How to keep employees motivated.

You’ve got the right people on board. Now, how do you help them hit on all cylinders?

 Motivating employees plays a role in leadership and has a significant impact on the success of a team or organization. It's important to employ strategies to create a motivating work environment as different individuals find motivation in different ways. Here are some general tips;

1. Recognition and Appreciation; Take the time to acknowledge and appreciate your employee’s hard work and accomplishments. Publicly recognizing their efforts whether through emails team gatherings or other platforms can greatly boost morale.

2. Clear Communication; Keep your team informed about the company’s goals, strategies, and how their individual contributions contribute to success. Transparency fosters a sense of purpose and belonging.

3. Setting Clear Expectations; Clearly define roles, responsibilities, and expectations for each employee. When they have an understanding of what's expected from them, they are more likely to feel motivated and empowered.

4. Providing Opportunities for Growth; Support development by offering opportunities for learning skills or enhancing existing ones. This not only benefits the individual but also contributes to the organization’s overall success.

5. Empowerment; Grant employees a sense of ownership and autonomy, over their work. Feeling empowered can lead to increased job satisfaction and motivation.

6. Creating a Positive Work Environment; Cultivate a workplace culture that promotes positivity and inclusivity where everyone feels valued and respected. Promote collaboration, effective communication, and a healthy balance, between work and personal life.

7. Consider offering work arrangements such as schedules or remote work options whenever feasible. This can enhance the satisfaction of employees by enabling a work-life balance.

8. Ensure that your employees receive compensation and benefits that adequately reflect their contributions. Offering salaries and benefits that align with industry standards is crucial for motivating and retaining team members.

9. Organize activities and team-building events to foster relationships among colleagues. Creating an environment can significantly boost motivation and encourage collaboration.

10. Regularly provide feedback to help employees understand their performance levels. Conducting performance reviews allows for discussions on strengths and areas for improvement and setting goals that align with the big picture of the business.

11. Cultivate a culture that values creativity and innovation by encouraging employees to share their ideas. Providing resources will empower them to implement solutions.

12. Respond promptly to employee concerns. Address any challenges they may face. A supportive leadership approach plays a role, in cultivating a workforce.

Remember that each person is unique, so it’s important to understand your team members in order to tailor motivational approaches accordingly. Make it a habit to regularly communicate with your employees and attentively listen to their thoughts and opinions.

The true crippling cost of unmotivated employees

Heading into the 2024 modern workplace, employee motivation stands as a cornerstone for organizational success. Let’s delve into the effects of unmotivated employees, exploring the various ways in which their lack of enthusiasm can reverberate throughout a company. Through a blend of empirical evidence, theoretical frameworks, and real-world examples, we will unravel the nuanced effects of employee demotivation on productivity, team dynamics, and overall company performance. Moreover, this paper will discuss strategies and interventions that organizations can employ to rekindle the flames of motivation, fostering a vibrant and resilient workforce.

Employee motivation is the heartbeat of any thriving organization, propelling it towards innovation, productivity, and sustained success. However, the presence of unmotivated employees can disrupt this rhythm, creating a ripple effect that permeates through various facets of a company. The purpose of this research is to shed light on the impact of unmotivated employees on organizational effectiveness and provide insights into strategies to mitigate this challenge.

Understanding the roots of employee demotivation is crucial for devising effective interventions. Unmotivated employees often exhibit signs such as decreased productivity, disengagement, absenteeism, and a negative impact on team dynamics. Identifying these symptoms early on is imperative for organizations to address the issue proactively.

Unmotivated employees may trace their lack of enthusiasm to various sources. These can include a mismatch between personal and organizational goals, inadequate recognition, poor leadership, lack of professional development opportunities, and an absence of a positive work environment. Exploring these causes provides a roadmap for organizations to develop targeted strategies for improvement.

One of the most immediate and tangible consequences of unmotivated employees is a decline in productivity. When employees lack the drive to excel, tasks are completed with minimal effort and attention to detail. The overall efficiency of operations takes a hit, and deadlines may be missed. This decline in productivity has a cascading effect, affecting not only the unmotivated individuals but also their colleagues and the organization as a whole.

Case Study: The Productivity Plunge at XYZ Corporation

XYZ Corporation, a once-thriving tech company, experienced a significant drop in productivity attributed to a growing number of unmotivated employees. Project deadlines were consistently missed, and the quality of work suffered. As a result, client satisfaction plummeted, and the company faced increased competition. The leadership at XYZ Corporation recognized the urgency of the situation and implemented a comprehensive motivation enhancement program, leading to a remarkable turnaround in productivity.

Impact on Team Dynamics

Teamwork is the cornerstone of many organizations, and the presence of unmotivated employees can disrupt the delicate balance required for effective collaboration. Unmotivated team members may become sources of negativity, creating a toxic work environment. This, in turn, hampers communication, innovation, and the overall synergy that is vital for team success.

Unmotivated employees can act as catalysts for a domino effect, spreading their lack of motivation to their colleagues. This phenomenon, known as the "spillover effect," can result in entire teams becoming demotivated, amplifying the challenges faced by the organization. Recognizing and addressing individual demotivation early on can prevent the contagion from spreading.

The organizational culture plays a pivotal role in shaping the attitudes and behaviors of employees. Unmotivated employees can contribute to a negative organizational culture characterized by low morale, lack of innovation, and increased turnover. This not only affects the current workforce but also hinders the attraction of top talent.

Organizations must actively work towards fostering a positive and motivating culture. This involves transparent communication, recognition programs, and initiatives that promote employee well-being. By nurturing a culture that values and supports its employees, organizations can create an environment conducive to motivation and high performance.

Recognizing the importance of employee motivation, organizations must implement strategies to reverse demotivation and cultivate a dynamic and engaged workforce. Some effective strategies include:

Acknowledging and rewarding employees for their contributions is a powerful motivator. Personalized recognition programs tailored to individual preferences and achievements can go a long way in boosting morale and job satisfaction.

Providing avenues for skill development and career advancement demonstrates an organization's commitment to its employees' growth. This not only enhances individual motivation but also contributes to a more skilled and capable workforce.

Effective leadership is crucial for fostering a motivational work environment. Investing in leadership development and training programs ensures that managers are equipped with the skills to inspire and lead their teams effectively.

Offering flexible work arrangements, such as remote work options or flexible hours, recognizes the diverse needs of employees. This flexibility can enhance work-life balance and contribute to increased job satisfaction.

The impact of unmotivated employees on a company is profound and multifaceted, affecting productivity, team dynamics, and overall organizational success. Organizations must recognize the signs of demotivation early on and implement targeted strategies to address the root causes. By fostering a positive organizational culture, providing personalized recognition, and investing in professional development, companies can create an environment where motivation thrives, ensuring sustained success in the ever-evolving business landscape.

When you’re ready to fix what’s broken, it’s time to bring in a keynote speaker. I’m ready.

How to motivate employees in 2024

Employee Motivation Strategies for Businesses in the United States

In the ever-fluid landscape of companies and staff, employee motivation is crucial for success. Motivated employees contribute to increased productivity, creativity, and overall company growth. This article explores effective strategies for motivating employees in large US-based enterprises, emphasizing the significance of a positive work culture.

Recognizing Individual Needs and Goals

Employee motivation begins with understanding the unique needs and goals of each team member. Recognizing individual strengths and aspirations allows for personalized motivation strategies.

Tailoring Compensation and Benefits

A competitive salary and comprehensive benefits package play a pivotal role in keeping employees motivated. Tailoring compensation to individual roles and offering perks like health insurance, retirement plans, and flexible work arrangements fosters a sense of value.

Promoting Work-Life Balance

Encouraging a healthy work-life balance is essential for sustaining employee motivation. Implementing flexible work hours, remote work options, and paid time off contribute to a positive work environment.

Providing professional development opportunities

Investing in employee growth through training programs and skill development initiatives demonstrates a commitment to individual advancement. This not only enhances job satisfaction but also motivates employees to contribute their best to the organization.

Cultivating a sense of belonging

Employees who feel a sense of belonging are more likely to stay motivated. Fostering a diverse and inclusive workplace where every voice is heard cultivates a positive culture and boosts overall morale.

Celebrating achievements

Acknowledging and celebrating both individual and team achievements creates a culture of appreciation. This can be done through regular recognition programs, awards, or even simple shout-outs during team meetings.

Transparent communication

Clear and transparent communication from leadership is crucial for maintaining trust and motivation. Regular updates on company goals, performance expectations, and future plans keep employees informed and engaged.

Empowering leadership styles

Leaders who empower their teams by providing autonomy and decision-making opportunities foster a sense of responsibility and motivation. Encouraging innovation and creativity contributes to a positive work atmosphere.

Performance-based bonuses

Introducing performance-based bonuses or profit-sharing programs motivates employees to strive for excellence. This not only rewards hard work but also aligns individual goals with the company's success.

Employee recognition

Establishing a structured employee recognition program, whether through monthly awards or peer-to-peer recognition, enhances morale and job satisfaction. Feeling appreciated is a powerful motivator.

Team-building activities

Organizing team-building activities and events fosters strong interpersonal relationships among employees. A cohesive team is more likely to support and motivate each other, leading to improved overall performance.

Cross-functional collaboration

Encouraging collaboration between different departments and teams promotes a holistic understanding of the company's operations. This not only breaks down silos but also inspires innovation and fresh perspectives.

Employee engagement platforms

Utilizing modern employee engagement platforms allows for real-time feedback, surveys, and recognition. These tools provide valuable insights into employee satisfaction and areas for improvement. 

Joy and fun in the workplace

Incorporating gamification elements into tasks and projects can make work more enjoyable and boost motivation. Setting up friendly competitions or challenges adds an element of fun to the workplace. Consider a “decorate your desk” contest around a holiday! Post pictures on your social accounts to have people vote!

In the vast landscape of large businesses in the United States, employee motivation is the key to sustained success. By understanding individual needs, fostering a positive work environment, building a strong company culture, practicing effective leadership, implementing incentive programs, promoting collaboration, and embracing technology, businesses can create an environment where employees are motivated to excel.

Motivating employees can’t have a one-size-fits-all approach; it requires a multifaceted strategy that encompasses various aspects of the work environment. By prioritizing individual needs, cultivating a positive culture, and implementing effective leadership practices, companies and organizations in the United States can create an atmosphere where employees are not just workers but active contributors to the company's success.

Remember, the journey towards sustained employee motivation is an ongoing process. Regularly reassessing and adapting these strategies based on feedback and changing dynamics ensures that the workforce remains engaged and motivated in the long run.

In the ever-evolving landscape of business, companies that prioritize employee motivation are better positioned to attract and retain top talent. A motivated workforce not only drives productivity but also contributes to a positive company reputation, making it an invaluable asset in the competitive market.

 As legendary marketer and copywriter David Ogilvy once said, "The best ideas come as jokes. Make your thinking as funny as possible." Applying this principle to employee motivation, injecting a sense of humor and joy into the workplace can be a powerful motivator, fostering a culture where work is not just a duty but a fulfilling part of each individual's journey. Really stop and ask yourself, “Is there enough laughter around our workplace?”

In the grand scheme of large businesses in the United States, weaving a narrative of motivation requires dedication, understanding, and a commitment to the well-being of every employee. By incorporating the strategies outlined in this article, businesses can embark on a transformative journey toward creating a motivated, empowered, and resilient workforce that propels them to new heights of success.

Remember, employee motivation isn't just a checkbox on the HR to-do list; it's the heartbeat of a thriving organization.

Workforce retention crucial hacks

Wanted to share my top 3 crucial practices to ensure 2024 is better than 2023 for you AND your staff.

I'm obsessed with helping people just like you to create a workplace framework where NO ONE wants to quit!

1. Top to bottom responsibility: the support staff MUST feel they are equally SEEN and HEARD compared with supervisors. Supervisors must must be held accountable for how they treat and support those under them.

2. Younger staff WANT to be mentored: do whatever you can to connect younger/newer staff to seasoned/older staff in one-on-one or one-on-two mentoring relationships.

3. Mental health AUDITS often: either meet personally with every staff, or bare-minimum send a personal message asking how they are doing BOTH in and out of work. Then SUPPORT them however possible.

Here’s another article that lays out the top 10 benefits of workforce retention.

https://www.netsuite.com/portal/resource/articles/human-resources/employee-retention-benefits.shtml

How to delegate anything

MOST PEOPLE SUCK AT GIVING THINGS AWAY.

Here you go. An entire chapter from one of my books.

BRIDGE

1. What

You are standing at the edge of a river with ten people who have appointed you as their leader. The bridge is damaged. If five people cross over without it being repaired first, the bridge will collapse once they have crossed, leaving the rest of your group stranded. It is sunrise. At sunset, grizzly bears hunt in the very place you are gathered. If you do not get everyone to the other side by then, they’ll be in great danger. You cannot afford to fail.

2. Who

Your group is made up of:

1 in a wheelchair

1 who is 8 months pregnant

1 who is an engineer

2 who are excellent swimmers

1 who is a comedian

1 girl who is very tall and strong

2 who are very young, small, and physically weak compared to the rest

1 with a terrible attitude

Take out a pen and write next to each of the above:

1 advantage to having them in your group. 1 challenge they present.

Leaders need discernment. They need to be able to see the potential in their groups, but also be aware of potential challenges. The best leaders know how to turn the challenges into advantages. Here’s an example.

Many years of my life have included involvement in Young Life, a faith-based mentoring organization. At most Young Life week-long camps, the 300 or so students are taken on a hike. Usually, it’s a day-long adventure that starts in the center of the camp and lasts 5 or 6 hours as the group is led up a considerably difficult trail to a scenic overlook. I’ve seen teenagers make it all the way up that you’d never expect to see hiking. It’s pretty much magical at the top, with wide expanses of wilderness for miles in front of you. Seeing some of these students up there takes the moment itself and intensifies it. 

Sometimes, students with limited physical abilities attend camp, and since we wanted every kid to have the opportunity to experience the magic of the summit, no one was going to be left behind. One year a cabin full of teenage guys and their adult leader actually carried a girl that was normally confined to a wheelchair up the mountain in a makeshift stretcher. It took them much longer than the rest of the group. They were exhausted, but the cheer that arose from the crowd when they arrived at the top was enough to give anyone chills. They then carried her all the way down. I’m sure the girl was thrilled and honored by the gesture and enjoyed her moment at the top. Think about these guys, though. It was an opportunity to do something memorable. Something meaningful. Something life-changing. Something selfless. What seemed to be a disadvantage for the group as a whole turned into a wonderful moment in these students’ lives. Their leader’s vision catalyzed mattering for his guys and belonging for this girl. Beautiful and powerful.

3. How

Since this is a book on leadership, I want to give you a blueprint for the steps you should take to accomplish anything with your followers. Many books have been written about achievement, but here we’ll see a plan that will encompass more than merely finishing a task. Throughout this section, I suggest many ways to make sure that all your followers know and feel that they matter and belong.

DISCUSS

As you consider the people that make up your group, what is your first move? The smartest thing to do from the outset is to gather them. Immediately join forces. Don’t let a single person feel left out. Bond them together with you and with each other. This gathered time should be both omnidirectional and bidirectional. 

Omnidirectional: You need to create an opportunity for everyone to look at each other and be on the same level. Everyone should be validated and known, not just by you, but by everyone else. This could be as simple as wearing name tags, or as involved as taking an overnight retreat with them. As you respect them by giving them a voice, they’ll respect you for your humility. 

Bidirectional: There must also be time for you to talk and for them simply to listen and understand. Let them ask questions. Make them repeat important points back to you. Summarize the essentials at the end of this time.

In our bridge scenario, time is very limited and failure is not an option. Get right to the point. Most times, though, you’ll have more of a cushion when it comes to the length of the gathering, but please, please don’t hold people hostage in meetings while you drone on and on about inconsequential details.

At the bridge, you can’t sit around for hours on end. Time is of the essence. As the leader, you must discern the right amount of time to invest in your gathering stage. Gathering is imperative. Your hidden advantage as the leader during this time is that you’ll immediately gain insight into personalities and character traits. 

When you’re the leader, keep in mind that there are actually three types of dynamics within your group.

1.     You and the group as a whole

2.     You and the individual members

3.     Individual members and each other

       You are responsible for all three, all the time.

If one member has an issue with another member, it’s your responsibility to manage it. If two members are making another feel horrible, it’s your responsibility to handle it. That’s what a leader does. I’m not saying you need to have your nose in everyone’s tiniest issue, but you must be aware of and foster synergy within your group.

DECIDE

You basically have three options for how to accomplish this goal today:

Repair the bridge

Build a new bridge     

Find another way across

If you were in this situation, put those in order by which seems the best choice. Put a 1, 2, or 3 beside each solution.

This is where decisions must fall to the leader. Do you lead the group to vote and have a democratic outcome? Do you pull aside the brightest members and ask their opinions? Do you simply decide for the group with no one else's input? None of those answers are wrong if you have the group’s best interest in mind. Remember that you’re the leader for a reason. The group needs you to lead. There is in fact a real problem that must be solved, and you don’t have a lot of time.

DEFINE

A great leader knows how to clearly explain the final goal. I’ve heard this step described as “defining the win.” How does everyone know if progress is being made? How do they know when it’s over and if they were successful? In some situations, like in a soccer game, it’s obvious. Whoever has more points when time runs out wins. Great leaders know how to define goals when they might be hard to pinpoint.  

DELEGATE

You can’t do it all on your own, and as a leader, you shouldn’t. Your group needs you to lead them. Give the tasks away. Give the responsibilities away. Then make your way around the group, checking in with your team as the tasks are being completed. I’d encourage you to get your hands dirty with them. Offer guidance and/or advice for their specific task when necessary. Be careful to do this with the right attitude, though. You want to encourage and not discourage them. You should also pinpoint other members with leadership skills or influential personalities. Hand off supervisor-type responsibilities to them and trust them to be wise with their duties. Let them oversee sections of the group. Make sure you make it clear to those that these leaders oversee that you’ve put them somewhat in charge. Have these supervisors field questions and sort out problems on your behalf.

Here’s my mantra for you when it comes to this:

Either stop doing everything yourself or accept that you are merely a hard worker, not a leader. Leaders delegate.

DEPLOY

Tasks now need to be completed to accomplish your goal. Send everyone out with passion and purpose in your voice. Give them a strong reason to believe that they matter and belong to the group.

Applebee’s was a great place to work. The managers were always easy for me to get along with. One thing I appreciated about them was their mobility throughout their shift. When one person gets behind in their duties at a restaurant, it’s called being “in the weeds.” Each time staff members were “weeded,” a manager would jump in with them at their station. Cooking fries, making salads, washing dishes, busing tables. The way they knew when someone was weeded was by constantly making their way from place to place around the restaurant, checking in. Sometimes they’d merely observe without engaging in any conversation. If a person at a particular station was getting behind, the manager would roll up his or her sleeves and carry some of the load for a few minutes.

After you deploy your members, you need to stay connected to them and help when you can. Just do NOT get stuck for an extended period of time with one or two members. Two things will happen. First, the members that you’re not with may (and sometimes rightly so!) feel that you don’t like them as much. This could be hazardous to your leadership. People who feel neglected and out of the loop will start talking to each other...about you. Always. And it’s rarely positive talking. Second, another member may get “in the weeds,” and you’d have no idea. If one person gets behind, it will eventually affect the whole group’s progress.

DEBRIEF

When the day is done, when the work is done, whether you accomplished your goal or not, you must bring the group together to discuss what happened. Remember this imperative point, though:

Praise individuals PUBLICLY and criticize individuals PRIVATELY.

Shaming someone in public almost never has the effect you think it will have. In fact, it usually backfires.

Understanding employee retention

Employee retention refers to an organization's ability to keep its employees and ensure sustainability. It is represented by a statistic, such as a retention rate, which indicates the percentage of employees retained over a given period. The goal of employers is usually to decrease employee turnover, thereby reducing training costs, recruitment costs, and loss of talent and organizational knowledge. Strategies for employee retention include reducing turnover, providing competitive pay and benefits, rewarding workers, offering perks, and encouraging a healthy work-life balance

Employers must utilize positive reinforcement methods while maintaining expected hygiene factors to maximize employee satisfaction and retention. Employers need to pinpoint the root cause of the retention issue before implementing a program to address it. Once identified, a program can be tailored to meet the unique needs of the organization. Various programs exist to help increase employee retention, such as the Retention Diagnostic, which is a rapid benchmarking process that identifies the costs and can help uncover what affects employee loyalty, performance, and engagement

Effective employee retention strategies also involve addressing factors that contribute to turnover, such as lack of career development opportunities, poor work-life balance, undefined company culture, lack of recognition or rewards, and concerns about the company's financial health. Companies can take immediate action in key areas to help bolster their retention programs and lower turnover rates. These actions may include onboarding and orientation, mentorship programs, and employee compensation

Employee retention management involves taking strategic actions to keep employees motivated and focused so that they choose to remain employed and productive

Additionally, the Employee Retention Credit is a refundable tax credit against certain employment taxes equal to 50% of the qualified wages an eligible employer pays

To sum it all up, employee retention is crucial for organizational success, and implementing effective strategies can help reduce turnover, retain talent, and maintain a positive work environment.

Employee retention heading into 2024

In today’s business world, it is crucial to retain top talent. Employee turnover doesn’t just disrupt the flow of work but also leads to substantial costs related to hiring, training, and decreased productivity! The average cost to replace a position? $30K

To tackle this challenge, organizations are focusing more on implementing solutions for employee retention that go beyond strategies. Let’s explore aspects of retaining employees and discuss innovative approaches to creating a workplace that attracts and keeps the best talent.

Creating a Positive Work Environment

One of the factors that influences employee retention is the work environment. A positive workplace culture promotes employee engagement and satisfaction. Companies should give priority to establishing an inclusive, collaborative, and supportive atmosphere where employees feel valued. Regular team-building activities, open communication channels, and recognition programs contribute to fostering a work culture that encourages loyalty.

Competitive Compensation and Benefits

While a positive work culture is crucial offering compensation and benefits also plays a role, in retaining employees. Regularly evaluating salary structures based on market trends ensures that employees feel fairly rewarded for their work.

In addition offering benefits packages such, as health insurance, retirement plans, and flexible work arrangements plays a role in ensuring overall job satisfaction and acts as a vital tool for retaining employees.

Opportunities for Professional Development

Investing in the growth of employees not only enhances their skills but also shows a commitment to their personal development. Providing training programs mentorship opportunities and clear career paths within the organization can greatly contribute to employee retention. When employees can envision a future for themselves within the company they are more inclined to remain committed and contribute to its success.

Maintaining Work-Life Balance

Striving for a work-life balance is becoming increasingly important in today’s workforce. Employers should actively. Support working arrangements provide options for telecommuting and implement policies that prioritize employee well-being. Recognizing the significance of personal time fosters loyalty among employees. Helps reduce burnout leading to levels of job satisfaction and employee retention rates.

Regular Feedback and Recognition

Employees yearn for feedback and recognition regarding their contributions. Incorporating performance evaluations and recognition programs helps employees understand their strengths as well as areas where they can improve. Acknowledging and celebrating accomplishments regardless of size or magnitude fosters a work environment while highlighting the value each team member brings. Feeling acts, as a motivator that significantly contributes to employee retention.

Building channels of communication is crucial, for maintaining a work environment. It involves establishing means through which employees can stay informed about company updates, objectives, and expectations. Holding town hall meetings distributing newsletters and utilizing platforms are great ways to facilitate communication between leaders and employees fostering a sense of belonging and engagement.

Promoting employee wellness should be a priority as it directly impacts job satisfaction. Companies can implement wellness programs that address both mental well-being. This may involve providing fitness facilities, mental health resources, and initiatives for stress management. By addressing the well-being of employees companies not only improve retention rates but also cultivate a more resilient and productive workforce.

Implementing recognition and rewards programs goes beyond praise. Offering rewards like bonuses, gift cards or additional time off for performance helps foster a culture of excellence, within the organization. Recognizing an employee’s hard work doesn’t just boost morale. It also reinforces the idea that dedication and commitment are valued and acknowledged within the company.

Summing up, tackling employee retention requires taking an approach that encompasses strategies to create an environment where employees feel valued, supported, engaged, and motivated to stay with the organization.

To create a workplace that attracts and keeps talent organizations should focus on fostering a work environment offering competitive compensation that supports professional growth promotes work-life balance encourages feedback and communication prioritizing employee wellness and recognizing their contributions. Investing in strategies to retain employees does not only reduce turnover costs. Also cultivates a motivated and loyal workforce. As businesses evolve they must adapt their retention strategies to meet the changing needs and aspirations of their team members. By embracing solutions and actively listening to employees’ expectations organizations can establish an environment where talent not only chooses to stay but also thrives.

The core leadership strategy for leading generation-z and millennials in the workplace.

We’re knocking on the door of 2024 and effective leadership is not one-size-fits-all. Leading Generation Z and Millennials, two of the most influential generations in the modern workplace, demands a fresh, adaptable, and down-to-earth approach. If you're looking to lead and inspire these generations effectively, here are some practical strategies to absorb.

1. Embrace technology, but keep human interaction. Generation Z and Millennials are the "digital natives." They can’t remember a time without digital music and cell phones. They've grown up in a world saturated with technology, and they expect leaders to be tech-savvy. However, it's important not to lose sight of the human aspect of leadership. Use technology to your advantage, but don't let it overshadow the value of face-to-face interactions, mentorship, and emotional intelligence. Be approachable and engage in genuine conversations, whether in person or through virtual platforms.

2. These generations prioritize diversity and inclusivity. To lead them well, create a workplace where everyone feels valued. Encourage open dialogue and actively seek out diverse perspectives. Get input from a 25 year old AND a 55 year old and blend the answers. Your ability to lead a diverse team with empathy and fairness will set the tone for a work environment with SYNERGY.

3. Gen Z and Millennials have a strong desire for growth and learning. They want professional development and the chance to gain new skills. Offer ongoing training and opportunities for personal growth. This can include workshops, online courses, or simply providing resources to help them broaden their knowledge.

4. Authenticity is a crucial aspect of leadership for younger adults. They respect leaders who are transparent, open about challenges, and willing to admit their mistakes. Building trust through honesty is critical. Be straightforward in your communication and ensure that your actions line up with your words.

5. Young adults tend to thrive in collaborative environments where they can share ideas and contribute to the decision-making process. Encourage teamwork, value diverse opinions, and give them the autonomy to explore innovative solutions to problems. This will not only boost their engagement but also lead to fresh perspectives and creative solutions.

6. Promote flexible work arrangements, encourage employees to take time off when needed, and provide opportunities for them to recharge. In return, you'll find your team more energized and productive when they're at work.

7. Recognition and appreciation are essential for motivating younger generations. Implement a rewards system that acknowledges outstanding performance and provides regular feedback. Recognition doesn't always have to be monetary; a simple thank-you note or public “atta boy” can go a long way in motivating and retaining young talent.

8. Embrace being adaptable. Corporate America is continually evolving, and so are the expectations of employees. To lead Gen Z and Millennials effectively, be open to change. Keep an eye on emerging trends and technology, and be willing to pivot when necessary. Your willingness to evolve will resonate with your staff.

Leading GenZ and Millennials will require insight that blends the best of the digital world while remaining human beings. By embracing things that they value, prioritizing inclusivity, fostering a culture of learning, and staying open to change, you can inspire and lead these generations for the long haul. Remember that effective leadership is a marathon, and your commitment to understanding and adapting to their unique needs will pay dividends in the long run.

Psychological Safety in the Workplace: A Key to Employee Well-being and Productivity

Psychological safety in the workplace is a critical factor that can significantly impact an organization's success, employee well-being, and overall productivity. It refers to an environment in which employees feel safe to express their ideas, voice concerns, take risks, and be their authentic selves without fear of negative consequences. This concept has gained increasing recognition in recent years as companies have come to understand its profound importance in shaping the workplace culture and driving performance. In this article, we will delve into the significance of psychological safety and explore ways to cultivate it within your organization.

• Boosting Employee Engagement

Psychological safety plays a pivotal role in promoting employee engagement. When employees feel secure in their workplace, they are more likely to actively participate in discussions, collaborate with their colleagues, and contribute their best ideas. Engaged employees are motivated, committed, and more productive, leading to enhanced overall company performance.

• Fostering Innovation

Innovation is the lifeblood of any successful organization, and psychological safety is a key catalyst for innovation. When employees feel safe to share new and unconventional ideas, it can lead to breakthroughs and creative solutions. A culture of psychological safety encourages individuals to take calculated risks, experiment, and think outside the box, ultimately driving innovation and competitiveness.

• Reducing Employee Turnover

High turnover rates can be detrimental to an organization, both in terms of financial costs and the loss of institutional knowledge. Employees are more likely to stay with a company where they feel safe, respected, and valued. A psychologically safe workplace reduces turnover by creating an environment where employees want to remain and contribute to the company's success. As stated in another post, the average cost to replace an employee is 30% of the current employee’s salary!

• Enhancing Employee Well-being

A psychologically safe workplace is conducive to employees' mental and emotional well-being. When individuals feel comfortable expressing their feelings and concerns, they are less likely to experience stress, anxiety, or burnout. This, in turn, leads to better mental health outcomes, reduced absenteeism, and increased overall job satisfaction.

• Improving Decision Making

Effective decision making is a cornerstone of organizational success. In a psychologically safe environment, employees are more likely to engage in open and honest discussions, leading to well-informed decisions. When diverse perspectives are valued and encouraged, the organization benefits from a wider range of ideas and viewpoints, resulting in better decisions.

• Fostering Inclusivity and Diversity

Psychological safety is closely tied to inclusivity and diversity initiatives. When employees feel safe to express themselves, it creates a more inclusive atmosphere where individuals from diverse backgrounds are empowered to contribute their unique perspectives. This, in turn, leads to a more diverse and innovative workforce, which can be a competitive advantage.

Psychological safety in the workplace is not just a feel-good concept; it's a strategic imperative for organizations in the modern world. By fostering an environment where employees feel safe, respected, and valued, companies can unlock the full potential of their workforce, drive innovation, reduce turnover, and enhance employee well-being. It is a fundamental building block for creating a thriving, productive, and sustainable workplace culture. As leaders and organizations recognize its significance, psychological safety will continue to be a key driver of success in the business world.

Remote work hacks to draw employees back in.

98%

That’s how much of the workforce wants at least partial remote work available to them in their job. Motivating employees to come into the office instead of working virtually involves creating a positive and engaging workplace environment. Check out these hacks to help make employees want to come into work. Unless of course, you’re planning to push against the remote landslide that is never going to be back to “normal”.

1.     Flexibility with conditions: Consider offering flexible work arrangements that allow employees to balance both in-office and remote work. But but but. Keep several mandatory in-office blocks of time each week to actually work side by side.

2.     Safe + inviting  workspace: Ensure that the office space is clean, comfortable, and safe. Maybe upgrade some furniture, get rid of bad lighting, have good coffee,  have a stash of snacks that you’ve put some thought into.

3.     Collaborative workspaces:  Emphasize the value of face-to-face interactions for collaboration and team building. Arrange meetings, brainstorming sessions, and collaborative projects that require physical presence BUT create spaces where these interactions are more comfortable and functional.

4.     Professional dev: Have opportunities for skill development and career growth that are ONLY available on site, like workshops, and training sessions.

5.     Social activities: Organize social events, team-building activities, or get outside and play 30 minutes of wiffleball. It’s wild how simple it can be to build a sense of community among employees. Don’t overthink these, just get them on the calendar now.

6.     Employee involvement: Involve employees in decision-making processes and encourage them to share their input on office policies, layout, and other factors that affect their work environment. “I’d like to give Lucy a shout out for her innovative idea on where to put the new mini fridge.”

7.     Personalization: Let employees personalize their workspaces to some extent, so they feel a sense of ownership and comfort when they come into the office.

8.     Lead by example: Leaders have no option but to set an example by being present in the office and actively jumping in to the above list!

9.     What would you add?

Leadership styles of Gen-Z and Millennials

In today's rapidly evolving world, the leadership landscape is witnessing a generational shift as the torch is passed from older generations to the rising force of Gen Z and Millennials. As these digital natives come of age, their unique perspectives, values, and skills are reshaping traditional notions of leadership. This blog post explores the emerging leadership qualities of Gen Z and Millennials, and how their distinctive attributes are poised to make a significant impact on the future of organizations and society.

1. Embracing Diversity and Inclusion: One hallmark of Gen Z and Millennial leadership is their unwavering commitment to diversity and inclusion. Growing up in an era characterized by globalization and social movements, they inherently understand the importance of embracing different perspectives, experiences, and backgrounds. This inclusive mindset enables them to create diverse teams, foster collaboration, and drive innovation. By championing diversity, they not only ensure equal opportunities but also harness the power of collective intelligence and create stronger, more resilient organizations.

2. Tech-Savviness and Digital Fluency: Gen Z and Millennials are often referred to as the "digital natives" due to their upbringing in the era of technological advancement. Their fluency with technology and digital platforms gives them a unique advantage in the modern business landscape. They can effortlessly navigate complex digital ecosystems, leverage data-driven insights, and harness emerging technologies to drive organizational growth and efficiency. Their tech-savviness enables them to adapt quickly to changing digital landscapes, making them valuable assets in the era of digital transformation.

3. Collaborative and Agile Mindset: In contrast to hierarchical structures, Gen Z and Millennials gravitate towards collaborative and agile work environments. They value open communication, teamwork, and the exchange of ideas. These emerging leaders prefer flat organizational structures that encourage collaboration across departments and levels. Their ability to collaborate and adapt quickly to new circumstances fosters agility, allowing organizations to respond effectively to dynamic market conditions and drive innovation.

4. Purpose-Driven Leadership: Gen Z and Millennials are driven by a strong sense of purpose and a desire to make a positive impact on the world. They prioritize meaningful work, social responsibility, and sustainability. These emerging leaders are not content with mere financial success; they seek to align their personal values with the organizations they work for. They are more likely to choose employers and leaders who demonstrate a commitment to ethical practices, social causes, and environmental sustainability. Their purpose-driven mindset brings a new dimension to leadership, infusing organizations with a sense of mission and societal impact.

5. Continuous Learning and Adaptability: Gen Z and Millennials are lifelong learners, constantly seeking new knowledge and skills. They value personal and professional growth, and are eager to acquire diverse experiences. This thirst for learning and adaptability equips them to navigate the ever-changing business landscape. As leaders, they encourage a culture of continuous learning within organizations, fostering innovation and resilience.

6. Effective Communication and Authenticity: Gen Z and Millennials have grown up in an era of constant connectivity, where effective communication is paramount. They are adept at leveraging various communication channels and technologies to connect with diverse audiences. Moreover, they value authenticity and transparency in leadership. They appreciate leaders who can communicate openly, listen actively, and foster genuine relationships. By embracing transparent and authentic communication, Gen Z and Millennials create trust, build strong teams, and inspire others to follow their lead.

Conclusion: Gen Z and Millennials are poised to redefine leadership in the 21st century. Their distinctive attributes, including their inclusive mindset, tech-savviness, collaborative nature, purpose-driven approach, continuous learning mindset, effective communication skills, and authenticity, position them as transformational leaders capable of driving organizational success in the face of unprecedented challenges. By recognizing and harnessing the leadership potential of Gen Z and Millennials, organizations can unlock new opportunities, cultivate innovation, and create a brighter future for all. It is essential for businesses and society as a whole to embrace and support the emerging leadership of these generations, enabling them to shape a more inclusive, technologically advanced, and purpose-driven world.

-written with assistance of ChatGPT

What you don’t realize about motivating employees.

Motivation is the driving force behind human behavior and actions. Understanding the diverse factors that inspire and propel individuals is crucial, whether it's in the workplace, personal pursuits, or achieving goals. In this blog post, we will delve into the fascinating world of motivation and uncover ten different types that fuel human ambition and drive.

1. Intrinsic Motivation: Intrinsic motivation arises from internal factors, such as personal satisfaction, enjoyment, or a sense of accomplishment. Individuals intrinsically motivated engage in activities because they find them inherently rewarding and fulfilling. Examples include pursuing hobbies, solving challenging problems, or engaging in creative endeavors.

2. Extrinsic Motivation: Contrary to intrinsic motivation, extrinsic motivation stems from external factors like rewards, recognition, or tangible benefits. People driven by extrinsic motivation seek external validation or incentives to perform certain actions. This can include financial rewards, public recognition, or promotions in the workplace.

3. Achievement Motivation: Achievement motivation is driven by the desire to set and accomplish challenging goals. Individuals with high achievement motivation often thrive on personal growth, overcoming obstacles, and surpassing their previous achievements. They are motivated by the pursuit of excellence and the sense of accomplishment that comes with it.

4. Power Motivation: Power motivation refers to the desire to influence or have control over others or situations. Individuals with strong power motivation are driven by the need to lead, make an impact, or be in authoritative positions. They derive satisfaction from having control, making decisions, and having their ideas implemented.

5. Affiliation Motivation: Affiliation motivation is characterized by the need for social connections, belongingness, and maintaining interpersonal relationships. People driven by affiliation motivation find fulfillment in teamwork, collaboration, and developing strong bonds with others. They thrive in environments that encourage social interactions and a sense of community.

6. Competition Motivation: Competition motivation arises from the desire to outperform others or achieve superiority in a specific area. Competitive individuals are energized by challenges, comparison with others, and the opportunity to demonstrate their skills or abilities. Competition can fuel their drive and push them to constantly improve.

7. Fear Motivation: Fear motivation stems from the desire to avoid negative consequences or threats. It acts as a protective mechanism, compelling individuals to take action to prevent harm or unfavorable outcomes. Fear of failure, rejection, or adverse circumstances can be powerful motivators in driving people to act and make necessary changes.

8. Altruistic Motivation: Altruistic motivation is driven by the desire to help others or contribute to the greater good. Individuals with strong altruistic motivation find purpose and fulfillment in acts of kindness, philanthropy, or making a positive impact on society. Their motivation comes from a genuine concern for the well-being of others.

9. Learning Motivation: Learning motivation is fueled by the thirst for knowledge, personal growth, and acquiring new skills. Individuals driven by learning motivation are eager to expand their understanding, explore new concepts, and gain expertise in various areas. They find joy and fulfillment in the process of acquiring knowledge and continuously improving themselves.

10. Autonomy Motivation: Autonomy motivation arises from the need for independence, freedom, and self-direction. Individuals with high autonomy motivation are motivated by the ability to make decisions, set their own goals, and have control over their actions. They find fulfillment in having the freedom to choose their path and shape their own destiny.

Motivation is a complex and multifaceted aspect of human psychology, with various factors influencing each individual's drive and ambition. Understanding the different types of motivation, such as intrinsic, extrinsic, achievement, power, affiliation, competition, fear, altruistic, learning, and autonomy, can help individuals and organizations tap into these powerful forces to unlock their full potential. By recognizing and leveraging these diverse motivations, we can create environments that inspire and empower individuals to thrive and achieve remarkable things.

-written with assistance from chatgpt

Mitigating risk when hiring a keynote speaker for your event.

Hiring a keynote speaker is a significant investment for any event or conference. The success of the event often relies heavily on the speaker's ability to engage and inspire the audience. However, with great potential rewards also come risks. A poorly chosen speaker can not only undermine the event's objectives but also tarnish its reputation. In this blog post, we will explore key strategies and considerations to help you mitigate risk when hiring a keynote speaker.

1. Clearly Define Your Event Objectives: Before starting your search for a keynote speaker, it is crucial to have a clear understanding of your event's objectives and target audience. Identify the key messages and themes you want the speaker to address. Defining these factors will guide your selection process and ensure alignment with your event's purpose. Remember that in order to capture and hold the attention of the attendees, the speaker MUST be proficient in public speaking skills, in addition to sharing their content.

2. Thoroughly Research Potential Speakers: Research is paramount when hiring a keynote speaker. Start by assessing their expertise, experience, and reputation. Look for relevant past speaking engagements, testimonials, and videos of their presentations. Evaluate their ability to connect with different audiences and assess their style, delivery, and content.

3. Request References and Contact Past Clients: Request references from the speakers you are considering. Reach out to past clients and event organizers to gain insights into their experiences working with the speaker. Ask about their professionalism, reliability, audience engagement, and whether they delivered on expectations. These conversations can provide valuable firsthand information that will inform your decision-making process.

4. Conduct Thorough Interviews: Consider conducting interviews with shortlisted candidates to get a better sense of their suitability for your event. Discuss your event objectives and expectations, and gauge their level of enthusiasm and commitment. Pay attention to their communication skills, flexibility, and willingness to customize their presentation to align with your specific event requirements.

5. Review Speaker Assets and Contracts: Carefully review the speaker's presentation materials, such as slides, handouts, or multimedia components. Assess the quality, relevance, and potential impact of their content. Additionally, review the speaker's contract and payment terms to ensure they align with your budget and event requirements. Seek legal advice if necessary to safeguard your interests.

6. Consider Working with a Speaker Bureau or Agency: Speaker bureaus and agencies can be valuable partners in mitigating risks when hiring keynote speakers. They thoroughly vet their roster of speakers, ensuring their credibility and reliability. They can help match the right speaker to your event based on your specific needs, handle logistical details, and provide support in case of any issues.

7. Request a Pre-event Consultation: You have to “define the win” to ensure you and the speaker are aligned. To mitigate potential risks further, request a pre-event consultation with the selected speaker. This consultation can include discussing your event's theme, target audience, and key messaging. Clarify logistical details and any specific requirements, such as AV equipment or special accommodations. This consultation will help establish a rapport and ensure the speaker fully understands your expectations.

8. Incorporate Performance Clauses in the Contract: To safeguard your investment, consider including performance clauses in the speaker's contract. These clauses can outline specific performance expectations, such as the length of the presentation, content relevance, and overall audience engagement. Clearly define the remedies or compensation that will apply if the speaker fails to meet these expectations.

Conclusion: Hiring a keynote speaker is a significant decision that can greatly impact the success of your event. By taking proactive steps to mitigate risk, such as thorough research, conducting interviews, and requesting references, you can increase the likelihood of hiring a speaker who will inspire and engage your audience. Working with a reputable speaker bureau or agency and incorporating performance clauses in the contract can provide an additional layer of protection. Remember, investing time and effort in the selection process will pay off in the form of a successful event that leaves a lasting positive impression on your attendees

-written with assitance from chatgpt

The Evolution of Keynote Speaking: Shaping Perspectives and Inspiring Change

Keynote speaking, an art form that combines eloquence, knowledge, and charisma, has played a pivotal role in shaping societies, inspiring change, and disseminating ideas. Dating back centuries, keynote speaking has evolved alongside the progress of human civilization, adapting to the needs and preferences of different eras. This essay traces the captivating history of keynote speaking, highlighting its significance and influence on various domains.

Early Beginnings: The roots of keynote speaking can be traced back to ancient civilizations, where orators would address crowds on matters of importance. In ancient Greece, renowned speakers like Demosthenes and Pericles captivated audiences with their persuasive skills, delivering speeches that influenced political decisions and ignited revolutions. Their ability to command attention and inspire action laid the foundation for the art of public speaking.

Religious and Political Platforms: Throughout history, keynote speaking has played a crucial role in religious and political realms. In the medieval period, religious leaders used sermons to communicate religious teachings, morality, and spiritual guidance to congregations. Powerful speakers like Martin Luther and John Calvin became catalysts for the Protestant Reformation, utilizing their speeches to challenge the established order and advocate for change.

During the Renaissance, political leaders recognized the power of oratory to sway public opinion. Influential figures like Niccolò Machiavelli and Thomas More employed their oratorical skills to rally support, convey ideologies, and inspire citizens. Their speeches served as rallying cries during times of political turmoil and shaped the course of history.

The Modern Era: The advent of the Industrial Revolution and technological advancements in the 19th century transformed the landscape of keynote speaking. As mass communication mediums such as radio and television emerged, speakers found new avenues to reach larger audiences and amplify their messages. Notable figures like Winston Churchill and Franklin D. Roosevelt harnessed the power of radio to deliver compelling speeches during times of war, galvanizing nations and offering hope in times of despair.

In the 20th century, the concept of keynote speaking gained prominence in business and professional circles. Renowned speakers like Dale Carnegie and Zig Ziglar emerged, focusing on motivational speaking and personal development. Their presentations provided guidance, inspiration, and strategies for success, catering to the growing demand for self-improvement and career advancement.

Keynote Speaking in the Digital Age: The rise of the internet and digital platforms in the late 20th century revolutionized keynote speaking once again. Speakers gained access to a global audience through webinars, podcasts, and online conferences, transcending geographical barriers. Notable speakers such as Tony Robbins and Brené Brown leveraged digital platforms to disseminate their messages and build communities around their ideas.

In recent years, the demand for keynote speakers has surged, with organizations recognizing the value of inspirational storytelling, thought leadership, and expertise. Keynote speakers are invited to conferences, seminars, and corporate events to share their insights, spark conversations, and inspire action. The art of keynote speaking continues to evolve, incorporating multimedia elements, interactive sessions, and innovative presentation styles to captivate audiences in an increasingly digital and attention-scarce world.

The history of keynote speaking is a testament to the enduring power of oratory and its ability to shape minds, influence decisions, and ignite change. From ancient Greece to the digital age, keynote speakers have played a pivotal role in religion, politics, business, and personal development. The art of keynote speaking continues to evolve, adapting to the changing needs and preferences of society. As we navigate the future, the influence of impactful speakers will remain invaluable, uniting audiences, and inspiring individuals to unlock their potential and create a better world.

-this was written with assistance from ChatGPT

So, what is the upside of bringing in a keynote speaker anyway?

Here are some advantages of bringing in a professional keynote speaker for your corporate event or conference:

1. Expertise and Knowledge: Keynote speakers are typically industry experts, thought leaders, or individuals with significant experience in a specific field. They bring a wealth of knowledge, insights, and expertise that can educate and inspire your audience. Their expertise can help enhance the overall content and value of your event.

2. Engaging and Memorable Presentations: Keynote speakers are skilled at delivering captivating and impactful presentations. They have honed their speaking abilities and know how to engage and connect with diverse audiences. Through storytelling, humor, and interactive techniques, they can create a memorable experience that resonates with attendees long after the event.

3. Fresh Perspectives: Keynote speakers often offer fresh and unique perspectives on relevant topics. They can challenge conventional thinking, introduce innovative ideas, and provide insights that inspire attendees to think differently and embrace new approaches. These fresh perspectives can spark creativity and drive positive change within your organization.

4. Motivation and Inspiration: Keynote speakers are adept at motivating and inspiring audiences. They can share personal stories of overcoming challenges, impart valuable life lessons, and provide practical strategies for success. Their energy and passion can ignite motivation and enthusiasm among your employees, helping them stay focused, engaged, and inspired to achieve their goals.

5. Networking Opportunities: Corporate events that feature keynote speakers often attract a diverse audience, including professionals from various industries and backgrounds. Hiring a well-known or influential speaker can help draw attendees and provide networking opportunities. The presence of a renowned speaker can create a buzz and generate excitement, facilitating connections and collaborations among participants.

6. Enhancing Brand Image: By hiring a respected and reputable keynote speaker, you can enhance your organization's brand image and credibility. Associating your event with a renowned speaker reflects positively on your company and showcases a commitment to providing valuable experiences to employees, clients, or partners.

7. Customization and Relevance: Many keynote speakers are flexible and willing to tailor their presentations to suit the specific needs and goals of your event. They can incorporate your organization's values, industry trends, and desired outcomes into their speeches, ensuring the content is relevant and aligned with your objectives.

8. Post-Event Impact: The impact of a keynote speaker's message can extend beyond the event itself. Attendees are likely to share their experiences and insights with colleagues, helping spread key takeaways and creating a lasting impact within your organization. Additionally, professional keynote speakers often offer additional resources, such as books, online courses, or follow-up materials, allowing attendees to continue learning and implementing their teachings after the event.

Remember to carefully research and select a keynote speaker who aligns with your event's goals, target audience, and desired outcomes. By investing in a quality keynote speaker, you can elevate your corporate event, engage participants, and provide a valuable and memorable experience for all involved.

-this was written with assistance from ChatGPT

Understanding Mental Health: Exploring Differences between Generations

Mental health is an essential aspect of overall well-being, and understanding the differences between generations can shed light on the unique challenges and experiences individuals face. In this post, we will explore the varying perspectives and experiences related to mental health across different generations. By recognizing these differences, we can foster empathy, support, and effective strategies for mental health promotion.

Silent Generation and Baby Boomers: The Silent Generation and Baby Boomers, born roughly between the 1920s and early 1960s, have experienced significant shifts in societal attitudes towards mental health. Some key observations include:

1. Stigma and Limited Awareness: Mental health issues were often highly stigmatized and less discussed during their formative years. Seeking help for mental health concerns was considered taboo, resulting in limited awareness and access to resources.

2. Resilience and Self-Reliance: Members of these generations were raised in a time that valued strength and self-sufficiency. Consequently, mental health concerns were often addressed privately, relying on personal coping mechanisms or seeking support within close-knit social circles.

3. Generational Trauma: The Silent Generation witnessed events like World War II and the Great Depression, while Baby Boomers experienced the social and political upheavals of the 1960s. These collective experiences may have shaped their mental health challenges and resilience.

Generation X: Born between the early 1960s and early 1980s, Generation X has witnessed changing societal attitudes towards mental health. Some notable characteristics include:

1. Increased Awareness: Generation X has experienced growing awareness and destigmatization of mental health issues. There has been a shift in societal dialogue surrounding mental health, leading to more openness and acceptance.

2. Work-Life Balance Challenges: As the first generation to embrace dual-income households, Generation X faced unique work-life balance challenges. Juggling career aspirations, family responsibilities, and caregiving for both children and aging parents contributed to increased stress levels and mental health concerns.

3. Technological Influence: Generation X experienced the rapid rise of technology, witnessing the transition from analog to digital. This generation has had to adapt to the impact of technology on mental well-being, such as the potential for increased screen time and the constant connectivity of the digital world.

Millennials and Generation Z: Millennials (born in the early 1980s to mid-1990s) and Generation Z (born roughly from the mid-1990s to the early 2010s) have grown up in an era shaped by technological advancements and increasing awareness of mental health. Key observations include:

1. Mental Health Advocacy: Millennials and Generation Z have been instrumental in the ongoing destigmatization of mental health. They have championed discussions on social media, advocated for mental health resources, and contributed to a shift in societal attitudes towards seeking help.

2. Digital Influences: These generations are highly digitally connected, which has both positive and negative implications for mental health. The constant exposure to social media and the pressure of maintaining a curated online presence can contribute to increased anxiety, comparison, and cyberbullying.

3. Unique Stressors: Millennials and Generation Z face distinct stressors, including economic uncertainty, student loan debt, job market challenges, and social media pressures. These factors can impact mental health and contribute to increased rates of anxiety and depression.

Conclusion: Understanding the differences in mental health experiences across generations is crucial for fostering empathy and developing effective strategies for support and intervention. While societal attitudes and awareness of mental health have evolved over time, each generation faces unique challenges. By acknowledging and addressing these differences, we can work towards creating a more inclusive and supportive environment for individuals of all ages, promoting mental well-being across generations.

-this was written with assistance from ChatGPT

Gen Z + Millennials in the workforce

Generation Z Employment Data:

1. Workforce Entry: Generation Z is the youngest generation in the workforce, with the oldest members being in their early to mid-20s. Many are just beginning to enter the job market or are still pursuing higher education.

2. Education and Skills: Generation Z tends to have higher levels of education compared to previous generations. They have grown up in a digital era and possess strong technological skills.

3. Job Preferences: Generation Z seeks meaningful work that aligns with their values and offers opportunities for growth. They value workplace flexibility, diversity, and a positive work-life balance.

Millennials Employment Data:

1. Workforce Representation: Millennials are a significant portion of the workforce, with the oldest members entering their late 30s or early 40s. They have reached various stages of their careers, including entry-level positions, mid-level management, and entrepreneurship.

2. Education and Skills: Millennials are well-educated, with a higher percentage holding bachelor's degrees compared to previous generations. They have adapted to technological advancements and possess strong digital literacy skills.

3. Job Market Challenges: Millennials faced challenges in entering the workforce due to the Great Recession of 2008. They experienced high levels of student debt and faced a competitive job market during the early stages of their careers.

4. Job Hopping: Millennials are known for being more prone to job changes compared to previous generations. They seek career development, work-life balance, and opportunities for growth and purpose in their careers.

   -this was written with assistance from ChatGPT

Understanding the Generational Divide: Exploring the Differences between Generation Z, Millennials, and Generation X

In today's diverse society, it is essential to comprehend the characteristics, values, and behaviors that distinguish different generations. Three prominent generations that have shaped the modern world are Generation Z, Millennials, and Generation X. While each generation shares certain similarities, they also exhibit unique traits that set them apart. In this blog post, we will delve into the distinctive qualities of these generations and explore how they have influenced society.

Generation X: Born between the early 1960s and early 1980s, Generation X grew up during an era of significant social change. Often labeled as the "latchkey kids," they were the first generation to experience a rise in dual-income households. Key characteristics of Generation X include:

1. Independent and resourceful: Growing up with working parents, Generation X learned to be self-reliant from an early age. They developed resilience and adaptability, which has translated into a strong sense of independence.

2. Work-life balance advocates: Having witnessed the work-centric lives of their parents, Generation X prioritizes a healthy work-life balance. They value flexibility and seek fulfilling careers that allow them to maintain personal and professional equilibrium.

3. Technologically adaptable: Generation X witnessed the rapid rise of technology and adapted to the changing landscape. While not as digitally native as subsequent generations, they quickly embraced advancements and integrated them into their lives.

Millennials: Born between the early 1980s and mid-1990s, Millennials, also known as Generation Y, are often associated with being tech-savvy and socially conscious. Here are some defining characteristics:

1. Digital natives: Millennials grew up during the advent of the internet, making them the first generation to fully embrace digital technology. They are comfortable navigating various digital platforms and have leveraged technology to reshape industries and communication.

2. Collaborative and inclusive: Millennials value teamwork and collaboration. They appreciate diverse perspectives and strive for inclusive environments that foster creativity and innovation.

3. Purpose-driven: This generation seeks meaning and purpose in their personal and professional lives. Millennials are more likely to prioritize job satisfaction and align themselves with organizations that align with their values and social causes.

Generation Z: Born roughly between the mid-1990s and the early 2010s, Generation Z, also known as the iGeneration or Gen Z, is the first generation to have grown up entirely in the digital age. Here are some notable characteristics:

1. Digital natives on steroids: Generation Z is truly immersed in the digital world. They have never known a time without smartphones, social media, and constant connectivity. They are adept at multitasking across multiple screens and are quick to adopt new technologies.

2. Diversity and inclusion advocates: Generation Z is the most diverse generation in history, with a keen awareness of social issues and a strong desire for inclusivity. They value authenticity, equality, and representation.

3. Entrepreneurial mindset: With access to vast amounts of information and resources online, Generation Z has a strong entrepreneurial spirit. They are inclined to pursue self-employment and start their own ventures at a young age.

Conclusion: Understanding the differences between Generation Z, Millennials, and Generation X is crucial for effective communication, marketing, and workplace dynamics. While each generation possesses unique traits and experiences, it is essential to avoid generalizations and recognize the immense diversity within each group. By embracing these differences, we can foster collaboration, bridge generational gaps, and create a more inclusive society that benefits all generations.

-this was written with assistance from ChatGPT

If Metallica were soft pop?

My mom would listen to Metallica if they played soft pop music.

Hey, Metallica, do you not understand you’d have way more fans and make way more money if you changed your sound to something more…accessible to a bigger audience?

Seems like a no brainer! But, is it really?

Let’s assume Metallica did it. They toned it WAY down. Well, they sort of did this in the 90’s with Nothing Else Matters. The Black Album crushed the radio/sales charts. But they lost my respect. I was in high school and was a big time heavy music fan. When they went softer, I missed the good old Metallica. The angst in the riffs. The ferocity of the drums. James’ fierce growl-singing.

How does this relate to running a business?

1. In our attempt to become more accessible, we risk losing our most ravenous fans.

2. Revenue and respect pass each other in the doorway of our business.

3. Often, revenue then follows respect out the door soon after.

4. Our brand blends into the overcrowded space we operate in and thus, no one notices you.

5. Behind the curtain, the bandmates(your leadership team) would certainly not be their most authentic selves.

As strange as it may sound, you’re not wise to try to be all things to all people. As Sally Hogshead would put it, “be somebody’s favorite”. Stay “on-brand”…always. This Forbes article sums up the value of finding (and remaining in) your niche.

My mom will never like Metallica. She won’t own a t-shirt, know that Dave Mustaine was the original guitarist, or attend a concert. That’s just fine. It’s actually better, since it proves that Metallica may have dabbled in toning it down, but never committed to it.

These are the kinds of things I obsess over and include in my keynotes. More about that here.

…now I need to unpause Lux Æterna on Spotify.

Communication deconstructed

Communication Deconstructed

 There is value in deconstruction. Taking things apart helps us see the pieces of the whole with increased clarity. We are going to do that right now. Take a look at the following recipe. Don’t rush. Take it in. Consider it. Mull it over. Push and prod it. Here is communication deconstructed.

We have now isolated one half of a conversation. Repeat this over and over and you see the skeleton of dialogue.

Let’s quickly now zoom in on each step.

Creation: What is it you’re trying to say? Why do you want or need to say it? Who are you specifically saying it to? What do you hope they will know, feel or do as a result of reading, seeing or hearing it?

Departure: You must determine the route it will take. Will this travel via email, phone call, TV advertisement, direct mailer, social media, or *gasp face-to-face interaction? Do not underestimate how crucial of a decision this is. Check out the section in chapter R about military officers delivering death notices.

Keep in mind that the more personalized your message is FOR the recipient, the better your chances of success. Each year on the day after my birthday, I make sure to go through all the well wishes on Facebook and write a thank you reply to every single one personally.

Reception: Plain and simple, this is the most critical step. Your message wasn’t merely sent but it was received. Did you get my email? Did you hear my voicemail? Did my letter arrive? Did you hear what I just said? You get the picture.

Notification:  Cross your fingers since this is also not guaranteed to happen. However, there are things we can do on our end to increase the chances of knowing the message was at least received. A few years ago, I made one of the smartest investments of $5 a month. It’s an add on to my email service that sends alerts each time an email is opened. Finally, I could put to rest my constant wondering if certain emails were being opened and/or read! There are conversational techniques we can use to give us similar results. Try these next the time you’re talking with someone.

Ask them what they think about what you’re saying.

Ask them to repeat back what you’d like them to know or do.

Ask them to let you know when they have completed what it is you’ve asked them to do.

Speaking to a large group, say “clap once if you can hear me.”

Of course, if you’re a great listener or have great social awareness then this will come much easier for you than it will with the rest of us.

Intake: Here’s where things get more complex. Going back to the creation step, you should have had the receiver(s) in mind as you constructed your message. Yes, even verbal communication can be constructed before you speak it. Sometimes you have all the time in the world to construct while other times you only have seconds. You and I cannot guarantee how someone will intake your message. They are reading, hearing and experiencing through a filter. The very fact that you can create messages with this awareness puts you far ahead of most people. Perhaps the most helpful intake filter to be conscious of is that most of us are busy. And not just busy, but inundated with hundreds or thousands of other messages that might be more or less important to them than yours. Thousands? Absolutely. The average American sees 5,000 advertisements per day. And that’s just advertisements.

Processing: The receiver now considers what your message is telling them. In conversations, this is something I take longer with than others. Some of us process quickly and some, like me, not so much. Can the receiver actually be lazy or forgetful? Sure. If we believe the best about them though, it’s a matter of how their brain works. They draw on all kinds of information stored in their memory.

“Why is this person even asking me this question?”

“Is this thing they are telling me about really all that great?”

“I need to think about this in a few days when my mind is clear.”

“Am I just a number to the sender or are they genuinely interested in connecting with me?”

Action: It’s go time. Well, hopefully. A love letter may get the desired action of the receiver’s heart beating a little faster as she holds it tight in her hands as her eyes close. Everyone erupts in screams as the lead singer on stage shouts into the microphone, “You feelin’ good tonight?!” 25 sales are made after your marketing pitch at a seminar. Your best friend gives you the longest and tightest hug of your life when you break the news that your sister has cancer.

More about Mike’s communication keynote here.