As Boomers begin to plan for retirement and Gen Y enters the workforce, freshly developing their skills and experience, who will businesses look to for leadership in the interim, but Generation X?

The problem for businesses?  Gen X is the smallest generation of the three, which means the talent pool for effective managers is much smaller than the generation before them. Between the ages of 33-46, Xers have the skills, knowledge and experience to take over leadership roles from Baby Boomers but will they want to work for you? And if so, how will you retain them?

To make sure your company has the competitive edge in hiring and retaining these leaders, you must get to know the mind of this Breakfast Club Generation and what they value, how they learn and how to best utilize their strengths in the marketplace. Companies also need to begin to implement leadership training programs tailored to the needs and desires of Xers, creating mentoring and job shadowing programs that will help retain this generation.

The Mind of Generation X

Unlike their predecessors, who were driven by a need for security, Gen X is driven by the desire for autonomy and change. Independent risk takers, Xers take more chances than those who came before them – even leaving the stability of a long-term job to take a chance on something new.

Gen X has a completely different outlook on careers and the workplace. This is a generation that watched their parents be downsized after a lifetime at a “good job,” and they have not forgotten that sobering lesson. Companies no longer have the luxury of employees who spend 30 years, unquestioned in their employ.  Xers do not rely upon employers for their long-term stability. They value an environment that is stimulating, that lets them have a say in their work life and future.

This generation also watched their predecessors work tirelessly, at the expense of family life, only to be turned out into the cold. Because of this, high on a Xer’s list is a healthy work/life balance. Generation X defines their level of success by how well work fits into the demands of their home life and will leave in order to keep that balance equitable.

How to Attract, Retain and Train Gen X for Leadership

*  Adopt generation specific recruitment materials, training and management approaches
*  Create opportunities for growth within the organization
*  Make them partners in success, encouraging creative solutions and autonomy
*  Give them a voice, soliciting opinions frequently
*  Develop a practical retention policy based on the needs of Gen X
*  Offer flexible schedules and work from home opportunities to help Xers achieve their desired work/life balance

In order to successfully cultivate and retain the leadership qualities of Generation X you have to consider the value differences between the generations in your career coaching style. Understanding these differences in lifestyle, workplace philosophy, and work ethic can build a bridge for the future of your organization.

Copyright, Cecile Peterkin. All Rights Reserved.

Tags: baby, boomers,, generation, x,, y, generation,, career, coaching

The Positive Impact on the Organization

Any growing business must constantly consider the direction of the company, including short-term and long-term goals.  It’s important to plan for success and the inevitable changes that will occur over time.  Workers will move, retire, or simply seek a position better suiting their personal needs.

Rather than being caught off guard, when the business undergoes change, it’s better to prepare for shifts in the workforce.  Such preparation doesn’t have to be a painful experience.  Instead, it can ultimately have a positive impact on the organization.  By implementing a mentoring program, future leaders are:

• Prepared to fill the shoes of a predecessor
• Dedicated to performance advancement within the company
• Loyal to the company and its goals
• An active participant in the training of subordinates

For a company to grow and prosper, it’s important for every employee, from management down, to see their position as integral part of the total success of the organization.  Mentoring is an excellent resource for leadership development and achievement of this goal.

Mentoring Saves on Recruitment and Training

Before dismissing mentoring as a great tool for building future leaders, consider how it saves on recruitment and training.  Many companies spend thousands, if not millions, of dollars on educating and training employees.  Oftentimes, it means additional travel expenses and lost productivity.  In addition, the classes and seminars are not always geared to the specific needs of the organization.

Taking advantage of mentoring in leadership development is beneficial because:

• Experienced Personnel train new employees
• The employee advancing trains replacement
• Loyal, hardworking employees are preparing for advancement
• Valued employees are likely to remain
• Productivity loss is minimized, if an employee is gone
• Mentors know the organization

In short, who better to train a new employee than the person who is preparing to move up in the company?  Employees have a vested interest in mentoring, because they are essentially training a future subordinate.

Developing Committed and Seasoned Leaders

Leadership development and mentoring is a constantly ongoing process, within a progressive company.  The learning process continues, as all of the employees experience growth.  Then, when the time comes for advancement within the organization, the employees have developed into committed and seasoned leaders.

No one is thrust into a new position, without the knowledge and training necessary to perform new duties.  The learning curve for current employees is greatly reduced, and the period of adjustment to the practices and goals of an organization is eliminated altogether.

Mentoring growth within the company also fosters employees that are committed to the success of the organization.  Not only are they ready to advance as leaders, mentoring employees have invested a lot in professional growth and prosperity.  Essentially, it feels like ‘their’ company.

So, why spend a lot of money and lose productivity in outsourcing the search for future leaders? Set up a formal mentoring program, and create the resource from within, while developing long-term loyal workers who desire to see their company succeed.

Copyright, Cecile Peterkin. All rights reserved.

Mentoring Enhances Workplace Diversity

When asked to consider the topic of workplace diversity, most people first think of race and religious beliefs.  But, it’s much more than the differences in skin color or an individual’s views regarding a higher power. People are different in so many ways, including:

• Culture
• Gender
• Personal Interests
• Learning Styles
• Communication Skills
• Personal Values

Teaching people to accept one another, and utilize workplace diversity is what diversity initiatives are all about; and mentoring is the answer to creating a solid workforce.

Consider the following scenario:

Jane has been working for company X for 10 years.  Because of her experience, she is chosen to mentor a new employee. Having 3 children of her own, she is the motherly sort, but she also knows how to get the job done.  She attends church regularly and frequently volunteers for community events.  Jane’s coworkers describe her as very loyal and straight-laced.

Jane has been assigned to mentor Susan who appears different in every conceivable way.  She is more of a loner, with a slight chip on her shoulder.  She is not very trusting of people, because no one in her life has earned that privilege.  She has multi-colored hair, likes heavy metal music, and has never held a job for more than a year.

Amazingly, as Jane mentors Susan, subtle changes begin to take place.  Over time, Susan learns that some people are worthy or trust and respect.  Jane always seems to be there, when she needs something or has a question.  On the other hand, Jane learns that Susan is a hard worker, a fast learner, and eager to find a place to belong.  A sense of camaraderie and friendship has developed between two people that normal would have avoided one another in the past.

Of course, Jane and Susan are totally fictitious.  But, the example is meant to describe how people so different can benefit from mentoring and managing diversity in the workplace.

The Upside to Managing Diversity in the Workplace

Managing diversity in the workplace benefits both the employees and the management.  Without acceptance of differences, within the office, it’s almost impossible to get things done and grow a business.  Everyone is only concerned about his/her position, with little thought to how each job contributes to the success of any organization.

However, when a mentoring program is instituted, it brings about many positive changes:

• Employees feel valued
• Employees learn from one another
• Strengths are discovered and better utilized
• Employees bond and  work together for a common goal
• Management saves on the cost of training new employees
• Management prepares employees for advancement
• The organization is more productive and profitable
• Employee turnaround is slowed

In short, mentoring creates a more positive environment in the workplace.  Employees learn from one another and may discover new ways to approach old problems.  Management gains a more loyal and cohesive group of workers, while saving money on the cost of education and training. Workplace diversity becomes an asset to the productivity and growth of an organization.

Copyright, Cecile Peterkin. All rights reserved.

Why the Debate

Why the debate over managing and mentoring?  According to the American Heritage Dictionary the job of a mentor is “to serve as a trusted counselor or teacher, especially in occupational settings”.  Doesn’t a good manager possess these same talents and job skills?

Unfortunately, the answer isn’t so clear cut.  Some professionals believe a manager must be separate and apart from the mentoring role.  While a mentor is nurturing and encouraging, a manager must maintain the leadership role and make sure the company’s business goals are met, which mean that a new employee is likely to be very uncomfortable learning under the tutelage of the individual ultimately in charge of worker retention. Thus, a mentoring program works best when the mentor and mentee are peers.

Defining the Role of Manager vs. Mentor

For the companies choosing to define the specific roles of manager and mentor, it is a good idea to have a check list of duties and responsibilities.  Since both are ultimately interested in the success of the new hire, it’s not difficult to image stepping on each other’s toes and performing certain tasks twice.  Conversely, it’s is also possible that certain aspects of the mentoring program will be neglected, assuming the other person is taking care of that particular detail.

As an example, the manager checklist may include such tasks as:

• Assessment of job performance for certification or continued employment
• Maintaining a position of authority and legal obligations to the company and the mentee
• The manager is generally focused on the day-to-day performance and productivity of the new hire

In essence, a manager is more concerned about the outcome of the new employee’s performance, rather than the processes taken to achieve the company goals.

On the other hand, a peer mentor remembers what it’s like to start in a new position and learn the daily operations.  While mentoring means helping a new coworker achieve his/her duties as expected by the management, the approach is more personal and caring.

As an example, the mentor checklist may include such tasks as:

• The mentor implements a plan to achieve professional goals, but helps the new hire to self assess and evaluate how to improve his/her performance.
• A good mentor compassionately encourages, coaches, challenges, and teaches, based upon his/her own personal experience and expertise.
• A mentor is generally more concerned with the long-term goal of developing an employee worth retaining, rather than the day-to-day productivity.

In short, the manager and mentorship roles do intersect on occasion, when it comes to training and retaining talented employees.  But, each role also maintains very distinct differences in approach and the main goal.  Unfortunately, the question still remains:  Are managers mentors?  Every company must choose the answer for themselves.

Copyright, Cecile Peterkin. All rights reserved.

An Important Question

How can mentoring help with diversity and inclusion in organizations?  Probably the best way to explain how mentoring is of mutual benefit to both new and current employees. Consider the following scenario:

A disabled employee joins a workplace.  However, this individual has a speech impediment and walks with jerky and uncontrolled movements.  To the casual onlooker, this person probably appears to need a lot of extra help to complete the same tasks as his/her equal.

Due to the company policy of mentorship, a current employee is selected to mentor this individual and help him/her build connections and become an engaged and productive employee.  Hesitant at first, the mentor may be apprehensive, having not been around a disabled worker before this point.

Nevertheless, during the process of mentorship, with the goal of inclusion in the organization, the mentor probably learns more than the new employee.  For instance, the individual has a Masters in Business Administration and graduated at the top of the class.  He/she has a family at home, with the same needs, goals, and desires of any other worker in the company.

Multiple Answers

Although it may sound trite, the old adage, “you can’t tell a book by its cover” holds true. Here is where professional mentoring is important.  In order to accomplish the goal of building connections across people, differences have to be put aside, in favor of how each individual can contribute to providing a product or service that benefits the consumer.

Every person has something to contribute in order to increase workplace productivity.  It is important to be able to work with peers and bosses from diverse backgrounds.  Disabilities, sexuality, ethnic background, or any other personal differences should not adversely affect whether the job gets done well and in a timely manner.

Naturally, individuals have work and personal relationships.  Sometimes, the two intersect, sometimes not.  It all boils down to having a respect for coworkers, regardless of the differences.  It does not mean everyone agrees nor has the same cultural values.  Nevertheless, professional mentoring can help everyone learn to work well together, and possibly use those differences to promote the business and improve productivity, rather than working in a tense and uncomfortable environment.

In summary, the business world is now an exercise in diversity and acceptance.  Individuals relocate from differing cultures and countries to provide for themselves and their families.  Everyone has differing value systems based on ethnicity, sexuality, culture background, disabilities and more.  But, it is essential to use professional mentoring as a tool for workplace diversity, in order to increase employee productivity and remain competitive in a more challenging economy.

Copyright 2009,  Cecile Peterkin. All rights reserved.

Shared Experiences

Mentoring employees is an excellent method used to increase employee productivity.  Businesses will naturally be more successful, if they work like a well-oiled machine.  Coworkers exchange knowledge and ideas, in order to improve performance for all.  For example, the new employee brings previous experiences and ideas to the table.  Likewise, the more seasoned employees share information about the business and how duties have been carried out to this point.  Mentoring makes sure that no one is left high and dry, and basically an island unto themselves in the workplace.

An Ongoing Process

Generally, training commences for a week or two; then, the new employee is left to figure out any confusing job related issues alone.  Meaningful engagement may not be truly accomplished for weeks.  However, employees mentoring employees is essential to build connections across people. For example, if a new hire has a question or problem, who will be the best resource to successfully complete a project; or what people will make the best team to create and develop a venture that will benefit the company and increase employee productivity?  It is an ongoing process that ultimately enables a company to rise above the competition.

Building Relationships

Essentially, workplace mentoring is all about building relationships.  Not only does the sharing of knowledge and experiences help increase employee productivity, but it will also improve how well employees work together.  An engaged employee is a productive employee. Positive work relationships are a positive benefit for everyone in the office.  If people work well together and have developed great relationships through mentoring, employee turnover is also likely to be reduced.  Not only does it save the expense of training a new employee so often, but workplace productivity will continue to improve as well.

In summary, mentoring in the workplace does play a vital role in corporate training. Several benefits will ultimately help a business become more profitable. Conversely, there is no downside to improving workplace productivity, building important connections between employees, sharing knowledge and experience, and making sure that all of the employees are engaged as part of a team with a common goal.  It is a win-win situation for everyone.

Training is only temporary and often not sufficient to create a comfortable employee in a new workplace.  Regardless of the level of understanding and engagement, the sessions come to an abrupt end.  However, workplace mentoring is an ongoing process that continues and is paid forward, when another new employee joins a successful team.

Copyright 2009, Cecile Peterkin. All rights reserved.

Employee mentoring programs simplify the process of transitioning new employees into the workplace on a number of levels.

First, employee mentoring programs help to ensure that when new employees are brought into the workplace they aren’t just going to be given a desk and a stack of tasks to complete – left on their own to figure out the best possible approach to doing the work and not being sure of whom to go to when they have questions. Instead, with employee mentoring programs in place, new hires are connected with an employee who is already on the team, has experience doing the work and who will be there to provide guidance about the tasks at hand, company policies and the best ways to get things done.

Similarly, employee mentoring programs are effective for transitioning new employees into the workplace because the programs foster  both relationships and confidence. Employee mentoring programs help a new hire to get to know his or her new coworkers and to establish connections. Those connections along with the support that shows that they are picking up on the requirements of the job and the knowledge that – as additional employees are brought on they will rise to the position of mentor – their contributions will be recognized and rewarded.

Because these new employees will know that their efforts will be rewarded as they learn the job, they will develop a sense of job security as well. The more that their efforts are recognized and the more comfortable that they are with getting the job done, the more that these staff members will be able to contribute. As they are able to work their way up within the company, they will further develop loyalty to the business – and they will be able to continue to take advantage of employee mentoring programs so that they will learn each job responsibility just as easily as they initially did.

With employee mentoring programs in place, therefore, businesses will find that they are able to groom staff members from the time that they are hired until they have reached their career goals. Likewise, companies with employee mentoring programs in place will find that their staff members form better relationships, to be more comfortable with doing their jobs and to know that there is a place where they will be able to grow and thrive. Simply put, employee mentoring programs simplify the process of transitioning new staff into the business and ensuring that, once there, they’ll want to stick around.

Copyright, Cecile Peterkin. All rights reserved.

One of the best options for increasing employee productivity is simple: coaching.  Coaching employees can lead your business to the same great success as is achieved by a championship sports team.

Think about it for a minute: if you’re looking at what you can do to increase employee productivity, what could be a better model than a sports team – particularly a team made up of students? Coaching employees is about making sure that everyone understands the “rules of the game” – what needs to be done to meet the needs of clients and customers, while making sure that everyone is working together to achieve a common goal.

In other words, what you are going to find is that by coaching members of your team, you’re going to be able to:

1.  Identify the strengths and weaknesses of everyone on your staff – and  make sure that your employees are working in a position where they excel.

2.  Help each member of the team  learn to work more effectively with one another.

3.  Ensure that your staff members understand the goals that they are working toward – and the tasks that must be completed in order to reach those goals, along with the smaller tasks that must be completed along the way.

4. Determine more effective strategies for supporting your clients.

5. Know that your staff are working together successfully.

The more  your staff members are working together to achieve their goals, the more  you will see an increase in workplace productivity. By making sure that your staff members are working together, whether coaching employees who are new to the team or focusing on learning more advanced strategies, you will see that projects are coming together, goals are being met and  your business is thriving.

An increase in employee productivity is a sure fire way to know that your staff are coming together – that members of the team are focused on common goals and on developing strategies for achieving major milestones. By coaching employees and encouraging mentor relationships, you can be sure that your staff comes together and they know that everyone benefits from the strengths of other members of the team. As a result, you can be sure that you are offering employees a great working environment and that they are committed to reaching your business goals.

Copyright 2009, Cecile Peterkin. All rights reserved.