April 2011

The Executive Coaches at The McNeill Group know that engaged leaders want information that is both relevant and to the point. The Quantum Leader has been designed for you with that purpose in mind.

Our success is wholly dependent upon the success of Our Clients.
 

 


 

Is "JOE" Making the Decisions Which Will Produce the Best Results?

Have you met "JOE"? We each have a "JOE" within us – actually, many "JOEs". Our view of "the way things are" is our truth. It is our paradigm, our framework for viewing the world, and it shapes our actions. Within our paradigm are Judgments, Opinions and Evaluations, or "JOEs." We form judgments about our boss, our team, our customers – about EVERYTHING. Our task is to identify our JOEs and their sometimes hidden role in our decision-making, and the key is to manage them.

Which JOEs are producing the results you intend? Keep them. Which ones are producing undesired or unwanted outcomes?

My boss is a jerk.

My wife talks too much.

I am no good at making presentations.

These are examples of JOEs which are likely to undermine the desired results: An effective working environment, a solid, mutually respectful marriage, a powerful presentation.

Perhaps as you read this you are thinking, (or should I say "judging" or "evaluating"?) "But you don't know my boss (or colleague or customer); he/she really IS a jerk!" Perhaps. But that is not the point.

Your goal is to be effective and produce results, ideally, outstanding results. This requires first identifying, then acknowledging, and finally managing your JOEs.

Are you somehow "JOE-free"? Are you completely free of Judgments, Opinions and Evaluations? It is simply human nature to have and use our JOEs to navigate our way through life. It is not a bad attribute. Without the ability to determine what is fair vs. unfair, good vs. bad, right vs. wrong, safe vs. unsafe, life would be difficult, if not impossible. So, then, JOES are good? Mostly, yes. The key is to be aware of ALL your JOEs and to determine which of them are producing the results you truly want.

There is something seductive about believing OUR JOEs to be true. We love to be right. We have evidence to support our JOEs. I would suggest that we go through life seeking evidence to support our JOEs. Not a bad thing. Simply a human thing.

Think of the power that some of your JOEs have in shaping your life in a positive, desirable way. Which is a better paradigm for a man who values an effective and productive work environment – "My boss is a jerk," or "My boss has high expectations and is anxious that our team succeeds"? Both JOEs are invented by you. Which has the power to undermine what you say you want (being effective at work)? Note: Listen to that internal voice lobbying "But, he IS a jerk!!"

Tip: Choose the result you want and manage your JOEs accordingly.

Bill Bennett is Chief Operations Officer of The McNeill Group. He resides in Berkeley Heights, NJ

 


 

Three Essential Steps To Take When Attempting To Blend Generations

Every generation has a place in the workplace. All are able to get the job done, only in different ways. Each generation comes equipped with their own styles of work and though different, all styles are proven to be effective. So what does this mean when generations come together in the workplace? Where do they fit in? Can they fit together?

Established Generations

  • Vets born 1922-1943

  • Baby boomers born 1944-1960/65

  • Gen X born 1960/65-1980

  • Gen Y born 1980 +

3 Steps to a Successful Combination of Generations

A common problem in the workplace is the inability generations have to understand and adapt to one another. Blending generations in the workplace is a beneficial venture for both generations and the company they work for. There are three essential steps to take when attempting to blend generations.

Transfer knowledge: It is common practice for older generations to retire without ever having transferred their knowledge to the younger generation responsible for taking their place.

As a leader of the company it is important to instill within your employees of both generations the importance of learning from one another. Make it clear to the younger generation that they need to listen to and learn from the older generation as it will only prove to be an advantage to them. Require the older generation to pass down their knowledge and encourage them to be open to sharing their tried and true skills.

  • Leave generational stereotypes at the door: Establishing a healthy line of communication amongst generations helps to break down the age barrier between them. Once the difference in age is no longer a factor, co-workers are better able to focus on how to work with one another to create a successful outcome.

  • Enhance One Another's Strengths: Each generation thinks they bring their own strengths to the table. Even if this is true, each generation must encompass a willingness to learn the strengths of others and embrace them. Once this door has been opened, each generation can build off of one another's strengths and aid in making up for their weaknesses.

Understanding Generational Attitudes

  • Vets: Show company loyalty, strong sense of ethics, conservative

  • Baby Boomers: Diligent, show comfort in stable work environments, portray company loyalty, embrace leadership in terms of hierarchy

  • Gen X: Independent, self-motivated, self-sufficient, puts emphasis on self-satisfaction/hard work, show concerns for balance of work/life, challenge way of individual development

  • Gen Y: Educated, articulate, possess high level of technical skills, individual, comfortable within global village

Understanding the Risk of Mismanaged Multi-Generations in the Workplace

Conflict can arise in the workplace if the integration of generations is not properly managed. Conflict has an overwhelming affect on the performance of the business and can contribute to a downward spiral. It is important for employers to take the initiative when it comes to managing cross-generations. Try the following:

  • Succession planning

  • Accommodate different generational views

  • Implement conflict resolution amongst varying perspectives (commitment, respect, work/life balance, efficiency, independence)

To keep mixed generations happy and working together in a productive manner, it is important to embrace their differences. Older generations can be utilized to mentor and support younger, less experienced generations. Due to their years of experience, older generations are very capable of foreseeing and diagnosing issues before they morph into problems or crisis situations. This method of integration opens a line of communication where different opinions can be expressed. An exchange of opinions allows one generation to compliment the next by combining new ideas with wisdom. Furthermore, this leads to the building of a bridge between the gaps in generations.

Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide. All rights reserved.

 

 

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The Bill Board

Bill Bennett joins Tom Hopkins, Brian Tracy & Stephen M. R. Covey in the recent release of

Bushido Business!
The Fine Art of the Modern Professional

How do busy people become successful? Insight Publishing is pleased to present Bill Bennett, Tom Hopkins, Brian Tracy, & Stephen M. R. Covey in an exceptional compilation of resourceful people who will tell you how they learned how to be successful. They will share with you their secrets and reveal some remarkable insights on how to set goals in life and how to accomplish those goals.

To order a copy of Bushido Business Click here
 







 

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"The boundary between FAILURE and SUCCESS is a very THIN LINE. That line is ATTITUDE."
Author Unknown








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