San Francisco Bay Area Executive Coaching

How to Motivate the Millennial Workforce

We coach leaders to cultivate, creativity, clarity, focus and trust in a full engagement culture.

Who Are the Millennials?

Generation Y (the New Millennials) were born between 1980 and 2000 (estimated to be 80–90 million). Born to Boomer and early Gen Xer parents into our current high-tech, neo-optimistic times, these are our youngest workers.

Millennials are technologically adept, agile learners and tend to be impatient. They are currently 38% of the workforce, but they will be 75% of the workforce by 2025. 

Motivating Millennials

What's different about how Millennials are motivated at work? The key for motivating Millennial employees is understanding how the Millennials view the world and using that knowledge to help them be at their best. Accept them and don't try to force them to be like other generations. Tap into their intrinsic motivation aligned with core values.

Millennial employees are willing to put in the time to do the job, however they are uninterested in superficial "face time" at work - the concept that just being seen working long hours is impressive and valued. While Baby Boomers tend to see time as something to invest to get ahead, the younger generations view it as a valuable currency not to be wasted. These are the generations that expect work-life balance and paid time off. They want to get the job done, and then enjoy life.

Managing Millennials

What if you get to manage and coach some of the bright and energetic Millennials who have landed jobs at companies like Facebook, Amazon or Google? What works?

For example Facebook has over 5,000 of the smartest young and motivated employees anywhere.  According to one executive at Facebook, at least 20% of employees get to work with an Executive Coach! Millennials highly value coaching to improve their performance.

Mark Zuckerberg, CEO of Facebook, says that they hire people to do what they love, "We hire trailblazers, hackers and pioneers. We want people who can solve challenging problems, make a real impact and build something big."

Common values of Gen Y are often cited as, "values driven", "need to know why", and "peer oriented".  Facebook values are described as: "Be bold", "Be open", "Get feedback constantly", "Build social value", and "Make the world a better place".

To motivate employees at Facebook there is a flat structure, few offices or cubes, personalized benefits, and a wellness center that employees feel free to use at any time of the day. Healthy food is free as is dry cleaning.

Developing Milllennial Leaders

Useful development questions at Facebook, Google and at other organizations that are full of socially conscious Millennials are:

1. What will you do today and this week to personally connect the people around you with our mission?
2. What will you do today to best leverage your core strengths at work?
3. Ask your peers, what could you do today and this week to create even more positive impact?  (At Facebook teams are purposely structured as small so that the individual can have a big impact.)

Facebook leaders believe that 20 percent of one's leadership development comes from informal coaching, formal individual executive coaching, mentorship programs, topical brown bag meetings. "Hackathons" where people work through the night (but with the one rule that you can't work on your day job are prized events for motivated Millennials.

Facebook has been rated by employees as the number one place to work by the independent Glassdoor evaluation company. Facebook's values a leadership and coaching culture - focused on the values of their employees. The payoff is an extremely engaged workforce.

Facebook employees are bright, genuine, and driven people. Employees believe the company and leadership truly want to make the world a better place. It's a healthy and fun work atmosphere that enables people to reach their potential. Employees are empowered take risks and make a real impact. Friends are encouraged to also come to work there.

You can learn how to better motivate Millennial employees by working with a professional coach.The investment is well worth the reward: your ability to influence the future, your career and your personal development capabilities.

Business consultant Cam Marston presents further insights into motivating Millennials in Motivating the “What’s in It for Me?” Workforce (2007, John Wiley & Sons). Marston suggests you tap into your Millennial’s intrinsic motivation and values to achieve success.

Are you working in a company where executive coaches provide leadership development to help leaders better motivate Millennial employees? Does your organization provide executive coaching for leaders who need to be more positive about the Millennials? Mindful leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Am I a leader who motivates young individuals to achieve their highest potential, flourish at work, experience elevating energy and achieve levels of effectiveness difficult to attain otherwise?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders develop their Millennial employees.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders nurture Millennial employees. You can become a more mindful leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

Working Resources is a San Francisco Bay Area Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

...About Dr. Maynard Brusman

Dr. Maynard Brusman


Consulting Psychologist and San Francisco Bay Area Executive Coach

Trusted Advisor to Executive Leadership Teams

Mindfulness & Emotional Intelligence Workplace Expert

Dr. Maynard Brusman is a consulting psychologist and San Francisco Bay Area executive coach. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies select and develop emotionally intelligent and mindful leaders. 

Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.



“Maynard Brusman is one of the foremost coaches in the United States. He utilizes a wide variety of assessments in his work with senior executives and upper level managers, and is adept at helping his clients both develop higher levels of emotional intelligence and achieve breakthrough business results. As a senior leader in the executive coaching field, Dr. Brusman brings an exceptional level of wisdom, energy, and creativity to his work.” — Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching 



For more information, please go to http://www.workingresources.com, write to [email protected], or call 415-546-1252.



Subscribe to Working Resources Newsletter: http://www.workingresources.com

Visit Maynard's Blog: http://www.workingresourcesblog.com 


Connect with me on these Social Media sites.


http://twitter.com/drbrusman


http://www.facebook.com/maynardbrusman


http://www.linkedin.com/in/maynardbrusman


http://www.youtube.com/user/maynardbrusman

 

 

 

 

 

 

 

 

Ten Ways to Build Resilience for Mindful Leaders

Ten Ways to Build Resilience for Mindful Leaders Mindful leaders are self-aware and are masters at adapting to change. In the last few years, I have observed that many of my executive coaching clients have become more receptive to establishing a positive habit of daily meditative practice to stay focused, energized and optimistic in a volatile and uncertain world. Once we establish a trusting relationship, introducing a meditative practice in our coaching meetings is greeted with eager anticipation. It’s so beautiful to observe stressed-out executives go inside for some self-reflection renewing their energy and well-being. Mindful leaders who create the intention to meditate on a regular basis are more resilient. They create a culture and climate where people can bring their best selves to work and are fully engaged. What is resilience? (APA definition) Resilience is the process of adapting well in the face of adversity, trauma, tragedy, threats, or even significant sources of stress. Following are 10 resilience factors, extracted from the American Psychological Association (APA) article "The Road to Resilience" at http://www.apa.org/helpcenter/road-resilience.aspx . Strategies For Building Resilience Create the intention to choose and then implement a few of the strategies that feel right for you. Make some positive changes, take action and observe the results. When a resilient leader faces challenges or tough times he or she mobilizes emotion positively for improved performance. 10 Ways to Build Resilience 1. Make connections. Good relationships with colleagues, family members, friends, and in groups can build resilience through support from those who care about you 2. Avoid seeing crises as insurmountable problems. Stressful events happen, but you can change how you interpret and respond to these events, and even develop methods to prevent crises 3. Accept that change is a part of living. Certain goals may no longer be attainable as a result of adverse situations. 4. Move toward your goals. Develop some realistic goals. Do something regularly--even if it seems like a small accomplishment--that enables you to move toward your goals. 5. Take decisive actions. Act on adverse situations as much as you can. Take decisive actions, rather than detaching completely from problems and stresses and wishing they would just go away 6. Look for opportunities for self-discovery. Particularly in times or struggle or loss 7. Nurture a positive view of yourself. Developing confidence in your ability to solve problems and trusting your instincts helps build resilience 8. Keep things in perspective. Even when facing very painful events, try to consider the stressful situation in a broader context and keep a long-term perspective. 9. Maintain a hopeful outlook. An optimistic outlook enables you to expect that good things will happen in your life. 10. Take care of yourself. Pay attention to your own needs and feelings. Engage in activities that you enjoy and find relaxing. Exercise regularly. Taking care of yourself helps to keep your mind and body primed to deal with situations that require resilience.

Are you working in a company where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to become more resilient? Mindful leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Am I resilient in the face of uncertainty and constant change” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their emotional intelligence and mindfulness leadership development program.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you become more resilient. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

…About Dr. Maynard Brusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Executive Teams
Emotional Intelligence and Mindfulness Expert

We coach leaders to cultivate, creativity, clarity, focus and trust in a full engagement culture.

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

“Maynard Brusman is one of the foremost coaches in the United States. He utilizes a wide variety of assessments in his work with senior executives and upper level managers, and is adept at helping his clients both develop higher levels of emotional intelligence and achieve breakthrough business results. As a senior leader in the executive coaching field, Dr. Brusman brings an exceptional level of wisdom, energy, and creativity to his work.” — Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching

For more information, please go to http://www.workingresources.com, write to [email protected], or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com 
Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

© 2014 Dr. Maynard Brusman

 

 

Conversational IQ for Mindful Leaders - 5 Conversational Blind Spots

Conversational IQ for Mindful Leaders

“Human beings are the most highly social species on this planet. When we succeed in connecting deeply with others—heart to heart and head to head—trust is at its all-time high, and people work in concert in extraordinary ways.” ~ Judith E. Glaser, Conversational Intelligence: How Great Leaders Build Trust & Get Extraordinary Results (Bibliomotion, Inc., 2013)

Conversations are more than a vehicle for sharing information. As social beings, our interactions involve words that trigger powerful physical and emotional responses. Our words can facilitate healthy, trusting conversations — or cause others to shut down with fear, caution and worry.

Bad conversations trigger our distrust network; good conversations trigger our trust network. This influences what we say, as well as how and why we say it. Our trust and distrust networks shape each conversation’s outcome.

Leadership Conversations

If you project positive intentions, your employees will likely respond to questions positively and feel more confident about taking risks and accomplishing tasks. When you offer support and praise, employees believe you trust them and will go the extra mile.

Negative conversations can occur despite our best intentions. Others internalize messages based on what they think we said — not our actual words. As Glaser notes:

“Unhealthy conversations are at the root of distrust, deceit, betrayal and avoidance —which leads to lower productivity and innovation, and ultimately, lower success.”

When you want to win and subsequently fight hard, you may go into overdrive as you persuade others to adopt your point of view. You push instead of attempting to pull others in your desired direction. If you try to win at all costs, your conversations will trigger others’ primitive fight-or-flight response. Your conversation partner’s brain will effectively shut down, and he’ll no longer be open to influence.

3 Conversation Levels

Leaders commonly rely on two types of conversations: telling and selling.

When telling, they try to clearly specify what employees need to do. When selling, they try to persuade them with reasons for doing it.

Employees may understand “what” to do and even “why” they should do it. But they’ll never fully engage unless they’re part of meaningful conversations that encourage connection, sharing and discovery.

The following is a representation of Glaser’s identified conversation levels:

LEVEL I – Transactional
How we exchange data and information
LEVEL II – Positional
How we work with power and influence
LEVEL III – Transformational
How we co-create the future for mutual success

Too often, we get stuck in Level II conversations because we’re addicted to being right. We fail to realize the negative impact this has on others. We may start out with an exchange of ideas, but we then become trapped in a power dance.

Only when we participate in Level III conversations can we transform ourselves and our conversation partners by sharing thoughts, ideas and belief systems. We realize that:

•    We shape the meanings our words have on others.
•    We need to validate our words’ true meanings.
•    Breakdowns occur when others interpret our words in unanticipated ways.
•    Breakdowns occur when we try to persuade others that our meanings are the right ones.
•    Breakthroughs occur when we take time to share and discover.
•    Breakthroughs occur when we co-create and partner to create a shared reality.

Conflicts commonly arise when there’s a reality gap (an opposing interpretation of reality). They trigger an array of fears that activate our distrust network. We begin to process reality through a fear-based (vs. trust-based) lens.

Conversational Blind Spots

Five common conversational blind spots plague us.

Blind Spot #1: False Assumptions

When we assume others see what we see, feel what we feel and think what we think, we’re operating with blinders on. If you’re engrossed in your own point of view, you can’t connect with another’s perspective.

Blind Spot #2: Underestimating Emotions

Words can trigger strong emotions: trust, distrust, excitement and fear. When this happens, we may misinterpret reality. If we feel threatened, we move into protective behaviors and fail to realize we’re doing so.

Blind Spot #3: Lack of Empathy

Fear prevents us from empathizing with others. We become insensitive to others’ perspectives and cannot hear important parts of the conversation.

Blind Spot #4: Making Our Own Meaning

We assume that we remember what others say. In truth, we actually remember our responses to what others say. A chemical process within the brain seizes on our responses to others’ words — and these responses form the basis of memory.

Blind Spot #5: Assuming Shared Meaning

We assume that the person speaking creates the message’s meaning. In truth, the listener decodes the message and assigns meaning to it. As a listener, you run a speaker’s words through your personal vault of memories and experiences and attempt to make sense of the conversation.

Two conversation partners can’t be sure they’re on the same page until they take the time to validate a shared meaning.

Improve Your Conversations

You can take several basic steps to enhance the quality of your conversations:
•    Slow down. A conversation is not a race.
•    Breathe deeply. Take appropriate pauses. Allow time to process conversations.
•    Check your emotions.
•    Ask discovery questions.
•    Validate shared goals and meanings.

You can develop these qualities by working with a professional coach. The investment is well worth the reward: your ability to influence the future, your career and your personal-development capabilities.

Are you working in a company where executive coaches provide leadership development to help leaders put conversational IQ leadership into action? Does your organization provide executive coaching for leaders who need to be more conversationally literate? Mindful leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Am I a mindful leader who helps individuals and organizations achieve their highest potential, flourish at work, experience elevating energy and achieve levels of effectiveness difficult to attain otherwise?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders develop conversation IQ.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders ncultivate conversation IQ in the workplace. You can become a mindful leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

Working Resources is a San Francisco Bay Area Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

...About Dr. Maynard Brusman

Dr. Maynard Brusman

Consulting Psychologist and Executive Coach

Trusted Advisor and Mindfulness & Emotional Intelligence Workplace Expert

Coaching leaders to cultivate, creativity, clarity, focus and trust in a full engagement culture



Dr. Maynard Brusman is a consulting psychologist and executive coach. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies select and develop emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica.

The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.



“Maynard Brusman is one of the foremost coaches in the United States. He utilizes a wide variety of assessments in his work with senior executives and upper level managers, and is adept at helping his clients both develop higher levels of emotional intelligence and achieve breakthrough business results. As a senior leader in the executive coaching field, Dr. Brusman brings an exceptional level of wisdom, energy, and creativity to his work.” — Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching 



For more information, please go to http://www.workingresources.com, write to [email protected], or call 415-546-1252.



Subscribe to Working Resources Newsletter: http://www.workingresources.com

Visit Maynard's Blog: http://www.workingresourcesblog.com 


Connect with me on these Social Media sites.


http://twitter.com/drbrusman

http://www.facebook.com/maynardbrusman

http://www.linkedin.com/in/maynardbrusman

http://www.youtube.com/user/maynardbrusman

 






 

Baby Boomers’ Retiring Effect on the US Economy

Succession planning is critical in preparing for the transition of Baby Boomers to retirement. Perhaps you’ve noticed the term ‘brain drain’ more and more in the popular media. This term is being used to describe the anticipated loss of skilled talent from our workforce as members of the baby boom generation begin to retire. The younger Gen X and Gen Y (New Millennials) are growing impatient to ascend to leadership responsibilities.

Boomers, born from 1946 to 1965 grew up in affluence: Economic progress was assumed, freeing them to focus on idealism and personal growth. Sitting at home through a 20-or 30-year retirement is no longer an option for an increasing number of Baby Boomers. Some are looking to do something else because they have to for financial reasons. Many Boomers are reimaging their work lives and embarking on entirely different careers after retirement.

• Baby Boomers are finding second or ‘encore’ careers as an option
• And many are becoming entrepreneurs or working at non-profit agencies

Boomers are expected to live longer than any previous generation, and many hope to continue working in a desire to feel alive and engaged contributing to our growing economy.

You can retire more happily by working with a professional coach. The investment is well worth the reward: your ability to influence the future, your career and your personal-development capabilities.

Are you working in a company where executive coaches provide leadership development to help leaders put positive leadership into action? Does your organization provide executive coaching for leaders who need to be more positive? Positive leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Am I reimagining the next phase of my life” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders reinvent themselves and create a new future.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help leaders nurture positivity in the workplace. You can become a positive leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

Working Resources is a San Francisco Bay Area Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

...About Dr. Maynard Brusman

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

Dr. Maynard Brusman is a consulting psychologist, executive coach and workplace expert specializing in emotional intelligence and mindfulness-based leadership development.

He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies select and develop emotionally intelligent leaders.  Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

“Maynard Brusman is one of the foremost coaches in the United States. He utilizes a wide variety of assessments in his work with senior executives and upper level managers, and is adept at helping his clients both develop higher levels of emotional intelligence and achieve breakthrough business results. As a senior leader in the executive coaching field, Dr. Brusman brings an exceptional level of wisdom, energy, and creativity to his work.” — Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching

For more information, please go to http://www.workingresources.com, write to [email protected], or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com 
Connect with me on these Social Media sites.

http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

 

 © Copyright 2014 Dr. Maynard Brusman