Eric Jacobson On Management And Leadership

Millennial turnover is a huge problem for leaders. Millennials account for nearly 40 percent of the American workforce, and by 2025, that number balloons to 75 percent of the global workplace. “Over 60 percent of millennials leave their company in under three years,” explains Elizabeth McLeod , a Millennial and cum laude grad of Boston University. “And, there are four reasons why Millennials dump their middle-aged managers,” adds McLeod. She says those reasons are:  Leaders tolerate low performance ROI is not enough of a motivator Culture is more than free Panera Leaders often treat their employees like a number Elizabeth McLeod and her mother, Lisa Earle McLeod , are a mother/daughter consulting team whose clients include Google, Roche, Hootsuite, and G Adventures. Lisa is the author of the book, Selling with Noble Purpose .  Lisa Earle McLeod Elizabeth McLeod The mother/daughter duo awhile back shared...

"When you convey your vision, you must show your passion for it and commitment to it," explains Bart Egnal in his book, Leading Through Language . And, use words that show how you and your listeners should feel about what you are saying whether that be about your vision or the vision of your organization. For example, here are two examples from Egnal that demonstrate how to take a generic vision and then deliver it with language that shows the speaker's emotions : Emotionless : "To become Florida's industry leader in caring for seniors in their retirement by 2020." With excitement : "I believe that together we can take this company to a place where we are the industry leader in Florida by 2020 - and we'll do it by becoming the first choice for seniors who are looking for a place to retire comfortably." Emotionless : "To become a truly global fertilizer products business that serves clients on all continents....

As you select the employee programs you'll offer at your company during 2018, consider choosing one or more from this list of 17 from Richard P. Finnegan , author of the book, The Stay Interview . Employee Programs Presentation opportunities at new employee orientations Planning committees for holiday parties and other events Employee referral programs and rewards Flexible schedule Work from home Tuition reimbursement Internal training programs Mentoring programs Internal input groups Career day or fairs Fund-raising walks, and other volunteer civic programs Professional certifications Reimbursement for membership in Rotary, Chamber of Commerce, and other professional civic organizations Company-sponsored recreation teams from softball to yoga Participation in the company's donation decisions Transportation help via ride-sharing/van pooling Company policy for matching personal donation to charities

Communication expert  Bart Egnal  reveals why jargon is so prevalent in the workplace, and why it usually undermines those who use it, in his book,  Leading Through Language . Step by step, Egnal demonstrates how effective leaders reject fuzzy terminology in favor of the language of leadership. And, by language of leadership, he means using language that clearly and powerfully brings ideas to life for the audience. The book has two parts. The first part examines why jargon exists and discusses its implications for leaders.The second part teaches how to use language that conveys ideas with energy, clarity, and conviction. Egnal also explains that before you think about language you need to adopt a  leader's mindset  using these s ix principles : Begin with vision . You must define the vision as a possibility that others can embrace or aspire to fulfill.Yet, it must be concrete enough that people can grasp it as something clear and achievable. ...

The following statements from author  Scott Wintrip  convinced me to read his book,  High Velocity Hiring: How To Hire Top Talent In An Instant : "Hiring is broken. There's a new way to hire that's faster, efficient, and effective. Instead of waiting for the right  person  to show up, the new way to hire is to wait for the  right job  to show up. Instead of waiting until a seat is empty to search for talent, the new way of hiring starts the talent search before that job opens." Wintrip explains how companies across the globe have applied the principles of the on-demand economy to hiring. And, perhaps counter-intuitively, he demonstrates how hiring faster creates better employees and improved working relationships. The book takes you through a  five-step process : Create Hire-Right Profiles Improve Candidate Gravity Maximize Hiring Styles Conduct Experiential Interviews Maintain a Talent Inventory Most interesting to me i...

The Cycle of Winning has five parts:  Decide, Overdo, Adjust, Finish, Keep Improving . These are the five actions that winners take to get on track and to help stay on tract. Theses actions create Serial Winners, explains  Larry Weidel  in his book, Serial Winner . "Serial Winners leverage a cycle of winning action to make progress," says Weidel. "They do something every day that puts them on a course for the things they want in life." "As you read [the book], you'll realize that you're already doing some of these things. But one or more of them will jump out at you -- the things you're missing," adds Weidel. In the book, Weidel presents a step-by-step process that you can apply to your  life, career and in your business . Larry Weidel For example, Weidel teaches: Don't Hesitate, Decide  -- Serial Winners make up their minds to being and then they keep moving. They know the clock is ticking and they need to co...

From  John Blakey 's book,  The Trusted Executive , here are these four tips from Jim Collins for  how to be a humble leader : Demonstrate a compelling modesty, shunning public adulation and never be boastful. Act with quiet, calm determination and motivate others through inspired standards, not inspiring charisma. Channel ambition into the company, not the self, and set up successors for even more greatness in the next generation. Look in the mirror, not out of the window, when apportioning responsibility for poor performance.

From the book,  Mastering the Challenges of Leading Change , comes this useful checklist from author H. James Dallas for how to  identify and develop emerging talent  in your company/organization. Dallas recommends that each question should be graded on a scale of 1 to 3, with 3 being the best. Use the questions and the scoring for you and your employee to work together toward the highest ratings across the board. Has the person demonstrated a "getting lost with confidence" mind-set? Does the person communicate with authenticity? Has the person created a strong personal brand that is recognized by colleagues of all levels? Does the person know his or her blind spots and have people watching to prevent him or her from crashing? Is the person getting exposure to executive management? Does the person seek out and seriously consider advice? Is the person building an inclusive team and sponsoring others? Is the person proactive in finding opportunities to initi...