Get Feedback (tip from Marcus Lemonis)

If you are a business leader, here is one thing you can do to improve: Get MORE Feedback. 

 Now you might be doing well in this area, and if so - good for you.  But for some leaders, they really need to take a concerted look at this area. 

Seriously think about whether or not you have an open door for "honest" feedback from employees, customers, investors, onlookers, etc. 

Many people do not.  They become insulted with feedback or they take comments too personally. Pride might get in the way or you might feel beat up from negative feedback. And then sometimes we get so offended that we get mad at the messenger of feedback we do not like, which I think is one reason why people hold back from giving honest opinions.  Of course there needs to be the right setting and relationship in place to give certain feedback, but too often we miss out because we are not open to feedback, 

In the above photos from Marcus Lemonis, via his show The Profit, we see where he sought experts in an area (pie recipes) to get seasoned feedback about recipes.  

In the second photo, we see a taste test of pie where employees and owners also gave feedback.

So many episodes of The Profit highlight how their is strength in unity and how businesses will be more successful when their is INPUT and DISCUSSION.

It is so frustrating to be part of an organization that has some "issues" and they want to improve, but they fail to solicit advice.  Actually, I am thinking of a small non-profit local business in our area that struggles with this area. 

Not only do they NOT seem open for feedback, but I know someone who wants to offer some tips (things they have observed) and they are afraid to speak up. 

Isn't this wrong??

To not be open for feedback and to put out a vibe that makes someone feel afraid to mention their observations - that is wrong.  That is lose-lose. 

So leaders - please stay open for feedback and communicate this openness if you want to improve. 

Really look at this area and see how you can fortify.  If you do not know where to start - maybe you can watch some episodes of The Profit to get ideas.  Or dust off the lock on your wallet and invest a few dollars for consultant advice and get some fresh ideas that way.  Your business can improve greatly when you have an open system of feedback.  Not could the business function better, but the people involved benefit from the healthiness. For example, the person that is "afraid" to speak up at this local non-profit has some frustration to deal with - and some disappointment,  They want to use a bit of their seasoned advice (though observing) to help the business, and they feel irritated to not be able to contribute.  In contrast, their can be a lot more fulfillment when folks are allowed to at least speak up and offer their opinion.  Even if the business chooses to not act on such feedback - the person can have the satisfaction of at least trying. 

This does not just apply to businesses, this applies to family life and any situation where there is a team or group of people working together.  Input and feedback is an important part of success. 

Have a great day and Happy New Year. 

Article: Millennial Workers' Preferences for Leader Behaviors

Name of Researcher: Yvette Prior  
Title: Millennial Workers' Preferences for Leader Behaviors 
Year: 2016
Research Presented at the European Association of Work and Organizational Psychology (EAWOP) here

comic - 87 words for snow...

Free Falling from Jerry Maguire (and the time is now)

In the news today, there has been some chat about a Jerry Maguire reunion (story here at the NYdailynews).

Anyhow, my thought for the day relates to this powerful scene from the movie Jerry Maguire.

In the movie, the character Jerry Maguire, played by Tom Cruise, took a huge risk to quit a power job and start his own sports management agency.  In the scene where he sings - makes that belts out and feels invigorated  - it is to a Tom Petty song with the line "Free.... free falling...."

The thought for the day is to encourage you to maybe take a risk - or make that move you always wanted to.  It might be time! Whether in your area of work, like Jerry Maguire did, or in another area. 

If you want to read a little more about this topic, check out Zak Reid's "The Time is Now" post over at Quick Me Ups: HERE

Zak reminds us that the perfect time does not exist... 

Quick Me Ups blog is HERE

Movie Excerpt: "You don't know what I know"

In the movie Limitless (2011), Robert Di Niro has a powerful little monologue about work. 
Well, it is about a certain type of work ethic - one that involves grinding the way to the top with some brutal behavior.  The scene was so well done... check it out. 

The text from this scene is highlighted in blue below. 

Here is a bit of the scene leading up to the monologue:

EDDIE (Bradley Cooper)

....I’d say 45.

VAN LOOK (Robert De Niro)

 Done.

Forty-five thousand dollars.

(Both laugh)

VAN LOON

Forty million's plenty, Eddie.

There's a lot more where that came from.

You know, Eddie...

...it may be on your mind

that you're not gonna

continue to work for me anymore.

EDDIE

This has been

the learning experience of my life.

VAN LOON

I hope it has. I hope you don't

think you've gotten enough from me.

On to the next.

EDDIE

Well, in order for a career to evolve,

I'm gonna have to move on.

VAN LOOK

That you would even think that

would only show me

how unprepared you are

to be on your own.

- I mean, you do know you're a freak.

- (laughs)

Your deductive powers are a gift

from God, or chance,

or a stray shot of sperm,

or whatever, or whoever the hell wrote

your life script, a gift not earned.

You do not know what I know 

because

you have not earned those powers.

You're careless with those powers.

You flaunt them and you throw them

around like a brat with his trust fund.

You haven't had to climb up

all the greasy little rungs.

You haven't been bored blind at the

fundraisers. 

You haven't done the time

in that first marriage

to the girl with the right father.

You think you can leap

over all in a single bound.

You haven't had to bribe

or charm or threaten your way

to a seat at that table. 

You don't

know how to assess your competition

because you haven't competed.

Don't make me your competition.

VAN LOON (CONT'D)

Now...

I'll open a line of credit for you.

You’ll be wanting a few toys.

~~~~~~~~~~~~~

From: LIMITLESS (2011) Written by Leslie Dixon

Based on the novel by Alan Glynn

“With the help of a mysterious pill that enables the user to access 100 percent of his brain abilities, a struggling writer becomes a financial wizard, but it also puts him in a new world with lots of dangers.”

Worst job in the world?

Had to share this beer explorer job because it was so unique (it was posted in RVA in May 2016).

Have a nice day.

Managing the New Workforce

Managing the New Workforce:

International Perspectives on the Millennial Generation

co-edited by Sean Lyons, Eddy Ng and Linda Schweitzer is now available from Edward Elgar Publishers. 

"Millennials, the latest generation to enter the global workforce, are changing the face of employment. This volume represents the most up-to-date research on the changes and issues from an international cast of generational researchers. 

Shifting demographics around the world have created a unique historical phenomenon in which a large cohort of employees (i.e., post-war Baby Boomers) are nearing retirement, and a new cadre of younger workers are being recruited to replace them. These twenty-something year-olds, often referred to as ‘Gen Y’ or Millennials, represent the workforce of the future and come with their own set of expectations, demands, and work habits. The contributors to this volume, drawn from countries around the world, document the cultural, historical, and social context surrounding this phenomenon. The international perspective makes it possible to examine cross-cultural similarities and differences in HRM practices. This timely book provides an understanding of the new workforce in multiple countries and settings and a valuable reference as scholars and employers seek to understand the values, beliefs, and expectations of the next generation of workers.

While scholars and instructors will find this book indispensable, the book will also have implications for domestic and multinational employers, managers, HR practitioners, and career counselor."

Contents:

Preface

1. Who are the Millennials? Empirical Evidence for Generational Differences in Work Values, Attitudes and Personality

Jean M. Twenge and Stacy M. Campbell

2. Public Service Motivation and Work Preferences of the Millennials in Australia

Jeannette Taylor

3. Attracting Generation Y: How Work Values Predict Organizational Attraction in Graduating Students in Belgium

Rein De Cooman and Nicky Dries

4. Generational Career Shift: Millennials and the Changing Nature of Careers in Canada

Sean T. Lyons, Eddy S. Ng and Linda Schweitzer

5. ‘Going through the Mist’: Early Career Transitions of Chinese Millennial Returnees

Emily T. Porschitz, Chun Guo and José Alves

6. Differences in Work-related Attitudes between Millennials and Generation X: Evidence from Germany

Heiko Breitsohl and Sascha Ruhle

7. Perceptions of Age Diversity in Singapore: Implications for Managing a Diverse Workforce

Stewart L. Arnold and Samantha Yue

8. Assessing Millennials in the South African Work Context

Nico Martins and Ellen Martins

9. Are Millennials a Different Breed? Turkish Hospitality Sector Frontline Employees’ Intention to Stay

Kivanc Inelmen, Isik U. Zeytinoglu and Duygu Uygur

10. Career Counseling for Millennials: Practioners’ Perspectives

Linda M. Hite and Kimberly S. McDonald

11. Will Millennials Save the World through Work? International Generational Differences in the Relative Importance of Corporate Social Responsibility and Business Ethics to Turnover Intentions

Rena Rasch and Brenda Kowske

12. Career Success in the Younger Generation

Emma Parry, Julie Unite, Katharina Chudzikowski, Jon P. Briscoe and Yan Shen

13. Cultural Influences on Millennial MBA Students’ Career Goals: Evidence from 23 Countries

Saba Colakoglu and Paula Caligiuri

14. Perceptions of Authority and Leadership: A Cross-national, Cross-generational Investigation

Jennifer J. Deal, Sarah Stawiski, Laura M. Graves, William A. Gentry, Marian Ruderman and Todd J. Weber

Contributors: J. Alves, S.L. Arnold, H. Breitsohl, J.P. Briscoe, P. Caligiuri, S.M. Campbell, K. Chudzikowski, S. Colakoglu, R. De Cooman, J.J. Deal, N. Dries, W.A. Gentry, L.M. Graves, C. Guo, L.M. Hite, K. Inelmen, B. Kowske, S.T. Lyons, E. Martins, N. Martins, K.S. McDonald, E.S. Ng, E. Parry, E.T. Porschitz, R. Rasch, M. Ruderman, S. Ruhle, L. Schweitzer, Y. Shen, S. Stawiski, J. Taylor, J.M. Twenge, J. Unite, D. Uygur, T.J. Weber, S. Yue, I.U. Zeytinoglu

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