People connect kicked off in exec development with Mel Kleiman helping learn better tactics for interviewing and yet so much more. What are the most important questions to ask ourselves: can we do a job better; why do we hire the way we do; we we understand which are our “a” (most important) jobs and how do we hire and retain for them; is hiring “a” players a priority; what is your unique employment proposition; why would an “a” player want to work for you. You get the idea.
He also reviewed the importance of the great boss and great team and urged us all to get there. Great session.
The image panel was a great follow up with current leaders giving details about how they rose to their positions and ways we can all copy them. Too much to recount to fast, but let’s start with some gems like how to be part of the action, not a spectator; how to deal with criticism; how to manage diversity and understanding the stresses that may cause; and even books and magazines that leaders read to keep themselves current. Great stuff.
Steve Gilliland finished the morning with humor and sensitivity. What does it take to be one of those five people who someone else would list as their most influential boss. I hope I make someone’s list. And enjoy life–with a smile!
It’s probably a mistake that I’ve used adjectives like great about many Future Connect speakers. Because while the program is extremely good, I don’t want to dilute those rare moments that go into the truly great.
Author Tammy Erickson provided an hour of those moments. Tammy took us through the challenges of five generations colliding in the workforce at the same time, which will soon be the case. She took us through the events and culture that shaped those born in the World War II era, the post-war boom, the Xers, Ys and the post Y generation.
The key point is simple: we all have different backgrounds that cause us to view the world differently, not wrongly. And we have to learn to co-exist.
She did one exercise where she asked boomers in the room to interpret the phrase “we’d like you to move to corporate HQ.” Boomers, born to competitive times, saw this as a promotion. Xers saw this as a problem, disrupting their lives and being done without their input.
As Ric Jurgens said after the speech, it will help boomers understand the younger employees they can’t figure out and will help the younger employees figure out the boomers.
Just a wonderful speech. Now I even understand my kids better, which is good because Tammy said Gen Y really likes their parents and may never move out of the house. (I’m hoping my dog isn’t a Y!)
By: msansolo on October 13, 2009
at 8:46 pm
“The most important decision you can make as a Manager is who you hire to take care of your customers and employees”.
This statement was the foundation of Mel Kleiman’s presentation and a good reminder to all Managers as they recruit for, and develop, their employee teams.
Mel also shared an interesting statistic: Managers spend 40-45% of their time managing “problem” employees. Better to spend time focusing on hiring “A-players” for the team. Your customers and employees will appreciate it!!
By: sgaker on October 14, 2009
at 2:34 am
I just have 2 words to say about Tim Gard’s humorous presentation, “New Perspectives on Leadership”: WOO HOO!! (you had to be there)
By: sgaker on October 14, 2009
at 2:38 am
I have to agree, he did a great job one of the best speakers and you should have been there.
By: scarnes1 on October 20, 2009
at 6:52 pm