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Bridging the Generational Gap in Your Workplace

Bridging the Generational Gap in Your Workplace

When we present leadership development programs on our Perth campus, one of our most preferred outcomes is to foster an environment of cooperation as opposed to confrontation. Sometimes, however, we find that it is difficult because of the generational gap between those in the “baby boomer” generation and the “millennial” generation.

Luckily, by the end of our program, the problem is usually solved due to a dynamic we will tell you about later. For those who haven’t attended any of our classes or training yet, here are four steps you can take to bridge the generational gap in your workplace.

Establish Mutual Goals

Everyone in a workplace should be reminded of the reason they are working in the first place. Communicating and clarifying goals that both sides have in common can go a long way towards getting everyone on the same page, no matter when they were born.

Facts, Not Judgments

When discussing others’ performance, stick to the facts instead of making judgments or assumptions about why they may have made certain mistakes or chosen certain actions. Often, a baby boomer will look at the same set of circumstances and have different expectations for an outcome than their millennial counterparts.

Be Gentle with Criticism

Sticking to the facts can help, but it is essential not to be overly-critical of another person, especially if that person is on the opposite side of the generation gap. Nobody likes to be criticised, especially when the criticism is coming from a generation whose thought … Continue reading

Negotiating the Line between Managing and Coaching

Negotiating the Line between Managing and Coaching

When we are conducting one of our leadership development programs or management courses for a Perth business, we end up spending a lot of time helping executives and middle management find the balance between being a manager and a coach or mentor.

Statistics from the Harvard Business Review indicate that while subordinates don’t always like being managed, they want to be coached. In reviews of over 50,000 managers by over 500,000 subordinates over a period of ten years, using one of our favourite instruments, the 360 review, results have been consistent. There is a direct relationship between effective coaching and almost every positive metric in current use.

Executives who are great at developing others reap the benefits of better employee engagement and more effort from those employees. Other metrics that are positively affected by good coaching include retention rates, productivity and employees’ perception of the quality of their leadership. This produces an environment of high achievement which engenders more customer loyalty.

Traits of a Good Coach

Collaboration

One of our favourite outcomes is “collaboration, not confrontation.” A great coach makes suggestions instead of giving orders. This allows the protege to draw from within their own resources to solve problems.

Aiding in Discovery

Instead of telling a subordinate how to solve a problem, a great coach helps them discover the solution within themselves.

Balancing “Expert” with “Equal”

To coach effectively, one must be sure not to act like a “guru” or like they know everything. It is better … Continue reading

Moving into Tomorrow as a Manager

Moving into Tomorrow as a Manager: What You Must Know

The management courses and leadership development programs we teach from our Perth campus are always evolving. Why? Because the business world evolves on a daily basis. Those who don’t evolve and adapt are left behind by those who do.

One of the hallmarks of any of our offerings at Integral Development is our use of Ken Wilber’s Integral Theory. We use the four quadrants of Integral Theory to develop executives in four different aspects of their being. Integral Theory draws from the best of more than 6,000 years of progress in human thought, from fields such as philosophy, psychology and science.

The end result of taking any of our management courses or leadership development programs is to become someone who is able to assimilate cutting edge information and stay “ahead of the curve” instead of chasing their competition. This is no accident; we feel that the ability to evolve and adapt is going to be the most important characteristic of tomorrow’s leaders.

Today’s Imposition is Tomorrow’s New Position

A report commissioned by the US Department of Labor estimated that as many as 65% of today’s students will be working in jobs with titles that don’t currently exist. For example, Cloud Services Technician didn’t exist ten years ago, but does now. Tomorrow’s job descriptions will be based on tomorrow’s problems.

Shrinking World

The Internet effectively made the world smaller. We can now use services like Skype to work with people halfway across the world. We see multinational firms … Continue reading

How to Recognise and Improve Efficiency in Your Workplace

Is Your Business Wasting Time? How to Recognise and Improve Efficiency

One of the most important outcomes you can expect from attending one of our leadership development programs is that your workplace becomes more efficient. We have helped numerous businesses, both in Perth and across Australia, stop wasting time and energy on pursuits that look good on paper but ultimately add nothing to the business.

Our friends at the Harvard Business Review recently uncovered some classic “time-wasters” in the IT industry, which we feel are worth sharing. The vice president of a large IT company averaged 44 hours a week of meetings with an average attendance of 46 people. He also averaged 22 hours of email a week. This was over period of one year.

One would think that this is an isolated case of a highly-paid executive working a lot of hours, but it wasn’t much better in middle management. One middle IT manager was found to attend 35 hours of meetings every week, while interacting with a total of eight different teams on a daily basis.

Quantify Wasted Time

The best way to become more efficient is to identify and quantify wasted time in your workplace. Meetings, emails and data should be the first aspects to be examined. What is going on in your meetings? How much time is spent getting things done and how much is bogged down in time-wasters?

How much data is really necessary? How many memos do you need? How many emails does each executive answer every day? Asking questions such as … Continue reading

Should the Mission Statement be Replaced by the Mission Question?

Should the Mission Statement be Replaced by the Mission Question?

Has the mission statement become a cliche in modern times? Has it become more of an object of ridicule than a source of inspiration? Could it be replaced by a mission question?

The idea was posed recently by Warren Berger, who has written a book called, “A More Beautiful Question: The Power of Inquiry to Spark Breakthrough Ideas.” Mr Berger found during his research that questions tend to generate discussion and ideas in every area of life. In particular, he feels that questions are superior to “pronouncements and promises.”

Questions are powerful. They can motivate, inspire and persuade. Questions also spark innovation. Polaroid and Netflix originated as the result of questions. Google and the design and innovation firm IDEO both routinely use a “how might we” approach to group questioning. Many executives attribute major parts of their success to “being a good questioner.”

The Typical Mission Statement

Many mission statements espouse high-quality, enlightened goals. They look perfect when they are written. Sadly, the passage of time has diluted the effect of the typical mission statement because they have become too common. Too many mission statements now sound alike and it is more difficult to inspire anyone through a mission statement now. They are still great for distilling the goals of a company, but Mr Berger suggests that many mission statements would be better off with a question mark at the end.

Why a Mission Question?

Too many mission statements are closed-ended. They don’t generate discussion. Many are so general … Continue reading

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