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Pause and Refresh: 3 Questions to Ponder for 2014

January 14th, 2014

By: Karen Colligan

As usual, January has begun with a frenzy of resolution writing (notice the crowds at the gym, the health food stores, the job boards) and goal setting. There are articles and advice galore on what you SHOULD be doing in 2014 – trends to watch for, wagons to climb aboard, old habits to cast away.

Well, I’ve got a differRevaent idea. Just stop, take a breath and pause for a minute. Think about the fact that you have a year-full of blank pages that you get to fill. It’s YOUR book. No one else’s. How will you write it? As Maria Shriver said in her commencement address at Annenberg College last year, use “The Power of the Pause..... Read More...

Life, People

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Recognizing the Value Millennials Bring to the Workplace

November 12th, 2013

By: Karen Colligan

MillennialsIn the past couple of blogs we’ve looked at Baby Boomers and Generation Xers in the workplace and how to manage and work with them effectively. We round out this series with a look at Millennials, the youngest of our multi-generational workforce. This generation has grown up with the Internet and a proliferation of instant information and social connections. They are confident, social, and care about making an impact in the community.

Previous generations might argue that they are too confident, that they expect to achieve a higher level without “paying their dues.” But a recent New York Times arti..... Read More...

Communication, Leadership, Management, Multi-generational workforce, People, Teams

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Managing Generation Xers in the Multi-Generation Workplace

October 28th, 2013

By: Karen Colligan

Generation XIf you read my last blog (which of course you did!) you now have a better idea of how to work with and manage Baby Boomers. But what if you’re a Baby Boomer (born between 1946 and 1964) or a Millennial (born between 1980 and 2000) and you need to work more effectively with Generation Xers? THAT’S what we’re going to talk about this time.

Generation X refers to people born between 1965 and 1979. They grew up in the disco/pop/MTV era and witnessed the integration of the personal computer into our everyday lives. They are self-reliant (think “latch-key kids”), tribal and technologically literate. They work hard, but are more assertive in their quest for work/life balance than their Baby Boomer parents were.  They are..... Read More...

Communication, Diversity, Leadership, Multi-generational workforce, People, Teams

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As more and more peBabyBoomersople of “retirement age” keep working, either for financial reasons or simply wanting to keep actively engaged, the makeup of the typical organization now spans three generations: Baby Boomers, Generation X and Generation Y/Millennials. This can present a number of challenges for team members and leaders alike as they try to figure out how to effectively interact in light of differing preferences in communication, recognition, motivation and other areas that impact the generations at work.
Let’s start with a short refresher on these three generations, and then we’ll look more specifically at the “care and feeding” of each generation. Baby Boomers, those of “flower power” and “an..... Read More...

Communication, Management, Multi-generational workforce, People

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You’re in a job you like, you can do it almost on autopilot, and your performance reviews are stellar. No need to update yoprofessional developmentur skills, right? Wrong!
Or…you’re in a job you hate, but, “it’s a job” and you’re so overworked or busy trying to keep that job that you have no time to even THINK about what’s next, let alone PREPARE for it. There’s just no way, right? Wrong!
Whether you like your job or hate it, keeping your skills and knowledge up-to-date and preparing for what’s next is a must. Here’s a “get real” process to help you get started.
1. Conduct an inventory. Look at your last performance review. Make a list of both strengths and development areas. Then think ab..... Read More...

Career, Learning, Professional development, Uncategorized

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Now would be a brilliancareer developmentt time for organizations to be thinking about how to engage their employees, and keep them happy, motivated and productive.  There’s a lot of “activity” in the work world these days with data indicating that employees “ain’t too happy,” and that many of them are looking for new, more appreciative work environments.  A recent Gallup survey showed that only 22% of employees are fully engaged and thriving.

What does that mean for you? When employees are engaged and thriving they are more likely to maintain strong work performance and less likely to leave. And we all know how costly it is when employees leave.

The Society for Human Resource Management (SHRM) has identified 1..... Read More...

Career, Engagement, Leadership, People, Professional development

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