Ralf Weiser's Blog – Shake Up Your Snow Globe! ©

Stop doing, shake your globe, ponder, dream, start reaching your full potential – live on purpose and do it with a smile!

Archive for the category “learn and earn”

Your parents may be the dumbest people you will ever meet, and…


Your parents may be the dumbest people you will ever meet, and… 

Recently I went to an event that highlighted the workforce development crisis that has hit almost all industries in the region: Low unemployment rates that have been around for a while and the younger folks do not seem to be excited getting into the workforce early on. Manufacturing, Agriculture, Emergency providers, Hospitals, Trades, and even IT, etc are all dying at the vine for new team members. Among many issues one struck me as a new caveat: Millennials and younger adults are having issues finding and then connecting to future employers. How sad is this?

Assuming this is truth to this it would be sad indeed. One speaker then asserted the following, and I quote: “Your parents may be the dumbest people you will ever meet, and yet they are connected”. Going back to my youth I can totally identify with adolescents not wanting to have anything to do with their parents. On the other hand, they are indeed connected with so many people in many different circles. Why not make use of this invaluable resource. A parent should not get you the job, but they can certainly connect you with a person or place that may offer you a job. Make good use of this opportunity. Businesses do not hire people. People hire people and that requires connecting at a personal level.

There are so many open positions and exciting careers are waiting for suitable candidates. I am most excited about the many new opportunities that finally offer new career paths that allow starting a job and / or apprenticeship path that also embeds post-secondary education in it. This “yes and” pathway no longer lets students and parents dread having to make the choice between either going to college, or “just” joining the workforce. I am even more excited about more and more organizations paying attention to offering tuition re-imbursement, a career path, and a lot of support and structure helping team members get there.

All you need to do is allowing your parents to connect you with a person that just may listen to you – and it may lead to a new career path.

Ralf

3 must-have things that your company must be able to offer to Millennials


3 must-have things that your company must be able to offer to Millennials Ralf a

This post is directed toward business leaders and entrepreneurs currently looking to fill open positions in their organizations. Are you shying away from attracting the Millennial age group? I see and hear it all the time: “They are so entitled”, “They cling to their cell phones”, “They don’t stay”, “They are way to aggressive with their growth plans”, and so many more. I cannot hear it any more. Like it or not, these young and talented (I might add, very talented) people are our future work force and they are awesome.

Why do I say this? They are awesome multitaskers for starters. They grew up with technology from the day they were born. They were challenged and put under so much more pressure education and expectation wise like no other generation before. They are not afraid of taking entrepreneurial risk and thus are not afraid to take freelancing positions. They thrive in a good company cultures that embraces them and they can be loyal like no other generation before them. That leads me to three key items that your organization must be able to provide to them in order for them to be attracted enough to join you and then to stay around:

  1. Purpose: Like no other generation before them they like for their time to count for something. Is it worth their time to spent time with you and your company? How will this make other people better off? Is the organization willing to do something for community and environment?
  2. Structure: They embrace structure. This means everything from training plan, to career building. While Babyboomer and GenX folks may be excited by hearing their leaders giving them the freedom to “go figure it out yourself”, Millennials thrive in an evironment where there are hard and soft rules how you want them to handle tasks and finding solutions for everyday problems. They excel at sharing information and solutions – how cool is this?
  3. Career pathway: Millennials are very keen on finding out early what their career advancement may look like and how to get there. They may be to overzealous, but they are very excited to put the effort into their careers and they can be very loyal to an organization that is willing to help them get there. The only effort the business leader must make is creating the career pathway plan how their employees can get there.

According to a study published in SmartCEO recently manufacturing has the 4th oldest workforce. This will mean these folks with be aging out at impressive numbers within the next 5 to 10 years. Companies had better figure out a better way embracing the up and coming new team members, or they will lose out to business leaders who make the effort preparing their organizations accordingly. Please welcome all age and education groups into your organization, or you will face significant issues in attaining and then retaining talent.

Ralf

12 questions fostering servant leadership in business leaders


12 questions fostering servant leadership in business leaders Smaller FB

What is a servant leader? This is a leader-manager who understands that he is the one who serves his team and not the other way around. It is great to see and hear that more and more old fashioned toxic working environments with their command-and-control antics are being thrown to the curb.

Servant leadership has a solid foundation in self-awareness of the leader. But how can you pursue it? The best tool in your servant leadership tool box is reflection and meditation. Know thyself is a phrase that you should make your mantra. Please find below a variety of questions we should ask ourselves frequently:

  • What were the most annoying traits of my past managers? Take this list and devise a plan avoiding to make the same mistakes.
  • What can I do to have my feedback meetings on time? Timely feedback reviews and making them a priority is key to team members feel that they are taken just as serious as an “important” customer, or project.
  • How can I show that I really am listening to my conversation partner? Being present in any one-on-one or team meeting is one of the main commitments we must make to our team members. Body language and mimics and the phone not being on DND can be a major obstacle in creating great rapport.
  • How should I prepare a meeting such that my team members can constructively partake in it? Is my meeting about a conversation for understanding, interpretation, exploration of opportunities, or for action? How does the meeting facilitator make sure the meeting is about the “is” condition and not about the “should-be’s”? How can I make sure we start and stop our meetings on time?
  • How do I as the leader get the respect of my team members? How do I get to know what they do every day and would I be able to do what they do?
  • What is my best method approach to getting buy-in and collaboration from my team members towards minor and major changes in the organization or the team?
  • How do I make sure a yearly feedback meetings, one-on-one meeting and department meetings are held periodically?
  • How do I best provide feedback on how and when to deliver performance feedback to the people I serve as quarterback?
  • How and what do I do to show that I appreciate each individual’s personal contribution to the team’s effort?
  • When an employee says something, what is he/she really saying? What and how (also how much) something is said is often indicative of personal, process, product, or team issues.
  • How can we best facilitate change – any change? How do we guide our employees through resistance, sorrow, exploration of opportunities, and finally the commitment to change? The direct path from A to B for change is a leadership illusion.

 

Here is my request to ponder the questions and finding answers for them that we can implement expediently. Can you see the underlining issues dealing with communication, prioritization, meeting preparation, job shadowing, servant leadership, and perhaps a few more challenges that any leader-manager struggles with? No one is an exception to the rule, and I know that I am frequently challenged and reminded of my own short comings. Key to becoming a great leader-manager is a greater self-awareness. We owe this to the people whom we serve.

Ralf

A tip for young folks: Make sure to enjoy life while it is still in a giving mode


A tip for young folks: Make sure to enjoy life while it is still in a giving mode Smaller FB

First life gives, later it starts taking things away from you. When we are young there are so many gifts that are available to us. Skills, friends, education, career, health, etc., in fact there are countless examples of it. Then there is a time when life seems to start taking things away from us.

In the last couple of years quite a few great people were taken away from me due to cancer. Sure, there are still many new gifts that keep coming our way, but there are equally more people and other things important to us that are whisked away. Take health for instance (I need reading glasses now, when did this happen?) and it will not take all that long, at the rate of speed we are going, that the kids will eventually move on.

How about you? Where are you in this cycle? Is life giving you more than it takes? Hopefully so. Be really thankful if it does and do not waste any time making the best of the gifts presented to you. Also, growing older lets us take fewer risks – it’s the tool helping avoid things taking things away from you. Point of today’s post is to appreciate life to its fullest and to fill it with meaning. You never know if your life is the next thing that is about to disappear.

Ralf

Post Navigation

%d bloggers like this: