6 Steps to Optimize Gen Z’s Workplace Performance: A Leader’s Guide

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As leaders increasingly manage teams with members from multiple generations, understanding what each generation uniquely brings to the table is more critical than ever. Australian company, Marlee, recently released the results of a 23-year-long study into generational differences, with particular emphasis on the attitudes and behaviors of Gen Z. This research offers invaluable insights for leaders seeking to optimize Gen Z’s workplace performance.

To set Gen Z up for success, leaders can integrate strategies that align the workplace’s evolving demands with Gen Z’s preference for stability. This means recognizing and valuing their unique perspectives on change while encouraging flexibility and resilience. Below, we explore specific methods leaders can use to cultivate a supportive workplace for Gen Z while still balancing the needs of the older generations.

Embrace Structure to Foster Confidence—Step One

Unlike older generations, who often thrive in environments that promote rapid change and innovation, Gen Z feels more at ease in structured, predictable settings. They’re less motivated by the promise of transformation and more by the stability that allows them to perform consistently and confidently. Marlee’s study revealed that 32% of Gen Z workers prefer maintaining the familiar rather than chasing change. Leaders can foster productivity by creating a reliable framework for Gen Z employees, offering them a sense of certainty and continuity even during organizational shifts.

Leadership Tip: Clearly communicate what will remain unchanged in the face of new developments. When introducing changes, emphasize what will stay consistent to help Gen Z employees feel grounded and supported.

Support Gradual Skill-Building Over Constant Reinvention—Step Two

While Millennials and Gen X employees often enjoy the challenge of acquiring new skills, Gen Z can feel overwhelmed by a continuous push for skill diversification. They’re not resistant to learning but benefit more from steady, achievable goals that gradually build confidence. Leaders can support this by guiding Gen Z toward structured skill development through online tutorials, peer mentoring, or in-person workshops.

Leadership Tip: Encourage Gen Z to approach skill-building in a self-paced manner. For instance, recommend specific YouTube tutorials or invite them to attend workshops with diverse teams where they can absorb new skills in a supportive environment. This gradual approach ensures they’re building skills without feeling rushed.

Communicate Change as a Necessity, Not Just an Exciting Vision—Step Three

Gen Z tends to approach change when it feels unavoidable rather than aspirational. They’re motivated by problem-solving and may not respond to visionary goals in the same way as other generations. If a change is framed as essential to solving a pressing issue, they are more likely to buy in and engage fully.

Leadership Tip: When implementing changes, leaders should emphasize the practical reasons behind the shift, highlighting how it resolves specific pain points or eliminates inefficiencies. Leaders can encourage Gen Z to feel like active problem-solvers rather than passive adapters by linking change to concrete outcomes.

Introduce Mentorships for Confidence in Change Management—Step Four

Gen Z employees often feel uncertain about approaching big-picture thinking, especially when change is involved. Having a mentor from an older generation, like a Gen X or Millennial, who is comfortable with change can provide the reassurance they need to navigate evolving workplace dynamics. A mentor can help Gen Zers break down complex changes into manageable steps, helping them confidently approach unfamiliar challenges.

Leadership Tip: Pair Gen Z employees with mentors who can model resilience and adaptability in the face of change. This relationship offers Gen Z employees a safe space to ask questions and learn from those who view change as an opportunity rather than a disruption. The shared guidance can help Gen Z build comfort with ambiguity over time.

Cultivate Resilience Through Scenario Planning—Step Five

Leaders can create a culture of brainstorming and scenario planning to help Gen Z build resilience. By engaging in discussions with teammates from older generations, Gen Zers can explore potential outcomes of new projects or workplace changes. This exercise helps reduce anxiety around uncertainty by allowing them to anticipate and visualize different scenarios before they arise.

Leadership Tip: Encourage Gen Z employees to collaborate on future plans with Baby Boomer and Gen X teammates. Their natural caution can be balanced by the excitement and optimism of their older counterparts, helping them gain a well-rounded perspective on upcoming changes.

Build a Culture of Stability and Incremental Innovation—Step Six

While Gen Z may not seek out innovation for its own sake, they value incremental improvements that don’t disrupt their workflow. Leaders can create a culture where change is introduced gradually, building stability while fostering a growth mindset. This approach lets Gen Zers appreciate the benefits of innovation without feeling overwhelmed.

Leadership Tip: Implement small, consistent improvements rather than sweeping overhauls. Allow Gen Z employees to adjust to these changes one step at a time, helping them integrate new processes or tools without disrupting their sense of stability.

With each generation carrying distinct strengths and expectations, leaders play a crucial role in bridging these perspectives. By balancing the need for stability with opportunities for incremental growth, leaders can cultivate an environment where Gen Z feels supported and empowered to take on future leadership roles. This approach optimizes performance across the team, harnessing each generation’s unique outlook to build a cohesive, resilient, and high-performing workplace.

Want to dive deeper into the results of Marlee’s ground-breaking study? Click here to download your copy of the report for FREE today!

Leadership and Coaching: A Responsibility, Not a Job

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In the ever-evolving landscape of team dynamics, particularly in sales and customer-facing roles, leadership and coaching are often perceived as separate tasks. However, the most impactful leaders and coaches recognize that their roles transcend mere job functions; they are committed to nurturing and developing their people as a fundamental responsibility. This mindset is crucial for fostering a thriving, engaged team. Here’s why adopting this perspective is essential:

Viewing Leadership and Coaching as Responsibilities

  1. Caring for People: True leaders and coaches center their roles around the well-being and growth of their team members. They go beyond setting goals and providing direction; they genuinely care about each individual’s personal and professional development. This involves actively listening, offering support, and creating an environment where people feel valued. When a culture recognizes and celebrates its people, it activates their potential and drives peak performance.
  2. Driving Skills Development: Effective leaders and coaches understand that their primary role is to drive continuous learning and skill enhancement. Leaders set the vision and strategic direction, but coaches work closely with team members to build their skills and confidence. This collaborative approach ensures that team members excel in their roles, contributing to both personal and organizational success. Imagine having a boss who consistently supports both aspects—how transformative would that be?
  3. Empowering Growth: Leaders and coaches are dedicated to empowering their team members. Leaders provide the vision and resources, while coaches mentor and guide individuals, encouraging them to take ownership of their growth. This dual approach fosters a supportive environment where individuals are motivated to reach their full potential. In the most successful organizations, this integration often results in what many would consider “the best boss ever.”

Creating Leadership and Coaching Synergy

  1. Aligning Vision and Personal Goals: Leaders establish the overarching vision and strategic objectives, while coaches help team members align their personal goals with these objectives. This alignment fosters a sense of purpose and motivates individuals to contribute effectively towards the broader mission.
  2. Enhanced Feedback Loop: Leaders focus on strategic and organizational feedback, whereas coaches provide personalized guidance and constructive criticism. Together, they create a robust feedback system that supports ongoing improvement and development at both the organizational and individual levels.
  3. Developing Future Leaders: Leaders are responsible for identifying and nurturing future leaders within the team. Coaches play a crucial role by mentoring emerging talent and equipping them with the skills and confidence necessary for leadership roles. This forward-thinking approach ensures a seamless transition and continuity in leadership.
  4. Resolving Conflicts and Building Cohesion: Coaches excel at managing interpersonal issues and fostering team cohesion, which contributes to a harmonious work environment. Leaders rely on coaches to maintain a supportive atmosphere, allowing them to concentrate on strategic decision-making.
  5. Motivating at All Levels: Leaders inspire through vision and strategic goals, while coaches help individuals motivate themselves by enhancing their self-esteem and skills. This dual focus on organizational ambition and personal growth results in a highly engaged and motivated team.

Leaders who view their roles as both leaders and coaches and embrace these roles as responsibilities rather than mere job functions, drive superior results. By fostering a people-centric culture, organizations create an environment where team members are empowered, engaged, and committed. This approach not only improves customer interactions and performance but also establishes a cycle of continuous growth and success.

For leaders aiming to enhance team performance through coaching, using AI-based tools like Marlee is a no-brainer. Marlee, from Australian company Fingerprint for Success, leverages advanced AI to deliver personalized coaching experiences, making it simpler and more efficient to guide employees through their growth journeys. For Generation Z employees, who thrive on immediate feedback and interactive learning, Marlee offers tailored insights and development plans that resonate with their tech-savvy nature. By using AI to analyze performance metrics and deliver customized coaching content, Marlee helps unlock the full potential of Gen Z employees, turning them into high performers and driving overall organizational success.

Go lead and coach—it’s your responsibility.

5 Strategies for Rapid Transformation and Growth Through People Activation

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In today’s rapidly evolving business landscape, transformation is not just a buzzword; it’s an imperative. To thrive in this era of acceleration, businesses must look beyond new technology and processes. The core of successful transformation is profoundly personal—it’s about PEOPLE ACTIVATION.

Accelerating transformation is crucial in today’s business environment. According to a 2020 McKinsey report, companies that embraced digital transformation and innovation during the pandemic were more resilient and outperformed their peers. The urgency is clear: businesses must adapt swiftly to changing market conditions, technological advancements, and evolving customer expectations.

However, a study by Gartner reveals that 75% of transformation initiatives fail to deliver the expected results. The hurdles include capability and skill gaps, burnout, and disengagement from continuous change. Middle managers, in particular, bear the brunt of these challenges, often expressing concerns about their ability to lead their teams through constant transitions.

So, what can leaders do when they face formidable challenges in executing transformations?

At the heart of successful transformations is ACTIVATING PEOPLE. Changing mindsets and behaviors matter the most. Co-creating, understanding, and empathizing with employees’ experiences of change is key. For each employee, transformation is personal. It affects their daily work, their sense of purpose, and their engagement with the company.

5 Strategies for Rapid Transformation and Growth

1. Empathy and Understanding: Take the time to understand employees’ perspectives. Regular check-ins and feedback sessions can help leaders stay connected with their teams. People want to feel seen, heard, and celebrated. Above all, they want to know that what they do matters and creates impact!

  • According to a 2021 Gallup report, organizations with highly engaged employees experience 41% lower absenteeism and 17% higher productivity. Regular check-ins and feedback sessions can significantly boost engagement by demonstrating empathy and understanding.
  • A study by Businessolver found that 96% of employees believe showing empathy is an important way to advance employee retention.
  • A Deloitte survey highlights that organizations focusing on employee experience are 25% more profitable than their peers.

2. Clear Communication: Transparent and consistent communication about the transformation process helps reduce uncertainty and builds trust. Strategically and intentionally including employees across all levels of your organization will create buy-in and personal investment in the outcome of the transformation journey.

  • The Project Management Institute (PMI) reports that ineffective communication is the primary contributor to project failure one-third of the time and has a negative impact on project success more than half the time.
  • A Towers Watson study found that companies with highly effective communication practices enjoy 47% higher total returns to shareholders compared to firms with less effective communication.

3. Training and Development: Invest in upskilling and reskilling programs to address capability and skill gaps. This not only boosts employees’ confidence but also enhances their performance.

4. Recognition and Rewards: Acknowledge and reward employees’ efforts and achievements during the transformation journey. This fosters a positive and motivating work environment.

  • A study by Bersin & Associates found that companies with effective recognition programs have 31% lower voluntary turnover than their peers with ineffective recognition programs.
  • According to a survey by O.C. Tanner, 79% of employees who quit their jobs cited lack of appreciation as a key reason for leaving.

5. Focus on Accelerating Teamwork and Adaptation: Implement Collaborative Tools that facilitate seamless communication and collaboration among team members. Adopt Agile Methods to foster flexibility and responsiveness in teams for quicker adaptation to changes and more efficient project management. Encouraging Cross-Functional Teams to work together on transformation initiatives to promote diverse perspectives and innovative solutions.

  • In the 15th Annual State of Agile Report, 86% of respondents say agile practices helped them manage changing priorities more effectively.
  • A Deloitte Survey found that organizations with high levels of cross-functional teamwork are 4.5 times more likely to be top performers in their industry.
  • According to McKinsey & Company, productivity improves by 20-25% in organizations where employees use collaborative tools.

By focusing on these essential strategies for rapid transformation and growth through People Activation, leaders will overcome the challenges of change, foster a culture of possibility, and drive their organizations toward a prosperous future.

Need help implementing? Learn more about how our coach-sulting solutions will help you unlock success for your workforce in just 90 days!

Next Generation Coaching (AI Based) for the Worker of the Future

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Shifting from Boss to Coach/Mentor is critical for employee experience and the Worker of the Future. As leaders and managers, we must understand this evolution and get it right. People need to feel seen, heard, and celebrated. They don’t want to be just another butt in a seat at an office. The worker of the future wants their work to mean something, to be personal to them, and to get real, individualized support on their career growth.

With many workplaces engaging in hybrid, remote or even contingent work, it’s harder than ever to not only engage your entire workforce, but ensure they’re getting the coaching, mentoring, and development support they need to be their best selves and crush performance.

Enter AI coaching.

AI coaching is in its incipiency, and here to enhance rather than take away from human coaches. People like myself who have spent years training and developing a coaching style that creates real results want to be able to provide more at all levels and AI provides access for all. AI coaching is a critically important to supplement all workplaces and contingent workers.

How AI Coaching Will Shape the Worker of the Future

One of the most important attributes of AI coaching systems and services like Fingerprint for Success, evoach, the Rocky.AI chatbot, and others is that they can be delivered on demand. In our hyper-connected world where we’re using to having data and information available at our fingertips, AI coaching is an on-demand service that your employees can access anywhere and anytime. Just as remote and hybrid work have shifted to allow people more autonomy to get their work done during their personal peak productivity (whether that’s 4am or 11pm), AI coaching allows people to get real-time feedback on their problems and challenges so they can continue to learn, grow, and push through their own limitations.

AI coaching also harnesses the power of big data, culling from millions of data points about people, their characteristics, their behaviors, and our history as a species to make personalized suggestions for growth. In a way, AI coaching is like having access to a brain that knows everything about everyone, allowing your workers to benefit from top-tier insights. It’s similar to how human coaches work, drawing on their personal experiences, their training, and their past successes coaching others with similar struggles to prescribe a course of action for you. The difference lies in the amount of data AI has access to and how it synthesizes that data into a personalized plan. And, of course, the humanness of the interaction.

AI Coaching – Unlocking the Workplace of the Future

The future of work is not one to many – it’s one to one. AI coaching helps workplaces overcome the financial and logistical hurdles to ensure everyone has access to mentoring, coaching, and support to be their best and do their best. It democratizes coaching for all.

Imagine your organization employs 76,000 people – that’s roughly how many people work at Meta right now. Now, imagine you are all in and committed to shifting your workplace culture to one of coaching and mentoring. You decide that in addition to empowering your leadership to coach and mentor their teams, you want to hire human coaches to grow all your people so they can continue to succeed in the new world of work. You calculate that one coach can work with fifty of your employees. If you want every single one of your employees to have access to a coach, you would need 1,520 coaches.

Enter AI. With the help of AI coaching services and chatbots, you calculate that one coach can now double the number of employees they can work with, one hundred each. Now you need half as many coaches as you did before, saving you tons of money and labor hours. You also find that your employees do even better because they can access the on-demand AI coaching whenever they need it to coach themselves and then supplement their learning with personalized sessions with their human coach.

That is why I find AI coaching so interesting and exciting. It makes building a true workplace culture that is founded on coaching and mentoring possible.

Limitations and Challenges of AI Coaching

People need people. They always have and they always will. While AI coaching offers incredible advantages and possibilities for the worker of the future, it cannot replace the benefits of working one-to-one with an experienced human coach who really gets who YOU are.

AI coaching systems and chatbots are really smart, but they excel at synthesizing and regurgitating information. Yes, they have access to millions of data points, but they lack the creativity and innovation of the human mind. That is why AI coaching should go hand-in-hand with human coaching.

Relationships matter. Working with a coach is not a transactional experience. It’s one that grows and develops over time as both people get to really know each other and form a deep connection. This is what makes the coach/mentor and mentee relationship so powerful. You’re accessing wisdom, advice, and support for your career and self, but you’re also forging a bond founded on respect and partnership.

What do you think of the AI coaching revolution? Are you excited? Inspired? Frightened? Leave me a comment below or send me a message and let’s chat. If you’re looking for a coach to help you up the game, click here to learn more about my coaching services.

5 Top Leadership Tips for Next Gen Leaders

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Leaders always want to up their game. They want to become high performance work athletes!  Whether they’re new to their leadership position, switching teams or companies, or just want to level up and be their best, real leaders know they have to put in the work to see the results. Use these 5 simple and proven leadership tips to up your game and create the impact you want to have at work this year. 

Leadership Tip #1: Use Your #1 Communication Tool

What is the #1 communication tool in any leader’s toolkit? Simple – your ears!

Great communicators are great listeners. They listen in order to understand, to make the other person feel heard, and to inquire about solutions with great questions. If you find yourself talking more than you listen, start there. Houston, there is a problem. Challenge yourself to recognize when you are overtalking and really listen to the people around you, your team, your bosses, your customers, family, etc. Then, stop, breathe, and shift to ask one great question that deepens your understanding and insight of your audience. Guaranteed you will be surprised how the simple act of listening changes results for you.

Leadership Tip #2: Let Go of Making it All About You and Needing to Always Be Right

Many leaders are leaders for a reason. They like to be in charge and to take control of situations and solutions. So, one of our most effective leadership tips to simply let go of that need to always be right and replace it with the desire to serve others. Accept and expect that your answer or your idea isn’t always the best one. You need to include diversity of thought. If you create space for others to step up and make their own ideas heard you will win every time. People want to feel that what they do matters, that they are contributing and creating impact. Part of your job as a leader is to simply back off and allow it to happen in the way that makes the most sense at the time.

Leadership Tip #3: Figure Out What People Want

The Platinum Rule has replaced the Golden Rule and it reminds us to treat people how they want to be treated, not how we want to be treated. Start by figuring out what it is your people want! As their boss or manager, figure out what motivates them and their passions, skills, and values. The simplest way to figure that out is to ask them: turn your organization upside down. Having your audiences’ desires firmly in mind will allow you to frame your conversations and interactions accordingly. If you know one team member wants to be a manager, this allows you to tailor your communications and coaching to move them toward that goal. Likewise, if you know someone desires to be home with their family as much as possible, you know you can appeal to them by offering greater flexibility with the time and place of work.

Leadership Tip #4: Improve Your Communication Skills

To step up as a leader who creates real-deal impact, focus on improving your communication skills this year. Learn the art of the question, make a habit of using inquiry to go deeper, listen twice as much as you speak, and use our GPS communication strategy for tough conversations. If you need help and guidance to get you where you want to go, reach out to us about our personalized and on-demand coaching. We ask our client to ask themselves what is in it for the them (WIFThem): the audience.  And then to continue to use inquiry as a tool to solve and bridge any gap. 

Leadership Tip #5: Adopt Simple Systems

On a recent podcast I was asked about my best leadership tip and it is this:

KISS. Keep It Simple Stupid.

The principles of leadership are easy. What’s not easy is the execution. Adopt simple systems to support growth and sustain permanent change. Our launchbox coaching systems focus on actionable and easy to implement 3 – 4 step processes each time. We provide a practical approach not a theoretical one. Our systems meet our clients where they, and their workplace culture, are. It’s been finetuned and tested thousands of times.

Don’t overthink the problem. Tap into something that is proven to work so you can start making big leaps in your career.

Taking the next step in your leadership journey starts with you. Implement our best leadership tips to drive your success and reach out to us to learn more about our leadership coaching for driven and motivated individuals.

3 Tips to Help You Effectively Work From Home

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(Guest Post by Tracie Johnson)

Are you in the position of having to work from home? This is a trend that already on its way to becoming more prevalent. However, the recent global pandemic has made it even more common. More and more people are making use of an office in their house. Here are 3 great new tips to help you work more efficiently and effectively from home.

1. Use a Comfortable Headset

One of the best things that you can do to improve your home office efficiency is to buy a headset. This is a really good idea if you happen to need to talk to people on a consistent basis while working. For example, you can make use of a Plantronics office headset to keep your hands free while you confer with your boss, team members, or clients.

Using a headset will give you the freedom that you need to multitask. You can bring up info that your client needs on the web while continuing to explain to them their various options. You can also use your headset to maintain your own comfort during the day. Wearing one will help you keep your posture at the correct level as you work.

A headset will also keep you in closer touch with your work culture. As you work by yourself, you may tend to drift off and lose focus while surfing on the web. But if you continue to communicate with clients on your headset, you’ll be intimately connected to the task at hand. This can be a great impetus for continued efficiency.

2. Make Sure Your Room is Comfortable

When you are compelled to work from your home, you are essentially setting up a part of your property as your new headquarters. Like any work environment, the setup needs to be clean, well organized, and tightly focused on efficiency. However, what many home workers tend to forget is that it also needs to be as comfortable as possible.

The best way to increase your home office efficiency is to organize your space in a way that is conducive to a high level of comfort. All of the tools that you need to do your job should be placed as close to you as possible for easy access.

Meanwhile, your desk and chair should also be modern and comfy. After a full day of working at your new desk, you don’t want your back or thighs to ache. Make sure that you have something comfy to sit on as well as plenty of space to move around in. The last thing you want to feel is cramped and miserable while at work in your own home.

3. Take a Break But Stay Focused

Just the same way you used to break for lunch at the office, you’ll need to schedule a few rest periods at your home office. During this time, you can adjourn to your kitchen for a quick lunch. You should break for a few minutes at a time during other periods in the day. This will allow you to relax and consider your next move.

Rest breaks are necessary because you can’t continue to plow full speed ahead for hours at a time without fatigue. The burnout factor is a real threat for people who work from home because they always seem to forget about the need for a short break here and there. This is a rookie mistake that will cost you in the long run.

Every couple of hours, log off for a few minutes. If you have a couch in your office, sit down on it and exhale. A short break will give you time to relax, regroup, and gather energy for the next few hours. It’s the right move to keep you from burning out.

Staying on Track is the Key to Success

Your success while working from home will always come down to your being able to stay on track. It will be up to you to do all in your power to maintain a tight and productive focus. You can do this by making use of these handy new tips and tricks. These have been specially designed and tested to help you stay on a profitable course.

About Tracie:

Tracie Johnson is a New Jersey native and an alum of Penn State University. She is passionate about writing, reading, and living a healthy lifestyle. She feels happiest when around a campfire surrounded by friends, family, and her Dachshund named Rufus.

8-Step Framework for Success: Execute “The Purposeful Comeback” for Your Organization

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With 2020 officially behind us, it’s time to focus on the opportunity of 2021! The workplace has a good, albeit flexible handle on the fact that we must provide new skills for employees, teams and cultures to meet the demand of the future. Let’s go 2021!

Remote, socially distanced, outside or in lock down, businesses and their leaders are ready to make up for lost time and navigate the future. The theme with which we are all approaching our comeback is a combination of gratitude, caring, people, community and impact for others.

Both individually and organizationally we are craving, wanting, needing, planning and orchestrating “The Purposeful Comeback.” It’s a framework to create next generation leadership that will see our organizations into the future. Mastering “The Purposeful Comeback” roadmap and tools below will help you create real and lasting success, growth, business results, and engagement for your people and workplace culture.

 

1. Winning Mindset and Energy

Companies don’t outperform their leadership and the same is true of teams. Creating a purposeful comeback in 2021 starts first with focusing on leadership using integrated purpose as the path to organizational success. We as individuals must show up every day as our best self. That means putting on your oxygen mask first – you can’t help anyone if you don’t first help yourself.

Mindset:

Your mindset really, really matters. Everyone from Marcus Aurelius to the Buddha to Victor Frankl and lately the best, Mel Robbins, has shown us how important thoughts and beliefs are in creating success for ourselves and others. To stage “The Purposeful Comeback” in 2021 we must cultivate a mindset that is positive, self-aware, growth-minded (see Carol Dweck’s phenomenal book, Mindset), and other-focused. Changing our mindset is about changing that talk track in our head.

Physical Energy:

We know that moving your body daily has a positive effect on the mind. Studies have shown that “exercise improves brain function, structure, and connectivity. These brain improvements are directly linked to improved learning, memory, and cognitive function.” Showing up as a leader in 2021 starts with taking care of the temple and setting aside time for the essentials: exercise and nutrition, adequate sleep, and recharging. We must make them a daily habit.

 

2. The Audience is the Hero of Any Story You Tell…So Make Them One!

Want to become a real purposeful leader? Figure out how to create meaningful followers.   Create meaningful followers through this simple basic tool: learn how to build relationships from the inside out. First, with yourself and then with others.

You know the Golden Rule: do unto others as you would have done unto you. But do you know and understand the Platinum Rule?

The Platinum Rule says this: treat others how they want to be treated. It’s other-focused and becoming other-focused is what you need to really succeed in the year ahead. Putting the focus on treating others how they want to be treated will help you build stronger relationships and relationships are the key to success. Make them the hero because they are! Use these two principles to help you:

-Remember WIFTHEM: This is an acronym for “What’s in it for them.” In every interaction, positive or negative, you must consider what the other person wants and how they are looking to benefit.

-Consider the Action: What action do you want your audience to take that can and will benefit them? This action will benefit you, too, of course.

 

3. Know Thyself to Help Others

Impact is created by working from the inside out. If you want to help others you must Know Thyself. If you don’t know or understand yourself, you’re almost guaranteed to get it wrong with others.

So, how do you start? First, just START. We teach the following framework to our clients inside our new on-demand coaching product, Hooga. Knowing yourself comes from really understanding and being able to articulate the following four core concepts about yourself:

  • Strengths
  • Values, Passions, and Skills
  • Brand
  • Story

This is the value you bring to others and the world. Getting really clear on this allows you to demonstrate your value to your peers, team, and clients.

 

4. What’s Your Story?


Humans have always told stories. From huddling around a fire to hieroglyphics to books to the vlogs, blogs, and podcasts of today, we have an innate desire to share our own stories and discover those of others. Storytelling allows you to captivate an audience, shape thoughts, and communicate purpose and value.

What do you do? Why do you do it? What impact do you create? Why does it matter to you, to your client, to the world?

Remember, your story is not a script. It’s not static or boring. It recognizes the audience and what’s important to them, then captivates them through the use of humor, drama, and narrative arcs. Want to learn to create impact? Then become your own best storyteller.

 

5. The New ABC’s “Always Be Connecting”: Bridge the Gap

We all come to the workplace with different life experiences, skills, and values. We come from different generations, cultures, and backgrounds. We are driven by the need for human interaction, to belong, to be part of a community. We are better together, and we know that (more on that in a second), yet technology, socioeconomic disparity, and generational differences easily divide us.

To seize the opportunity of 2021, we have to find a way to bridge the gap between us so we can pull together and connect. COVID-19 and remote work certainly hasn’t made this any easier. It’s also forced us to acknowledge the diversity (or lack thereof) in our workplaces and community. 64% of applicants say that they consider diversity and inclusion when considering a job, yet only 55% of people think their organizations have policies to promote it. Even more troubling, 90% of them say they’re not treated with respect at work, discriminated against, and even harassed.

This means it’s even more important that we make this the year we figure it out once and for all. Learn how to connect pure and simple. There are so many ways. Just one way we devised is our B.R.I.D.G.E. the Gap system, an integrated six-step plan that will help you unleash the potential of your employees and your workplace.

 

We cannot do it alone. You know that and I know that. Yet the greatest dysfunction of teams persists in our workplaces today. For some organizations, getting their teams to work together efficiently and in harmony is one of their greatest challenges.

Solving the team divide starts by focusing on and ensuring these principles are present in your workplace:

6. It’s Better Together: Teams

  • Do your people feel safe enough to share their ideas, true opinions, and feelings?
  • Is your workplace culture one that empowers, connects, and inspires?
  • Are your employees engaged and connected to the purpose and impact of their work?
  • Is everyone on the team working in alignment with the team’s values?
  • Is there a culture of trust in your workplace?
  • Do people communicate with each other effectively, openly, and often.
  • Do you empower accountability? Do you ask great questions?
  • Got a strategic vision or plan and is it shared universally?

 

7. Make Culture Last: Sustainability

In order to drive and sustain “The Purposeful Comeback,” you need to do the work and then create a system. An integrated system to sustain culture and engagement is necessary for our organizations.

Your system will need different parts, so ask yourself what that system would look like in your organization and what it should include. We recommend having systems to create and sustain purpose, to grow the next generation of leaders and develop their skills, to share in a purposeful vision and story and that all employees be able to articulate it and their own value, and to further coach employees to be their best, work from the inside out, and deliver on the organization’s core values.  Start now by devising your system.

 

8. Pay it Forward: Cultivating Disciples

Seizing the opportunity of 2021 and creating “The Purposeful Comeback” is about looking to the future of your organization. What comes next? Who will lead in five years? In ten? How will you continue to evolve and stay relevant in a changing world?

Create those next generation leaders (your disciples) from within. Get clear on your purpose, define it, live it, and then empower your people to buy into that purpose. When you can do that, then you’ll become known to clients, the market, and even potential employees. Look at all the top companies of today. Most were once unknown operations working out of someone’s garage. They got really clear on their purpose, wove it into the fabric of everything they do, and then the world caught on and embraced them.

You can do the same in your organization. You have all the tools you need. Start now with this roadmap to cultivating your Purposeful Comeback in 2021 and if we can help, please reach out. You control what happens to you, your team, and your organization this year. Start now to make it the best year yet and maximize your impact!

The 6 Simple Ways to Pump Up Your Career or Business for Success in 2021

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2021 is here. The time of year where we pledge to take the lessons from the past twelve months to make ourselves better has officially arrived. Even though, between us, making ourselves better is every friggin’ day for types like us.

2020 and the COVID-19 pandemic shit show has changed absolutely everything about our lives forever. From the way we work, to the way we celebrate our holidays, and, most of all our lens for purpose-based behavior. So, looking for ways to reinvent your relevance, to pump up your career or business, and to create the impact and success you were meant to have in 2020?  Let’s go….

Focus on developing your skills with these 6 Simple Ways to Crush It in 2021. Know them, understand them, internalize them, and reach out to us for help implementing. We’ve got your back!

1. Create Good Habits

Good habits for you are foundational. You can’t make a difference or impact anyone else if you don’t take care of yourself first.

Good habits can slide, however, so it’s time to bring them back in the New Year! If your habits were a little lacking in 2020, now is the time to really commit and change your life.

Good habits look different for every person. Do what works for you.

At a minimum, they should include some daily commitment in each of these key areas: health, fitness, relationships, reflection, and growth. Want examples? Here are some keystone habits you might consider adding to your daily routine this year:

–Exercise for 30-60 minutes every day.  Or just move for a set period daily!!!!

– Eat With Awareness: Be cognizant of what you eat and how it makes you feel.

–Meditate Daily.

–Focus on Gratitude.

–Connect With Others Who Lift You Up Daily: face-to-face or on the phone/Zoom with one person every day.

–Learn and Grow: Spend fifteen minutes each day reading or listening to a podcast for self-development.

The list goes on from there. Need more ideas? Reach out to us anytime and we can suggest some micro changes you can make to your daily habits.

2. Know and Understand the Power of Relationships

Good and healthy relationships matter! They are the single most important life/work skill. So, work on them. Follow your ABC’s: Always Be Connecting. The most successful people in the world know, understand, and practice this. However, we generally suck at cultivating new relationships and strengthening our existing ones. COVID-19 and social distancing definitely has not made this any easier.

Great communication is one of the critical components of relationship-building. You can probably think of a few examples from your own life where poor or miscommunication contributed to hurt feelings, anger, and even relationship damage. This is why it’s so important we learn to communicate at a high level. We published a recent blog all about communication – click here to check it out and learn some new tools for success.

If we want to succeed in 2021, we have to put aside our excuses and commit to learning this critical skill. Don’t forget – one of the most important relationships is the one you have with yourself. This year, go deep with others AND yourself to create impact.

3. Understand and Leverage Your Strengths

If you’ve been through our Strengths & Story workshop or coached with us, you know we start by helping you identify your strengths. One of our favorite tools is StrengthsFinder, though that isn’t the only way to get a handle on what you bring to the table. Your friends, family, peers, and bosses can all help you identify the areas where you naturally shine.

Come up with a list of your 3-5 top strengths and then audit your life by asking a series of questions:

– How are you already using your strengths to your advantage?

– What areas of your job or career are a mismatch for your strengths?

– How can you do more of what you’re good at in the future?

To be successful in 2021, lean in to your strengths, what makes you uniquely great, and be able to articulate them. Knowing, understanding and explaining how to really leverage your strengths will help you help others. In turn, this will help get you exactly where you want to go, whether it’s a promotion, new job, or new business.

4.Know Your Values, Passions, and Skills

In our book, Chasing Relevance, we presented a simple equation:

Strengths + (Skills + Passions + Values) = Your Value to Others

Once you’ve identified your strengths, it’s time to focus in on identifying your values, passions, and skills. These four things together constitute the value you can bring to others. When you know and can communicate that value, you can create more impact, more success, and play a bigger game.

Start right here and now by learning the difference between values, passions, and skills and brainstorming a short list for each.

-A Skill is something we have that others would value or that gives value to others. A Skill is something learned, developed, or honed, rather than a natural predisposition.

-Passions are those things that make your heart sing, that light you the hell up. These are usually easier to identify and often found by considering the answer to this question: what would you do if money didn’t matter?

-Values are your real deal principles or standards of behavior. These are NOT the things you value like family, friends, and security. Your Values are your personal code or way of being.

5. Develop a Personal Brand

You might not think of it this way, but you have a personal brand and story. Just like a corporate brand, your personal brand says something about you. When people work with you, speak with you, interact with you, they have certain expectations of what that experience will be like. Just like how we look at the Apple logo and think quality, sophistication, and leading-edge technology, people look at us and form opinions of our brand.

The good news is, just like a corporate brand, you have control over your personal brand and story. You get to choose who you want to be and how you want to be perceived by the world. You just need to then deliver on that promise every single time.

After the rough year we had in 2020, you might be ready to reinvent and refresh your personal brand and image for 2021. We can help! Reach out to us to learn more about our on-demand coaching product, Hooga. It includes a great module all about finding and living your personal brand.

6. Learn How to Tell a Connective Story

In this hard and scary year that disconnected us from our teams, peers, clients, friends, and family, we learned the value of connection. Being able to form connection with others quickly, no matter the medium, is one of the most critical skills for our success in 2021.

At launchbox, we teach our clients how to tell their or their company’s connective story. A connective story is one that communicates your own value to others in a way that demonstrates the impact you can make for them. Think of it as an answer to the age-old interview question, “Why should I hire you?” While we might not be job hunting and going on interviews, every single conversation we have with others is built around versions of that same question. “Why should I listen to you?” “Why should I trust you?” “Why should I continue working with you?” Connective stories answer these unspoken questions. They also allow space for the other person to feel heard. Being able to listen and absorb feedback is as important, if not more important, than what you actually say.

After reading through this list, you might find that you’re doing okay in a few areas while lagging behind in others. Or maybe you’re struggling in all six areas.  That’s fine. Just start!!!!  Start from where you are and make a commitment right now to doing something about it. If you want tomorrow to be different than today, then you need to be different.

We want to help get you there. It is what we do. From personalized coaching, team training, leadership development, to on-demand training with Hooga, we can help you make this your best year yet.

Go ahead, test us. We’ve got your back with these 6 Simple Rules to Coach Yourself to Success.

Communication is the Most In-Demand Skill for the Future of Work: Here’s How to Up Your Game

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Turns out, we were right! In a recent report from LinkedIn Learning, communication is the most in-demand skill for today’s job market. From day one we, launchbox, predicted that the most in-demand job skill people would need to get hired, promoted, or change careers would be great communication and connection with others. The Swedish job search engine, Jobbland.se, found that “effective communication was cited in job postings at more than 35 times the frequency of other soft skills such as empathy, conflict resolution, adaptability, and dependability.”

Communication is in demand now more than ever and that’s not changing anytime soon. When we peel back the layers and look at why this skill dominates recent job postings, we can see that while uncertainty, tolerance and diversity require communication, the pandemic has also increased the need for effective communicators.

The global workplace had been heading in this direction all along. With the increased use of AI and robotics in the workplace, a growing remote workforce, and technology allowing us to connect with people around the world, it’s never been more important that we know how to actually talk and listen to each other and establish connection. The ability to communicate along with the other soft skills like empathy and leadership will be your competitive advantage in the years ahead.

At launchbox, we focus on helping people bridge the gap by connecting with themselves and others. We have the tips and tools to help you increase the effectiveness of your communication, build stronger relationships, and create trust. In particular, we specialize in no BS, on-demand coaching that helps you quickly cut to the root of your problem so you can up your game and create impact for others. When it comes to better and more effective communication, put these 4 tips into practice this week and watch what happens:

Make it About Others

Remember WIFTHEM:  What’s in it For Them? This acronym is the backbone of great communication. It’s not about you anymore. People don’t care unless they know what’s in it for them. This is as true for the hiring manager on the other end of the phone as it is for your coworkers and clients. You must be able to demonstrate and articulate the value you bring to others. Before your next conversation or interview, take a moment to think about what the other person is really looking to achieve from their interaction with you and then DELIVER.

Ask Great Questions

Another way of making sure you’re staying other-focused, or to understand what people need from you, is simply to ask great questions. Great questions are open-minded, non-judgmental, and supportive. They allow you to begin the process of going deeper, to drilling down below the surface level to uncover needs, motivations, and challenges. When you understand what’s really driving and motivating someone, you’ll know how to make it about them and create value. Asking great questions gets you there!  Lead employees, teams, clients and yourself all by understanding where to meet them.

Use Our GPS Communication Strategy

Having conversations, whether difficult, with or without conflict, or just to demonstrate support, is a way of life in business. Having conversations that end painfully is never productive. So turn it around and have winning conversations. Use our GPS communication strategy to make sure you’re delivering impactful messages that are moving the relationship forward, rather than damaging it. GPS stands for Gratitude, Permission, and Shared Experience. It’s one of the fundamental frameworks we teach inside our Strengths & Story workshop. To learn more about how to use GPS in your workplace, click here to read our blog and grab our free worksheet that will guide you through the process.

Own Your Story

Before you can hope to communicate more effectively with others and create better relationships, you must first work from the inside out to really understand who you are and what you have to offer. Your story matters. It is the connection currency that you use to increase trust, build stronger relationships, and ultimately get things done. Think about it this way: how can you possibly connect to others if you can’t even connect with yourself? Start now by doing the work to get in touch with your own story. If you need help, just reach out – we’ve had thousands of people go through our Strengths & Story workshop and we’re ready to help you, too.

The future of work is now. Seize opportunity and chase relevance by up leveling your communication skills. Whether you’re trying to get the job, changing careers, have your eye on a promotion, or are launching your own business, great communication really really matters. We can help. Contact us to learn more about our personalized, on-demand coaching program that will help you get the results you’re looking for.

How to Attract and Retain Talented Tech Employees

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(Today we’re sharing a guest post from our friends over at Career Karma. Attracting and retaining talented employees is the name of the game for any business, but especially in the rapidly-changing technology sector. To help you compete and stay ahead of the competition, here are three ideas you can implement to help you hold onto your most talented employees.)

The American workforce is going through a period of disruption, the likes of which have never been seen before. Advancing technology was always going to merge with the workforce, that much was clear. However, the recent Covid-19 pandemic accelerated this change via the widespread integration of remote work at companies. Rather than first getting their feet wet with technology, many companies were forced to take the plunge.

Not surprisingly, traditional jobs have begun to decline more than they already were, as more and more companies see the importance of tech jobs. Online business is the way of the future, and securing tech employees who can propel your company above the competition should be the number one priority of any human resources division. The question, however, revolves around where to find this talent and how to attract them to your company. Fortunately, both aspects of that question have prominent solutions.

Source From Different Educational Backgrounds

Far too often, companies focus solely on going to universities and colleges around the country in an attempt to hire recent graduates who have no experience. However, one of the best ways to attract top tech talent is to show that you are willing to source employees from different educational backgrounds.

An alternative to the traditional four-year path, that has been rising in popularity, is attending an intensive trade school that prepares students for specific fields. In fact, CNBC discussed how the premium that comes with a college degree is declining while trade school attendees are able to become skilled workers and already have some industry experience.

Popular options such as General Assemblyoffer multiple courses in pressing tech fields such as web development and engineering immersion. An added benefit of attracting potential employees from trade schools is that they graduate far quicker than their college counterparts. When it comes to finding talented tech employees, the specialized training received from trade schools makes this a great option.

Offer Jobs With a Wider Variability of Tasks

In the past, employees with traditional jobs typically had one daily task that they excelled in. Tech students and employees are different than these traditional workers, though, and provide more freedom and variability in their work. Harvard Business Review discusses how employees of today want to feel as if they are performing meaningful work.

To that end, offering numerous tech jobs at your company can attract new types of tech talent. One such dynamic tech field is data science which is growing at an exponential rate. The day-to-day tasks of a job such as this change daily and can provide a great source of dynamic work to any talented employee.

As a company, numerous tech jobs need to be offered to employees to keep them interested in applying to your company. The best way to stay up to date on this is by modernizing your company and ensuring you are adapting to the times as they change.

Competitive Benefits

When it comes to actually retaining your employees, it is incredibly important to offer competitive benefits. Keep in mind that the different generations of your employees will require different things to retain them. Millennials typically prefer benefits that are structured to give them more freedom and paid time off.

Consistently offer feedback options amongst your employees and ensure that none of the criticisms that arise line up with some of the common reasons for leaving a job. This can help you to keep your company as an attractive place to work for tech talent. The most important key to retaining talented tech employees is to understand what they desire and to be knowledgeable about their specific demographics.

In the end, one of the best benefits of a job is undoubtedly the salary. It is also important to make sure that you are offering comparative salaries to your employees and not giving them less than they are owed.

When it comes to attracting and retaining talented tech employees, it’s important to think outside the box. The workforce is changing and so are the employees who make it up. Benefits and perks that attracted workers from past years are no longer relevant. Millennials and Gen Z are the future of the workforce and benefits that appeal to them do not appeal to older employees. Understanding the demographic of your company and where you are hiring your employees is important to take the steps needed to retain your talented workforce.