Posted by & filed under Generational, Leadership, Performance Management, Professional Presence in a Casual World.

Workplace Perceptions That Millenials Need To Rise AboveWe’ve got an amazing mix of generations in the workplace right now. In fact, the current workforce has a wider range of generations than ever before in US history.

  • Traditionalists (born prior to 1946) are about 5 percent of the workforce
  • Baby Boomers (born between 1946 and 1964) make up 45 percent of the workforce
  • Gen X (born between 1965 and 1976) make up 40 percent of the workforce
  • Millennials (born between 1977 and 1997) make up 10 percent of the workforce
  • In addition, a fifth generation known as Gen 2020 (born after 1997) is joining the workforce.

Each generation joins the workplace with unique perspectives, experiences, and expectations. How we unite this multi-generational workforce as entrepreneurs will create either barriers to overcome or a competitive advantage toward success. Two generations currently have a stronger impact on our businesses: Millennials and Baby Boomers. Millennials are the present and future workforce, expected to make up 50% of the world’s workforce in the next 5 years.

The Millennial Generation is creative, tech savvy, excels at work in teams but with freedom, and seems to have some emphasis on family relationships, They tend to be actively engaged in citizenship, comfortable with the world’s issues, expect corporate integrity and transparency, and encourage speed and having fun at work. On the down side, Millennials have a reputation for being spoiled and impatient, ie. they want to be leaders now—without earning their dues.
Millennials see themselves different than these perceptions and stereotypes.

A recent study titled “The-Great-Divide” found that 14 percent of HR professionals perceived Millennials to be less people-savvy, but 65 percent of Millennials surveyed think they excel in this skill. In the same way, 86 percent of HR leaders felt that Millennials were more tech-savvy than other workers, while only 35 percent this group rated themselves this way. The largest disparity in perceptions is that 82 percent of Millennials believed that that are loyal, compared to only 1 percent of HR professionals. Finally, 86 percent of this generation considered themselves to be hard workers; only 11 percent of HR professionals agreed.
Boomers have seen it all.

Layoffs, downsizing, financial success (and sometimes failure), real estate booms and droughts, and multiple wars. They have had a disproportionate economic and cultural impact on nearly every trend of the past 40 years. Why is this important?

Boomers are retiring at an increasing rate and for every two experienced and knowledgeable Baby Boomers that retire, there is one in-experienced Millennial joining the workforce. This is a trend we are going to be dealing with over the next several weeks. How do we transfer Boomer knowledge to younger workers? One good piece of news is a global CEO survey by PricewaterhouseCoopers found that 98% of Millennials think positively about working with a mentor, and 89% believe continuous learning is important.

We need to capture the knowledge and experience of our Baby Boomer Generation before it is lost! Does your organization have a succession plan in place? Bringing a mix of generations together to work with each other, share knowledge, and work styles is the best place to start. With a generation mix, help them learn about how their own communication and work styles are impacting their success at work. The EDSI Increasing Personal Effectiveness program has been taught to thousands of groups over the years. It’s also been updated to reflect continued changes in the workplace. Give your employees the best chance to succeed by teaming up with us!

Leaders with the most impact are those who can build and successfully manage great teams. Every day, we help our clients and colleagues achieve their highest levels of professional presence and personal effectiveness. That includes everyone on the ladder, from company presidents to project managers, to staff members. Contact us at 800-282-3374 to find out how we can help you impact your own productivity and the productivity of your entire organization.

We deliver results-oriented training programs that increase productivity, effectiveness, & performance. Call 800.282.3374.

Posted by & filed under Career Development, career development leadership development, Communicating To Manage Performance, Leadership.

How To Gain Authority In The WorkplaceWe’ve heard it said many times, “You can be a leader no matter what position you are in.”  It’s hard to argue with that statement! It’s a little tougher to live it out though. Why else would so many managers feel powerless to make a difference in their organizations; let alone anyone that isn’t in an actual authority position?

Don’t confuse leadership with authority. Imagine having a manager that often complained about several members of his own team to several other members of his team. His reasoning for doing this was that he didn’t hire them and didn’t have the authority to reprimand nor fire them. He felt powerless to do anything about their insubordination. At least it felt better to vent.

Take the DiSC Assessment & learn about your own professional skills and the challenges that are holding you back from Virtual Coach

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What he didn’t realize is that he was building a wall of insubordination out of the bricks of distrust and gossip.
There are several problems here, but the one we want to focus on is authority. Authority is important, but it’s not everything. In the real world, authority doesn’t always work. People don’t always listen to the person in charge.  And sometimes, they shouldn’t. What do you do when you either don’t have the authority or your authority isn’t working?

Fake it.

What we mean is that you have to temporarily abandon authority and use influence. Put your sales hat on. Learn about the person instead of the position. Understand what drives them, what their goals are, and what is holding them back. Focus on helping them with each of these.

Simply serve them.

The crazy thing about this approach is that by building a bridge with this person or persons and leading them across it, you will most likely gain the authority you originally needed. When your boss sees you take this approach, there’s a good chance that the next time you need to flex your authority muscle, it will be much stronger.

In the meantime, use your new found influence to build loyalty and trust; who knows…you may not even need the authority you thought you did!

Have you ever used influence in lieu of authority to get what you need? Authority matters in leadership but it is the result, not the cause. Difficult situations birth true leaders –not authority.

Leaders who keep their focus on the result, make meaningful progress, have strong relationships with team members, understand their strengths, weaknesses, desires and drivers…and also understand the “why” of what they are doing will soon find themselves bestowed with authority. Authority is typically earned after demonstration of effective leadership.
Unfortunately authority tends to lean towards the negative side of management, punishment, rather than the positive, expertise and ability. Authority is a tool that can be difficult to wield and can have a steep learning curve, but a true leader will master its intricacies in short order.

Leaders with the most impact are those who can build and successfully manage great teams. Every day, we help our clients and colleagues achieve their highest levels of professional presence and personal effectiveness. That includes everyone on the ladder, from company presidents to project managers, to staff members. Contact us at 800-282-3374 to find out how we can help you impact your own productivity and the productivity of your entire organization.

We deliver results-oriented training programs that increase productivity, effectiveness, & performance. Call 800.282.3374.

Posted by & filed under Assessment, Customer Service.

Why do we need professional assessments? It’s simple. Do you want to improve your hiring and selection process? How about increase sales or customer service? An employee assessment can give you a shortcut to accomplishing these goals.

Importance Of Employee Assessments

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Improve Hiring & Selection

The right person in the right job is priceless. The wrong one is a nightmare waiting to happen. Accurately identify job applicants BEFORE the interview, make scientifically informed judgments and build an organization of A+ employees.

Increase Sales

Teach your sales team powerful behavior profiling skills. Empower them to identify— to your organization’s advantage— observable behaviors, then adapt their selling style to fit the customer’s buying style.

Improve Customer Service

Know in advance that your people believe in your organization and care about your customers. Better equip and train your customer support team with the invaluable communication and behavior profiling skills that pay countless dividends.

Increase Productivity

Identify with scientific accuracy the strengths and shortcomings of each employee. Create observable action plans, from the data, that maximizes your organization’s talent.

Reduce Employee Turnover

Ensure the best possible positional job “fit” for each new hire. Great fit means stronger retention rates, which lowers the costs associated with turnover.

Customize Employee Training

One size fits ONE, not all. Learn how each person learns best and get them back to productivity sooner.

Model Team Building

Know who fits with whom in advance. Create your teams based on compatible skills and traits, not just generic ideas of balance. Top-level teams are comprised of behaviorally compatible members with an optimal array of complimenting proficiency.

Leaders with the most impact are those who can build and successfully manage great teams. Every day, we help our clients and colleagues achieve their highest levels of professional presence and personal effectiveness. That includes everyone on the ladder, from company presidents to project managers, to staff members. Contact us at 800-282-3374 to find out how we can help you impact your own productivity and the productivity of your entire organization.

We deliver results-oriented training programs that increase productivity, effectiveness, & performance. Call 800.282.3374.

Posted by & filed under Hiring & Selection, Leadership, Performance Management.

Reduce Employee Turnover

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Did You Know that 75% of ALL Hiring is due to turnover?

The emergence of .com job-search resources has helped create a fluid workforce capable of constantly searching for that next perfect opportunity.

According to the International Management Association, average churn rates have jumped by more than 14 percent in just the last decade– and that number continues to climb. Employers can combat this trend- while saving both time and money-

enlisting online assessments to accurately pre-qualify new job applicants. Simply put, quality, science-supported online assessments can ensure that a company minimizes employee related expenses while optimizing its greatest potential resource– human performance.

 

Don’t let your star players go! Provide employee development and communicate to manage performance. We’ll show you how.

Call 800.282.3374

 

www.employeedevelopmentsystems.com

 

Posted by & filed under Active Listening, Actively Engaged Workers.

How To Become A Successful Leader Through ListeningWe’re told to “be a good listener,” but what does that mean? Have you ever actually studied your own listening habits? Effective leaders are not the best talkers. They have fulfilled career goals by being the best listeners.

Words aren’t enough. When you’re listening, pay conscious attention to facial expressions and body language. This information is just as important as the words that you are hearing. When you are talking with someone, they are likely trying to convey something that is important to them. During your interaction, try to imagine what they might be thinking and intentionally put yourself in their position. Put yourself in their shoes.

Release your inner guru! When was the last time you were fully in the moment? In your next conversation, practice being in the moment. If your mind starts to wander, bring it back to the moment. Concentrate on your listening partner’s face, especially the eyes.

Affirm key points. Appreciate what people are saying by using “mmm-hmmm” and “I see,” or other feedback indicators. Follow this up by summarizing their feelings or the information at least 2 times during each conversation. Pick up the key information, feed it back, and confirm that you are on the same wavelength as the other person.
Stay curious. People who are naturally curious are more engaging to others. Stay curious about what others are doing and trying to convey to you. Curious people see every conversation as an opportunity to learn. Pretend that you’ll be tested about how much of the conversation you have retained!

John Treasure has spent his life researching how the sounds in our environment and our communication methods impact our efficacy. He advocates the RASA method:

Receive information from others by actively listening to them.
Appreciate the feelings and information you receive by giving ongoing feedback.
Summarize everything you hear. Your friends and colleagues will be reassured that they are truly being listened to!
Ask at least 3 questions. Even if you have a good general understanding of the conversation, the very act of asking questions will solidify it in your memory.

At EDSI, we have been resolving generational, employee development, leadership, professional presence, and personal effectiveness issues for over 30 years. Contact us to learn how we can help increase productivity and profits in your organization. Call info@edsiusa.com | 800-282-3374

 We deliver results-oriented training programs that increase productivity, effectiveness, & performance. Call 800.282.3374.

Posted by & filed under Change Management, Communicating To Manage Performance, Performance Management.

How To Present Upcoming Change In The WorkplaceTo ensure positive change in your workplace, focus on nine key areas to that help the change process less painful. Leading change requires us to be extremely thoughtful and attentive to those we are dealing with, whether that’s a team or person. Before approaching your team with an upcoming change, answer these questions for yourself. They will help you frame the upcoming changes in a clear and positive way.

  1. Why do most people resist change?
  2. Is the desired change worth it?
  3. When will the change take place?
  4. What kind of change is desired?
  5. What do you hope the change will accomplish?
  6. What will be lost if your team or organization does not successfully institute the change?
  7. How will the change make things better?
  8. Are you open to compromise?
  9. How can you convey your vision in a sincere and positive way?

Present your vision before you elicit change; be a transformational leader -a person who is influencing the group to bring them to the next level, to elicit interest to bring the group to the end vision, and to move forward. As opposed to demanding or forcing the group to accept the change, especially when organizational change can be difficult and create an insecure environment.

If all 9 questions are asked of you the leader and those under your leadership, you will have the knowledge and the presence to successfully guide the department, the team, and each person through the uncertainty of change.
Our program, Working Successfully in a Changing Environment, gives organizations a competitive edge by showing employees how to process their thoughts and feelings and make responsible choices in dealing with ongoing workplace changes. The purpose of Working Successfully in a Changing Environment is to help participants understand the process of change and acquire the skills that will enable them to cope with the feelings of anxiety, resistance, and confusion related to change. Participants focus on changes they are currently encountering in their work environment, either as a group or as individuals. This program is customized to address  specific changes. Participants learn to:

  • Acknowledge their own response to change and identify present thoughts and attitudes about change
  • Identify phases and steps in the personal change process
  • Understand resistance to change
  • Practice effective techniques to work through the change process
  • Develop action plans to commit to change

This program utilizes the DiSC® assessment to help them identify their own feelings about change and how they can successfully navigate it.

Leaders with the most impact are those who can build and successfully manage great teams. Every day, we help our clients and colleagues achieve their highest levels of professional presence and personal effectiveness. That includes everyone on the ladder, from company presidents to project managers, to staff members. Contact us us to find out how we can help you impact your own productivity and the productivity of your entire organization. Call info@edsiusa.com | 800-282-3374

We deliver results-oriented training programs that increase productivity, effectiveness, & performance. Call 800.282.3374.

Posted by & filed under Leadership, teamwork, Uncategorized.

Assembling Strong Teams In The WorkplaceTeams require a layer of relationship management on top of the actual work that needs to be done. So why don’t we just break our teams into groups of two or even just break the entire time into tasks, each taken on by one person?

As a leader, communicating to manage performance and the delegation of tasks is often less stressful and seems more efficient than giving a team the entire job to do, and managing their relationships, right? Here is why it makes more sense for you and your organization to assemble strong teams and foster a robust, positive teamwork environment. The output of single-person work strategies will suffer. The reality is that humans thrive in teams, and you’ll realize greater productivity if you can learn to successfully manage them.
1. Increase the Bus Factor. The bus factor is the number of team members that could be hit by a bus –or more likely, get sick, leave the company, or have any other event that takes them off the job, and still proceed with the project.

2. Increase learning. People who work alone or in a pair tend to develop obscure work processes and your organization’s “best practices” get forgotten. Don’t let this happen in your organization. Maintaining a strong team will keep everyone on track, learning from each other, and maintaining the quality of your workplace and results.

3. Accountability is invaluable. The powerful force of peer pressure is a motivation to help your team fly past the motivational dips of a tough project. If you can assemble a team of people who have mutual respect for each other, the natural accountability will work for you.

4. Retention rates will rise. Employees who have to carry the load of an entire project on their own tend to have low morale. This means lower happiness and consequently lower retention. Keep your retention rates high by fostering strong teams, positive teamwork, and group celebration of achievements along the way.

Team Effectiveness Checklist
Ask yourself these questions about your team:
Are there conflicts between certain people that are creating divisions within the team?
Do team members need to get to know one another?
Do some members focus on their own success, and harm the group as a result?
Does poor communication slow the group’s progress?
Do people need to learn how to work together, instead of individually?
Are some members resistant to change, and does this affect the group’s ability to move forward?
Do members of the group need a boost to their morale?

Leaders with the most impact are those who can build and successfully manage great teams. Every day, we help our clients and colleagues achieve their highest levels of professional presence and personal effectiveness. That includes everyone on the ladder, from company presidents to project managers, to staff members. Contact us us to find out how we can help you impact your own productivity and the productivity of your entire organization. Call info@edsiusa.com | 800-282-3374

We deliver results-oriented training programs that increase productivity, effectiveness, & performance. Call 800.282.3374.

Posted by & filed under Professional Presence in a Casual World.

Assess Your Personal Presence In The WorkPlaceThe new workplace environment is increasingly sophisticated, economically uncertain, and focused on personal accountability for performance results. There is a strong correlation between exceptional performance and behaviors that are considered  created on a project-basis and that dissolve just as quickly, and succeed by agility of thought, problem solving, and turnkey skills application.

Star players are those who are able to convey a sense of strength and control. The key to their career and personal success lies in maintaining critical professional competencies and conveying a robust professional presence. In the words of EDSI CEO, Suzanne Updegraff,

Professional presence includes a pride in your work and a desire to do things right, regardless
of the type of business you are in or which job function you perform. It has absolutely nothing to do with how many degrees you have or what your corporate title is. Inherent in professionalism is a sincere desire to help clients (both internal and external) achieve their goals and missions while you are achieving your own. Real professionals have an attitude of service and quality.”

Ask the tough questions below to assess your own personal presence.

  1. What do I do that adds to every team or work environment I enter? What is my meaningful contribution? Your answer here is your brand promise.
  2. Does my brand promise directly relate to my career direction?
  3. Do others see the same professional presence that I amtrying to convey?
  4. Are there gaps in my intended professional presenceand others’ perceptions of it?
  5. What can I do to close those gaps?
People with the most impact on their workplace and their own careers are those who intentionally close the gap between their intended and actual professional presence. Every day, we help our clients and colleagues achieve their highest levels of professional presence and personal effectiveness. That includes everyone on the ladder, from company presidents to project managers, to staff members. Contact us us to find out how we can help you impact your own productivity and the productivity of your entire organization. Call info@edsiusa.com | 800-282-3374

 

We deliver results-oriented training programs that increase productivity, effectiveness, & performance. Call 800.282.3374.

Posted by & filed under Active Listening, career development leadership development, Communicating To Manage Performance.

3 Principles Of Leading With Credibility In The WorkplaceThe ancient Greek aphorism, “Know thyself, ” is just as true today as it was in 460 BC. Knowing yourself is the first of three major principles in leading with credibility. How can we move ahead if we don’t first see ourselves the way the rest of the world does?  Once you master these, you will find that every decision you make is more authentic and will make you the kind of leader that your employees want to follow.

1. In the program, Professional Presence in a Casual World, one of our first tasks is to do a self-assessment. Gaining a sense of how the world perceives us, from our physical presentation to communication style, to work process, gives us the tools we need to help our clients move ahead with the career they want, gain more satisfaction with their current position, and most of all, learn how to release the productivity potential that has been waiting inside of them. Gaining awareness of our own challenges and strengths is the first and most important step to “releasing the eagle within.”

In the words of author, Harry M. Jansen Kraemer Jr., “You must have the ability to identify and reflect on what you stand for, what your values are, and what matters most to you. To be a values-based leader, you must be willing to look within yourself through regular self-reflection and strive for greater self-awareness. After all, if you aren’t self-reflective, how can you truly know yourself? If you don’t know yourself, how can you lead yourself? If you can’t lead yourself, how can you lead others?”

2. Self-confidence sounds like an obvious characteristic of any leader, but many of us actually hide our personal fears and self-doubts by becoming the stereotypical “bully” manager. Instead, think of self-confidence as the outside evidence of self-awareness and acceptance. Isn’t easier to relate to someone who isn’t fighting their own inner demons? Aligning yourself this way will make others more comfortable with you, smoothing the way for accomplishing challenges together. Use your self-confidence to learn positive, continuous feedback, that is devoid of the “bully” tactics we often experience.

3. Humility is the other side of the self-confidence coin. Genuine humility keeps life in perspective, particularly as you experience success in your career. “True humility gives you the key to valuing each person you encounter and acknowledging them for who they really are.” Active listening is one of the fruits of humility. Watch your interactions become more effective as you learn to truly listen to the members of your team, your colleagues, and your own managers.

These steps can be applied in any situation. Values-based leadership is a core principle of successful leadership, and you can become a more successful leader today!

At EDSI, we have been resolving generational, employee development, leadership, professional presence, and personal effectiveness issues for over 30 years. Contact us to learn how we can help increase productivity and profits in your organization. Call info@edsiusa.com | 800-282-3374

 We deliver results-oriented training programs that increase productivity, effectiveness, & performance. Call 800.282.3374.

Posted by & filed under Assessment, Employee Development, Leadership, Personal Effectiveness.

How To Increase Your Work Effectiveness, Productivity, & MoreIf you’ve ever taken a personality assessment at work or had your team take one, such as the DiSC, you know that they can be polarizing. Many people are dubious of what they can really reveal about themselves and the value of learning others’ results.

One thing we’ve learned over the years is that one of the success predictors for the post-assessment debriefing and the workshops we teach along with them, is the ability of participants to learn how they can “flex” their communication styles for much greater success in almost every area at work (and at home!), including higher productivity, increased professional presence, and successful conflict management.

You’ve probably heard people say something like, “I can’t be someone I’m not,”  “That’s not me,” or “I could never…” This is meant to show authenticity and pride in one’s own identity–a “principled” person. Actually, these types of phrases are used to justify an unwillingness to budge from a decision or as a tactic to avoid criticism. In short, they are a cop out, and the personality assessments, such as DiSC, help people increase awareness of the areas where they may have room to grow and increase awareness of their own strengths.

How about being who your colleagues need you to be? Life seems simpler when we think in dichotomies about our strengths and weaknesses, but people are complex. According to author, Rob Hatch,

“Maybe writing isn’t your strength it takes you longer, but somehow you can call upon the ability when you need to and do it well. Perhaps you’re not the most organized person, but when you have to, you can pull things together and find a new way of staying on top of it. You may not always be calm under pressure, but in a moment of uncertainty, fear, and chaos, you’re able to find stillness, communicate clearly, and direct the action as though it were in slow motion, knowing exactly what to do. None of it is easy, but it’s what the situation called for. It’s who someone needed you to be.”

If we can open up to the possibilities that we have flexible personalities that are able to handle any kind of situation, the potential for personal (and professional) growth is unlimited!

At EDSI, we have been resolving generational, employee development, leadership, professional presence, and personal effectiveness issues for over 30 years. Contact us to learn how we can help increase productivity and profits in your organization. Call info@edsiusa.com | 800-282-3374

 We deliver results-oriented training programs that increase productivity, effectiveness, & performance.
Call 800.282.3374.