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From Boomers to Bloggers: Success Strategies Across Generations
From Boomers to Bloggers offers critical information that will help both individuals and organizations achieve success across generations. Taking time to find common ground can only enhance relationships and company productivity. That common ground can often be found through focusing on the company's vision and mission. When organizations create a space where the strengths of each generation can flourish and are aligned with the vision and mission, they meet with success beyond comprehension.
159 pages, Paperback
First published January 28, 2008
About the author
Misti Burmeister
7 books1 followerImagine living in an unfamiliar city with no friends or professional contacts with only $37 to your name and having just quit an unfulfilling job as a government contractor.
This is exactly where Misti Burmeister found herself at the age of just 24. After literally picking herself up off the ground, she saw two choices: sit there and wallow or stand up and do something. What happened next? She spent the next six months conducting more than 150 informational interviews and in the process discovered her passion – generational diversity in the workplace. Born out of her own experiences with generational differences, she began to realize what an important issue this would (and has) become. As "Boomers" begin retiring and organizations begin competing in the war for talented young professionals, they are shocked to realize that these young professionals ("Bloggers") are entering the workforce in much lower numbers than previous generations. Burmeister saw an opportunity to help companies and their people learn to navigate the generational divide – and retain bloggers, known for changing jobs almost as easily as they change shoes. So at age 25, she started Inspirion Inc. to make a difference.
Through Inspirion, Burmeister coaches both Fortune 500 companies and government agencies to align their individual contributors with the organization's vision and mission, ensuring better success in the recruitment and retention of diverse talent. As CEO of Inspirion Inc., a Virginia-based, woman-owned consulting company, she is dedicated to increasing organizations' profits and productivity across multi-generational workforces through customized leadership development programs, executive coaching and keynote speeches. Her unique presentation style captures audiences of all backgrounds and encourages the free and open discourse that effectively begins to break down the
communication barriers.
Bestselling author of From Boomers to Bloggers: Success Strategies across Generations, Burmeister speaks on the following topics: Generational Awareness, Leading across Generations, Mentoring across Generations, Five Shifts to Common Understanding and Powerful Communication. She facilitates programs on leadership and employee effectiveness, intergenerational communication and mission development. She has been credited by one client with "her work means millions of dollars in increased workforce productivity."
Burmeister brings more than a decade of professional experience to her work with diverse clientele, including organizations like AT&T, UPS, Marriott International, Choice Hotels, U.S. Army and Navy, Wal-Mart and Johnson & Johnson Company. As a result of her hands-on coaching, clients have seen significant improvements in employee retention, ultimately contributing to their bottom lines. One organization saw a 90 percent reduction in its
turnover rate!
Her timely contributions are catching the attention of the media, businesses and even the government. She's been quoted in the Washington Business Journal, The Washington Post and The Washington Times. Combining humor with hard-hitting information delivered with "an amazing amount of energy," she's earned acclaim for providing real, quantitative and effective steps that empower and bring out the best in multi-generational organizations – immediately.
Just recently, Ms. Burmeister was recognized by the Washington Business Journal as a "Rising Star" among "Women who mean Business." Last year, Burmeister was selected as a finalist for the Elizabeth Dole Young Entrepreneur Scholarship for outstanding leadership in her community and entrepreneurial ventures. In 2005, she was awarded the International Femtor Award for Emerging Leaders by the eWomen Network. That same year, she was also named a "Community Fellow" by the Foundation for Community Leadership as an acknowledgement for her commitment and vision to empowering young professionals.
This is exactly where Misti Burmeister found herself at the age of just 24. After literally picking herself up off the ground, she saw two choices: sit there and wallow or stand up and do something. What happened next? She spent the next six months conducting more than 150 informational interviews and in the process discovered her passion – generational diversity in the workplace. Born out of her own experiences with generational differences, she began to realize what an important issue this would (and has) become. As "Boomers" begin retiring and organizations begin competing in the war for talented young professionals, they are shocked to realize that these young professionals ("Bloggers") are entering the workforce in much lower numbers than previous generations. Burmeister saw an opportunity to help companies and their people learn to navigate the generational divide – and retain bloggers, known for changing jobs almost as easily as they change shoes. So at age 25, she started Inspirion Inc. to make a difference.
Through Inspirion, Burmeister coaches both Fortune 500 companies and government agencies to align their individual contributors with the organization's vision and mission, ensuring better success in the recruitment and retention of diverse talent. As CEO of Inspirion Inc., a Virginia-based, woman-owned consulting company, she is dedicated to increasing organizations' profits and productivity across multi-generational workforces through customized leadership development programs, executive coaching and keynote speeches. Her unique presentation style captures audiences of all backgrounds and encourages the free and open discourse that effectively begins to break down the
communication barriers.
Bestselling author of From Boomers to Bloggers: Success Strategies across Generations, Burmeister speaks on the following topics: Generational Awareness, Leading across Generations, Mentoring across Generations, Five Shifts to Common Understanding and Powerful Communication. She facilitates programs on leadership and employee effectiveness, intergenerational communication and mission development. She has been credited by one client with "her work means millions of dollars in increased workforce productivity."
Burmeister brings more than a decade of professional experience to her work with diverse clientele, including organizations like AT&T, UPS, Marriott International, Choice Hotels, U.S. Army and Navy, Wal-Mart and Johnson & Johnson Company. As a result of her hands-on coaching, clients have seen significant improvements in employee retention, ultimately contributing to their bottom lines. One organization saw a 90 percent reduction in its
turnover rate!
Her timely contributions are catching the attention of the media, businesses and even the government. She's been quoted in the Washington Business Journal, The Washington Post and The Washington Times. Combining humor with hard-hitting information delivered with "an amazing amount of energy," she's earned acclaim for providing real, quantitative and effective steps that empower and bring out the best in multi-generational organizations – immediately.
Just recently, Ms. Burmeister was recognized by the Washington Business Journal as a "Rising Star" among "Women who mean Business." Last year, Burmeister was selected as a finalist for the Elizabeth Dole Young Entrepreneur Scholarship for outstanding leadership in her community and entrepreneurial ventures. In 2005, she was awarded the International Femtor Award for Emerging Leaders by the eWomen Network. That same year, she was also named a "Community Fellow" by the Foundation for Community Leadership as an acknowledgement for her commitment and vision to empowering young professionals.
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Displaying 1 - 4 of 4 reviews
January 18, 2021
HIGHLIGHTS:
1. The biggest driving force for generation Y is praise and recognition.
2. Five management basics: clear statements of performance requirements, defined parameters, accurate monitoring, clear statements on specific feedback, and rewards.
3. Develop a rapport stay persistent in getting to know them and having them to get to know you look for ways to support them in their goals
4. Many young professionals are entering the workforce lacking skills that would allow them to use their knowledge more effectively. They need a little guidance.
5. Ask team members to volunteer to take on responsibility for the results.
6. Let go of how employees reach their goals.
7. The biggest difference between generations is their respective skill sets in their approach to problem-solving.
8. Young professionals want to fully utilize their skills, why they know how to learn fast if what they're learning is meaningful to the job and a career they will stay with organizations to provide them with great coaches and mentors.
9. 30 days is when your employees decide if they're going to stay with an organization. People who know and like each other our former likely to work well together. Young Professionals need: Personal connections +interest + feedback + appreciation. Help them develop their network. When you're truly committed to people success they will recognize it
10. Mentoring is about sharing your own life lesson. Coaching is about asking questions to help them determine what might work best for them. Eager and helpful employees get promoted.
1. The biggest driving force for generation Y is praise and recognition.
2. Five management basics: clear statements of performance requirements, defined parameters, accurate monitoring, clear statements on specific feedback, and rewards.
3. Develop a rapport stay persistent in getting to know them and having them to get to know you look for ways to support them in their goals
4. Many young professionals are entering the workforce lacking skills that would allow them to use their knowledge more effectively. They need a little guidance.
5. Ask team members to volunteer to take on responsibility for the results.
6. Let go of how employees reach their goals.
7. The biggest difference between generations is their respective skill sets in their approach to problem-solving.
8. Young professionals want to fully utilize their skills, why they know how to learn fast if what they're learning is meaningful to the job and a career they will stay with organizations to provide them with great coaches and mentors.
9. 30 days is when your employees decide if they're going to stay with an organization. People who know and like each other our former likely to work well together. Young Professionals need: Personal connections +interest + feedback + appreciation. Help them develop their network. When you're truly committed to people success they will recognize it
10. Mentoring is about sharing your own life lesson. Coaching is about asking questions to help them determine what might work best for them. Eager and helpful employees get promoted.
October 19, 2010
Misti Burmeister does a great job with this book in explaining generational differences in work and communication.
Two true thoughts:
You're far more likely to be engaged if you know what you like, have a plan for the future and are doing what you are good at and enjoy.
People who know and like each other are far more likely to work well together.
Two true thoughts:
You're far more likely to be engaged if you know what you like, have a plan for the future and are doing what you are good at and enjoy.
People who know and like each other are far more likely to work well together.
August 22, 2012
The book provides practical advice on how to get the best out of a multi-generational work force. Organizations that overlook the pearls found in this book do so at their own risk. The only way to sustain long-term commitment to an organization is to focus on the needs of the entire workforce. Following the roadmap in this book does just that.
October 20, 2013
Interesting information & tips on working with and mentoring across generations.
Displaying 1 - 4 of 4 reviews