Susan Scott's Blog, page 74

Fierce Resources: Peer Relationships Are Critical to Real Workplace Recognition

This week’s Fierce resource was originally published on TLNT.com and was written by Derek Irvine.

Peer Relationships Are Critical to Real Workplace Recognition highlights the importance of relationships among employees in the workplace. What we know here at Fierce is you can’t leave your “personal” self at home and bring your “business” self to work. There is only one you and whether you’re celebrating or sad, it’s important to be able to show up authentically.

So I ask, do you have authentic relationships in your workplace? What can you do to develop the relationships?

“Clearly, our peers are fundamental to how we get the work done. Yet all too often, peers and their observations are ignored or lessened in an employee recognition experience.”

Read the full article.

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The Generational Divide: Recruiting Millennials and Boomers

In this current landscape, the talent war is on. So we ask you: What are you pretending not to know about recruitment?

We often hear from clients and partners about assumptions they have about talent. So Chris and Stacey came together to debunk four myths about recruiting millennials and boomers.

Two common recruiting myths about millennials – debunked by a millennial.

1. Millennials want to only work with other millennials.

I often hear people make comments about how millennials only want to work at places like Google, Facebook, and Uber, where the average employee age is below 30 aka millennial mecca. While it may be attractive in the way that it is for any other generation to work together, it is a gross exaggeration to think millennials only want to work with millennials. As a matter of fact, one of the core desires in most generational research is millennials’ desire to learn and grow. This is truly made possible when millennials are given the opportunity to be around a variety of people, ages, job responsibilities, and scope.

Recruiting Tip: Make sure new and existing roles allow for visibility and access to many different people and generations. If job seekers see that they can grow and learn, it will make the roles more attractive. Accessibility to resources is key in feeling like there is opportunity and growth.

2. Millennials job hop like crazy, so don’t expect loyalty.

As a millennial, I have been at Fierce for five years. I am sure if you thought about it, you would be able to list many examples of millennials who are very loyal and have stayed with the same employer for multiple years. And most likely, the employer was loyal to them by providing a number of r opportunities for growth and investments in their development.

The thing is – there are strong statistics about ALL generations moving from one job to another at faster rates than ever before. This does not mean that we as people are becoming less loyal – does it? From my perspective, it means that people expect more than they ever have from their organizations. From training and resource access to transparency, if organizations don’t take the time and effort to deliver on these pieces, millennials (and really anyone) will make it easy to leave.

Recruiting Tip: Highlight the total organization’s investment for any role that you are currently recruiting. Specifically, you can make a document that line items total annual investment for that role. Make sure to include any hidden costs (like total cost to provide healthcare) to snacks provided to events, etc. It is important.

Two common recruiting myths about boomers – debunked by a boomer.

1. Boomers do not want to learn technology for roles.

As a boomer, I can speak for many of us who are very comfortable with technology and its use in our daily lives. And it is also true that technology is constantly changing. And most of the time, as it changes it continues to get easier and easier for the user. So for a lot of boomers it’s just part of a long line of changes we have experienced throughout our lives. In other words it’s no big deal.

It’s also true that a lot of boomers don’t understand or depend on technology in the same way the Gen X’s and millennials do. Just because we use it differently or less frequently doesn’t mean we aren’t willing to learn.

Unfortunately, just as with millennials, assumptions are made about boomers. One erroneous assumption is that when a boomer doesn’t understand something they are aren’t willing to learn it.

Recruiting Tip: Most of the technology available today is pretty easy to learn. Keep that in mind when you are recruiting. Almost everyone that is hired into any role has to learn the software applicable to that role. Talk about ease of use, and the support they will get.

2. Boomers are unwilling to work for millennials, or are overqualified.

This is the flipside of what my colleague is speaking to above. I believe that there are companies who recruit predominantly from the generations they are comfortable and familiar with. With unemployment at pre-recession lows and the competition for talent is again hot, don’t overlook the talent pool that other generations offer.

Boomers are re-entering the workplace by choice or by necessity. Many are very talented, fully capable, and are eager to learn. They are proud of what they have accomplished and for many reasons they may no longer want the stress and time commitment that went with their previous jobs. And as millennials are eager to learn from other generations, so are boomers. I personally can’t tell you how much I have learned from my millennial colleague.

Recruiting Tip: Think about the job differently. Think about what years of experience can bring to the table. Don’t be fearful about leading either up or down generationally. Re-create job opportunity around the availability of the best talent and challenge your assumptions.

Interested in learning more about the myths and stereotypes of generations in the workforce? Check out the first blog of this series: The Generational Divide: Who Will Win?

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Fierce Tip of the Week: Reflect on Your Generation

I am proud to be a millennial. And this is despite the many demoralizing stereotypes.

It may be weird, but yes, I do prefer face-to-face conversations when I have a difficult topic to talk about with someone. I also am not a serial job hopper; I can actually be loyal to a fault. I also don’t expect to get something unless I work very hard, and then if I achieve it, I work more to share gratitude for all the people who inevitably helped along the way.

Yes, I am not the stereotypical millennial. However, I do not believe the publicized generalizations apply to most of my millennial peers.

That’s the thing – it is an amazing time to be in business. Sometimes it seems easiest to just keep bucketing people in a way that “makes sense” and allows us to feel more comfortable. The landscape is constantly changing, and we are learning as we go with the tremendous amount of change in data and technology. This applies to all of us – Gen Y, Boomer, and Millennial alike.

This week’s tip is to reflect on your generation. How would you describe it in your own words? What are you most proud of? What do you think is most misunderstood? Please share, I really want to know. #fiercegenreflection

At the end of the day, the progress of the world is dependent on each of us – each generation. Let’s get curious and really listen.

Start with yourself. Using sweeping generalizations rarely have propelled the world in a positive way. The power is in truly connecting with purpose.

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Fierce Resources: Forget SMART Goals, Set CLEAR Goals Instead

This week’s Fierce resource was originally published on 99u.com and was written by Hamza Khan.

Forget SMART Goals, Set CLEAR Goals Instead highlights a new way of setting goals and achieving them. Farkas shares that SMART goal setting is static yet, CLEAR goal setting allows for the individual to refine goals in an ever changing and fast-paced environment.

What’s the most important thing you should be working on? How often do you check in with yourself to determine if your goals are still relevant?

“No matter where you’re setting a goal (in your personal life, or in the workplace), Economy says that it must be a “clear and compelling” one. One that can be realized, embraced, and acted upon by every member of the team. Safe to say, clear is the new smart.”

Read the full article.

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Be Fierce: Find Relaxation in your Efforts

In a recent class, my yoga teacher asked us to “find the relaxation in the effort,” letting go of stress and tension even in the midst of our hardest work.  

I needed to hear this. As the new year started, excited about new projects at work and at home, I’ve been eager to do my best and work hard. With this effort, though, I noticed over the past week my shoulders creeping up to my ears and staying there, holding in that internal tension.

Even now as you read this, you can check in. Where are you holding tension? Where do you hold tension in your body, mind, and relationships? Then, consider pausing. Take a moment to breathe and relax in the midst of your work.

At Fierce, one of Susan Scott’s transformational ideas is, “All conversations are with myself, and sometimes they involve other people.” What conversations are you having with yourself that cause tension? How can you change the conversation to be in service to yourself and others? You may want to notice the conversations you are having and how you hold yourself. Are you staying curious and welcoming all conversations with ease and relaxation? Or, with difficult conversations, are you gritting your teeth and bearing it?

In yoga, the practice can be grueling or invigorating, depending on how we show up to the mat. At Fierce we ask, “Do you want to enjoy your relationships, or just endure them?” This starts with the conversations you are having with yourself and others. As you finish reflecting here, on your phone or in front of your laptop, consider the conversations you need to have today. Pay attention to your body.

Our challenge to you is to take this mindfulness of both body and mind into every conversation today, this week, or as long as it serves you. Letting the tension go and finding ease in your effort allows ease in everywhere you show up. And you may just drop your shoulders an inch or two!

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Fierce Tip of the Week: Improve Two Relationships through Conversation

The conversation is the relationship. It is such a simple five word sentence. Yet, the depth and applicability of this concept is powerful.

The quality of your conversations dictate the quality of your relationships. Think of all the relationships in your life. With those, imagine that you must put the quality of your conversations on a scale of 1 being most satisfying to 10 being least satisfying. Where would those conversations land?

Given all the relationships you may have on that scale, ask yourself: 

As a leader, what kind of conversations are you having? Are they developmental and supportive? Or skeptical and controlling?
As a team member, what kind of conversations are you having? Are they collaborative and robust? Or superficial and frustrated?
As a friend, what kind of conversations are you having? Are they thoughtful and compassionate? Or assumptive and insincere
As an individual, what kind of conversations are you having with yourself? Are they encouraging and optimistic? Or critical and sabotaging?

This week’s tip is to scan and focus on two relationships in your life where you are having the least satisfying conversations. Is it with your partner? With your boss? With a team member? With your son?

If you want to make the relationships more fulfilling, you must start by improving the content and quality of your conversations.

Take them out to coffee. Schedule a lunch. Go somewhere that you can focus.

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Fierce Resources: 7 Daily Mantras to Boost Your Productivity- Fierce Leadership Blog

This week’s Fierce resource was originally published on FastCompany.com and was written by Faisal Hoque.

Fifteen days into the year and we are all thinking about the same thing. How we are going to achieve our goals and quotas for the year, right? 7 Daily Mantras to Boost Your Productivity shares ideas on how to do just that. Don’t let your stretch goals overwhelm you, take it day by day and set yourself up for success. Many people don’t believe they need a plan for reaching their goals, and my thought is, those people are pushing their luck. One day it won’t be as easy.

Think about: What you can focus on that will really support your goals. What is it? Create SMART goals to help you get there.

“If we want to be productive with our time and manage it well, we need to spend our time working toward achieving smaller goals with a series of small tasks. Setting smaller goals for ourselves offers us positive reinforcement when we achieve them. It feels good to know that I am accomplishing something. It helps keep me motivated and encouraged at working toward my bigger goals and aspirations.”

Read the full article.

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3 Tips for Deeper Conversations in Your Team Meetings

If you’re a connected leader, chances are you meet with your team weekly or bi-weekly to touch base and talk shop. While the details of the meeting will vary from leader to leader, the goal is usually the same: share ideas, innovate, and strategize.

However, when speaking with our clients, it’s common to hear that hosting meaningful meetings can be tough. Typically the conversations stay surface level.

Below are three tips you can apply to make the conversations within your group meetings more robust and deliberate while still having fun along the way.

Tip #1: Not All Agendas Are Created Equal

While there might be some logistical details that need to be covered in your meetings, they shouldn’t be put to the group in the same way as an idea that needs real creative thought around it. In our Team program, we use an idea prep form that breaks out what the issue is, why it’s significant, the ideal outcome and what help is wanted from the group. No matter what model you use, make sure to ask questions and share information in a way that gets the creative juices flowing so people look at the topic with the most knowledge possible. Speak to the heart of the issue quickly to leave more time for conversation.

Tip #2: What Else?

If you’re running the meeting then your purpose is to facilitate the conversation. This means that you should probe for understanding and provoke the learning of others by asking – what else? On any given topic a good rule of thumb is to ask what else at least three times. Every time you ask, you go deeper.

Tip #3: Leave Room For Everyone

I’m an extrovert and an external processor, so I talk a lot in meetings. Chances are you have people on your team like me. However, we should not be the only ones that get our voices heard. As the leader of this meeting, you should leave space for others who don’t speak up as often to share their opinions by asking them directly for their perspectives. If this is not common in your culture, it’s a good idea to call out that you aren’t picking on these quieter team members, and in fact, you’re asking because you really want to hear their perspective and value their opinions.

So, how do you go deeper in your group conversations?

A version of this blog was originally published October 30th, 2013 on the Fierce Leadership Blog.

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Fierce Tip of the Week: Have a Performance Conversation

As you come into work this Monday, do you have curiosity around your performance? Do you know where you stand with yourself, your leader, and your colleagues in relation to your efforts?

Don’t wait until something formal is scheduled to have the conversation. If you had one recently, have another with a different lens.

With any goal, getting feedback and refining what is working and not working is critical for growth and success. 

Each member on my team gives me one area of focus/feedback every quarter, so that I can continue to improve my leadership and support their efforts. It is very helpful for me to track those trends and regularly check in on how I am doing. This makes me a stronger leader for my team and together we become a more unified group.

This week’s fierce tip is to have a conversation with your boss or colleague about specifics with your performance. 

Whether you are an individual contributor or a leader, how do you get feedback on your efforts?

Sample questions to ask others are: 

- Where do you see me adding the most value?

– What feedback do you have for me with the work I am currently doing?

– Do you see opportunities for me to improve?

– How can I help you be most successful through my efforts?

Sometimes the feedback is not the easiest to hear. It takes bravery and people caring to share their honest perspective. For you, it takes guts and humility to truly listen. 

Regardless of the outcome, truly understanding others’ perspectives unlocks so much potential for everyone.

So… What will you ask?

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Fierce Resources: Getting Results From the Flexible Work Force

This week’s Fierce resource was originally published on Inc.com

Getting Results From the Flexible Work Force reveals the benefits of having a remote workforce. One of the most important aspects? Culture. Flexible offices require a high degree of trust and that means a strong culture. Culture committees are a great way to get a pulse on your organization, develop your people as leaders and create unity among your office.

Regardless if your office is flexible or traditional, what will your team or organization do to develop your culture in 2015?

“Build a sense of team. Allow time for socializing, encourage people to share what is happening in their lives, and celebrate both their professional milestones and their personal ones.”

Read the full article.

Looking for more tips on how to create an open office? Read this blog.

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