Tensions between generations have made headline news in recent weeks. Gen-Xers, who were born between 1960 and 1985, are being overlooked in favor of younger peers, and Gen-Zers have caused a ruckus by quiet quitting their way out of roles.  While the differences between generations are primarily overstated, you should be aware of these patterns […] The post Leading the multigenerational workforce appeared first on SmartBrief ..read more

As businesses navigate the complexities of remote and hybrid work policies, leaders often face questions regarding the perceived fairness of these arrangements. Employees performing similar tasks may have different levels of flexibility, leading to concerns about favoritism and inequity. This article provides insights into how leaders can address these issues effectively, emphasizing legal compliance, transparency […] The post Navigating disparate treatment in remote and hybrid work policies appeared first on SmartBrief ..read more

Change is the only constant in life, and nowhere is this truer than in the dynamic realm of leadership. In the fast-paced world we navigate today, the ability to adapt is not just a skill; it’s a necessity. As a new leader stepping into uncharted territories, your capability to embrace change can be the key […] The post Embracing change: A new leader’s imperative appeared first on SmartBrief ..read more

Video transcript: Is your work culture purposeful, positive and productive? Too few senior leaders pay close attention to the health of their organization’s work culture. Let’s examine two very different work cultures. The first is the Radio Flyer Company, an iconic American brand with over 100 years of trusted, innovative and loved products. Company leaders have built and sustained a vibrant work culture. Radio Flyer has been certified as a “Great Place to Work.” On Glassdoor, employees give the company a 4.9 rating out of 5.0 points. Ninety-nine percent of employees approve of the CEO, and ..read more

In a recent Mentor Mastermind session with a client, I invited participants to pose questions to a panel of experienced senior leaders, all of whom had served as mentors to several young professionals. In early queries, mentees sought tips on better time management and insight about how to establish balance when working on demanding projects (block time on your calendar for strategic thinking, one mentor suggested). After some rather generic back and forth, one question took the conversation to another level.  “What do you wish you had learned sooner in your journey to the leadership leve ..read more

Leaders help people perform at their best. However, it is challenging to help certain people because they often lack self-awareness and do not fully understand the impact of their behavior.  Start by helping them understand the negative consequences of their current behavior. Encourage them to use reflection, meditation, and daily journaling to better understand their thoughts, feelings and behaviors. Coach them on making one or two specific changes that will help them be more valued and effective.   Aggressive people They have learned to enhance their self-esteem by dominating ..read more

Like many others on graduation day, I heard a commencement speaker talk about the importance of following my dream as I marched into the brave new world as an adult — silly me. My dream then was to be a fashion model who looked good in clothes.  A career in fashion would be my ticket into the world to which I aspired to join. But after three years as a buyer at a fancy department store in the dog-eat-dog world of retail, the most important thing I did during my day was persuade gullible women to buy stripes that season instead of polka dots. Is this what following my dream looked lik ..read more

This article is Part 4 of a four-part series.   The value of including workers 50 and above in a company are clear: More than 25% of workers will be over 55 by 2031, Bain & Co. reports, while about half of Baby Boomers and 40% of Gen-Xers intend to wait until age 70 or later to retire — if they even retire completely at all, according to the Transamerica Center for Retirement Studies. Employers are well-positioned right now to capture this older-worker magic by understanding the needs of workers 50-plus.  Tinsley-Fix A large part of that is retaining those workers instead of enco ..read more

This article is Part 3 of a four-part series. Workers 40 to 50 and above who are changing jobs or re-entering the workforce often are concerned about age discrimination — “the last acceptable form of ‘othering,’ ” as AARP’s Heather Tinsley-Fix says.   Tinsley-Fix Despite the economic ups and downs in the past several years, not enough companies are embracing age-inclusive workplaces: Age discrimination — which 62% of older workers have either experienced or witnessed — is slicing $850 billion out of the US economy, AARP research shows. Just 8% of companies include age as an element o ..read more

This article is Part 2 of a four-part series.   Employers who create a welcoming workplace well-suited for employees of any age — from traditionalists to Generation Z — know that an inclusive culture can yield better company growth and development as well as stronger retention. These employers also understand that just meeting the minimum requirements of the Age Discrimination in Employment Act isn’t enough to result in a happier workforce and a thriving company. Hiring an employee is just the beginning of a long relationship that can offer endless benefits to both parties.  Tinsley ..read more