Change Strategy - New Workers | Change Strategy

Change Strategy - New Workers

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What About the Newest Workers?

Aside from the fact that there are FEWER of them, "Tweeners" (part Baby Boomer, part Gen X) and Gen X folks are often about independence--they have seen their parents downsized, rightsized and outsized, and so their only security is their own career portfolios. As a generation these workers have tremendous skills, and they espouse a "work to live" philosophy .

Generation Y (or the Millennials) have yet different values from their Gen X co-workers, and expect to make valuable contributions to their organizations from the day they set foot in the door. As a generation, they are more highly skilled (at the completion of their educations) than any generation before them. They are a generation that has always been involved in multiple activities throughout their young lives; because of this, they are very comfortable multi-taskers. Anything less these youngest workers find boring. They value immediate results, huge amounts of feedback and accomplishing things in order to move on--to the next level.

For different reasons, neither of the younger generations has a "Live to Work" mindset that the Baby Boomers have, and this values difference is a frequent source of annoyance and frustration. It is only through consistent and frequent mentoring support that younger workers will be able to find their 'groove' and make the talented contributions to organizations that they are so capable of making.

And it's actually a two-way mentoring environment that will encourage those younger workers to mentor their co-workers...on being more flexible, resilient and welcoming of new ways to work!

Growing up in an atmosphere of technology and change, just dealing with the much steeper intellectual power curve has left the youngest workers with little time or need to develop the coping skills and confidence to take on challenges without help. Workplaces today are challenging for any worker, let alone those who have little or no experience with organization life. The more coaching and mentoring available to the youngest, newest workers, the more likely the environment will support collaboration and high expectations.

>> Integration and Engagement of the New and Existing Employees

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What About Coaching?

Executive Coaching helps build a greater capacity for one’s authentic leadership style in order to be effective in 21st Century organizations.

Executive Coaches work to increase clients’ awareness of and alignment with personal values, especially within current business realities.

Executive Coaches are experts at providing the necessary conditions for the client’s learning

Executive Coaching Philosophy

My coaching is for leaders who want to be effective in the 21^st century. These are leaders who are learning to dance with change as their industries and the economy demand.

They work to continually upgrade their knowledge, skills and perspectives in order to mirror current business reality.
They understand that customers are shifting their purchases to balance an Information economy with a Conceptual one.
They recognize that emotional intelligence competencies and practicing the ‘8th habit’ get the best from an organization’s human assets and that world views must constantly shift to define a truly competitive strategy in a globally competitive market place.