Mindy Phillips is the Operations Director at Lightspeed Research – The Foresight Group

by Mindy Phillips

Not too long ago, one of my friends sent me a fun forward. One of those “you know you are a child of the 80’s when you know you are getting old when” emails.  Now, I don’t know when 33 became “old” but as I read on, although really funny, I did notice that there is a difference between myself and others I work with. Even though the age difference isn’t that large, some days it feels larger than others.

This became evident to me a few weeks ago when I noticed frustration starting to build after project meetings where everyone seemed to understand what needed to be accomplished only to discover later that there were some who didn’t really get what needed to be done. Initially, I thought that maybe not enough detail was given or it was not explained clearly so I would help solve the issue by being clearer in my communications of steps needed, explain the whys and ask in the meeting to confirm their understanding of the to-dos. Yeah, I thought to myself, I am helping fix a problem. However, my triumph was short-lived when I still discovered that some still didn’t “get it”.

I found myself thinking, “Why don’t you just listen?!” Then, I ran across a SHRM article “3 Ways to Get More Out of Generation Y at Work”. One of the article’s points was that Generation Y processes information differently. More specifically, due to the sheer volume of information readily available from multiple media, they can’t take in all the information, so they don’t. This can lead to times “when they act like they “got it” but actually didn’t and tuned you out too quickly.” 

Bingo! This was the exact situation I found myself in. Although explaining the whys was actually another strategy for working with Generation Y (hey, I didn’t get it all wrong) and being clear is always a good idea, this was never going to solve my “listening” issue. The article suggested creating accountability with technology using outlets such as email, text messaging and auto reminders to bring everyone on board. I have started asking team members to confirm to-do’s or understandings via email and I’ve found that it seems to be working out.

Understanding these simple differences will help Gen Yer’s be more productive.  And those that manage them, more satisfied that they were heard and understood.  So, even though my coworkers may not know what Willis was “talkin’ ‘bout” hopefully they will understand what I’m talking about.

by Kathy Razzi

I certainly have been around the block when it comes to working at several different places of employment in my work career. Each one of them has been very rewarding in the sense that I am very proud and privileged to have been acquainted with some wonderful, talented and intelligent people. This is how we learn and grow in the workplace post-college .

Being the ‘A’ personality that I am, and prone to being very outgoing and personable, I made some very close friends at work while employed together. We enjoyed going out to dinners and having drinks off work time. I thought I had friends for life, because we shared in telling each other about our personal lives, and so, in that moment in time, we were very well-connected, comfortable about coming to work each day knowing that we could count on each other as friends, not just complacent co-workers. Would we continue our relationships after leaving the company? In my experience, no matter how outgoing you are, or how well-connected you think your friends at work are, it’s rarely the case that you will maintain friendships with the people you used to work with. I say, “rarely” but not impossible.

When I was a sophomore in high school, I had the fortunate experience of being cast in Charles Dickens’s “A Christmas Carol” at Pheasant Run Playhouse in St. Charles, Illinois. (I played Fred’s wife.) We did 12 shows and really bonded together. After the last show and cast party, one of the mothers, who was also in the show with her daughter, dropped me off at my home in Wheaton. As we were hugging each other, crying and saying our good-byes, we vowed to get together sometime soon. The mother looked at me and said something I will never forget, “Yes, dear, it’s like saying we will get together ‘for tea’ sometime. I was a little bewildered by that comment. However, she was very wise because in the end, we never saw each other again after that night. We never got together “for tea.” I learned that friendships that survive common grounds such as the workplace, school, or being one of actors in a play together, are to be cherished indeed.

As human beings, most of us still have a tendency to be personable with each other – not necessarily – personal, with our co-workers in this day and age. For instance, many of us may still feel the need to “check-in” with our colleagues and peers once in a while to make sure that we are not overreacting to adverse work situations when our emotions might be clouding our better judgment. I’m glad because most of us who work on computers for a living, can easily become very isolated sitting in front of one all day like a horse with blinders on.

We are not robots. There are times I am actually rather shocked at myself for getting upset or even having a feeling of elation. I don’t think it’s normal to feel shocked about it. I remind myself that I’m still a human being and I’m going to experience these emotions no matter what kind of work I do – no matter what kind of lifestyle, single or committed. Conversely, I feel good when I have had a nice chat in the lunchroom with a co-worker, of which our subject of conversation had nothing to do with work. That’s normal. Afterward, I feel at ease and good about working with this co-worker. We’ve learned how to freely converse with each other. Working quietly on a computer all day long, does little or nothing to aid in the art of conversation with other human beings. It’s good to force that isolating door open once in a while, and promote good karma.

In my early college days, I had a full-time job at a small Ma & Pa company in Glenn Ellyn. There were only about 12 of us, including the owner. One of the young fellows in the photo lab was so quiet, and kept to himself, that when he did greet anyone, it was a major event.

One day, and I don’t recall how we found out, (not by him, of course) that he was married and had 2 children! Who could keep that a secret at work? I asked him why he didn’t want any of us to know he had his own family and he just rolled his eyes quietly. I knew immediately what he meant. With only 12 people working at that place, on a full-time basis, the atmosphere became a toxic, gossipy haven of back biters. To make matters worse, the owner was the instigator!

I don’t want to get too close to anyone at work either. It’s not because I don’t like my co-workers. It’s because I do like them. Could this be an age-related thing? Maybe. Maybe I’m just wise enough to foresee the pitfalls due to my work experience from retrospect. Well, so what if you go out for a drink after work with a co-worker – just one time. Will there be consequences? Maybe. Once you have become more personal with that co-worker, you have now taken the work relationship to a different level.

So I ask, should we treat each other at work like we are one, big, happy family? Should we be buddies? Should we go out together? The workgroup that plays together, stays together? Not to sound wishy-washy, but I think there is a balance to maintain. I don’t want to flat out say, no. I think one should exercise caution though, because if you don’t, the moment that there is the slightest dispute on the job or some personal ripple, you will have crossed the line between your job and your friendship. And when your paycheck becomes threatened, all bets are off. You will invariably defend your job!

Here’s what Helen Jaworski-Lang, writer for The Independent (U.K.), has to say in her article entitled, “Danger: friends at work”: “The trick, according to Dr Jan Yager, sociologist and author of Friendshifts: the Power of Friendship and How it Shapes our Lives is not to confide in the first place. ‘Don’t tell a work friend anything that could have an impact on your job or give your colleague power over you,’ she says. ‘Sabotage of a promotion may be unintentional, but it’ll hurt.’”

In the same article, Jaworski-Lang writes, “According to Judy James*, many work friendships have the same effect as a sexual relationship between two colleagues. ‘They can screw up the dynamics of an office in that they create a similar tribal situation to that which occurs in the school playground. Two people who become close can be perceived as one much stronger unit and create an imbalance that becomes a problem for everyone else.’

Judy James adds, ‘So you may well be left feeling isolated and lonely – and the same goes if your social life revolves around work and you move to another job. The chances are you will lose those friends when you leave,’ says James. ‘The trick is not to let work become the centre of your universe. And don’t put all your eggs in one basket. Underneath the gloss, you may find you don’t have that much in common after all. Always try to maintain friends outside the office.’

So can a work friend never be a true friend? According to Dr Yager it takes three years to test any friendship and ‘a workplace friendship won’t really have been tested enough unless one of you has to relocate, but be warned; typically friendships at work turn out to be based on convenience.’”

Is this the recession pressure? Is it due to insecurity on my part? Or is it due to my own experience on the job that I say this? I like to think it’s the latter.. a keen observation I’ve noted through the years reinforced by Judy James and Dr. Yager.

I’m not saying I know it all. As long as I am working with fellow human beings, I’m sure I have a lot more to learn. My advice is to maintain a good balance between being cordial and professional – so that you maintain your humanity while upholding working career. (Note the order.) This way, you don’t set yourself up for disappointment when that former co-worker doesn’t show up for tea.

 *Judy James author of The Office Jungle

Brandon Obert has been working for Lightspeed Research for four years as a project manager. He is currently taking on new responsibilities within the HR Department while continuing to work on project management activities.

by Brandon Obert

In the 20^thcentury, good leaders had a good vision of where they wanted the company to go, effectively communicated this vision to all employees, and finally set goals, policies and procedures to ensure the vision was met.

In the 21^stcentury, the role of a leader has been changing. Leaders still have a vision and need to communicate the vision with long term goals to all employees, but good leaders no longer need to manage how the vision is carried out. Instead, leaders need to foster an environment where employees are empowered to make their own decisions to move the company in the right direction to meet and exceed the long term goals.

As new generations enter the workplace, the culture of the work environment has changed. New generations seek more flexibility in the workplace. For example, work from home opportunities are becoming more common in the workplace and employees are looking for a better balance between their work and personal lives. In addition, new generations bring a sense of independence to the workplace. They are always looking for out-of-the-box or innovative ways to move the company in the right direction. These innovative ideas can be exactly what the company needs to help distinguish their products or services from the competitors.  However, if leaders enforce policies and procedures they are essentially restricting the innovation and creativity the company needs to survive.

An article, A Culture of Thinkers by Jane Hartman Frankel discusses how leaders can foster an environment to provide guidance to employees without restricting innovation.  Frankel suggests three things: Create readiness, develop relevance and ensure reinforcement.

To create readiness, leaders should share the organizational direction, goals and general information as needed to help prepare employees for making effective decisions in the workplace. To develop relevance, leaders need to show how employees help make the company successful. This connection will help educate employees about which areas of their job have the most impact on the bottom line and will empower employees to make the right decisions based on the knowledge and experience they have to offer. To ensure reinforcement, Frankel suggests implementing a reward system that helps recognize and inspire workers to use independent thinking and interdependent work, along with utilizing risk management to help drive decisions being made in the organization.

In an environment where the recession has impacted almost every industry in a negative way, and with technology making businesses move quicker and smarter than ever before, leaders are faced with even more fierce competitors. Leaders need to make a choice between leading in the 20^th century or moving forward and changing their mindset to lead in the 21^st century.  Which one will you choose to lead by in order to be ready for the 22^nd century?

Quel sentiment désagréable que de découvrir des rendez-vous manqués.
En octobre Québec à été l’hôte de 3 événements en éducation :

• Mon enfant 2.0, le 2 octobre à la caserne Dalhousie
• Génération C, le 20 & 21 octobre au Centre des congrès
• Forum d’automne de la fondation de l’entrepreneurship, le 22 octobre à l’hôtel Plaza Québec.

Plusieurs intervenants y étaient, les fournisseurs de bien et services, des élèves, professeurs & directeurs d’école, quelques représentants de commission scolaire et de ministères.

Mais où étaient les parents?

Ce n’est pas un reproche, c’est un constat : Les parents n’étaient pas là.
Les organisateurs de ces événements ont beaucoup de mérite à réaliser ces événements. Ce sont des plateformes de diffusion et d’échange extraordinaire.

Et pourtant de ces 3 événements les parents n’auront occupé qu’une place, celle de ma participation au congrès international Génération C.

À cette occasion, j’ai été le seul représentant de parents présent. Cela à été pour moi une rencontre magnifique, mais à quels prix. J’ai dû réaliser un tour de force puisque encore une fois, j’ai sacrifié des jours de travail et j’ai dû être très créatif pour couvrir les $795 de frais d’admission.

L’implication des parents dans le monde scolaire se fait régulièrement à ce prix.
À titre d’exemple, pendant 3 ans j’ai sacrifié une semaine de mes vacances annuelle pour participer à un comité de la commission scolaire. Des rencontres de jours qui occupent une demi-journée chaque fois.

Écouter, se faire entendre, les parents en ont-ils les moyens.

Il ne se passe pas une semaine sans que j’aie l’occasion d’échanger avec les parents de la commission scolaire de la Capitale. Ce n’est pas l’intérêt qui manque pour le web, ni les choses à dire. Les parents ne sont pas présent simplement par manque de moyens. Moyen financier, moyen organisationnel de s’éduquer à ces technologies puis de suivre ces dossiers.

Je dois dire que la cours est déjà pleine de sujets à traiter et de dossiers à étudier. Les comités de parents et les conseils d’établissements peinent à répondre aux demandes de l’administration scolaire. Ce n’est donc pas de cette structure qu’émergera une solution.

Et si les parents étaient les enfants de la génération C

Lorsqu’un de nos enfant nous enseigne l’utilisation des différents outils vedettes qui fleurissent dans le web 2.0 ( Twitter, Facebook, WordPress, …) on réalise soudain que les rôles sont inversés. Maintenant que nous savons que nous ne savons pas, nous réalisons également que nous avons le mauvais maître.

La compréhension technique y est mais elle ne fait que mettre en évidence le manque de réflexions sur les enjeux et les implications de ces nouveaux outils.

Les projets TIC/web des écoles doivent rejoindre les parents à la maison. Les approches de la génération C : outiller pour apprendre à apprendre et l’enseignement entre pairs sont de bons exemple. Les parents peuvent mettre à profit les mêmes approches et accélérer leurs ascensions au niveau de leurs enfants. Cela devient nécessaire pour permettre une conversation crédible qui nous place tous sur le même terrain de jeux. Celui qui se situe au niveau suivant.

Jouer dans la cours des grands

Inclusion des parents doit-être l’une des réalisations de l’après Génération C.
S’il n’y a pas un élan mutuel pour se rejoindre, les C et leurs parents risquent de se retrouver autour de la mauvaise table. Les mauvais sujets ne manquent pas : cyberintimidation, sextos, prédateur sexuel, …

Pour jouer dans la cours des grands, les C doivent être élevés.
L’une de mes grandes surprises au congrès Génération C est l’importance de l’éthique et de la transmission des valeurs (voir mon futur billet sur ce sujet). Bien que l’école et la religion participent à cette conversation, ce sont les parents qui ont cette responsabilité. Élever un enfant c’est élever son esprit. C’est ainsi que l’on devient grand.

La balle est dans notre camp.

En faisant des parents les enfants pauvres de la génération C, ce sont toutes les conversations qui lanceront les réflexions sur nos demain qui s’appauvrissent.

L’inclusion des parents dans cette nouvelle génération doit être un trait marquant qui la caractérise.

À nous de jouer maintenant.

by Kerry Johnson, PhD

A recent study by Kelly Services Inc. and published in Crain’s Detroit business states that nearly 90% of recruits are more like to work for a company that is socially responsible and ethical in business practices. Now, this of course should be no surprise based on what we have been through over the last few years within the banking industry and companies like Enron. However, about half of these employees in the Gen Y and X group said that they would forego a promotion or pay increase to work for an organization that has a good reputation. Don’t we all want to be proud of whom we work for, or have the Boomers been tainted? Do the Boomers just expect that somewhere along the line there will be unethical people, who make unethical companies, and as long as he or she is safe and still has personally good ethics then let’s move on?

Do the constraints of today’s economy help us turn our heads the other way? At what point can we throw in the towel and say, “I can’t do this anymore.” Well, many of us have bills to pay, kids to feed, a lifestyle that we are accustom to that may be as simple as putting a roof over our heads. I’m sure that we have all experienced a time or maybe even more than one that we really questioned the decision making or ethics behind the decision makers within a company. No matter what generation you are from, you have likely been in a lengthy discussion about the way we have bailed out some companies and then paid their executives fat bonuses. How is this ethical? Who is making these decisions? In a simple poll at the office, it was found that all generations are disgruntled, yet it is the Gen X and Y group that really have trouble with this philosophy. Are the Boomers just tainted and maybe worn out?

The research at Kelly Services Inc. also touched on something a little simpler, suggesting that 80% of employees prefer to work for a company that is environmentally responsible. I suppose this is not as difficult as being ethical and touching on the inner being of ones soul. So put out one bin for paper, another for cans, maybe even one for plastics, and call it a day. Some companies even recycle cell phones, ink cartridges, and computers. I will say though, at least in my office, it is the Gen X and Y group that is the most responsible in this area. Maybe because many of the Gen Y group has been recycling for as long as they can remember, and the Gen Xers are more in tune with the environment. However for the Boomers, it is a habit that needed to be developed and by all means should now be formed. When I told someone last week that my recycle bin was larger than my garbage bin, they were shocked. If you really think about it, almost everything is recyclable, but it does require a brief moment of thought until it becomes a habit. You see I was trained by my Gen Y children and the Gen Xers I work with on a daily basis.

Well ethics and the environment are a topic of discussion for any break room, no matter what generation you represent. Just be careful on how you position yourself, as you may be in for a very long debatable discussion. Should we say don’t discuss ethics or social responsibility at work? That just doesn’t seem right.

C’est fait!

Je suis maintenant de retour du congrès Génération C.
J’ai rencontré des gens exceptionnels (de tout âge), j’ai goûté à des idées bien mûries.
Suite à ce BANQUET, je prendrai sous peu la plume Apollodore pour vous en faire le récit.

Jour 2 du congrès Géneration C.

Le marathon continue. Les congrès sont de belles occasion de rencontre. Je délaisse mes compagnons pour me permettre d’échanger avec de nouvelles personnes.

Je déjeune donc avec les gens de la Société GRICS, 5 personnes couvrant un évantail varié de service. J’apprend que la GRICS gère la biliothèque média de la formation de Radio Québec (maintenant télé-Québec). Les conseillés en ressource pédagogique semblent être bien informé de l’application des technologies en classe.
Toutefois, il n’y a rien pour les parents. Nous échangeons nos cartes d’affaires pour garder contact

À la pause, je parle avec une personne du ministère des relations international. Nous parlons de Francophonie et des méthodes pour permettre à une école de tisser des liens à l’international.

Pour mon atelier, j’ai pris soin de choisir un atelier différent question de varier les sujets et d’enrichir nos conversations de retour à l’école.

J’ai donc assisté à l’atelier sur le citoyen & le gouvernement. Lors de la pause du midi, j’ai échangé avec une représentante d’Oxfam. Nous avons beaucoup parler de l’implication active. Elle m’a fait réaliser qu’être un membre actif de notre société peut prendre plusieur formes: Information, diffusion, participation et engagement. Je me réserve du temps de lecture pour ce sujet.

Aujourd’hui j’ai 2 batteries

Colloque « Génération C »
Aujourd’hui débutait à Québec le colloque international « Génération C » organisé par le CEFRIO. Compte rendu et observations.

Mise en garde
Pour les nouveaux lecteurs, ce blogue traite de la « présentabilité ». C’est-à-dire : l’habileté à présenter ses idées, son organisation, ses produits, sa personne.

C’est donc sous l’angle de la présentabilité que je vous présente un bref survol du colloque.

Un évènement de qualité
Félicitations à l’organisation de cette première journée. Tout y était. Qualité des présentations, Qualité du contenu, excellents conférenciers, bonne logistique.

Un évènement branché 
Le nombre de participants ayant apporté leur ordinateur portatif est étonnant

La pièce de résistance : Un écran géant affiche les « gazouillis » ou « Tweets » derrière les conférenciers. Pour le technotripeux que je suis, c’est extrêmement stimulant.

Ce type de dispositif est de plus en plus en vogue aux États-Unis. Mais, c’est la première fois que j’ai la possibilité de l’utiliser dans le cadre d’une conférence.

Toutefois, j’avais un peu expérimenté le concept lors du festival d’été. Voir : I had 15 seconds of fame at Quebec City summer festival

Surpris par les dignitaires
Je m’attendais à des discours pompeux et ennuyeux de la part des présidentes d’honneur : Mme Dominique Vien, ministre des Services gouvernementaux (Québec) et Mme Liliane Laverdière, présidente de la Chambre de commerce de Québec et vice-présidente, Développement des affaires à la vice-présidence Relations gouvernementales, Mouvement Desjardins, Québec.

À ma grande surprise, toutes deux ont été intéressantes et pertinentes. De toute évidence, elles avaient pris le temps de bien se préparer et leurs allocutions ont mis la table pour le reste de la journée.

Les risques de l’interactivité
Pendant l’allocution de Mme Viens, j’ai eu un échange avec @MarioAsselin au sujet de l’écran affichant les « Tweets ».

• Mario Asselin : Chapeau au Céfrio de prendre le risque des écrans qui affichent les gazouillis à la salle où sont les participants
• Moi : Crois-tu que les "gazouillis" sont filtrés avant l’affichage sur l’écran devant la salle?
• Mario Asselin : Je ne crois pas; j’avoue que ça me donne le vertige. Une ministre qui parle avec ça au dessus de la tête= du jamais vu.
• Moi : Effectivement. Afficher les "gazouillis" en direct sur un écran au dessus d’une ministre ouvre la porte à des excès.

Était-ce de la prémonition? Ou plutôt un avant-gout de ce que la génération C et le Web 2.0 nous réservent?

Au moment même où la ministre nous entretient des services gouvernementaux, le message suivant apparait à l’écran derrière elle.

Savoureux!!!

Je félicite le CEFRIO et les différents conférenciers d’avoir accepté d’afficher en direct les commentaires des participants. Il s’agit d’une utilisation fascinante de la technologie.

Il serait dommage que le CEFRIO ou la ministre s’offusque et remette en question l’utilisation de Twitter durant des allocutions simplement à cause de cette anecdote.

La prêtresse
Danah Boyd est une excellente oratrice qui a captivé l’auditoire. Elle maitrise son sujet. Elle est dynamique et elle part vite. Très vite. D’ailleurs, Mario Asselin l’a baptisée  la Louis-José Houde des «social networks».

Question de @OlivierGrondin: Danah when do you breath in your presentation? Délicieux sur un écran géant.

Un excellent compte rendu de la conférence de MMe Boyd est disponible sur le site Infobourg.com

Résultats de l’étude
Un résumé des résultats de l’étude est disponible ici (PDF)

Atelier 3 – Volet consommation
J’ai choisi cet atelier pour avoir le plaisir d’entendre en personne Michelle Blanc. Comme toujours, elle fut pertinente et intéressante. Bon choix.

Michelle était copanelliste avec, Justin Kingsley, un excellent conférencier. Il a réussi à me convaincre que Jésus était un blogueur. C’est vous dire!

Observations diverses :

• Michelle Blanc avait rendu disponible sa présentation AVANT sa conférence. Pratique peu courante, mais très appréciée. Très courageux de sa part.
• J’ai eu le plaisir et le privilège de converser "en personne" avec @MarioAsselin. Il est aussi intéressant que sur Twitter
• Félicitation à Taïeb Moalla (@moalla) du Journal de Québec. C’est loin d’être évident d’assister à un colloque et résumer le tout en ligne.
• Remerciement spécial à Suzanne ??? qui a gentiment accepté de me passer son adaptateur électrique pour que je puisse recharger mon ordinateur.
• Selon le site Twirus.com, le tag le plus utilisé dans la francophonie aujourd’hui a été #genc le code
• J’ai eu le bonheur de diner avec @pascalesoucy. Une personne à connaitre.
• Je me demande comment se sent un présentateur lorsque la moitié de la salle "pitonne" sur un ordinateur portatif?

• Quelqu’un sait s’il est possible de connaitre le nombre de "Tweets" généré aujourd’hui avec le hashtag #genc?

Des améliorations
Bien que cette première journée fut excellente, elle n’était pas parfaite. Quelques éléments à améliorer

• Les documents ne sont pas encore disponibles sur le site du CEFRIO (21h15).
• Des prises électriques sur les tables auraient été appréciées. Heureusement, @isatruc nous a fourni une solution alternative.
• Les avatars et les noms des « Twitters » devraient être plus gros sur l’écran géant.
• Nous aurions aimé que le CEFRIO nous réponde en temps réel sur Twitter.

Quelques perles pour terminer

Le colloque se poursuit demain. Espérons que cette deuxième journée sera aussi stimulante.

Mise à jour : le compte rendu de la deuxième journée est maintenant en ligne.

Publié par Denis François Gravel

Retour à la page d’accueil

Je me sens comme un enfant qui participe à une classe verte

Je vois plusieur visage connus, et me prépare à déjeuner avec les gens de R3D une firme conseil en technologie. Ils sont surpris d’entrendre les conséquences du décalage des parents/école face aux jeunes de la Génération C. Je cite les exemples du taxage lors du passage d’élèves du primaire vers le secondaire, et celui du vole de compte (de réseau sociaux) remis en échange de photos de la victime nue. Ces exemples mettent en évidence les dangers du web, mais aussi tout l’importance que ces réseaux ont au près de nos jeunes. Nous échangeons sur le volet parent du projet de l’école et convenons de la pertinence de cette approche dans la résolution de tels situation.

Rapidement, ma première compagne me retrouve. Je suis accompagné par l’enseignante de la classe du primaire ciblé dans le cadre de notre projet informatique et par un enseignant de l’école secondaire voisine.

La conférence d’ouverture me convinc, il y a une trame commune qui unie cette génération d’internaute.

by Kerry Johnson, PhD

In today’s economy, we can’t go a day without hearing about someone losing his or her job, a major company letting go of hundreds or thousands of workers, or another facility closing down. Really, it doesn’t matter which generation you are from, you are of course aware of the economic conditions around the world, or at least within your own country.

Only recently did I pursue talking with a few experts (those who have been laid off) in the last few weeks to find that there is a bit of a difference between generations. Although, we all go through the stages of grief after losing a job (shock, denial, anger, bargaining, depression, testing, and acceptance), the response may be different based on age or maturity and experience. More importantly, it is the perspective and approach we take moving forward that can make the difference. We all have the assumption at first that finding another position will be like walking into the territory of the unknown, which can make anyone feel a bit uneasy. However, based on experience, skills and/or education it is definitely possible to find ourselves in a better place.

Here is one man’s story: The Baby Boomers who still have 10 years to give of their career are determined to find a position that will better their lives and fit their needs at this stage of their career.

The Gen X and Y generation understand that employers are not loyal to their employees, however, this does not mean that they too will not go through the phases of job loss. In fact, this generation has no expectations for corporate. Layoffs, corporate scandals, and financial needs have been the priority over people during their working years, and so why should this generation expect any real loyalty from an employer. Don’t be fooled, this generation believes they are a quick start and can take on considerable responsibilities, if the job is meaningful and the company cares about their employees. They generally bring a sense of humor, reality and at the same time are skeptics when it comes to layoffs. Don’t feel bad if you’re a Baby Boomer or Veteran and have no idea where this generation is coming from; they’re not from your generation and each accepts change in his or her own way.

Generation “C” (those highly connected through technology regardless of age) have also made a big impact in this area. Technology and the extent of exposure it can bring to Generation C have been considerably helpful in today’s tough economic climate. If you’re not technology wise, make sure you are into networking, before it is too late. Today, it is a matter of survival and you never know when it could happen to you.

Best wishes to those loving life and those looking for their next great opportunity!

ok, ok, ça fait longtemps que je n’ai pas blogué…[mea culpa, mais juste un petit peu...]

Ça bouge, j’ai du plaisir et j’adore ce que je fais !

Bref, l’automne dernier, pour les 10 ans de Google, la méga entreprise des mots-clés et des algorythmes a décidé de lancer un concours aux internautes, le projet 10 puissance 10. L’idée est de proposer des concepts complètement fous et innovateurs . Les 5 meilleurs obtiendront une bourse de 2 millions de dollars chaque. Évidemment, j’ai soumissioné. Lorsque j’ai reçu le courriel annonçant les nominés, je me suis rendue compte que la barre était vachement haute! Cependant, je reste persuadée que mon idée est excellente et qu’il va de toute évidence se faire d’une manière ou d’une autre car c’est dans l’air (ou l’ère, c’est selon).

Je vous invite donc à aller voter ici pour les 10 projets qui retiennent votre attention. De là, 5 seront donc dans la liste des finalistes. Amusez-vous! Vous aller faire des heureux millionnaires (!)

À VENIR :

- Le FNC, l’atelier que je vais probalement suivre pendant une semaine (du 11 au 16 octobre) avec le gouru de multiplateforme, Frank Boyd de Unexpected Media. I’m so lucky, God I love my life! En plus, le type qui a créée le site archive.org va être là..suis comblée. J’en avais déjà parlé ici.

- CEFRIO, je vais assiter à un colloque sur la Génération C le 20 et 21 octobre prochain.

Olé!

Thanks to Paul at Three Billion for a great line ‘Empowerment is the new Engagement’ for youth. We’re now seeing loads of campaigns tapping into the fact that Gen C have been massively empowered through social media platforms in the past few years. They want their voice heard.  If you give them something worth changing, they will mobilise super quickly. We’re now seeing both big brands (Orange Rockcorps) as well as political parties and social good brands tapping into the fact that Gen C are empowered and want to change stuff.

In Australia, the Australian Youth Climate Co-alition has teamed up with World Vision to create YOUTH DECIDE, whereby they are trying to create a grass roots mass movement of young Australians supporting the need for climate change and environmental responsibility in the lead up to Copenhagen in December. The votes from all the rallies will be shared with the Australian government then taken to the UN Climate meeting in Copenhagen in December to lobby for drastic measures to be taken to address the climate change issue. 

They obviously got some good learnings for how Obama used digital networks to spark widescale support and they’ve used social media (Facebook) and a youtube channel to  drum up support for the many rallies they’re having across Australia.  Here’s one video from their youtube channel which communicates what they’re trying to do

-

This week is VOTING week and last week they posted this video to show how they were going with organising rallies

It’s a great example of the youth ‘enviro tribe’ mobilising quite quickly via digital platforms and if you give Generation C something worth changing they will mobilise en mass.

by Kerry Johnson, PhD

When you go to a business meeting or begin with a new company you are immediately faced with what to wear.  Therefore, the first thing most people do is to find out if a dress code has been made available within the company handbook or the policies of the organization or society.  Over the years dress codes have been changing dependent upon the culture and environment of the group.

Looking back fifty years ago, a suit was worn by men and women and was often dark in color, with a white dress shirt (long sleeve and button down).  Women wore usually a dark colored suit, and skirts – no pants, in order to avoid standing out in a business world dominated by men.  The white-collar world was accustom to wearing a suit, and really did not think that they would ever dress differently within the workplace.  In fact, to many a suit represents power and authority; of course, this would be mostly the Veterans and Boomers that think this way.

Astoundingly, a new trend startled the business world in 1970 with a phrase popularly known today as Business Casual.  Originally the dress code Business Casual emerged because of the energy crisis and wanting employees to be able to dress comfortably.  The Silicon Valley crowd in California was happy to oblige and this then spread across Western Civilization to other Information Technology professionals.  Today Business Casual is common in many workplaces, whether it is everyday attire, the dress down Friday look, or the attire most acceptable during a particular season, such as summer.  In fact, the casual Friday look has become the norm for many organizations, and ironically the Millennials see the suit as just another dress code to be used when mandated or at highly visible special occasions.   

Recently, there has been another change occurring within the marketplace, Resort Casual.  Unfamiliar with this term, the internet lead the way in offering a better understanding of this dress code.  In addition, the need to ask others was definitely a part of needing to know how Western Civilization was embracing this look, and finding out how they personally define this dress code.  Well, it really is all over the board.  For the most part, Resort Casual is a classic look that resembles the look of Business Casual.  According to eHow, http://www.eHow.com, “The look should be smart and refined.”  Wikipedia (a resource for information that anyone can amend), http://en.wikipedia.org/wiki/Resort_wear, defines Resort Casual as “old summer clothes” that are comfortable and easy to wear.  Internet exploring suggests this is the old nautical look or cruise wear that in the last couple of years has taken on the new name Resort Casual.  However, what started this thought process was a meeting that was coming up. 

The company (a part of a fortune 500 global organization) says that Resort Casual is a pair of jeans with a polo shirt.  No shorts or flip-flops, of course, yet they highly suggest leaving the sport coat at home.   Does this mean that the next generation of corporate clothing is being defined in the white-collar world by our Millennials?  What’s an attendee to do?  Stay tuned for what comes next.

by Kerry Johnson, PhD

According to the U.S. Census Bureau, the population over the age of 65, Boomers and Veterans, resides at 37.9 million and is estimated to grow to 88 million in 2050. Today, there are approximately 5.8 million (15%) of those over 65 in the labor force, while in 2016 it is projected to be over 10 million. Of course the Boomers are the highest percentage of workers in comparison to the Veterans. This may explain why the youngest generation, Millennials or Gen “Y”, are having a harder time finding a job. In an article this September, the Wall Street Journal noted that 28.5% of this generation is unemployed. Older workers are remaining in or reentering the workforce in large numbers. In addition, they are receiving fewer dollars in their paycheck as wages decline and healthcare premiums rise. The younger generation that can find a job often has to give in to lower expectations with declining wages and fewer jobs available on the market. In the Wall Street Journal on May 9, 2009, college graduates are the highest in a decade, and employers are projected to higher 22% fewer graduates, states the National Association of Colleges and Employers. Based on our current situation, isn’t it time that we all get along? I find that there is a new camaraderie building in the workforce that is bringing workers from all generations closer together. Could it be that the length of the recession and the continuation of layoffs has made us realize that we better all “play nice in the sandbox.” Of course, there are still personalities with differences that I believe have nothing to do with age, gender, or even race. However, some of us may have our bias that we will need to put aside, in order to become more efficient in the workplace. Those who don’t may find themselves becoming an unemployment statistic. Well, it doesn’t appear that it will be getting much better for the Milliennials, so it is good to know that the Boomers and Veterans are working to support their children another year or longer. Hopefully, not for an entire decade!

Fuelling  DISCOVERY with youth is essential in engaging Gen C. You’ve got to give them an experience which fosters their curiosity.

In tradition of Nine Inch Nails successful ARG back in ‘07, British rock band Muse recently released one of their new tracks, ‘United States of Eurasia’ by planting USB sticks (I think it was 30 or so) all across the world containing 5 second bits of the track – people then had to go out and physically find them, work together to upload them onto the web and piece it together to create the final track. The song, United States of Eurasia, has been divided into snippets and put onto USB ports, which in turn have been hidden in Berlin, Tokyo, Hong Kong, Moscow, Paris and Dubai, where there are secret ‘agents’ looking after them. When found, the stick has a code which must be entered at United Eurasia to proceed. When entered, a puzzle must be solved to unlock a piece of the song.

The Muse - sparked a global treasure hunt to piece together the song "United States of Eurasia"

Great example of how a brand is creating an interesting experience for their brand advocates. Instead of waiting for the song release and having a ‘download here’ option on their website, they’ve sparked a global treasure hunt around a song. Pretty cool and an example I’m going to talk about at Nokia World.

by Kathy Razzi

Something happened the other day at work, and I thought, “Hey, don’t let me think and do all the work for you just because I’m a baby boomer co-worker. Go ahead, please DO take the reigns if you think you have a better idea! I’m not Mom here.” I didn’t feel spiteful or angry about it. I just felt a little put off. Disclaimer: I really enjoy every one of my co-workers.

Many of the arguments of this subject have been that the baby boomers and veteran workers are outdated when it comes to their ideas or plans of action in the workplace, and the newer gens surge forward with theirs – seemingly doing all the work, leaving the elders’ ideas the way of the dodo bird. However, the opposite can be true too when less motivated, or timid, younger co-workers sit back and let the older gens “drive” instead of offering a better way to do things, and then going ahead and doing it themselves. The younger gens have to learn to think and stand up for their own ideas instead of taking a back seat to the older gens if the situation calls for it. It’s not my way or the highway. It shouldn’t be anybody’s way on any highway!

In my lifetime on the job, I can tell you that I’ve worked with plenty of older folks, who were what I term “bulldozers.” I remember one older lady in particular who could make grown men cry. Serious! But everyone excused her behavior because she was “Grandma” Irene to everyone, and made one, killer Jello mold for parties! Bulldozers of any age are very difficult to deal with until you are finally compelled to push back and say eloquently and calmly, “I’m sorry. I’m really uncomfortable with the way you are speaking to me. Let’s ask the boss what he/she thinks is best.” It’s really hard to say in reality, let alone calmly. Yet, when you muster up the courage to say it, I almost guarantee a retraction of any bulldozer of any age group. I’ve heard it said before, and trust me; it’s a show-stopper! Even those of mediocre intelligence couldn’t possibly argue back. If they do, they are probably embarrassed and over-reacting.

Naturally, this situation with the older gens, who feel like they are doing the work and making decisions while the younger gens remain silent, can happen between people of the same age groups, whereby some co-workers are simply more energized and motivated to take the reigns than their own contemporaries. Or it’s a situation of introverts and extroverts. This calls for a slightly different tactic by management to get everyone involved equally.

However, when it’s cross-generational, that “parent-child” feeling stirs up when the elders take the reigns and do [most of] the work. It reminds me of my son never helping me with the dishes, conveniently disappearing after dinner outside to play. I would think, “Oh well, he’s a boy and I’ll just do it. He’ll just get in my hair.” The point is that it’s that same feeling on the job, even though I’m not working with my son, I’m working with young adults who are his age. So, I’m happy when my younger co-workers have better ideas, and forge ahead to do the work and when we all agree on one of their new and improved procedures. Now, that doesn’t mean I sit back with my feet up and let them “do the dishes”! This is a give and take situation…always. And after all, we will end up leaving them with the reigns one day, won’t we?

What are your thoughts? Have a great day!

k:

A few weeks ago I posted a blog detailing the introduction to the paper on Generation Y and Virtual trust I was to present at a conference in Boston on 25th June. While the academics in the audience were slightly critical of my methodology (it’s secondary research only – the PhD doesn’t begin until October), the business guys really liked it, suggesting that there might be something of value here.

(Or if you just want an overview of what was written, I posted three summary blogs on the Naked Generations website: Virtual Trust Part 1, Virtual Trust Part 2; Virtual Trust Part 3)

I often wonder what the next generation will be like, after Generation “Y”.  I’m talking about those that are still in grade school.  How will they respond?  Will they be like previous generations or have a style all on their own?  Here’s a post from Denise Woolwich on a lesson learned from the next generation.

IF YOU LEAD A HORSE…

Recently, I learned a very valuable lesson from my 14 year old daughter.  She is an accomplished equestrian who just began the 2009 show season about 2 weeks ago.  The 2008 season was quite bleak after dealing with a horse who decided he no longer wanted to do his job and participate in the arena.  As if this wasn’t enough to overcome, both horse and rider sustained injuries that shut them out of two-thirds of the 2008 show season.

So, two weeks ago she waited for her turn in the arena where almost a year ago to the date, her horse bucked her off, kicked out a fence, was injured and disqualified (yes all in one day). After several months of trying to diagnose the horse’s issues, most were ready to give up on him ever being competitive again.  Not my daughter.  She switched trainers (a difficult decision, believe me), and worked hard daily for just under a year in new surroundings because of her devotion to this animal. 

So, here we were on day one of the new season with horse and rider back in sync (we hoped).  After what her trainer and I considered a near perfect round, scores were announced and we learned she had placed 6^th out of 8.  It could have been a very disappointing moment, but my daughter set me straight by saying “I am proud of the job we did here.  We worked hard and did our best.  I’m glad to be back and I know sometimes I won’t win even if I do everything right.  NOT WINNING DOES NOT MEAN I WILL STOP TRYING TO WIN”.  Ah yes, out of the mouths of babes…

Ok, so now you are probably thinking cute story, but what’s the point?  Well, I’ll tell you.  The fact is that right now, it doesn’t matter what you do for a living.  Be it sales, teaching, HR or otherwise, it’s tough out there.  In this economy in particular, the roadblocks will be many.  Just because you do everything right does not necessarily mean you will “win the deal”, yet trust that persistence pays off.  Maybe your potential customer won’t do business with you today.  Disappointing, of course, yet be sure to stay connected, get back in the game and the deal will be yours.  Just because you didn’t win today, doesn’t mean you won’t tomorrow.  Life is often a numbers game so NEVER STOP TRYING TO WIN.

____________________________________________________________________

Commentary:  I think it is safe to say that if this story represents the minds of the next generation, there will be little stopping them from taking life as it comes.  They appear to be determined and be willing to go the extra mile.  They are hopeful and portray a positive attitude, even when times are rough.  They don’t appear to let an authority figure stand in their way, and they relish in personal satisfaction.  This may sound all too familiar.  Will the Baby Boomers make a comeback under a different name?  Only time will tell.

Dr. Kerry Johnson shares a thoughtful moment as her son graduates high school this past Saturday. Observing and listening to both her immediate and extended family, Dr. Johnson discovers that some of the things we thought had kept the generations divided, actually keeps them together.

Well during this time of year we have another memorable event to capture for the generations.  With graduations for many from Kindergarten to Doctors we see this as a time to reflect and have discussions with those we love.  We surround ourselves with family and friends, both young and old.  As you sit back and take a moment to capture these moments, whether they are taking place for you now or you are looking through photos, you can see how each generation has a role.  These events don’t separate the differences among each generation; they rather show us how in some ways we are all alike.

 I looked around the table after my third son had graduated from high school on Saturday and realized that we often have some of the same experiences, although our journey is quite our own.  My two oldest sat near the graduate each with a girlfriend and took a drift down memory lane.  My youngest (age 11) text throughout dinner and he too has moved on.  It appears his generation, which is not quite yet defined, was not at the table so he took the liberty of inviting them in for his own conversations.  We did not think this odd, since we are all a Generation C family and even Grandma sends a text now and then.

However, Grandma and Grandpa were discussing colonoscopies, cancers, and other hot topics from their generation.  This too is not odd, since I believe I have heard many at that age begin discussions on what is truly important in their life at this time.  Ahh, so note to self;  Always plan to sit in the proper vicinity of those discussions you wish to have.  I believe one really can properly set oneself up for a meaningful conversation.   

I sat back and observed the discussions on friendships that had evolved and dissipated throughout the years and know now how that too will change, especially Generation Y (born from 1977 to 1997) during the years ahead after graduation.   Although, I am only in contact with one or two friends from each of my graduating milestones, my father an early baby boomer has contacts he has kept in touch with for decades.  Maybe this will again be the case with those who are Generation C and use Facebook, Linked in, and other ways to remain in touch or reconnect to previous friendships.  There are 81 million Generation Ys, so I suppose that will be a lot of texting and hopefully not sexting going on for several years to come. 

I would be curious to know how many of you are on Facebook and from which generation?  What do you primarily use Facebook for?

I stumbled onto this blog post today about Kristie Lu Stout, an anchor on CNN and mother of a 7-month old, reserving the URL, Twitter ID and Gmail account for her infant child. Talk about forward thinking!

A lot of people I encounter are interested in social media, but have some concerns about jumping in. What reservations, if any, do you have about social media? Some of the common objections I hear are:

a) “I don’t get it–why do I care what someone had for breakfast this morning?”

b) “I don’t have time.”

In my last post, I addressed “speaking the language” appropriate to the social networking site you are on. While it’s true that you may encounter an occasional Cheerios reference on Twitter or Facebook I can guarantee you (with 99% certainty) that you won’t find breakfast-oriented updates on the professional networking site LinkedIn, for example.

Determine where your target audience spends their time online and invest your time there as well. (Quantcast is a good tool to help you understand the demographic make up of site’s users.) Know why you are there and deliver your message sans updates about your dining habits; cut your potential customers some slack if they want to discuss theirs though…

In my Advanced Social Media workshop I show students how to create a social media marketing “system”– I can help you learn to make the most of your time if you will let me. Right now my seminars are offered exclusively in the Northwest Indiana area; however, I hope to have an online (video) training option available soon.

I am looking for 20-25 people to help me with the beta test of the new training site. Check back soon for details or email me at kathy@mysocialmediacoach.com if you are interested in participating.

Maybe you’re not ready to jump on the socia media bandwagon yet. Maybe you never will be, but how would you feel if someone else took your name? It’s food for thought–maybe making reservation isn’t such a bad idea…

Tip: Facebook will soon allow vanity URLs. Claim your spot!

The fundamental emotional need of youth is and always will be BELONGING. It’s hardwired from birth, a primal need to belong to a community, to a tribe. It’s a fundamental form of self expression that is at the core of the human psyche. The growth of social media has turbo charged young peoples ability to connect and be part of global tribes.

The best youth brands understand that youth are desperate to connect with each other, so youth marketing is not about pushing messages onto a target audience of disparate individuals, it’s about inspiring the TRIBE, so they connect with each other. It’s about talking to the WE, not necessarily the ME.

 Tribal marketing in 2009 is about leading and connecting Gen C ‘The Connected Collective’ with ideas and each other, it’s about finding something worth changing and mobilizing a group of likeminded people around it.

Think the Red Bull energy tribe, Apple’s creative tribe, Nike + running tribe, Zoo York’s mischievous skater tribe, Lego’s imagination tribe, Axe’s player tribe,  Roxy’s chic surfer tribe, Wii’s playful tribe,  Threadless’ design tribe – just a few examples of brands that have inspired people to come together and form a tribe around their brand, a community with shared passions, interests.

So, how do you create a tribe around your brand? Here are a handful of thoughts

1. You have to have the balls to create ideas that polarize, ideally AGITATING and DISRUPTING the  STATUS QUO. You have to be a little subversive and not scared to create CHANGE. Unless you spark an interesting conversation, you won’t spark a movement. The biggest mistake youth brands make is trying to appeal to everyone, they end up standing for nothing and falling for everything. Think less about your proposition, and more about your brand point of view or your call to arms.

 2. Gen C are the ‘CONNECTED COLLECTIVE‘, they join tribes for the CONNECTIONS.  They’re dying to mobilize around something interesting.   Think about how you’re letting them connect via web 2.0 platforms and how they can work together around a cause/idea. It’s all about making it easy for youth to find each other and connect. Music festivals have been tapping into these shared ‘connections’ for the last decade and now the gaming world is doing the same with MMORPG’s. 

 3. It’s about leveraging PEOPLE POWER.  Done successfully, the collective becomes your most powerful asset, they’re empowered to spread your idea, to create the movement. Your job is to help facilitate the interactions amongst the tribe and give them something worth talking about, something worth changing, something worth believing in. Politicians and activists have been doing it well the past few years, think Obama, think Al Gore, think One Young World.

 4. Find your brands TRUE BELIEVERS, listen to them then, create utility for them, provide value in the experience and your brand will become magnetic. You only need a 1,000 or so, look at T-Mobile with their flash mobs. Virgin are the kings of seeking out their true believers and always giving them utility, no matter what category then enter.

 5. LEAD THEM, all the great tribes have great charismatic leaders, you create your own brand charisma by showing leadership attitude and staying true to a belief system, committing to a cause. People mobilize around strong people/brands who believe. Red Bull, Nike are the archetype leaders in their respective youth cultures, always appealing to the fringes, but not alienating the masses.

 6. CREATE CULTURE for the tribe. Create something that matters to youth, don’t try and mimic what’s happening now, give them a lens into something new. Create a new sport, create a new way of doing something, EXPERIMENT and don’t be afraid to fail. You’ll get credit for having a go.

 7. TRIBAL IDENTIFICATION is important, you have to create a way of knowing if you’re in or out. Whether it’s badging yourself or an internal point of association, it’s extremely important as tribal brands have followers, not customers. I witnessed this first hand in Austria last week, with Austrian teens plastering their bedrooms with the stickers of their favourite brands, Aussie kids brand their mobiles with stickers of their favourite surf brands.

 8. CONSTANT CONTENT CREATION  – This takes ingenuity and effort over pure big scale production budgets.  Youth brands have to think of their marketing calendars not in quarterly installments, but as an ONGOING STORYTELLING PLATFORM.  It’s less about discrete uniform evolutions of ad campaigns, but about creating interesting narratives youth can follow – think youtube channels that are constantly update with new content, whether that be experiential type stuff or raw stuff. The surf brands are the kings of this, as they see themselves as media businesses, not just surfwear sellers.

Remember tribes exist, your job as a marketer is to help organize and connect these people. Find something worth changing, then create an interesting point of view on it, something fresh, something worth believing in that they’ll want to talk about and belong to.. See, easy?

Youth marketing in 2009 is all about how you go about creating a COMMUNITY around your brand. Gen C are the ‘connected collective’ – it describes their behaviour amongst themselves as well as their behaviour towards brands, they make decisions as a group.

Marketers need to think about how they can get Gen C to ’swarm’ towards their brand and here are some examples of brands that have effectively been creating communities via creativity, conviction and collaboration.

Gen C – The Connected Collective

Echo Boom, Millennials, NGeners, Generation Me, We, C, Why and Y. Various authors and thought leaders have spent the last decade or so giving young people born between 1980 and 1991 labels in accordance with their interpretation of this much talked about generation. Children of the Boomers and nearly as big in number, we are known as the Echo Boom. Strauss and Howe calls us Millennials, as our defining years occurred over the Millennium, while Don Tapscott believes we were defined by the internet, labelling us as the ‘net generation’, or NGeners.

The standard name used by most people is perhaps one of the worst names: Generation Y. Y is follow on from Generation X, a book written by Douglas Coupland in 1991 about a group of disillusioned young people who reject the world of their elders and feel insignificant in society. This label replaced the youths once known as the Baby Bust, and the generation who came after them just became known as Generation Y. Unlike Veterans, Boomers and Generation X, Generation Y doesn’t actually describe us at all, making it a poor name.

Others have reacted to this name, calling us Generation Me (we’re selfish and narcissistic), We (we collaborate and/or can’t live without our friends), C (we focus on connections, communicate), Why (we’re always asking such annoying questions at work!), and ad infinitum.

Still uncomfortable with these given names (often provided by older generations), I initiated a conversation on Twitter, where I asked what we should be called instead. With suggestions from @dubitinformer, @timekord, @edwardmellett and @theGenerationY, an existing name for us emerged: iGeneration. The term is akin to Apple’s ‘i’ technologies (such as iPod and iPhone) and ‘i’ can stand for information, internet, innovate, or even ‘I’, as in ‘me’, aligning with our individualistic tendencies. 

So, iGeneration or iGen works for the time being. Now what Generation Z should really called? Gen 2.0?