A few weeks ago I attended a conference of mostly accountants from all across North America. It was fascinating to meet such focused individuals who also have a streak of creativity running through them. They were all leaders in their firms of varying sizes, possessing outstanding entrepreneurial skills, as well as technical know-how. They had all gathered to network and pick up some leadership skills though presentations and small interactions. One of the speakers, Mac Fuller, spoke about how our faces show how we lead our lives. Additionally, I will add, that our faces can reveal what type of leaders we are. Here are just a few example of what our faces say about the way we lead.
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In order for organizations to maintain their outstanding talent of both Gen X and the Millennials, it is important to have an understanding of the expectations of these two generations. Each generation brings a different view of what they want from their workplaces and employers. In addition, each generation contributes different talents and strengths. What are the some of the clues regarding each of these groups and how can organizations best meet their needs?
Gen X (Born 1965-1976)
- Originators of the work/life balance
- Want to work for an organization that helps develop their career
- Feel comfortable questioning authority and rules
- Major trait: self-reliance
- Contribute content to social media
Millennials (Born 1977-1997)
- See work as
I am in the process of finding a wedding venue for my daughter and future son-in-law. This is no easy task as many of you know but one that requires persistence and patience. As my daughter and I search, one thing that has influenced us is how we are treated and listened to. The catering managers who are drawing us in are the ones taking the time to listen to our needs and concerns and not just pushing their locations. These managers are definitely leaders in their field for several reasons.
Learn about the customer’s hot buttons
To begin to help any customer, one has to understand what is driving the client. What is… Continue reading | 2 Comments
I just had one of those intellectual conversations with a friend about whether or not it is possible to measure the success of a teacher. She is a teacher who feels that it is tricky to adequately create measurable competencies for teachers. So it got me thinking. What are the competencies necessary for a successful leader? Are there universal behaviors or attitudes required for leadership or is it very subjective according to an organization or an industry? Is it necessary or critical to have the same system of measurement for all leaders? Well, I think if we do not establish criteria to base successful leadership on, we might run into a professional dilemma.
So what are the competencies we need to include on our leadership evaluations?
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