I was recently interviewed by Tom Heck of Teach Me Teamwork on a few questions from managers about how to best communicate with Generation Y. For those of you who read this blog who are Gen Y’s, I would love to hear your suggestions!

Listen to the audio below.

 

 Tom Heck [61:22m]: Play Now | Play in Popup | Download

· Do you ever wonder why your competitor is better known?
· Why does “the other guy” get called for interviews with the press?
· Do you want your business to grow?
· Do you want more customers to know about you?
· Do you want to control your message?
· Want to create a new image?

If you answered YES to any of the above questions, you don’t want to miss this special interview with Helen Whelan, CEO of Success Television. This fast-growing media company focuses on providing self-improvement expertise through blogs, videos and DVDs.

Helen Whelan has over 30 years experience in media, starting out as a radio reporter and then becoming a national TV correspondent and Washington bureau chief for PBS’ Nightly Business Report. She worked at CNN for Lou Dobbs and successfully pitched Ted Turner to create the CNNfn, the first computer based network in the world. In 1999, she along with several colleagues from CNN left to start a website focused on baby boomers. That was the precursor to Success Television, which aggregates and provides videos and stories on self improvement in career, leadership, relationship, wisdom and wellness.

As a way to support you, Helen has offered two downloads and the fabulous podcast below. Enjoy!

Download a copy of Building Your Brand

Download a copy of Success Television’s On Camera Tips

 

 Standard Podcast: Play Now | Play in Popup | Download

Living in the Hot Zone: Seven Edge Strategies for Modern Day Teams with Tom Heck of Teach Me Teamwork

Date: One Wednesday, July 23, 2008 from 1:00-2:00 p.m. Eastern

Led by Bea Fields and Tom Heck, Founder of Teach Me Teamwork

We are living in one of the most radical times in the history of business, and radical times call for radical leadership. Teams are now living in the “hot zone”, that place in business where risk, fear, doubt, pressure, uncertainty and change can get the best of the most savvy leaders. During this teleclass, Bea Fields will be talking with Tom Heck of Teach Me Teamwork about the seven critical strategies teams of today need in order to not just survive but thrive in the business world.

Register for the call here.

And…for those of you who do come to the call, Tom will be giving each of you access to the audio TeleSeminar entitled “Unleash Your Ears — Listening to discern what’s really going on with a team .”

The audio includes 8 key things to listen for when working with groups (or individuals). They are subtle and yet powerful. When you listen for them you will begin to be a much more effective leader and facilitator of teams. Here’s the first 2 things to listen for when working with teams:

Number 1: Genuineness and Accuracy

A Teamwork Coach listens for tone, word phrases and timing.

Does the team (or team member) mean what they are saying? Who is really talking? The past? Needs? Fear?

Number 2: Desires and True Wants

A Teamwork Coach listens for what the person (team) is focused on and ready for.

Do they know what they really want? Are they ready to receive what they really want?

So…join us on Wednesday, July 23 from 1-2 p.m. for this fabulous hour with Tom Heck.

Great post on the Newsweek Blog about McCain, Obama and the Millennials.

Gen Y is definitely thinking about saving its pennies. Check out Mint.com or QuickenOnline.com to see some of the websites it is using to track their funds.

Mintel research recently came out with a research study stating that Generation Y–defined as people born between 1977 and 1994–make up only about 5% of financial advisors’ client base.

This might lead you to think that there is a big opportunity for Investment Banks to have their financial advisers target Gen Y.

Not so fast on that one… 

I believe that Gen Y would rather do it themselves. Or would rather learn from their peers vs. some old financial advisor.

There are so many sites like the ones mentioned above that provide lots of free information. There are also some good personal finance blogs, such as www.IWillTeachYouToBeRich.com

Why pay when you don’t have to?

Yes, there is such thing as a free lunch…

You may be calling them Gen Z, yet as with all generations, the next wave of our population will most probably choose their own name.  At any rate, Tammy Erickson has a great post from this week on the topic of the Post Gen Y Generation.

I had a great discussion this past week on the topic of retaining top, young, talented workers with Barbara Penn Atkins, who previously owned and operated for an Executive Recruiting Firm and a Data Processing Service Bureau for 15 years.

Currently, Barbara is President of Penna Group in Phoenix Arizona
She works with individuals who are 2Young2Retire and have a desire to master life changes; and transition from where they are currently to a higher level of personal fulfillment.

Listen in below.

 

 Standard Podcast [50:06m]: Play Now | Play in Popup | Download

Ah.. more than 42 Million Gen Y members can vote in the upcoming election. And why is that only one candidate is really using the web And why is it that only candidate thought to go to an expert or at least someone who lives and breathes online stuff. Why is it that only one candidate hired the founder of Facebook to help him with his campaign. Why is that even though only 48% of the Gen Yers claimto be a Democrat, they will still vote for Obama.

46% of Gen Yers expect the next President to interact with them online. Isn’t amazing that other candidates–in any election–still haven’t integrated online into their communications with these constituents

What happens when you get ten top professionals on a call together to discuss the future of business and leadership? You walk away inspired to change the way you think, live and operate in business. Listen in as Bea Fields shares this open call with her partners from EDGE: A Leadership Story. Fields is joined by Michael Gerber, Michael Port, Corey Blake, Dave Buck, Andy Wibbels, Carol Dickson-Carr, Eva Silva-Travers, Kimberly George, and Roger Dewitt. Each professional was asked a question they have never been asked before about the future of business, and you don’t want to miss their answers. This is BIG!

 

 Mega Call [68:23m]: Play Now | Play in Popup | Download

Everyone is talking about how to attract and then keep Gen Y, and the knee jerk reaction to keeping a superstar is to throw money, a vacation abroad or another week off to keep them on board. While these incentives often work short-term, it is well known that these perks don’t keep people around for the long haul.

What many employers don’t seem to consider is the investment they are making or not making in Gen Y talent. They often say that they feel they are wasting their time developing out their young careerists, because they know they’re going to leave in 2-3 years. I believe this view is archaic. I have been in the middle of this conversation for the last 24 months, and here is what I know to be true:

1) Gen Y’s will stick around longer if they know that their employer is invested in their career and leadership development. They will know this by observing you listening to their career goals and then responding to those goals by offering them opportunities to advance in the company. They want feedback about their performance, and as a manager or leader, it’s your place to provide that feedback. Many managers are afraid to develop out their young employees, because they are afraid they will help them grow out of the job. If this is your mindset, and you are not dedicated to your Gen Ys’ development, then guess what…you’re right. You’re probably going to lose them in a very short time.

2) Gen Y’s will be more dedicated to your company if the feel they are a right fit. Generation Y is the first generation to state out loud that they value authenticity and transparency. They want to know that the fit feels right…that it’s authentic. If your values match your Gen Y’s values, she will feel a sense of belonging to your culture.

3) Gen Y’s are happiest when they have a strong connection with other people in the company. Gen Y values friendships and a great life over just about anything else, and they crave connection with their work colleagues. They want access to not only their peers and other Gen Y’s but with their managers and executive leaders. They want to know that top leaders are highly accessible and open to connection with them.

4) Executive Coaching is a huge perk. Gen Yers are quite open to Executive Coaching, and many are already working with a mentor or adviser before they join your company. By offering Executive Coaching to your Gen Ys, your young careerists will always have someone to turn to when the going gets tough.

5) Promoting from within can seal the deal. In my opinion, there is no better way to get a young employee to stay on board than by offering them a promotion as soon as they are ready. The whole topic of 5, 10 and 20 years of tenure as a prerequisite for promotion is becoming passe. Giving Gen Y’s a chance at a bigger job that stretches their mental capabilities is a great way to send the message that you trust them and that you want them as a long-term member of your team.