Competency and Performance Solutions

Tags: cultural fluency, cultural literacy

You’re dealing with a client, co-worker, outsource project team member or supplier, and need to guess more about his/her thought style to work more effectively together.

You can guess a client’s or remote colleague’s generation from their writing, and give them appropriate service or packaged data.

Mature/Traditional: No emoticons. The writer thinks smiley faces are unprofessional and signs of lazy writing. You’ll tend to see longer, more complex sentences, and spelling is really good. Paragraphing is usually excellent, with careful punctuation. Continue reading »

As GenY specialists, we have to comment on Mark Bauerlein’s new book, “The Dumbest Generation: How the Digital Age Stupefies Young Americans and Jeopardizes Our Future (Or, Don’t Trust Anyone Under 30)”.

The Emory University Professor presents his figures showing a decline in US adult literacy (40% of high-school grads in 1992; only 31% in 2003) and the many areas where young Americans lack knowledge, such as geographic, historical and political cluelessness.

Bauerlein is even more annoyed because his Gen-Yers are unapologetic about their ignorance. They dismiss the idea that they should have more facts in their heads, and call it a pre-Google and pre-wiki anachronism.

CPS’s position is that Bauerlein has a good case, and is also completely wrong. Gen Y has massive skills gaps in some areas, but is the smartest generation ever in others. Continue reading »

1    What your customers say.
2    What your employees say.
3    The Generation Y / Millennial guarantee.
4    County funds for CPS services

1.     What your customers say:

Generation Y is a worldwide phenomenon. In the USA, our 80 million Millennials are a daily challenge to how we strategize, manage, and market.

Open a business publication.  Organizations are constantly criticized for poor service that is specifically blamed on disengaged GenYs. I tested this today: the St Pete’s Times listed AOL, Comcast, Sprint, Abercrombie & Fitch, Qwest, Capital One, Bank of America, Time Warner Cable, HSBC Finance, and Cox Communications as examples: http://www.tampabay.com/opinion/columns/article749365.ece

There are well-researched solutions to these issues. There are specific management skill-sets and behaviors that prevent or cure the problem. Continue reading »

80 million Millennials are changing every aspect of the business environment, and they’re your customers, suppliers and employees.

CPS is finding that a lot of companies don’t have comprehensive strategies to manage this generation. They are paying heavily with low productivity, high turnover etc. They are also failing to make good use of the many opportunities the Millennials bring.

We found, however, that some managers want a more strategic approach to this challenge, whereas others simply want the hands-on skills for dealing with Ryan, Ashley, Jessica and Daniel now. Continue reading »

It’s common to hear complaints about GenYs, but the Millennial Generation has its own frustrations. There are far too many to list here, but a common one is that they are full of innovative ideas which are ignored. Every cohort has new ideas, but this one thinks in a dramatically different way from the generations before them, even when compared with GenX. And they often have the “Mouth” to say so.

But your Millennials are finding out a great truth about business - that risk takers and innovators are a good thing in theory, but in practice they usually receive a very cool reception. Continue reading »

Many organizations are staffed by a mix of people from individualist cultures (e.g. USA, Canada, Western European cultures) and collectivist cultures (e.g. Latino, Asian, African cultures).

Building trust and understanding between these diverse groups is not easy, either for the team members concerned, or for managers and learning specialists who facilitate the process.

Everyone has an “I” consciousness and a “we” consciousness. The “I” focuses on self achievement, self responsibility and autonomy. The “we” identity focuses on connection to our reference groups, and our relatedness. This emphasis varies from person to person, and from culture to culture.
Continue reading »

Research shows that even young, highly-educated and assertive women do not ask for what they want, or know how to maneuver their way through systems that penalize them for asking.

The cost, to both women and organizations, is high.

Research proves that when women do ask for what they want, they do not do so as clearly, quickly or as often as men do. GenX and GenY women are following in the footsteps of their Boomer and Traditional predecessors in this pattern.

Women also tend to think that what is offered (“what is on the table”) is all that is available. Men draw on their socialization (which includes things like being taught how to slip the Maitre d’ a few bucks for a better table) and assume that their wants and needs might be met if they speak up, irrespective of what seems to be on offer.

Organizations suffer. Their valuable women work and wait for rewards or options, then one day, *poof*! They’re working for your competitor or running their own small business, and you’re saying “why didn’t she TELL me she wanted that position, the same salary as John, that title, a new computer screen, a more flexible schedule, a space heater? It would have cost so little … a tiny fraction of what this is costing us now!”
Continue reading »

These days, Baby Boomer managers often complain about their GenY employees (“kids these days…”)

But maybe Boomers should worry less about GenY (described by Marcus Buckingham as the generation who got prizes for coming 8th in a race). Some Boomers still need to learn that you can’t win against GenX if you use the old-fashioned methods of business power broking.

There are still a lot of Boomer and Traditional managers who have days of thinking “I’ll do it my way, now I am the boss”, forgetting that the rules of the business game have changed … forever.

Deep in the cubicles of the corporate jungles there is an army, trained to deal with their parents’ generation. One result is that the Boomer who thinks in terms of “my way or the highway” soon finds out that this only works if the person who is going to hit the highway is the Boomer him/herself.
Continue reading »