| Description |
1 online resource |
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data file |
| Bibliography |
Includes bibliographical references and index. |
| Summary |
"Strategies for managing the real Generation YA new generation of workers is forcing employers to rethink the workplace. Generation Y, or Millennials, bring new ideas, innovation, and energy as they enter the workforce AND their expectations and demands are unique. In Gen Y Now, top team leadership gurus Buddy Hobart and Herb Sendek explore all the myths about this up and coming generation and show you how Millennials can be your most creative, motivated, and loyal employees. This book goes from demographic research to concrete practice, explaining that Generation Y is more than we've been led to believe. They value authenticity, flexibility, and recognition. Using the strategies in Gen Y Now, you can hire and retain these demanding workers, and the payoffs could be huge. Keep up with current trends and technologies to move your organization into the future Attract the best young talent in preparation for the mass retirement of Baby Boomers and Gen X Understand how demographic trends impact the way your intergenerational teams think Inspire motivation in Millennial employees, reducing dissatisfaction and turnover costs There are 80 million Millennials, and they are transforming the modern workforce. Your organization stands to gain from Gen Y employee engagement--if you know how to achieve it. Gen Y Now contains the leadership strategies you need to manage and motivate the Millennial generation"-- Provided by publisher |
| Contents |
Gen Y Now: Millennials and the Evolution of Leadership -- Copyright -- Contents -- Introduction -- Chapter 1: The Platform Is Burning -- Back to the Future -- The Time Is Now -- Leadership for a New Generation -- The Right Kind of Change -- Conclusion -- Chapter 2: For the First Time in History -- The Generations -- Why the Emphasis on Gen Y -- The High Cost of Turnover -- The Need to Retain Knowledge Capital -- Conclusion -- Chapter 3: Why the Negative Feelings Toward Gen Y: The Science -- Prejudices -- The Four Generations -- Overcoming Stereotypes -- Conclusion -- Chapter 4: Myths -- Myth 1: Gen Yers Are Slackers or Lazy -- Two Common Attribution Errors and the Rest of the Story -- Myth 2: Gen Y Needs Instant Gratification and Wants a Trophy for Just Showing Up -- Gen Y Loves More Feedback -- Myth 3: Gen Yers Are Disloyal and Job-Jumpers -- How to Inspire Gen Y -- Communicate the Big Picture -- Myth 4: Gen Y Is Self-Centered and Narcissistic -- Myth 5: Gen Y Is Pampered and Spoiled -- Authority Figure vs. Authentic Figure -- Myth 6: Gen Y Lacks Respect for Authority -- Myth 7: Gen Y Feels Entitled -- How You Must Deal with These Myths -- Conclusion -- You Have to Be a Role Model -- Do Not Lower Your Standards -- Chapter 5: Recession Generation -- Some of the Numbers -- Gen Y's Response -- Gen Y's Post-Recession Attitude -- Our Thoughts -- Conclusion -- Chapter 6: Key Skills -- Understanding Gen Y's Eight Key Skills -- Key Skill 1: Gen Y Is Tech-Savvy -- Key Skill 2: Gen Y Is Diverse -- Key Skill 3: Gen Y Understands the Global Marketplace -- Gen Y Thinks Globally -- Key Skill 4: Gen Yers Have Good Self-Esteem -- Key Skill 5: Gen Y Has a Sense of Security and Is Ambitious -- Key Skill 6: Gen Y Has Life Experience in the Marketplace -- Gen Y Understands the Customer Perspective -- Key Skill 7: Gen Y Is Research-Oriented. |
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Key Skill 8: Gen Yers Are Problem Solvers -- Conclusion -- Chapter 7: New Realities for Leaders -- Ten New Realities About Gen Y -- You Need to Enforce the New Realities -- Reality Change 1: Gen Y Is Delaying Marriage and Parenthood -- Reality Change 2: There Is No Stigma Associated with Moving Back Home -- Reality Change 3: When Gen Y Leaves, No One Is at Fault -- Reality Change 4: Gen Y "Leases" a Job -- Not "Buys" -- Reality Change 5: Multiple Jobs Are a Badge of Honor -- Reality Change 6: Your Leadership Is Continually Being Evaluated -- The Triple Bottom Line -- Reality Change 7: Their Circle of Influence Is Also Watching -- Reality Change 8: The Extended Family Is Coming Back for Gen Y -- Reality Change 9: Gen Y Has a Vision for Themselves -- Identify Gen Y's Personal Vision -- Develop a Shared Vision -- Reality Change 10: There Is an "Ambition Gap" Between Gen Y Men and Women -- Conclusion -- Chapter 8: You Have a Personal Brand -- The New Leadership Brand Promise -- Some Examples -- What Is Your Leadership Brand? -- What You Do for Employees -- Better Leadership Works for Everyone -- Communication Fundamentals -- Choose Your Words -- Nonverbal Communication Counts -- Communication Involves Listening -- Conclusion -- Chapter 9: World-Class Performers -- Skill 1: World-Class Performers and Leaders Use Performance Feedback or "Game Film" -- Skill 2: World-Class Performers and Leaders Turn Unconscious, Negative Tendencies into Conscious, Positive Choices -- Skill 3: World-Class Performers and Leaders Practice Energy Management -- Energy Waster 1: Why Can't They Be Like We Were? -- Energy Waster 2: Why Do We Have to Change ... Why Can't They Change? -- Energy Waster 3: Defensiveness -- Energy Waster 4: Judging the Messenger -- Skill 4: World-Class Performers and Leaders Realize That What Is Required for Improvement May Be Counterintuitive. |
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Gen Y Wants Feedback -- Skill 5: World-Class Performers and Leaders Develop a Clear Vision -- Skill 6: World-Class Performers and Leaders Seek Out Coaches/Mentors -- Skill 7: World-Class Performers and Leaders Develop Tactical and Measurable Action Plans -- Skill 8: World-Class Performers and Leaders Recover from Losses Quickly -- Skill 9: World-Class Performers and Leaders Use Positive Self-Talk -- Conclusion -- Chapter 10: Study Your Game Film: Knowing Personality Types -- A Lack of Self-Awareness -- It's All Communication -- Leadership Is Communication -- People Are Different! -- Styles, Personality Profile, and the Four Generations -- Personality Theory -- The DiSC™ Personal Profile -- Primary DiSC Styles -- Leaders Communicate Effectively -- The Accuracy of DiSC Profiles -- Game Film for Leaders -- Vision -- Alignment -- Execution -- Building and Maintaining Momentum -- Providing Real-Time Feedback -- Self-Assessment -- Hiring -- Career Planning -- Team Building -- Flexible Leadership Style -- Preventing or Resolving Conflicts -- Game Film -- Conclusion -- Chapter 11: Emotional Intelligence -- Why the Interest in EQ? -- Three Ways to Define EQ -- Gen Y and EQ -- A Good Manager Needs to Have High EQ Social Skills -- Gen Yers Are Group-Oriented -- Self-Awareness -- "Analyzing" Yourself -- Self-Management -- Managing Others' Emotions -- Conclusion -- Chapter 12: Addressing the Burning Platform: Change Management -- Improving Your Organization -- Your Organizational Assessment -- Survey Two Gen Y Issues -- Your Change Efforts -- Five Steps to Sustaining Change -- Keep Score -- Link the Front Line -- Rewards and Recognition -- Performance Management -- Implementing Change -- Vision and Strategy -- Organizational Alignment -- Workforce Enablement -- Sustainability -- Conclusion -- Chapter 13: Attracting and Retaining the Talent You Want. |
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The Human Investment -- The Story -- The Moral of the Story -- Factory Settings -- Prepare Your Current Employees for Gen Y -- The Basics: Recruit for Your Brand -- Develop Specific Candidate Profiles -- Develop Accurate Job Descriptions for the Job Now -- Train Your Interviewers! -- Behavior-Based Questions Provide More Relevant Information -- Look for Real Situational Information -- There's No Substitute for Reality -- On-Boarding: Have a Plan -- Have a Gen Y Mentor -- Communicate Your Expectations -- Expand Gen Y's Horizon -- Follow Up: Promise Feedback and Deliver It -- Keep Gen Y Informed -- Strategic Planning for Retention -- One-on-One Performance Management -- Conclusion -- Chapter 14: Leadership Challenges -- Coaching Opportunity 1: Gen Y Can Be Easily Distracted -- Coaching Opportunity 2: Gen Y May Quit Too Soon -- Coaching Opportunity 3: Gen Y Wants to Advance Before They Are Ready -- Coaching Opportunity 4: Knowing Something Is Not the Same as Doing Something -- Coaching Opportunity 5: Gen Y Is Not "Hungry" Enough -- Conclusion -- Chapter 15: Leadership: A Timeless Principle -- Principles vs. Rules -- Leadership Is a Timeless Principle -- Leaders Must Look in the Mirror First -- Becoming World-Class -- Gen Y's Attitude and Superior Skills -- The New Realities -- Turning Knowledge to Action -- The Platform Is Burning -- References and Research -- About the Authors -- Index. |
| Subject |
Supervision of employees.
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Generation Y.
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Young adults -- Employment -- United States.
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Employee motivation -- United States.
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Personnel -- Supervision. |
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Génération Internet. |
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Jeunes adultes -- Travail -- États-Unis. |
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Personnel -- Motivation -- États-Unis. |
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Employee motivation |
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Generation Y |
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Supervision of employees |
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Young adults -- Employment |
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United States |
| Added Author |
Sendek, Herb, author.
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| Other Form: |
Print version: Hobart, John W. Gen Y now : millennials and the evolution of leadership. Second edition. San Francisco, California : John Wiley & Sons, ©2014 xviii, 318 pages 9781118899465 |
| ISBN |
9781118899830 (electronic bk.) |
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1118899830 (electronic bk.) |
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9781118899823 (electronic bk.) |
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1118899822 (electronic bk.) |
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9781118899465 |
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1118899466 |
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