- Employees of different generations actually actually want a lot of the same things from their work.
- Global demographics, education levels, living costs, economic issues, and labor market conditions may have the strongest influence on the way different generations view work.
- Other findings.. regardless of age,
- Resistance to change is more about what you stand to lose or gain.
- Loyalty to the employer is more about your place in the company hierarchy than your age.
- most employees seem to what security and a balance work and personal lives.
Wednesday, November 28, 2007
Tuesday, November 27, 2007
The need or drive to seek pleasure (Freud)
and the relentless pursuit of power (Adler)
were really just attempts to cover up,
but not necessarily fill, a
“void of meaning”
that existed in the lives of these individuals.
-Alex Pattakos on Viktor Frankl’s principle on the “search for meaning”
Thursday, November 22, 2007
In the spirit of thanksgiving here in the USA.. I want to give thanks for all that touch my life with love and leadership. I thought it would be nice today to share a video that reminds us all of how even when things are not so good.. we can reach forward and do great things... In one of the the greatest of Olympic moments, Derrick Redmond demonstrates what it means to be a champion!
Saturday, November 17, 2007
A colleague of mine and I are working on some research related to retention. We know from previous research that most of us have thought about leaving our current job at least once or twice. Of course, we often do not act on these thoughts, but the thoughts themselves tell us something about retention.
You can help out a great deal by either responding to this blog with a comment, or sending me a private e-mail. Please feel free to respond to the blog in an anonymous post. It should not take you long to answer just one question.
The last time something happened that made you think your current job is not the one you want to be in... what was it that made you think about leaving that job?
Please share this post with as many people as you can.. I would love to get as many people as possible to respond.. If I get a good response, I hope to post a summary of the best of the posts and the most dominate themes..
Monday, November 12, 2007
CISCO's Chambers demonstrates the art of Telepresense
Imagine.. 20 years from know this may be the most common way of communicating. What is the implication of being able to project your telepresense to millions of homes or businesses or call someone halfway around the world for a nice evening chat. I am sure you can think of lots of ways this could be used. Will we end up with American Idol on Steroids? Will this technology enable leaders to network greater than ever before and communicate to their followers in more frequent and richer ways. Imagine what this one piece of technology might mean to the darkest side of humanity.. could it allow the leaders of countries like Israel and Palatine to work together for peace knowing that they can interact daily without security concerns. So here is the question for you.. If you were a leader today and hand this technology, what is the one way you would seek to use it for the highest return on your time in the telepresence chamber? Here is mine:
I would use it to enhance what are boring teleconferences we have. This technology would add richness to the conversations and also encourage everyone to be mentally present. Now it is your turn:
Gotta run.. I am scheduled for a holodeck session in 5.
Tuesday, November 6, 2007
- Confidence: What are you doing to create customer trust in your services? Would your customers say you always deliver on your spoken and unspoken promises?
- Integrity: Do you treat your customers fairly? When something goes wrong, do you apologize for the problem? How fair are you in resolving the problem?
- Pride: Do your customers have a positive sense of association and identification with you? Are they proud to be your customer? Does their association with you mean something to them personally? Does it define their own self-concept of who they are?
- Passion: Would your customers consider life not worth living without you? Ok.. that is a bit much, but the concept is the same... Are you indispensable? Would they drive across town for you? How much passion do they have for you?
Confidence: How sure were you that the flight would leave on time? Were you confident that you would get where you were going on-time and with your baggage?
Integrity: Now whatever went wrong has happened.. they have been delayed, or your bags are gone.. etc..Do you think they treated you fairly? Did they demonstrate respect for you?
Pride: After the flight.. did you go around bragging on how you traveled.. I mean, did you become a poster child for the airline?
Passion: Now suppose you are going to fly again next week.. how important is it for you to fly on this same airline.. if they can only offer you bad connections or cost more, would you still fly on them?
Most likely, you answered no to all of these questions. It is sad, but I think the deck is stacked against airlines. They don't help themselves much, but they have little chance of overcoming the confidence dimension. Some have risen above.. take Southwest.. you could argue that they do most of these well. I have run into a few Southwest Air Passion Freaks in my days.. Better examples might be Apple or Nordstroms.
There is another piece of this pie as well.. It also links up to employee engagement:
Confidence is about knowing what to expect.. Integrity is about respect and recognition, Pride is about belonging and inclusion (FIRO), and Passion is about connecting to some future goal.. The result is employee engagement.. which equals retention. Incidentally, these concepts also overlap with concepts in Lencioni's new book on misery! :)