On Friday, May 13, Leadership Resources held its monthly 3% club for clients and guests. The topic of discussion was “generational diversity” and how the differences between the generations cause communication challenges in the workplace.
Patty Marmie was the lead facilitator for this event and set the stage by having people introduce themselves and talk about what they do at their company. She proceeded to ask the group – “what is the definition of a generation?”
What is a generation?
While there was some talk of a generation being 40 years (perhaps that reference was Biblical or historical in nature), Patty’s research presented the definition of a generation in this manner:
A generation is defined as a geographically linked population that experienced similar social and cultural events at roughly the same time in their maturation. Generational change is primarily driven by parenting trends, technology, economics, and life spans. As the pace of change in these things quicken, generations get shorter.”
One participant, a sales and merchandising manager for a locally based grocery store chain, said, “In our stores we have 16-year-olds to 80-year-olds working for us. We have to know to communicate with all ages and do it effectively. I’ve started asking people how they want to be communicated with.”
The rest of the group agreed with that method.
Preferences of Your Generation
Participants further engaged in discussion about the following questions:
- How do you prefer to receive feedback?
- How do you prefer to communicate?
- What does “hard work” mean to you?
- What barriers have have you experienced in communicating with members of other generations?
- What is one thing you will do to improve communications with members of other generations?
- How will you know if you’ve improved?
A handout was then presented to the group that outlined the general preferences of each generation. The handout was originally produced by Express Personnel.
Generation and Communication Handout – Download Now!
Metrics drive improvement. As Peter Drucker once said, “What gets measured, gets done.”
When an athlete reflects on his performance, he doesn”t simply rely on his feelings and how he felt when he was on the court. He digs into his metrics and statistics, including shooting percentage, free throw percentage, number of rebounds, etc. Using this valuable data, the athlete can usually be coached and motivated to increase his results in the future.
In most regards, metrics are a good thing. Companies need to establish measurements and analyze them regularly to identify opportunities for improvement. However, just because you can measure something doesn’t mean you should. While a chart or graph might look pretty, if it doesn’t tell you the facts you need to know, it can be a waste of time and energy. To be effective, feedback and measurement need to have a clear and specific purpose.
Consider the following questions to analyze your company dashboard/metrics:
- Is the report providing me with the information I need to improve results?
- Is it providing my people with critical feedback so they can make adjustments?
- Do my employees really use this? (or are they gathering the data only because they “have to”)
- Does the data motivate individuals to do better in the area that’s being measured?
- Are the metrics linked to the overall goals of the organization?
With the metrics from your company’s dashboard, plus some clarifying questions like these, you can start to identify trends in your organization and opportunities for growth.
With a name like “Cruisin’ Down Memory Lane”, the 2nd annual Leadership Lincoln alumni gathering is going to be the best event ever!
Dan Sedor and David Buntain, have been selected to chair the event. Sedor is an executive vice president at Leadership Resources. Buntain is an attorney with Cline Williams and founder of Leadership Lincoln.
In 2010, Dan chaired the Reunion on the Runway where over 300 Leadership Lincoln alums gathered at Duncan Aviation for the initial event of its kind. Hosted by Robert and Karen Duncan and sponsored by Union Bank, the first year was a smashing success. In fact, Sedor did such a great job that he has been asked to co-chair this year’s event and move up to chair the entire event next year.
The 2011 “Cruisin’ Down Memory Lane” event will be held on August 20 at The Smith Collection Museum of American Speed with Clay Smith. Speedway Motors has generously agreed to host the event. Food, drink, silent and live auction will be a part of the evening.
Leadership Lincoln was founded in 1985 by a group of community leaders to ensure our city a pool of well-trained and knowledgeable individuals ready and willing to assume leadership positions in the community. The purpose of the annual event is to bring alums from all of Leadership Lincoln’s programs together for an evening of fun and celebration. The first annual event was initiated in 2010 as part of Leadership Lincoln’s Silver Anniversary.
On Friday, April 8, Mike Anderson facilitated the 3% Club luncheon on the topic of building business value. Mike is Vice President and Coach at Leadership Resources, serving from the Omaha location. His presentation, entitled “Value for Today and Strategies for Tomorrow,” brought together a room full of 23 local business leaders and professionals.
Value is in the eye of the beholder; it’s a perception. So how do we go about defining value in a business? The group brainstormed several ideas of what defines a valuable business. It soon became evident the importance of having a value strategy. If you have no destination, any road will get you there. Choose your advisor team, understand your options, and execute your plan. Mike talked about always having a backup plan in place. What would happen to your business if you were ran over by a truck tomorrow? “Better prepared = Better value!”
“It’s always been a mystery to me how businesses are valued for sale, and now I know the basics so I can prepare my own business for sale someday,” said Kindra Foster Lindbloom, owner of Foster Executive Writing & Editing. “I learned that the first thing I need to do is make sure I have processes in place–not a natural thing to do for a one-person office, but now I have some motivation.”
Important Steps to Remember:
- Financial review
- Valuation
- Vision/strategic plan in place
- Assess management team – Are they prepared?
- Run your business as if it’s for sale (and you are the buyer)
Value for Today, April’s 3% Club Session PowerPoint – Download Now!
Will You Be My Mentor?
At some point in your career, a bright-eyed intern or gregarious up-and-comer will approach you and ask you that fateful question, “Would you consider being a mentor for me?”
While you might be flattered, you may also be thinking, “I have no idea how to be a mentor!”
Mentor Qualities
Before you brush off the request or think you’re in over your head, read through the list of mentor qualities originally published by Toastmasters International (below):
- Available – Be available by phone, email, in person, to help build the relationship and answer beginning questions they might have.
- Patient – People learn at different speeds, and some need more guidance than others.
- Sensitive – Tact and diplomacy are vital. Many people are afraid to face their fears and/or work on weaknesses.
- Respectful – Each person is unique – respect your mentee’s wishes and don’t push too hard.
- Flexible – Life happens; always remember that not everything goes according to plan and you may have to allow for last minute changes or shifts in goals.
- Supportive – Demonstrate pride for what your mentee has accomplished. Be an advocate for their development.
- Knowledgeable – Know what you can offer a mentee – what is your area of expertise? What knowledge/experience will benefit your mentee?
- Confident – A mentor should come across as self-assured, friendly, and eager to help.
- Good Listener – By being a good listener, you enable the mentee to articulate any problem and sort things out.
- Concerned – A good mentor must genuinely care about people and want to help them become their best.
Serving as a mentor to another person is a matter of listening, offering wisdom and sharing your experience as it relates to their goals. And you don’t have to mentor this person from now until the end of time. If you’re worried about the time commitment, set some boundaries for your mentor relationship.
Expectations and Boundaries
Determine the length of time you will meet and the frequency of your meetings. If you choose to discuss matters over the phone or through email, establish parameters for those methods of communication as well.
Manage your expectations along with the expectations your mentee has for you. The ten qualities above, combined with expectations and boundaries you can both agree on, lay the foundation for a positive mentoring experience.
The Pursuit of Success Radio Show is approaching a milestone on April 14, 2011. The date marks the one year anniversary for the local radio show.
Show hosts John Oestreich and Boyd Ober initially created the concept for Pursuit of Success early in 2010, as they noticed a considerable amount of negative news in the media. To build a message of success and positive momentum in the region, the two created “Pursuit of Success”, a radio show designed to showcase regional entrepreneurs, business and community leaders, sharing key ideas of success while encouraging people to make an impact in their company and community.
“We are amazed at the amount of talent and success that exists in the Lincoln community, “explained Ober. “Each week our listeners have an opportunity to learn and grow by simply tuning in to the show!”
Oestreich and Ober are also grateful for support from the listeners and the community.
“We would like to thank all of our guests, listeners and others that have made this show possible,” said Oestreich. “We’re excited to share positive stories from outstanding leaders, executives and entrepreneurs.”
The radio show airs through Three Eagles Communications, Wednesday evenings at 6:05 p.m. on 1240 AM KFOR, and is also available for listening on the web at www.ThePursuitOfSuccess.com. Listeners with an ipod and/or itunes may also subscribe to the podcast and download episodes by searching “pursuit of success” in the itunes store.
Android mobile phone users are also encouraged to access the show through the free Android mobile app (search – “Pursuit of Success”) in the Android marketplace. Find the show on twitter (@POSradioshow) and Facebook.
To suggest a guest, offer feedback or discuss sponsorship opportunities with the show, please email radio@LRsuccess.com. Upcoming guests and show information can be found on the web at www.ThePursuitOfSuccess.com.
Leadership Resources’ Lincoln office has moved to a new location!
Effective March 21, 2011, Leadership Resources’ Lincoln office will be located at 8535 Executive Woods Drive, Suite 300, Lincoln, NE 68512. This new location offers upscale offices, a new facilitation/training room, and the opportunity to offer development through new advances in technology.
We are excited to welcome our clients and guests into this space. An official open house and/or ribbon cutting will be scheduled for later in 2011. Check back for more details.
Process Overview:
Designed for all levels of employees, offering a combination of personal leadership development, productivity and communication enhancement, as well as empowerment skills. The Effective Personal Productivity (EPP) process provides motivation and skills to help you successfully lead your personal career and organization to achieve “Your Next Level of Success.”
Development Topics:
- The Nature of Productivity
- Goal Achievement through Time Management
- Increasing Productivity through Controlling Priorities
- Improving Productivity through Communication
- Empowering the Team
- Increasing Productivity of the Team
Process Details:
- Program Kicks off Wednesday, April 27 at 10:00 AM
- Meets weekly and monthly for a period of 6 months
- Each session lasts approximately 2 hours
- Investment includes coaching, classroom facilitation, and materials
To enroll in this program, or get more information, please fill out the contact form or call a Leadership Resources associate at (402) 423-5152.
Thursday, April 28th was a signature day for the Lincoln TeamMates graduating seniors. The graduating seniors were recognized for their academic achievement and 18 of the TeamMates seniors were awarded scholarships to help them continue with their dream of post secondary education. This event was also attended by high-school aged students participating in the TeamMates program.
Celebrating the work of TeamMates, their families and mentors
This Spring Celebration event culminates the many years of hard work for the TeamMates seniors, their families and mentors. Many of the TeamMates mentors have been with these graduating seniors through high school and it is very rewarding for them, along with the students and their families, to see their TeamMate student graduate.
Dr. Nancy Biggs, LPS Superintendent for HR, conducted the program and introduced all of the graduating seniors and their mentors. Biggs congratulated each of the students on their hard work in reaching the huge accomplishment of high school graduation. She thanked the mentors for their commitment to meet with their students each week during the school year and for their contribution to their students’ success.
Keynote by Police Chief Tom Casady
The keynote address was presented by Police Chief Tom Casady. His message centered on overcoming personal adversity. He stressed to the students that they should surround themselves with positive people. A video message from Lincoln Fire and Rescue Chief, Niles Ford, was also presented. Chief Ford pointed out that perseverance is a key in achieving success. The honored seniors were also addressed by program co-founder Nancy Osborne and UNL Vice Chancellor for Student Affairs, Dr. Juan Franco. Both offered remarks to inspire the seniors to work hard and make their dreams of higher education come true. Dr. Steve Joel, Superintendent of Lincoln Public Schools also congratulated the graduates and gave inspirational messages along with closing remarks.
An important part of the program featured the awarding of 18 TeamMates scholarships from local donors in the Lincoln community. Without the scholarship assistance, some of the students would not be able to continue with their plan for post-secondary education.*
$500 Future Leadership Scholarship
Leadership Resources was proud to sponsor the Future Leaders Scholarship for $500. The recipient of this scholarship was Arazeli M. attending Bryan Community. Arazeli plans on attending SCC and focusing on a career in teaching.
Following the program, all TeamMates students and mentors were invited to participate in an informational session provided by the UNL Admissions Staff, followed by a campus tour and lunch in Selleck Hall. Lunch was provided for all students and mentors courtesy of TeamMates and UNL.
About TeamMates
The TeamMates mission is to positively impact the world by inspiring youth to reach their full potential through mentoring. Since the program began in 1991, it has grown with the support of Dr. Tom and Nancy Osborne to serve more than 4,000 students in 114 communities across Nebraska, Iowa and California. For more information, visit the Lincoln TeamMates website.
*For a complete list of the graduates, their TeamMates Mentors and the scholarship donors and recipients, please visit the TeamMates website.
Leadership Resources, a provider of results-oriented organizational development, has announced the members of their 2011 Executive Advisory Board.
Continuing board members from 2010 include Lyn Wineman, President of Wineman Communications, Neil Finsand, Executive Director of the Beatrice Community Hospital Foundation, and Mike Kelly, Senior Vice President at Nebraska Book Company. New board members for 2011 include Theresa Garthright, Managing Broker at Home Real Estate and Ric Stoakes, Vice President at UNICO Group, Inc.
“We are privileged to partner with this group of outstanding individuals” said Boyd Ober, President of Leadership Resources. “Their professional expertise and related experience in the community are welcomed and appreciated as we continually strive to generate a high return on investment for our clients through the deployment of our development programs and strategic services. We look forward to their individual and collective contributions to help further the vision and mission of Leadership Resources.”
To gain further insight about the Leadership Resources Executive Advisory Board, visit http://www.lrsuccess.com/about_us/executive-advisory-board.
Leadership Resources works with leaders who believe the development and productivity of their people will determine the success of the organization. Using a variety of leadership tools and materials, coupled with on-going support and coaching, they help executives, frontline leaders, individual contributors, and entrepreneurs achieve higher levels of success related to personal and organizational goals.
To learn more, call 866-820-8410.
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