Tag: Open

Cutting Loose. Lessons From Traveling With My 88 Year Old Father.

On By Cathy NoiceIn Workplace Navigator6 Comments

My dad’s 87 year old brother passed away suddenly several weeks ago in Florida. My dad wanted to attend the funeral and asked me to assist him. It turned out to be quite the adventure and gave me the opportunity to see my dad in a different light. My parents have traveled the world but in the last 15 years have remained “set” in their day to day routines. In retirement “auto-pilot” of doctor’s appointments, “Civilization” (a computer game), Food Network, checking for the newspaper and mail their rigid schedule is capped with dinner at 4:30…yes, 4:30. In the span of about 24 hours, we had made the arrangements and were prepared to venture beyond the envelope of about a 15 mile radius of our hometown. Ready or not, here we come.

This is my Dad's Thai lunch....ice cream.
This is my Dad’s Thai lunch….ice cream.

The amazing thing is that the trip opened my eyes to my dad’s resilience, adaptability and patience. One would think that one so set in his ways would have a difficult time adapting to modern technology, broken routines and uncertainty. Nope. Not a problem. It made me realized that a guy who traveled to Korea, hitch hiked across the US in his twenties and canoed in the wilderness of Canada…can handle just about anything you throw at him. Just because you usually live in a well honed routine, doesn’t mean you can’t break loose and venture out.

So this is what I learned:

1. Open. You need to be open; whether it’s Thai food, switching seats on the airplane or waiting to find the bathroom. My dad had no pre-set notions and was open to any change in course. I don’t think my dad ever had Thai food before but when my cousin suggested we eat there as a group, he was all in. Some folks sitting in his row on the airplane asked to switch seats…gladly. If we needed to find the gate at the airport before finding the men’s room; no sweat. Be open.

2. Trust. My dad trusted me completely. This was really gratifying. He had unfaltering faith in all the arrangements. I told him to check his bag (although he asked if it was free) he was willing to follow my direction and understood the rationale when everyone else came on the plane lugging a slew of carry-ons. Hotel, rental car, flights, parking, directions…he never questioned a single decision. If you want to break loose, go with someone you trust implicitly.

3. Patience. Pack some patience. My dad has this in spades. Anyone who taught 8th grade history for 30 years, has to have it in their DNA. We had two delayed flights and weren’t sure we were going to make a connection on the way home. He wasn’t anxious for a second. He would just open up his magazine and keep reading. Did I mention he is 88? If you aren’t blessed with the patience gene, try a little meditation.

4. Flexible. Anytime you want to break out of your routines, you need to be flexible. When we were connecting flights in Atlanta, we needed to find some lunch. “What do you want Dad?” Whichever line is shorter. Pizza it is. At a Thai restaurant for lunch but all you really want is dessert…ice cream it is. Three hours to kill? Head to the hotel for a nap. On the way back to Raleigh, we needed lunch again. Chinese food by gate A1 before getting on the plane. Be flexible.

5. Curiosity. When you venture out, make sure you have some curiosity. My dad can talk to anyone…I mean anyone. I remember when we were kids, if my dad was missing in action, he probably met someone in the check-out line. Upon his return, he would regale us with how interesting so and so was. He knew everyone in his row on the plane by the time we landed. You cannot talkto just anyone unless you have curiosity. Pack some curiosity when you break loose.

6. Habits. No matter where you venture to, you need to maintain some habits. Brushing your teeth, showering, and coffee in the morning. My dad has been telling me for years that he does 30 sit-ups in the morning…every morning. Sure enough, there he was at 7 AM in the bed next to me doing his sit-ups. Even amongst all of the travel and mayhem of unscheduled time, he managed to take his daily medications. Habits keep us on track and give us some normalcy amidst the chaos.

7. Prudence. Anyone from the depression era has a healthy dose of prudence. My dad wanted to know if the coffee on the plane was free…and the cookies as well. Was the coffee in the hotel lobby free? Was the breakfast free? It pays to double check. We didn’t realize some of the roads in the Orlando area were toll roads, but my co-pilot was ready with quarters by the second toll booth. It always pays to have a little prudence.

The experience of traveling with my dad was enlightening. I really admire him for his ability to roll with the punches (or plane delays) and his openness to constant schedule changes. Spending those three days with him was priceless. I’m glad we got to cut loose together.

Think outside the Boomer Box.

On By Cathy NoiceIn Workplace NavigatorLeave a comment

The next generation is invading the workforce and we are all going to need to adapt.  The expectation of a recent college graduate is vastly different than those boomers who are checking their 401k balance everyday and trying to figure out their escape plan.  For those of you who haven’t been in a college classroom lately, let me bring you up to date, the twenty-somethings are texting on their smart phones, sitting behind laptops and  have never cracked the spine on an encyclopedia.  So imagine the shock and horror, when they enter the workforce and they are dumped into a joyless cubicle, only have access to company approved websites and can’t use their cell phone because it’s prohibited by company policy.  Hmmm.  I think we have a problem.  We just put the handcuffs on; we’re bridling a generation that doesn’t even know what that means.

The average Millennial, born between 1980 and 2000, is expected to work 1.7 years at any given company.  In Human Resource terms, that is a blink of the eye.  Recruiting, attracting, on-boarding, training and retaining seem hardly worth the effort for 1.7 years of tenure (unless of course you are McDonalds).

So how are you going to retain these “kids”?  We’re going to need to take a hard look at our work environments, policies and leadership skills and adapt.  Some boomers may delay retirement for a few more years but there is going to be deficit in the skilled employable talent pool.   The Bureau of Labor Statistics estimates that within 8 years, Gen Y will be the majority generation in the workforce.

Here are some ideas on how to hold on to Gen Y and Z:

1. Purpose.  GenY can easily work for the Peace Corps in Africa for 2 years as work for a for-profit company. This group is looking for a higher purpose.  Profit for shareholders isn’t likely to cut the mustard.  If you can link your company’s vision and mission to a higher purpose, Gen Y might stick around.  Is your company giving back to the community, developing green initiatives or supporting a cause?  Are you communicating that or are you writing checks and keeping your mouth shut?  Communicate it.  Often.  And in varied ways

2. Feedback. Give it to them straight.  In an article from the Harvard Business Review by Meister and Willyerd called Mentoring Millenials, what Millenials want from their boss is someone “who will give me straight feedback”.  No sugar coating.  No veiled criticism.  Cut to the chase.

3. Recognition.  This is the generation where everyone got a trophy for just participating and in some cases, they didn’t get grades or never kept score during the game.  They have been recognized just for showing up.  This doesn’t need to be a huge budget for purchasing trophies for “just showing up to work,” a specific, sincere thank you for a job well done and why it’s important to the company’s goals will suffice.  This will build loyalty.

4. Freedom. You might think about how much latitude you are giving this next generation.   Antiquated policies about dress code, cubicle decorum and a staunch 8 to 5 work schedule isn’t likely to attract these folks.  If your business permits (I’m not suggesting that a bank teller should be able to work virtually), loosen the reins a little.  If you want some contrast, check out this video about Zappos culture.

5. Social. This generation has been collaborating and socializing since grade school.  Is your company culture open to supporting collaboration below the executive team?  Are your departments throwing a BBQ once in a while?  What are you doing to get to know your younger employees?  Get social.

6. Technology.  They are going to demand that you have technology.  A 2008 LexisNexis® Technology Gap Survey found that only 14% of Boomers access social networking sites from work; 62% of Gen Y do. Does your workplace permit such things as Facebooking at work? Have you figured out how to manage it?  The workplace is changing.

7. Challenge.  Busy work isn’t going to cut it.  This group isn’t about “paying their dues” for 10 years before having an opportunity to test the waters.  My nineteen-year-old daughter had an internship this summer for a documentary company.  Within three weeks of starting, they let her edit a piece of the documentary.  Is your company willing to do that?  How are you challenging this next generation? Challenge them early and often.

8. Open. Whether you are ready or not, within the next eight years more than 50% of the workforce is going to be Millenials.  Are you open to change?  Regardless, it’s going to happen.  Work/life balance, flexible work schedules and virtual offices are here to stay.  Think outside of the boomer box and open yourself up to the next generation.

I realize that not all industries can adopt all of these measures, but we can take some steps on one or two.  This is not one-size-fits all.  The point here is to stay ahead of the talent war looming  within the next decade.