In case you haven’t notice there’s a new generational cohort entering the workplace and they are making their presence know. Generation Y (aka iGeneration, Google Generation, Millennium Generation, and the Boomerang Generation), have grown up in a world of diverse Internet resources. If you want to bring out the best in your Generation Y workforce you may have to begin by letting go of traditional methods in favor of a more creative approach.

 According to experts, Generation Y workers were born generally from 1977-2002. Their force is almost 80 million strong out numbering the Boomers by approximately 1 million. In a recent survey conducted among hiring managers and Human Resource professionals, across all industries, the generation gap is more pronounced in the areas of communication styles and job expectations in the workplace.

The business world as we know it is changing. As the skilled Boomers retire, companies will have to go the extra mile to replace them. Gen Y workers will have a huge impact on the workplace. An inaccurate description of this group is since they have been pampered their whole life they are lazy.

They are not only high maintenance but high performing as well. This generation of workers comes computer literate and high tech ready. In addition they have very high expectations of themselves.

Employers are scrambling to implement new policies and programs that appeal to the new workforce. Those managers that hold steady to old belief about the workplace and how work is done in the business world—will find themselves out of jobs. There is still much to be learned about this new cohort of workers but here’s a start on some basic principles to keep in mind.

Recruiting – Gen Y are civic minded and socially conscious and very aware of the world. They volunteer and feel personally responsible for making a difference in the world. Gen Y is all about choices and meaningful work and social networks. Don’t be put off by the tattoos or piercing, those are considered stylish and/or spiritual.

Motivate – They like to have choices focusing on output not method. They’ll get the job completed according to the deadline but will resent being reminded to. Members of Gen Y are not obsessed with work. Although they want to make good money, it is not what motivates them. You will find social networks of friends are their preferred environment and they love to be decorated with their iPods, BlackBerrys, and laptops. Realizing anything is possible they are determined to live their best lives now.

Retain – Gen Y is known for gender bending. When creating new policies list the benefits with out assumptions as to which gender will use them (eg. maternity leave).  Don’t be surprised to find they need flex time to compete in some extreme sports activity or to travel. Expanding their experience, education, and mentoring are important to this generation.

This young workforce will job-hop when they see no other choice. They have a reputation for experiencing boredom and frustration with slow-paced environments, traditional hierarchies, and slightly outdated technology. Telecommuting programs are in great demand allowing Gen Y to work remotely. They are also likely to be boomerang employees. Those who leave and come back, will return knowing the company and culture and bring a new perspective and institutional knowledge which will be an asset.

Trying to keep up with their demands could send any company into a frenzy but remember workplace diversity is not just about culture: it’s about the way people think. Expect to get professional consultation to transform your organization and coaching for your managers. This generation is very different from any other generation the workplace has seen.

Unlike Boomers who lived for their careers, today’s young workers are more interested in making their jobs accommodate their families and personal life. They place a high value on self fulfillment. As Bruce Tulgan, author of Managing Generation Y, says, “If you thought you saw a clash when Generation X came into the workplace, that was the fake punch. The haymaker is coming now.”

Copyright 2007 Michelle P Simms, personal development coach. Her ideal client is not defined by a specific profession, but by the passion they have to grow personally and professionally. Michelle leads weekly teleseminars on emotional intelligence topics. She works with individuals and groups worldwide at http://www.SimmsInternational.com

You have been chosen to conduct the meeting next week…how are you feeling? Nothing can frustrate your career faster than not being able to speak in front of groups. Although CEO’s are expected to be successful communicators, speaking is not just for C-level executives but for all employees.

Lets face it, the workplace is full of speaking opportunities; meetings, presentations, trainings, seminars, boardroom discussions, interviews, etc. and if you can’t articulate and present your ideas you will not be seen by your peers as a leader.

Public speaking can bring up the biggest fear in all of us. Even the most experienced speakers such as Bill Gates, Dr Phil McGraw, Mark Victor Hansen and others feel fear. In fact, it’s very common and natural to feel some level of fear when presenting. What’s more important is how you manage that fear.

The fear does not have to rule your experience. The more prepared you are the better your public speaking experience will be. Public speaking is a skill that can be learned and developed through practice.

It doesn’t matter if you are the president of an organization, an employee, or an entrepreneur looking for funding for a project…the time will come where you will have to articulate your ideas. Most people find they hit a glass ceiling in their career if they do not actively develop the leadership skill of public speaking. Learning to be a speaker or developing into a better speaker can open new doors for you.

Here are some quick tips to cultivate your public speaking skills;

1. Prepare – Make sure to do some research on current information if it is appropriate. Write your speech to include an introduction, some main points, and a conclusion. Decide if you will use the assistance of visual aids. However, don’t use the visual aids such as powerpoint as a crutch. There are a lot of resources available online to help you when it comes time to write your speech so use them.

2. Humor – Your presentation should include stories, anecdotes, or quotes that directly relate to your topic. Humor embraces your audience and it helps to build rapport with them. Laughter can put your audience and yourself at ease. Consider your audience when determining how much humor to incorporate in your speech. Don’t worry if you’re not good at telling jokes or view yourself as funny, humor can be developed with practice and resources.

3. Eye contact – Be authentic and make eye contact with your audience. Direct eye contact shouts confidence. While in

4. Language – When practicing your speech record yourself. Listen for infection, rhythm, volume, pace, and pitch. You need to project your voice to be heard, maintain interest, and be perceived as credible. Body language can enhance your speech. So even if you are nervous you don’t need to show it. Try not to fidget. Keep you posture tall and straight, both feet planted flat on the ground, your head up, and don’t forget to smile.

5. Practice – Prepare your speech thoroughly and practice it often. Through practice, you will develop your confidence and calm your nerves. You want your speech to be authentic not canned so rather than reading your speech to the audience, prepare keyword notes. This will leave room in your presentation for spontaneity.

A good rule of thumb is to memorize your opening sentence, know your main points, know your stories, memorize your closing remarks, and practice for time. Practice your speech standing up it will increase your energy level. If at all possible, practice your speech in the room you will be giving your presentation. This will allow you time to get comfortable with the room.

When fear takes over it causes the speaker to react in one of three ways; bury themselves in their notes, find refuge in their visual aids, or fix on a point on the back wall behind the audience. The effectiveness of a business presentation, no matter how large or small the audience, is largely dependent on the manner in which it is delivered. Nervousness stimulates us so use it to your advantage to get fired up and focused. It is imperative that you prepare your material and yourself well.

Record yourself if you can. Recording your performance is the next best thing to coaching. On video we see ourselves as our audience sees us. Try to be objective, remember this is an opportunity to develop your skills. If you want professional support, consider hiring a coach.

Copyright 2007 Michelle Simms, personal development coach. Her ideal client is not defined by a specific profession, but by the passion they have to grow personally and professionally. Michelle works with individuals and groups worldwide at http://www.SimmsInternational.com

In its simplest form, mentoring is basically a transfer of knowledge. It takes place in a variety of settings ranging from ones home to the workplace.

Typically, in a corporate setting, a seasoned individual (a mentor) is assigned to a newer or up incoming protege (a mentee) with the relationship focused on skills, career, and personal development.

These pairings can be extremely important in the transfer of knowledge. According to research, mentoring is a successful arrangement for the mentee creating job satisfaction, career mobility, opportunity, recognition, and higher promotion rate than nonmentored individuals.

I recently had the opportunity to observe the selection process of a small company located in the Midwest. During round two of their five stage hiring process, I was intrigued by the response of a prominent applicant when asked, “who was the most influential person in your life and why?”

This individual explained at great length that he accomplished all of his personal and career successes on his own, virtually without the help of anyone. He stating he had a great desire and personal need to have a mentor but the situation just never materialized for him.

Hearing that statement led me to examine my own success and how people formally and informally influence others.

Personally, I endured many challenges throughout my life at a very young age. I made the decision to leave home at about age 12. The next few years were spent being shuffled in and out of foster care and children centers.

As a young teenager, the state allowed me to live on my own based on my unique situation. Consequently, as I entered the workplace, I found myself struggling in business and personal relationships and feeling frustrated because of a lack of social skill and knowledge.

The feeling of frustration soon evolved into intense curiosity and I began consuming information and observing people that were living, doing, and being what I wanted in my life.

Eventually, this curiosity led me to become very passionate about learning and challenging myself spiritually.

By the third decade of my life, my learning curve closely resembled a steep mountain trek.

Today, I am in the final stages of completing my PhD and am committed to helping others with their personal and professional development. I realize that although I may have felt somewhat alone during my struggles, the fact is, many people influenced my life formally and informally.

So back to the question at hand…is it possible to go through life and not have been influenced by anyone?

Not hardly. There are many perspectives on mentoring as was demonstrated by the promising applicant in the selection interview that believed his success was of his own doing and my own personal experience of recognizing mentoring was all around me.

Mentoring can be delivered in a variety of ways. A more passive or indirect way of influence people would be through books, tapes, videos, observation, T.V., sports, seminars, idols, and heros which is how I received mentoring and I suspect the promising applicant did too.

Whereas, a more intentional or structured process would include setting up a formal mentoring program with a specific agenda, outcomes, and ways of measuring and monitoring success.

Lets face it people become mentors in our life based on a variety of reasons and situations such as, providing a role, friendship, extra support, guidance, career and personal development. 

In the workplace, mentoring has been studied and proven to be effective if implemented properly. If you are interested in establishing a mentoring program or becoming a mentor, consider these four options;

- Informal. Informal mentoring takes place when someone more experienced takes someone less experienced under his/her wing, giving advice. This could also include a more passive approach to mentoring.

- Positional. Positional mentoring occurs when the mentor is the mentee’s line manager.

- Formal. Formal mentoring is a strategic pairing that spells out established goals and has measurable outcomes. This type of mentoring usually lasts about a year and involves expert training and support that directly benefits the organization.
 
- Situational. Situational mentoring provides advice for a specific circumstance such as, a foreign posting, emotional intelligence, new computer system, etc.

Although research shows that mentoring can have positive outcomes, artificially creating such relationships when they do not occur naturally can be fraught with difficulties. Not all mentoring situations experience successful outcomes.

Some individuals may need to be trained to become effective mentors. Consider hiring a coach with the transition. A coach understands each person’s optimal learning approach has its own unique fingerprint and can be an asset to the arrangement.

Similar to a personal athletic trainer, a coach works with individuals to set goals that stretch them toward the limits of their potential by incorporating a regimen of practice, motivation, goal setting, feedback, and support.

Author bio
Copyright 2007 Michelle P Simms, personal development coach. Her ideal client is not defined by a specific profession, but by the passion they have to grow personally and professionally. Michelle leads teleseminars, weekly, on a variety of emotional intelligence topics at http://www.SimmsInternational.com

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We all receive some sort of feedback in our lives, on or off the job, everyday. How we receive it, however is an extremely important adaptive skill; our success at this skill seems to be linked to our past experiences. If such an experience was painful or humiliating for us in the past, we are likely to resent receiving feedback.

In contrast, if we felt a certain amount of acceptance along with criticism in the past, we will tend to be less anxious and defensive about the process. It’s through feedback that we can “see ourselves as others see us.”

Feedback is the lifeblood of performance in the workplace. According to research, providing feedback is an effective way to motivate employees to learn in training and increase the effectiveness of goal setting. With some tasks feedback occurs naturally.

For example, in baseball, a batter receives feedback on his swing by seeing how hard and far the ball travels. For other tasks, however, judging the correctness of a behavior without feedback is difficult. For example, you complete a project for you boss and he grunts at you or worse yet, never comments on the quality of the project, leaving you to wonder if you are meeting the company’s expectations.

Feedback is so important that it can have a profound positive effect on job satisfaction and reduce turnover.

A final consideration for feedback concerns what type to give. Research and common sense agree that positive feedback should be given when tasks are performed correctly. Praise provides an incentive to continue correct behavior.

To be most effective, negative feedback should be delivered by focusing on the behavior and should be accompanied by specific suggestions for how the individual can improve performance.

 Because of the importance of feedback in the workplace, the process is likely to have some psychological and emotional effects on the person receiving the feedback. A balance must be maintained between giving too little and too much feedback.

An individual will not learn if too little feedback is given. However, too much or overly detailed feedback causes frustration, slowing down the learning process.

Feedback is constructive when it is given with the goal of encouraging and reinforcing positive behavior. For feedback to be effective, it must be given when individuals do things properly, not just when they make mistakes. Here are some tips for effective feedback.

- Identify the behavior and focus on it rather than the person’s personality. For example, if someone is often late for work, you might say, “In the past two weeks you have been late 6 times” rather than “We are tired of your lack of responsibility and commitment to your job.”

- Explain how the behavior is impacting others. For example, “When you arrive 10 minutes late, customers get angry because there is no one to help them. When other employees cover for you, it causes them to get behind on their work, resulting in them missing part of their lunch break or being forced to work overtime.”

- Ask the individual for suggestions on how the behavior can be changed.

- After arriving at a solution, together you should set a specific goal. For example, they could agree that the employee be on time everyday for the next week.

- After an agreed upon time, the two of you should meet to see if the goal has been met and to set new goals.

The basic question is what to do with the feedback we receive. Some people deflect it, deny it, explain it away, or in some other way try to protect themselves from the potential impact of the feedback they receive.

One’s personal goal ought to be focused on developing the capacity to stay open to feedback especially, during those moments when you are feeling defensive about the feedback. The defensiveness is a clue that you are about to learn something very important about yourself.

A person who is highly practiced in this skill will frequently solicit feedback from supervisors and work colleagues as a way to learn from mistakes and to make changes. 

Author bio
Copyright 2007 Michelle P Simms, personal development coach. Her ideal client is not defined by a specific profession, but by the passion they have to grow personally and professionally. Michelle leads teleseminars, weekly, on a variety of emotional intelligence topics at http://www.SimmsInternational.com

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According to the Harvard Business Review (Feb, 2007), self-awareness has just been recognized as the most important capability for leaders to develop. I would add that this is a quality that is beneficial for anyone to develop.

After all, we are all leaders somewhere in our lives aren’t we? Emotions can play an important role in our careers, education, at home, in our community, and in all our relationships.

Ever find that you get upset easily or fairly regularly? Maybe you feel overwhelmed most of the time, stressed out, or even tired?

Remember the old joke, “Doc, my arm hurts when I move it like this. What should I do?” To which the good doctor quickly responds, “Stop moving it like that.” If your life, career, relationships… (fill in the blank) are not going the way you’d like…maybe it’s time you took a hard look at “yourself”… more specifically, your lack of self-awareness.

What is Self-Awareness

Self-awareness is knowing one’s internal states, preferences, resources, and intuitions, allowing us to plan our actions and develop proactive behaviors. People with greater certainty about feelings are better pilots of their lives, having a surer sense of how they really feel about personal decisions from whom to marry to what job to take.

Why is it Important

This is where constructive or critical thinking happens. As you work to develop your self-awareness you increase your self-confidence. A good leader knows when you understand yourself you are more likely to understand others.  Now that’s a skill that can come in handy. Any one striving to increase their skills needs a solid plan.

How Do I Make A Plan

The process is not a quick fix rather it is a life long commitment. Change happens over time. So be patient with yourself while you are learning. Self-awareness allows us to take responsibility for our outcomes, plan our actions, and develop proactive behaviors. Here are some suggestions to get you going in the right direction.

1. Assessment- Assessments can identify your strengths, challenges, and personal style. Also, they mark a baseline and measure growth.

2. Goal setting- Now that you understand your unique style you can create a plan that identifies specific skills that are congruent with your preferences and tendencies yet challenges you to develop new behaviors.

3. Accountability- We all need to be accountable. Recruit a friend, a mentor, or hire a coach. Who ever you decide to work with, collaborate on a plan that spells out exactly what you need from them.

4. Support/Feedback- Feedback is probably the most important dimension in your personal development plan. It is through feedback we can learn to “see ourselves as others see us.”

By developing your self-awareness you are increasing your emotional intelligence. The knowledge and skills that you develop to accurately identify and express your emotions are vital for human performance not to mention, physical health.

Author bio
Copyright 2007 Michelle P Simms, personal development coach. Her ideal client is not defined by a specific profession, but by the passion they have to grow personally and professionally. Michelle leads teleseminars, weekly, on a variety of emotional intelligence topics at http://www.SimmsInternational.com

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I love to learn about new things…always have. I consider myself a life long learner. During a typical day, I spend a little time doing things like reading, listening to CD’s (music, seminars, audio books), talking with people, typing, writing, researching, walking, meditating, and searching the internet.

In fact, most mornings you can find me at Barnes and Noble, in the Starbucks Cafe, on the internet. (that in itself is a story for another day)

I have spent the last several decades committed to my personal growth. Along the way there has been some great experiences and some not so great…all bearing lessons for me. Nonetheless, I am passionate about learning, developing, and expanding my self-awareness.

Just so we are clear…when I say learning I mean learning from my experiences. I live my life to the fullest. This you will discover as we get to know each other a little better.

Since challenging myself to expand my awareness, it just felt natural to create this environment that provides information on personal development.

I don’t know where you are in your journey but I would like to invite you to poke around, comment on the blog, and maybe even join us in one of the teleclasses.

Or send me an email and let me know what your biggest challenge is…maybe I can address it on the blog.

I felt a little overwhelmed and less than creative…but how can this be? I am the most inspired, motivated person I know. I began to feel as though I had reached my level of incompetence. More specifically, I felt burnt out…tired and stressed out.

 I have always been committed to personal growth as far back as I can remember. When I was in my mid 30’s, I decided to return back to school. I have been successful in my career and really wanted to get my PhD. The problem was, I didn’t have a high school diploma. It didn’t matter…I had a dream and was motivated to see it through.

10 years later… as I could see the finish line just up ahead…but I was losing my motivation… my brain was going flat. I felt as though I was slowly being pulled underwater. Maybe I lost my edge? I remember going to my front porch one evening, looking up at the stars and asking…(okay yelling) hey…can I get a little help here?

One day as I watched a recent popular movie, I listened to the person commentating talk about how he help someone through a difficult time and how this persons life changed… what I noticed in the recreation of the event was this individual receiving the help was listening to something on his portable CD player. I had a burning desire to know what this person was listening to.

I did some research on the internet and it did not take long before I discovered the answer to my question. I found a website that made some pretty interesting claims about being able to balance the brain and increase the brains ability to learn, remember, reduce stress and a host of other desirable ends AND all in the name of personal development. Well, this was right up my alley. I was interested enough that after reading the research, I ordered the program.

First of all, I was getting a cold or becoming sick, from stress, fairly often.  Secondly, I was challenged to retain and recall information and although I was tired all the time, I could not sleep at night very well. And to top it off, I suffered from allergies that mad it difficult to breath.  

WOW! I noticed something happening within the first fifteen minutes of listening to the program. At the time, I couldn’t describe what exactly was happening… but something definitely felt different in me.

I have been so impressed with this audio technology. I actually feel more creative than ever before. I have more confidence, energy, awareness and my learning and thinking has been accelerated. I am excited about this new awakening and I will keep you updated as to how things progress.

The release of www.SimmsInternational.com brings a new online global presence with the goal of helping people be more effective, build better relationships, and establish themselves as a leader who delivers results.