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

“A man can fail many times, but he isn’t a failure until he begins to blame somebody else.” ~ John Burroughs, writer and American naturalist

“A man can fail many times, but he isn’t a failure until he begins to blame somebody else.” ~ John Burroughs, writer and American naturalist

Two different perspective on maturity

Maturity is achieved when a person postpones immediate pleasures for long-term values. ~Joshua L. Liebman
“Maturity begins when we’re content to feel we’re right about something without feeling the necessity to prove someone else wrong.” ~Sydney J. Harris, American Journalist and Author

Where:
Camaraderie
102 Adelaide St East
2nd floor
Toronto, Ontario M5C 1K9
Canada

While many children were playing with their toys, Warren Buffett was looking for ways to make money at a young age. At six years old, Warren purchased a 6 pack of Coca Cola from his grandfather’s store for twenty-five cents and then sold each bottle to his friends for five cents each, making a profit of five cents.

Several years later, he took interest in the stock market and purchased shares at $38. Soon after, the shares had dropped down to $27 per share which frightened Warren. When the shares went up to $40 he immediately sold them to make a profit. However, had he waited, the shares went up to $200 a share which could have been a much more lucrative profit for him.

From that experience, Warren learned a lesson of patience. After college, Warren decided to go to graduate school. He was persuaded to apply to the Harvard Business School, but was rejected because he was too young. Therefore, he applied to Columbia University where he met his future mentor, Ben Graham. Ben was a well known economist and through his simple yet profound investment principles, he taught many individuals the concept of ignoring market fluctuations in investment analysis and investing with a margin of safety.

Warren attributes much of his success to Ben Graham because in addition to his father, Ben influenced his life a great deal. Here is a great example of leaders helping future leaders: Ben Graham mentoring Warren Buffett and Warren Buffett mentoring Bill Gates. It is a continuous cycle that has existed for many years and has proven to be a very successful tool in developing future Solutions Leaders as well as enhancing the current leader’s abilities, to the development of many great leaders.

Gaining or providing valuable skills, knowledge and experience from a mentor is a great life long asset to the mentee and mentor. Learn more about the “Lost Art” Mentoring with Cecile Peterkin.

Hosted By:
NewPath Network

NewPath is a virtual consultancy based in Toronto, Canada comprised of a geographically disperse network of highly qualified information and knowledge consultants, managers & specialists that work together on I.T. related projects of all sizes in a variety of industries. NewPath Network provides its members with the leverage of a knowledgeable, diverse and balanced team without the overheads of a physical corporate office and structure.

The people who make a difference in your life are not the ones with the most credentials.. the most  money… or the most awards.
They simply are the ones who care the most!
~ The Charles Schulz Philosophy

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.

- Cecile Peterkin Career Coach/Mentor