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Archives for November 2013

Video: Avoiding the stall – Finding success in change management

We all know our organizations have to change or die, so it’s incredibly frustrating when mission critical change initiatives stall. My latest video blog gives the major reason why.

Happy Thanksgiving!

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Forbes: How Millennials are disrupting the global workforce


Forbes contributor Dan Schawbel recently interviewed me about issues surrounding Millennials in the workforce. Here’s an excerpt:

Why do you think that Millennials leave their first job after only two years and what can managers do to better retain them?

Millennials leave their first job after two years because it is their first job.

If you look at the data, Baby Boomers and Gen Xers left their first jobs fairly quickly as well. I’m 50 and I’m typical of many Boomers and Xers. I left my first job after a year and a half because I got married and needed more money. I left my second job after 2 years because my parents and my mentors all told me to get away from that boss. My third job lasted 7 years. Now I’ve been at FranklinCovey 22 years in a job I love and with the freedom to pursue speaking and writing on my own as well.

Because many managers are in a more settled stage of life, we forget that Millennials are doing what most of us did in our 20s — move jobs when we got bored, needed more money, or figured out our life direction.

So my best advice to managers who want to retain Millennials is to quit thinking something is wrong with younger employees when they leave. Actually, some Millennials need to leave your organization so they can try other jobs to find their life’s work.

So instead of asking how to retain Millennials, we should ask: how do we get them engaged and productive so they make a big contribution for as long as they stay. If we figure that out, and if we give them ways to explore what they really want to do with their careers, even if that means leaving us, they may stay another couple years.

Then they wouldn’t leave their first job after only two years….

Read entire article here.

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Why you should go to “Take Your Parents to Work Day”


Here’s an excerpt from my most recent column in The Huffington Post:

All of us know about Take Your Child to Work Day, but LinkedIn has invited parents to see what their kids do at work this Thursday, November 7. Google had 2,000 parents attend last February. Why have these and other more traditional companies, like Milwaukee-based Northwestern Mutual, started to invite parents? Because they noticed that some younger employees who didn’t have children or a significant other invited their parents to company picnics. Additionally, other cultures see taking parents to work as a way to honor them. In India, for example, taking parents to work events is common. Companies see a financial payoff as well. They hope that if parents support their children’s work choices, then their children — the Millennials — are more likely to stay with the company.

Even though Take Your Parents to Work Day events have been a hit at these pioneering organizations, they are ridiculed online and in the press for being another way organizations pander to “helicopter parents” who can’t let their kids grow up.

So should you go or will that make you look like the emotionally stunted “helicopter parent”? Or if you are the employee, should you ask your parents or will that make you look like you need to grow up?

I think there are three great reasons why parents should go and their children should ask them….

Read entire article here.

[Image via WikiWorld Comics]

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