones, and then finds ways of implementing them. ~Mihaly Csikszentmihalyi

Harness employees’ intellectual horsepower.

It’s important to get the most out of employees, and one way that can be accomplished is through helping them build their skills. Certification programs only not train employees at all levels of the organization but also promote their personal growth.

Learning is not attained by chance, it must be sought for with ardor and attended to with diligence. ~Abigail Adams

Drive exceptional thought leadership.

It’s critical to hire the right leaders because so much else hinges on how they perform. Companies should look for people who have:

  • A deep understanding of the business’ mission
  • Stellar reputations
  • The ability to attract new talent, and
  • The potential to grow to the next level of leadership.

Position doesn’t make anybody a leader. Being in charge doesn’t make the wrong person right. ~Tim Berry

When products are a company’s focus, it’s important to invest in research and development, and product innovation. However, when services are what drives a company’s success, then the investment must be in people.

Get your employees inspired because inspired people make the difference.



Today’s guest contributor is Dushyant Sukhija, author of The Cisco Way: Leadership Lessons Learned from One of the World’s Greatest Technology Services Companies and a former executive with Cisco Systems.

Image credit before quote added: Pixabay





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Invest in your employees…and mean it

Invest in your employees…and mean it

leadership development

One question from clients that makes me happy is “We want to invest in our employees through leadership development. What should we keep in mind as we put the program together?”

3 characteristics

First, I tell them there are three characteristics that distinguish the best leadership development programs from the least effective ones—commitment, alignment, and accountability.

Commitment. Active, authentic support from all levels of the organization, especially senior management, creates meaningful and impactful programs. When leaders know that senior management endorses, supports, and believes in what they’re learning, the two-way loop of commitment is completed—senior management believes in me; I believe in the value of the development. Employees are quick to recognize window dressing training programs.

Alignment. The knowledge, skills, and abilities necessary to be hired, promoted, and execute organization vision, strategies, and goals must be what’s taught. Assure direct relevancy between course content and how leadership is practiced within your organization. If not, why are you wasting everyone’s time?

Accountability. Employees have to know that their boss is watching for a learning transfer from development session to practical on-the-job application. Research from McKinsey shows that employers with the most successful leadership development program are four times more likely to require development program participants to apply what they’ve learned on the job.

3 resources

Next, I tell them they have to be prepared to make three resources available to program attendees—time, role models, and accountability partners.

Time. Development programs take lots of forms: formal offsite sessions, classroom, workplace developmental assignments, coaching from inhouse or external experts, etc. Regardless of the method, allow attendees to be fully present. Don’t expect them to continue managing their jobs while taking in new skills.

Role models. Leadership skills are learnable, so connecting those in development programs with those who exemplify the best and brightest of your organization hones the attendee’s ability to think, understand, and do.

Accountability partners. In the best leadership development programs, the boss is always an accountability partner; and participants also partner up with someone who is going through the same program. Together, these people can reinforce learning, follow-up on learning transfer, and be a safe place to try on new skills.

3 attitudes

Lastly, I tell clients to adopt three attitudes toward both their leadership development programs as well as those participating in them—look for potential not only past performance, leave room for individuality and curiosity, and give permission for people to learn from their failure.

Look for potential. How an employee thinks, feels, and acts—are they flexible, self-directed, open to change, able to think critically and make a quality decision, interact well with others, and the like—says more about their leadership future than many quantitative metrics.

Leave room for individuality and curiosity. A team of cookie-cutter leaders isn’t going to be successful in today’s fast-paced, inter-connected business environment. Leave plenty of room for meaningful diversity of thought, opinion, perspective, and experience.

Make room for failure. Learning from failure is the absolute best teacher. Give your leadership development program participants space to bot try out what they learn and have a do-over if things didn’t go well the first time.

What else would you add to this list?


Image credit before quote added: Pixabay








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