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Thursday, 28 January 2010

Interview with Glenn Capelli

As the new State President for the National Speakers Association of Australia, I've just started my video interview series with interesting members within the association. This interview is with Glenn Capelli, a successful international speaker who is speaking at our first chapter meeting of the year on the 8th February. He is also facilitating a half day workshop on creative presentation skills on the 9th February. You can register your place at these events at http://www.nationalspeakers.com.au.


posted by Alicia Curtis @ 9:49 AM 0 Comments

Tuesday, 26 January 2010

Emerging Leaders Survey Results

Do you want to know what your emerging young leaders really think about their workplace at the moment? Have a look at these survey results.
Emerging Leaders Slideshow
View more documents from AliciaCurtis.

posted by Alicia Curtis @ 9:53 AM 0 Comments

Saturday, 16 January 2010

Engaged leadership motivates emerging young leaders

In the blog post, Highly engaged leadership required to tap today's potential by Bruce Tulgan, he writes how leaders who are engaged with their young leaders often gets the best results.

In my own research and experience, highly engaged Generation Y professionals are looking for an empowering and consultative leadership style which focuses on growing their knowledge and skills.

During my Masters research, I along with my colleagues F. Grenfell and V. Miltrup looked at the top 10 questions that managers could ask themselves to motivate and retain their high performing employees under 30 years old. These were:

1. Do we provide a genuine leadership style that is empowering, inclusive and consultative?
2. Do we engage in open consultative processes, providing employees opportunities to listen and ask for their opinions?
3. Do we have a reward structure that is immediate and of interest to the employee, that recognises great behaviour and strong performance?
4. Do we offer continuous training and development opportunities that are stimulating and relevant to the Generation Y employee?
5. Do we provide regular social activities that all staff can participate in and provide opportunities for the young staff to come up with the ideas and organise these social activities?
6. Do we offer mentoring programs that offer regular feedback, support and advice for staff to be successful in their job?
7. Do we recognise effort through performance based pay?
8. Do we have a greater focus on outcomes and allow some flexibility around process, emphaisising the 'why' and not the 'how'?
9. Do we offer a career management plan including personal goals, clear career pathways, skills and experience they are seeking, formal and non-formal training and development and key learning to build their resume?
10. Do we provide work/life balance solutions and opportunities to juggle personal and professional goals?

These questions are extremely useful for managers in assessing their strengths and gaps when managing their younger employees.

posted by Alicia Curtis @ 8:22 AM 0 Comments

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