Strategies for managing the real Generation Y A new generation of workers is forcing employers to rethink the workplace. Generation Y, or Millennials, bring new ideas, innovation, and energy as they enter the workforce AND their expectations and demands are unique. In Gen Y Now, top team leadership gurus Buddy Hobart and Herb Sendek explore all the myths about this up and coming generation and show you how Millennials can be your most creative, motivated, and loyal employees. This book goes from demographic research to concrete practice, explaining that Generation Y is more than we've been led to believe. They value authenticity, flexibility, and recognition. Using the strategies in Gen Y Now, you can hire and retain these demanding workers, and the payoffs could be huge.
* Keep up with current trends and technologies to move your organization into the future * Attract the best young talent in preparation for the mass retirement of Baby Boomers and Gen X * Understand how demographic trends impact the way your intergenerational teams think * Inspire motivation in Millennial employees, reducing dissatisfaction and turnover costs There are 80 million Millennials, and they are transforming the modern workforce. Your organization stands to gain from Gen Y employee engagement if you know how to achieve it. Gen Y Now contains the leadership strategies you need to manage and motivate the Millennial generation.
Buddy Hobart is the president and founder of Solutions 21, a business management consulting firm based in Pittsburgh, PA. Solutions 21 regularly conducts seminars and customized training programs on leadership, behavioral styles, and Generation Y. Herb Sendek is the men s basketball coach at Arizona State University. Herb works with Gen Y daily. He knows first-hand about selecting and developing successful Gen Y teams. He is nationally recognized for high-impact team leadership and recruiting strategies.
Introduction xvii Chapter one The Platform Is Burning 1 Back to the Future 2 The Time Is Now 2 Leadership for a New Generation 3 The Right Kind of Change 6 Conclusion 8 Chapter tWO For the First Time in History 11 The Generations 12 Why the Emphasis on Gen Y 13 The High Cost of Turnover 14 The Need to Retain Knowledge Capital 18 Conclusion 20 Chapter three Why the Negative Feelings Toward Gen Y: The Science 23 Prejudices 23 The Four Generations 26 Overcoming Stereotypes 31 Conclusion 34 Chapter four Myths 37 Myth 1: Gen Yers Are Slackers or Lazy 38 Two Common Attribution Errors and the Rest of the Story 39 Myth 2: Gen Y Needs Instant Gratification and Wants a Trophy for Just Showing Up 43 Gen Y Loves More Feedback 45 Myth 3: Gen Yers Are Disloyal and Job-Jumpers 49 How to Inspire Gen Y 51 Communicate the Big Picture 52 Myth 4: Gen Y Is Self-Centered and Narcissistic 54 Myth 5: Gen Y Is Pampered and Spoiled 56 Authority Figure vs. Authentic Figure 60 Myth 6: Gen Y Lacks Respect for Authority 64 Myth 7: Gen Y Feels Entitled 66 How You Must Deal with These Myths 70 Conclusion 72 You Have to Be a Role Model 72 Do Not Lower Your Standards 72 Chapter five Recession Generation 77 Some of the Numbers 78 Gen Y s Response 80 Gen Y s Post-Recession Attitude 82 Our Thoughts 84 Conclusion 88 Chapter six Key Skills 91 Understanding Gen Y s Eight Key Skills 91 Key Skill 1: Gen Y Is Tech-Savvy 92 Key Skill 2: Gen Y Is Diverse 93 Key Skill 3: Gen Y Understands the Global Marketplace 94 Gen Y Thinks Globally 94 Key Skill 4: Gen Yers Have Good Self-Esteem 95 Key Skill 5: Gen Y Has a Sense of Security and Is Ambitious 96 Key Skill 6: Gen Y Has Life Experience in the Marketplace 97 Gen Y Understands the Customer Perspective 97 Key Skill 7: Gen Y Is Research-Oriented 98 Key Skill 8: Gen Yers Are Problem Solvers 99 Conclusion 100 Chapter seven New Realities for Leaders 103 Ten New Realities About Gen Y 104 You Need to Enforce the New Realities 104 Reality Change 1: Gen Y Is Delaying Marriage and Parenthood 105 Reality Change 2: There Is No Stigma Associated with Moving Back Home 106 Reality Change 3: When Gen Y Leaves, No One Is at Fault 107 Reality Change 4: Gen Y Leases a Job; Not Buys 109 Reality Change 5: Multiple Jobs Are a Badge of Honor 110 Reality Change 6: Your Leadership Is Continually Being Evaluated 111 The Triple Bottom Line 113 Reality Change 7: Their Circle of Influence Is Also Watching 115 Reality Change 8: The Extended Family Is Coming Back for Gen Y 117 Reality Change 9: Gen Y Has a Vision for Themselves 118 Identify Gen Y s Personal Vision 120 Develop a Shared Vision 120 Reality Change 10: There Is an Ambition Gap Between Gen Y Men and Women 121 Conclusion 124 Chapter eight You Have a Personal Brand 127 The New Leadership Brand Promise 128 Some Examples 129 What Is Your Leadership Brand? 130 What You Do for Employees 134 Better Leadership Works for Everyone 135 Communication Fundamentals 135 Choose Your Words 136 Nonverbal Communication Counts 137 Communication Involves Listening 138 Conclusion 139 Chapter nine World-Class Performers 141 Skill 1: World-Class Performers and Leaders Use Performance Feedback or Game Film 143 Skill 2: World-Class Performers and Leaders Turn Unconscious, Negative Tendencies into Conscious, Positive Choices 145 Skill 3: World-Class Performers and Leaders Practice Energy Management 146 Energy Waster 1: Why Can t They Be Like We Were? 147 Energy Waster 2: Why Do We Have to Change ... Why Can t They Change? 147 Energy Waster 3: Defensiveness 148 Energy Waster 4: Judging the Messenger 148 Skill 4: World-Class Performers and Leaders Realize That What Is Required for Improvement May Be Counterintuitive 149 Gen Y Wants Feedback 150 Skill 5: World-Class Performers and Leaders Develop a Clear Vision 151 Skill 6: World-Class Performers and Leaders Seek Out Coaches/Mentors 155 Skill 7: World-Class Performers and Leaders Develop Tactical and Measurable Action Plans 157 Skill 8: World-Class Performers and Leaders Recover from Losses Quickly 158 Skill 9: World-Class Performers and Leaders Use Positive Self-Talk 159 Conclusion 161 Chapter ten Study Your Game Film: Knowing Personality Types 163 A Lack of Self-Awareness 164 It s All Communication 165 Leadership Is Communication 165 People Are Different! 165 Styles, Personality Profile, and the Four Generations 166 Personality Theory 168 The DiSCTM Personal Profile 168 Primary DiSC Styles 169 Leaders Communicate Effectively 173 The Accuracy of DiSC Profiles 175 Game Film for Leaders 175 Vision 180 Alignment 181 Execution 184 Building and Maintaining Momentum 184 Providing Real-Time Feedback 188 Self-Assessment 194 Hiring 194 Career Planning 195 Team Building 195 Flexible Leadership Style 196 Preventing or Resolving Conflicts 196 Game Film 197 Conclusion 199 Chapter eleven Emotional Intelligence 203 Why the Interest in EQ? 204 Three Ways to Define EQ 206 Gen Y and EQ 208 A Good Manager Needs to Have High EQ Social Skills 208 Gen Yers Are Group-Oriented 209 Self-Awareness 210 Analyzing Yourself 210 Self-Management 211 Managing Others Emotions 211 Conclusion 213 Chapter twelve Addressing the Burning Platform: Change Management 215 Improving Your Organization 216 Your Organizational Assessment 217 Survey Two Gen Y Issues 218 Your Change Efforts 219 Five Steps to Sustaining Change 221 Keep Score 222 Link the Front Line 223 Rewards and Recognition 223 Performance Management 226 Implementing Change 228 Vision and Strategy 228 Organizational Alignment 229 Workforce Enablement 230 Sustainability 232 Conclusion 234 Chapter thirteen Attracting and Retaining the Talent You Want 237 The Human Investment 238 The Story 239 The Moral of the Story 241 Factory Settings 243 Prepare Your Current Employees for Gen Y 245 The Basics: Recruit for Your Brand 245 Develop Specific Candidate Profiles 247 Develop Accurate Job Descriptions for the Job Now 248 Train Your Interviewers! 250 Behavior-Based Questions Provide More Relevant Information 251 Look for Real Situational Information 252 There s No Substitute for Reality 253 On-Boarding: Have a Plan 254 Have a Gen Y Mentor 255 Communicate Your Expectations 255 Expand Gen Y s Horizon 256 Follow Up: Promise Feedback and Deliver It 257 Keep Gen Y Informed 257 Strategic Planning for Retention 258 One-on-One Performance Management 259 Conclusion 260 Chapter fourteen Leadership Challenges 263 Coaching Opportunity 1: Gen Y Can Be Easily Distracted 264 Coaching Opportunity 2: Gen Y May Quit Too Soon 267 Coaching Opportunity 3: Gen Y Wants to Advance Before They Are Ready 270 Coaching Opportunity 4: Knowing Something Is Not the Same as Doing Something 275 Coaching Opportunity 5: Gen Y Is Not Hungry Enough 277 Conclusion 279 Chapter fifteen Leadership: A Timeless Principle 283 Principles vs. Rules 283 Leadership Is a Timeless Principle 285 Leaders Must Look in the Mirror First 286 Becoming World-Class 286 Gen Y s Attitude and Superior Skills 287 The New Realities 289 Turning Knowledge to Action 289 The Platform Is Burning 290 References and Research 291 About the Authors 299 Index 301