Updates from February, 2017 Toggle Comment Threads | Keyboard Shortcuts

  • drdianehamilton 10:57 am on February 17, 2017 Permalink | Reply  

    Top Companies and Leaders: Connecting Through Talk Radio 

    Tesla Radio

    Radio remains a leading platform for organizations to advertise and for individuals to learn lessons from inspirational speakers, authors, and leaders.  If an executive’s day is so packed with things to do, the thought of listening to a radio show may seem like a luxury.  However, the reality is, a lot of people are listening.  News Generation shared some important statistics.

    • Radio is the leading reach platform: 93% of us listen to AM/FM radio over the airwaves, which is higher than TV viewership (85%), PC use (50%), smartphone use (74%), and tablet use (29%)
    • 265 million Americans 6+ listen to the radio each week;
    • 66 million Millennials use radio each week;
    • Audio consumers are listening for more than 12 hours each week; and
    • The majority of radio usage comes from employed listeners; nearly three-quarters of Generation X listeners work full-time.

    With so many working people listening, leaders must ensure that their companies are represented well there.  Radio is just one part of the total brand publishing picture. Radio shows seek sponsors with enticing messages.  Business organizations have a variety of goals they want to achieve with their message.  Radio advertising is cost-effective, time-efficient, demonstrates measurable results, and can provide the following opportunities.

    • Shows social responsibility and improve their image
    • Builds brand loyalty and increase their customer base
    • Drives traffic and increase sales
    • Educates consumers in an intimate forum

    Not only can leaders connect to their consumers through radio, but they can also learn from it.  There is no shortage of talk radio shows where leaders can learn from their peers. With the advent of iTunes, IHeartRadio, and other platforms, everyone has the luxury of listening when it is convenient, and they can do it on just about any mobile device.  The more technology changes, it is interesting to witness how the need for connection and edutainment continues to remain popular.

    About the Author:

    Dr. Diane Hamilton is a nationally-syndicated radio host of Take The Lead Radio, an award-winning speaker, educator, and the co-author of It’s Not You, It’s Your Personality.  She developed brand publishing courses for Forbes based on Bruce Rogers’ Publish or Perish Report. Dr. Hamilton has spoken for top companies including Forbes about topics including leadership, engagement, emotional intelligence, and generational conflict.  If you would like to learn more about these issues or be a guest on her radio show, you can go to Dr. Hamilton’s website or contact her through Linkedin.

    Dr. Diane Hamilton Take The Lead Radio

     
  • drdianehamilton 5:49 am on February 14, 2017 Permalink | Reply
    Tags: , Conflict, , , , , ,   

    Managing Millennials Requires Understanding Their Values 

    f_istock_000007431474_web

    Millennials are one of the most misunderstood generations, which has led to frustration in the workplace.  With so many generations working together, it is not unusual that there would be some conflict. The biggest issues have revolved around the clash between Boomers and Millennials.  With varying views on political and leadership issues, as well as differences in the frequency at which they embrace technology, conflict management has become a top concern for many leaders.  Part of learning to manage this unique generation includes understanding and embracing their values.

    The Forbes Mentor Week presentation, “The Future of the Workplace” focused on what will happen when Boomers finally retire, and Millennials take the wheel.  This presentation addressed some myths and facts about Millennials.  In addition to the information provided there, here are a few more Millennials statistics that may be surprising:

    • Millennials are now the largest living generation
    • Millennials make up more than 25% of the U.S. workforce
    • Nearly half of business to business researchers are Millennials
    • Millennials are among the strongest advocates of business
    • Millennials’ top issue that concerns them in business is education (including skills and training)
    • Millennials’ loyalty to employers remains low with many anticipating leaving jobs within 2-5 years
    • Although they embrace technology, 40% believe it poses a threat to their employment

    Millennials want to experience engagement at work.  For this group, engagement requires that they have a sense of belonging.  To meet this need, leaders must clearly share their vision, to obtain their cooperation.  Millennials must feel valued; therefore, it is critical that leaders show them respect and reward them for their efforts.  In research by Zemke, Rains, and Filipczak, the authors found that Millennials had nine more frequent requests. These included:

    • Help us learn
    • Believe in us
    • Tune on to our technology
    • Connect us
    • Let us make it our own
    • Tell us how we’re doing
    • Be approachable
    • Plug into our parents
    • Be someone we can believe in

    Part of being successfully in meeting their requests is to provide timely and detailed feedback.  Millennials like to receive feedback more frequently than past generations.  They like to meet privately and learn about their performance immediately after, with concrete observations.  They do not mind hearing they need to improve, but they will want to have specifics on how to accomplish that.  To ensure proper training occurs, managers should vary the way in which they present information. Millennials are avid learners and like to get their information through technology.  Allowing for workplace flexibility may be critical to Millennials staying with their employer.  Flexible working conditions are linked to improved productivity and engagement in this group.  By offering flexibility, employers have found that it has encouraged their sense of accountability.   By demonstrating to Millennials that leaders appreciate their values, they will have a better opportunity to lead this group in a way that meets their unique needs, leading to improved engagement and productivity.

    Please click on the following link to take a Generational Engagement Survey.

    About the Author:

    Dr. Diane Hamilton is a speaker, educator, and the co-author of It’s Not You, It’s Your Personality and award-winning speaker at DrDianeHamilton.com.  She is a former Editor in Chief at an online education site and has written for several sites including Investopedia.  Dr. Hamilton has spoken for top companies including Forbes about topics including leadership, engagement, emotional intelligence, and generational conflict.  If you would like to learn more about these issues, you can sign up here: Contact.

    fullfrontcover

    Related Articles:

     
  • drdianehamilton 10:40 am on February 6, 2017 Permalink | Reply  

    The Cost of Low Engagement and How to Improve It 

    engagement

    Many people misunderstand the meaning of engagement. It is important to note that engagement does not mean satisfaction. Engagement refers to an emotional commitment to an organization and its goals.  Engagement, generational conflict, emotional intelligence, and other communication issues are some of the most requested speech topics by organizations. This is not surprising because 60-80% of all difficulties in organizations stem from relationship-based issues.  Numerous studies have demonstrated a correlation between engagement and performance.  Leaders with high levels of engagement also were more transformational, had higher levels of interpersonal skills, and had a better sense of well-being.

    It behooves companies to improve engagement for a multitude of reasons, including retention issues.  Gallup found that the cost of disengagement was estimated at $550 billion annually in the U.S. With all the chatter about how often employees, especially Millennials, job-hop, it is important to consider why.  Studies indicate multiple reasons.  Talent Solutions found that 42% of job switchers stated they might have remained with their companies had they had better opportunities, benefits, recognition, and rewards.

    To appreciate the importance of engagement, leaders must consider who lacks engagement and why.  Organizations may be able to not only improve turnover with improved engagement, but they may also be more profitable.  Organizations have shown a 6% higher net profit margin if their companies have high levels of engagement.  It can be helpful to look at some startling statistics provided by SHRM, Gallup, and other top researchers.

    • 87% of employees are not engaged at work
    • Engaged companies have a 6% higher net profit margin
    • Managers spend up to 40% of their day dealing with conflict
    • Women are 35% engaged; men are 29% Engaged
    • 29% of Millennials are engaged at Work
    • Millennials change jobs more than three times that of non-Millennials
    • Engaged Millennials are 64% less likely to switch jobs
    • 59% of Millennials, 44% of Gen Xers and 41% of Baby Boomers say opportunities to learn and grow are extremely important to them when applying for a Job

    To create improved engagement, employers should focus on communication, growth, development, recognition appreciation, trust, and confidence. Since engagement is an emotion-based issue, it could be critical to create a baseline measurement of employees’ emotional intelligence.  Emotional-based assessments like the EQ-i may be useful.  Leaders must share the results with their employees to develop action plans to improve any personal issues employees may have.  Once personal emotional issues have been addressed, leaders should recognize their responsibilities to improve. Leaders need to get into the rhythm of communicating, showing concern for employee growth, recognizing achievements, and instilling trust by doing what they promise.  By improving emotional-based issues like engagement, managers can use that 40% of their day with productive issues rather than dealing with conflict.

    Please click on this link: to take a Generational Engagement Survey.

    About the Author:

    Dr. Diane Hamilton is a speaker, educator, and the co-author of It’s Not You, It’s Your Personality, and award-winning speaker at DrDianeHamilton.com.  She is a former Editor in Chief at an online education site and has written for several sites including Investopedia.  Dr. Hamilton has spoken for top companies including Forbes about topics including leadership, engagement, emotional intelligence, and generational conflict.  If you would like to learn more about these issues, you can sign up here: Contact.

    fullfrontcover

    Related Articles:

     
  • drdianehamilton 7:57 am on February 2, 2017 Permalink | Reply
    Tags: , , , , Interpersonal Skills, Listening, Negotiation, , Problem-solving, , Soft Skills   

    Soft Skills: Critical to Employee Success 

    shutterstock_66590788

    Attend any leadership conference, and someone likely will bring up startling statistics regarding how employees and leaders lack something they refer to as soft skills. This term is used to describe many qualities that include interpersonal skills, emotional intelligence, and other personality-based issues. The problem that many organizations have experienced is that people are hired for their hard skills, or in other words, for what they know (knowledge). Then later, are often fired for their lack of soft skills, or what they do (behaviors). If employers recognize the importance of soft skills, they can avoid costly hiring and training mistakes, improve turnover, and boost productivity.

    Most leaders do not think graduates have the soft skills that businesses require for success, and 75% of newly hired executives have difficulty with these core competencies. Soft skills are critical for interpersonal relationships and communication. One important reason to develop these skills is that most employees do not quit because of companies; they quit because of leaders. Stress from working with leaders who have poor soft skills costs American companies $360 billion a year.

    Some of the most problematic areas for employees and leaders include difficulty with listening, communication, team-building, listening, negotiating, problem-solving, decision-making, time management, motivation, and emotional intelligence, which includes interpersonal skills. The Millennial generation often gets bad press for having less-than-stellar soft skills including lack of patience. The use of too much technology may cause a breakdown in interpersonal relationships. Instead of interacting before meetings, many individuals embrace their cell phones. This lack of interaction has led to issues with listening and poor two-way communication.

    The good news is that individuals can improve their soft skills. Authors like Daniel Goleman have found that emotional intelligence, which includes things like interpersonal skills and empathy, can be developed. Having a baseline measurement of emotional intelligence levels may be an important part of monitoring improvements. Seeking a mentor may be helpful as well; it is important that employees and leaders are open to feedback. It is important for individuals to consider ways to overcome their personal weaknesses and threats. Identifying the problem is only the beginning; having a plan to improve with measurable goals may be critical.

    Employers face a financial burden if employees do not have proper soft-skill development. With the increase on reliance on technology, some basic interpersonal relationship skills may not have developed well. Employers can help employees and leaders develop these important skills through training programs and education. The first step is to realize there is a problem; only then can individuals set measurable goals to improve.

    To receive updates regarding interpersonal skills, emotional intelligence, engagement, and tips for working on generational conflict, please feel free to sign up for: Updates

    Related Articles and Videos:

     
c
Compose new post
j
Next post/Next comment
k
Previous post/Previous comment
r
Reply
e
Edit
o
Show/Hide comments
t
Go to top
l
Go to login
h
Show/Hide help
shift + esc
Cancel