Get the Book Today
Get your copy of Gen Y Now and start learning how to be a better leader. If you need one copy for yourself or many copies for your team, we can accommodate your needs.
More on Communication…Evaluate the Use of Email
Written by Buddy Hobart on November 11th, 2009
Tip for leaders: reevaluate the use of email. In Gen Y Now we discuss not sending “work-a-holic” messages. Given the change in hand held devices, we now need to look at when we do send emails to our employees (not just Gen Y). Not so long ago, folks received their email when they fired up their computers. With mobile devices being what they are now, your coworkers can (and do) receive these emails in real time. This can send very powerful and unintended messages.
Are you looking for an immediate response? Do you expect your coworkers to be working “24/7”? Are you setting the wrong example? Do you proclaim “work/life balance” and then send an unbalanced (and unintended) message?
I think it is worth a few minutes for all leaders to consider how they may be unintentionally undermining their leadership. If you are sending messages in off hours, and receiving a response in off hours, take a moment to ask yourself if you are “practicing what you preach”. Technology is constantly changing, and the best leaders take the time to see if they are in alignment and adapting as necessary.
Challenging the Stereotypes: #GenYGivesThanks
Written by Buddy Hobart on November 6th, 2009
Recently, I received an email with an article attached regarding Gen Y. The good news is that the article was positive toward Gen Y and offered some real meat and not the usual fluff. However, the photos and headline used to introduce the article were not very flattering. The lead photo showed a Gen Y’er with multiple piercings sticking out his tongue to reveal 4 or 5 studs. The funny thing is….the article had nothing to do with piercings or anything related to professional appearance. The article was about marketing to Gen Y and the need to be authentic. In order to get to the point of the article one would have had to ignore the lead in photos and misleading headline.
My point is, if you did not push your way through the introduction then you would not have received the solid information. In fact, what you would only have experienced is a very negative (and stereotypical) example of Gen Y. I do not think these negative portrayals are fair and in fact are extremely misleading. This type of portrayal makes it even harder for leaders to implement a cultural shift in their organizations since most people will not read the article but will see the photo and headlines that support their prejudices.
Recently we gave one of our clients some “homework”. Why not try this yourself. For the next month pay attention to articles about Gen Y. Make three categories. First, look for positive articles about Gen Y. Secondly, look for negative articles. Finally, look for articles that have negative headlines or photos but actually have positive information in the text. I believe you will find the negative/misleading will out number the positive 5 to 1.
I think this is important because it makes your job as a leader that much harder. If your folks already have a negative opinion, and the images they receive support their prejudices, then it will require you to help change their opinion. Take some time and share a few positive images. For starters, check out #GenYGivesThanks . For the month of November Gen Y will tell you what they are thankful for….and I think you will be surprised at the entries. Your challenge as a leader is to help fight the negative images and provide the positive balance.
Gen Y and Voicemail
Written by Buddy Hobart on November 2nd, 2009
Gen Y does not like to use voicemail. In a recent discussion with several Y’ers, it seems to be universal that they do not find voicemail to be productive. Their sense is “why listen to a possibly rambling voicemail when I can just call back or text and get information in real time”. To prove their point, these Y’ers pulled out their phones and showed me their voicemail boxes, which were filled with unheard messages. When they saw who called, they simply called back and received the information live. To further demonstrate their point, these Gen Y’ers told me how they have “trained” their parents not to leave voicemail messages. If their parents want to reach them, a “missed call” will prompt a call back.
I am sure many leaders out there will be as frustrated as I am/was about this conversation. For the sake of full disclosure, I like voicemail and use it quite frequently. My initial reaction was not a positive one. However, in an attempt to practice what I preach, I proceeded to engage the group in a lively conversation about “adapting to your audience’ and using the mode of communication that is most likely to get the desired result. After all, it is the result, not the effort that is most important.
I also pointed out how their attitude may well be hypocritical. If they have a desire for Gen X and Boomer leaders to adapt, then shouldn’t they also adapt? Is it simply ok to equate taking action with achieving results? Also, and as we discuss in the book, we don’t “train or handle people” we lead people. Why is it ok for them to “train” someone and not lead?
The response was very interesting and unexpected. Since Gen Y seeks to CONNECT, their response was to admit a certain amount of hypocrisy. If voicemail was the best way to connect, then the group seemed to feel a need to ADAPT. If they want us to adapt, then they also should adapt.
This reminded me of something Chuck Fowler, the President of Fairmount Minerals told me as we were writing Gen Y Now. Chuck said, “instead of becoming frustrated with new employees, look at this as a way to teach and guide them”. A spirited conversation is always better than frustration and alienation.