The past few weeks I’ve facilitated several Generational Differences workshops and it’s clear the issues are growing as more Gen Y join the workforce. They’re overconfident, chomping at the bit to run with a project without checking in with anyone or learning the history, and say it like they see it.

I recommend three approaches:

1.    Is it something we should just let go of? For example, it used to bother me to see young people with multiple piercings and lots of visible tattoos. I worked on my own reaction to finally accept that this is the fashion for this age group no matter what I think about how it will look when they’re 70.

2.    Does it make sense to go along with what they recommend?  For example, in my early days of consulting I used overheads. I kept getting evaluations that said “should use current technology – PowerPoint”. I have held on to those overheads for years just in case? They are now in the trash.

3.    Use a generational perspective to discuss and coach around what you’d like them to change or understand. During a generations workshop at a hospital recently, a young woman said she felt she should be able to text while in a patient’s room. When others explained how patients and family from an older generation viewed this as not focusing on their life and death situation and being upset about this – she got it. Then we talked about when and where it was appropriate for her to text. The older generation also admitted that they needed to understand and accept that a “digital break” was expected by this younger generation, just as we baby boomers used to make too many personal calls from the land line on our desk.

Our newest team members want to understand the bigger picture and why what they are doing is significant. They need a caring, experienced adult to expand their view of the work world. Children used to learn what’s expected by being around their parents at work. I worked at my Dad’s bowling alley and learned how to provide customer service. Even my Mom’s small community bank had employee’s high schoolers serving cookies in the lobby at the holidays. Many young people today have no idea what their parents do to earn a living – companies are big and children don’t freely come and go at work.

Managers today need to provide the coaching and feedback that parents used to give. I have found that Gen Y will listen, understand, and make a change when we take the time to help them understand.

First, I now schedule one and hopefully two days per week in the office. Previously I found myself getting “dressed up” and heading out to a lunch or meeting almost every day. Now I am really working to schedule external meetings on certain days. I take business reading with me to take advantage of wait time. I find I like the energy of a day out with three or four appointments and the relaxation of a day working from my home office.

I also have disciplined myself to look at social media emails (Linked In groups, SHRM news blasts, etc) and FaceBook at the end of my work day. This saves my best thinking time for client projects.  I found I wasted too much time during the day looking at info from various groups as it arrived in my inbox.

What are some tips that work for you to make better use of your work and fun time?

Our life experiences may also be viewed as a walking stick. Think of those people or events that cleared the cobwebs from our eyes to reveal a change in direction. One such walking stick for me in 1996 was attending a three-day High Impact Leadership workshop facilitated by Jacksonville based Stop At Nothing.

They created a small group trust-based environment that enabled participants to address the real issues that hold back leaders, teams and organizations from achieving their full potential. I discovered how to make highly effective leadership changes from the inside-out. This experience was the catalyst for my journey to leave AT&T and enter consulting.

We can also be a walking stick for others. Reflect back on your personal and work significant experiences and think about when your actions might have served as a walking stick for others.

As we live each day, let’s be open to the walking sticks we will meet. And recognize that our words and actions may be a walking stick for others. Please share your stories of walking stick experiences.

 Einstein said “The mind that created the problem is not the same mind that solves it.”

 How do we create a mind where solutions arise?  We can break the momentum of stress – sleep, wake refreshed, and then drive to work where we run, run, run.   OR we can identify the factors that create stress for us and resolve to take action on some of them to reduce stress.

 I met a young woman at Arena Football this weekend who shared she used to have a well paying corporate job which allowed her to take a couple of nice vacations each year. But she wasn’t happy and dreaded going in every Monday morning. She decided to follow her passion for broadcasting and now has four jobs in this field. She doesn’t earn nearly the same money but she pays her bills and most importantly… she truly enjoys the work she does. She is an inspiration to identify your passion and then recommit to making it work.

 Meet Jason Albertelli, owner of Dos Gatos, whose leadership skills have contributed to a successful new business. Here’s what Jason has to say.

What’s your approach to hiring and keeping employees engaged?
 I hire for personality. I can teach the job but I can’t teach attitude. I let my team know that I am not a mind reader….. I will be direct and honest and I want them to be too. Business is business. They won’t hurt my feelings and there will be no repercussions. When people communicate with one another and become friends, then it builds respect and a family feeling.

 My philosophy is we work to live, not live to work. I want my team to have fun and to like each other. When we have an event such as the bowling party, it helps people discover new reasons why they like each other. My only disappointment was that I missed rolling high game by one pin!!

Our next outing was teaming up with the staff at Burrito Gallery to play in the annual football tournament for the bars in town. We play for bragging rights. Although we didn’t win, we’re already planning our comeback next year.

How do you keep people engaged in your business? You’ve had no turnover after six months in business.
 I take an interest in each person and strive to learn what they’re passionate about. I encourage them to pursue their dreams and do what I can to support them. I have a friend who was an employee when I owned a bar in LA. I encouraged his interest in wine. He went to sommelier school and now travels the world as sommelier on a cruise ship. He credits me with encouraging him to follow his dream. That’s one of my proudest moments as a business owner.

 What’s your customer service philosophy?
 I call it the Vegas mentality. We have to differentiate ourselves from the other choices customers have. First each customer wants to be seen and treated as an individual. If we lose our passion for the people, business will suffer. Professionalism is key – we want our customers to know they are being served by a professional bartender, wait staff, dee jay. It’s about making sure the drinks, the music, the lighting, the atmosphere are first class.

 Dos Gatos is located at 13 E. Forsyth St., across from the Florida Theater.    www.dosgatosjax.com

 Gender – refers to role, not biological sex. Sexist bias can occur when pronouns are used carelessly, as when he is used to refer to both sexes. You can often rephrase by using plural nouns or pronouns such as “Managers who socialize too much after work with employees can lose their objectivity.”

 The adjective transgender refers to persons whose gender identity differs from their sex at birth; it should not be used as a noun. Transsexual can be used as a noun or an adjective.

Sexual Orientation – refers to an enduring pattern of attraction, behavior, emotion and social contacts. The terms lesbians, gay men, bisexual men, and bisexual women are preferable to homosexual. The term homosexuality continues to be associated with negative stereotypes.

 Racial Identity – Preferences for terms referring to racial and ethnic groups change often. One reason is personal preference; another is over time designations become dated and sometimes negative. Use commonly accepted designations, while being sensitive to people’s preferred designation.

• Some North American people of African ancestry prefer Black and others prefer African American; both terms currently are acceptable.
•  Depending on where a person is from, individuals may prefer to be called Hispanic, Latino, Chicano, or some other designation. Hispanic is not necessarily an all encompassing term.
•  American Indian, Native American, and Native North American are all accepted terms for referring to indigenous peoples of North America.
•  The term Asian or Asian American is preferred to the older term Oriental.
•  People of  Middle Eastern descent may also be identified by nation of origin: Iraqi, Lebanese and so forth.

 Disabilities – The overall principle is to maintain the worth of all individuals as human beings. Avoid language that objectifies a person by their condition (autistic, neurotic), that uses metaphors such as wheelchair bound, that uses negative labels (AIDS victim), or that can be regarded as a slur (cripple). Use people-first language such as person th paraplegia, youth with autism.

 Age - Girl and boy are correct terms for referring to individuals under the age of 12. Young man and young woman are suggested for individuals aged 13 to 17 years. For persons 18 years and older, use women and men.

 Source: Publication Manual of the American Psychological Association  Sixth Edition  2010

 I first noticed something was different the night before surgery. My doctor called to see if I had any last minute questions. He urged me to get a good nights sleep knowing that he and the surgical team were looking forward to a successful outcome on my shoulder. I was impressed by his call.

 I decided to have my physical therapy with their practice even though it was a slightly longer drive than another facility I’ve used in the past. I have two therapists – a husband and wife who job share while parenting their 2 year old. They do a great job of transferring patient status and it has been delightful to work with both of them. When I mentioned how neat it is for them to job share, they replied that other facilities had said no because it would be too much disruption when they were on vacation.  I observed that during the last two weeks of December, they both worked every day so other staff could have time off.

 At my post-op appt, I told the PA how impressed I was with management’s approach to employee flexibility. She smiled and said she too worked part time on a flexible schedule. Her baby had some health problems and her former employer would not flex, which lead to her resignation. She was invited to join this practice part time and cheerfully fills in for others who need time off for professional or personal reasons.

 It is evident that these employees greatly appreciate their employer. They exude a positive attitude with patients and co-workers. What can we learn from this? When good performers ask for a different approach to their work hours/location, have an open mind to explore the possibilities. You can always try a new work arrangement as a pilot and check in regularly to see how it’s working for both of you and what might need to be tweaked.

 What has your experience been with flexible work schedules?