Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Love The One You’re With - Tomball Chamber of Commerce

1,180 views

Published on

Presentation given to Tomball Chamber of Commerce on June 7, 2013

Published in: Business, Career
  • Be the first to comment

  • Be the first to like this

Love The One You’re With - Tomball Chamber of Commerce

  1. 1. If You Can’t Be with the One YouLove, Love the One You’re WithStrategies for a Multigenerational Workplace
  2. 2. Baby Boomer, 1943-1960
  3. 3. Generation X, 1961-1981
  4. 4. Millennials, 1982-2004
  5. 5. “In my organization, there are real differencesbetween older and younger generations andhow they approach work.”No, Ive nevernoticed, 16%Yes, there are, but theyNEVER posechallenges, 12%Yes, theySOMETIMES/OFTEN posechallenges, 72%Neil Howe & Reena Nadler, WHY GENERATIONS MATTER: Ten Findings from LifeCourse Research on theWorkforce, Feb 28, 2012
  6. 6. "I see no hope for the future ofour people if they are dependenton the frivolous youth oftoday, for they are recklessbeyond words. When I wasyoung, we were taught to bediscreet, respectful of elders, butthe present youth are exceedinglydisrespectful and impatient.“– Socrates, c. 400 BC
  7. 7. NomadWashingtonHeroJeffersonArtistT RooseveltProphetLincoln
  8. 8. Life Stage + Turning = Generation Type•Childhood•YoungAdulthood•Middle Age•Elderhood•High•Awakening•Unraveling•Crisis
  9. 9. Current Living Generations•Hero: GI (1901-1924), Millennial(1981-2004)•Artist: Silent (1925-1942), Homeland (2005-Present)•Prophet: Baby Boom (1943-1960)•Nomad: Generation X (1961-1980)
  10. 10. WHY YOU SHOULDCARE
  11. 11. 5 to 9 years 10 to 14years15 to 19years20 to 24years25 to 29years30 to 34years35 to 39years40 to 44years45 to 49years50 to 54years55 to 59years60 to 64years65 to 74years75 to 84yearsBaby Boomers81 millionGeneration X61 millionMillennials85 million
  12. 12. Most Developed Countries Have LaborShortages by 2020World Economic Forum, Stimulating Economies Through Tenant Mobility, 2010ShortageEquilibriumSurplus
  13. 13. Be Prepared for a More Diverse Workforceand Customer Base72% 65% 58%48%39% 36% 32% 30%9%14% 20%29%36% 39% 42% 44%19% 18% 18% 17% 17% 17% 17% 17%3% 3%7% 7% 8% 9% 10%1970 1980 1990 2000 2010 2020 2030 2040White Hispanic Black OtherSource: HGAC Demographic ModelMillions
  14. 14. Percentage of Marriages in 2010 ThatWere InterracialHope Yen, Interracial Marriage In The U.S. Climbs To New High, Study Finds, Huffington Post, Feb16, 2012, http://www.huffingtonpost.com/2012/02/16/interracial-marriage-in-us_n_1281229.html
  15. 15. Cumulative US College Degree Gap inFavor of Women, 1982 - 2013US Department of Education, Digest of Educational Statistics, Table 283. Degrees conferred by degree-granting institutions, by level of degree and sex of student: Selected years, 1869-70 through 2020-21, 2011012345678910MillionsBachelor’s Degrees:4.3 millionAll Degrees:9.1 million
  16. 16. Projected US Population Growth IfImmigration and Fertility Do Not Change2002503003504004501970 1980 1990 2000 2010 2020 2030 2040 2050MillionsImmigrants andDescendantssince 1970Growth from DescendantsOf 1970 ResidentsSource: US Bureau of the Census, SUSPS Overview, http://www.susps.org/overview/numbers.html
  17. 17. MILLENNIALS
  18. 18. Hero Generation•Selfless, rational, competent•Unreflective, mechanistic, overbold•Community, affluence, technology•Children of Prophet Generation•Young adult in Crisis, Elders in Awakening•Thomas Jefferson, John Kennedy, WaltDisney, Ronald Reagan, Mark Zuckerburg•Millennial (1982-2004), GI (1901-1924)
  19. 19. •Hero Generation•Born 1983 – 2004•Politics: Clinton-Lewinsky, No Child LeftBehind, relatively stable politicalculture, 9/11, War on Terror•Society: helicopter parents, every body gets aribbon, zero tolerance, socialmedia, diversity, self-esteem•Business: Technology bubble, start-ups, Facebook, Google, Apple, Netflix•Culture: focused on technology, celebrity sextapes, “famous for being famous”, sharing
  20. 20. Total Non-Farm Payroll, Bureau of Labor Statistics, May 2013040,00080,000120,000160,000F-48 F-52 F-56 F-60 F-64 F-68 F-72 F-76 F-80 F-84 F-88 F-92 F-96 F-00 F-04 F-08 F-124.5 M Boomers/yearenter economy w/ 50M jobs4.5 M Millennials/yearenter economy w/ 130M jobs
  21. 21. Baby Boomer Parenting Gen X ParentingProtecting throughinvolvementProtecting through surveillanceWhat’s best for the GROUPof childrenWhat’s best for MY childGiving children what theyneed to be successfulTeaching children how to besuccessfulAspirations – you can doanythingRealistic – do what you are goodatEverybody wins Only the best win
  22. 22. WORKING WITHMILLENIALS
  23. 23. Percentage of Millennials Planning toChange Jobs When Economy ImprovesUNC Kenan-Flagler Business School, The Force of Gen Y, June 28, 2012, http://under30ceo.com/infographic-the-who-how-and-why-of-leading-gen-y/
  24. 24. Percentage of Millennials Who BelieveMentorship is a Key to Career SuccessPWC Global CEO Survey, 2011
  25. 25. What Every Employee Should Know• Who are the customers or segments we serve?• What products and services do we provide?• With whom do we partner to deliver our products and services?• Who are our competitors, why are they a threat and what can welearn from them?• How do we measure our success?• What is the history that affects our current strategy?• What external trends or issues are important to our strategy?• How does the organizational structure support our strategy?• What three things our group does to support the strategy?
  26. 26. Skill Development PlanBROKER START DATE 11/2/2011SKILL FAMILY SKILL SEQUENCE DATE (weeks) DATE RESOURCESTenant Representation Your Role 1 1 11/9/2011 Chapter 10, Tenant Representation, Successful Leasing and Selling of Office PropertyTenant Representation Getting Started 2 1 11/9/2011 Chapter 10, Tenant Representation, Successful Leasing and Selling of Office PropertyTenant Representation Using an Exclusive representative 3 1 11/9/2011 Chapter 10, Tenant Representation, Successful Leasing and Selling of Office PropertyTenant Representation Tenant Representation Agreements 4 1 11/9/2011 Chapter 10, Tenant Representation, Successful Leasing and Selling of Office PropertyTenant Representation Calculating Commissions 5 1 11/9/2011 Review with Scott DavisCompany capabilities NAI Houston 6 1 11/9/2011 NAI Houston placematsCompany capabilities Product Experience 7 1 11/9/2011 NAI Houston placematsCompany capabilities Transaction history 8 1 11/9/2011 NAI Houston placematsCompany capabilities NAI Global 9 1 11/9/2011 Watch NAI Global VideosCompany capabilities Arcadian 10 1 11/9/2011 Review Arcadian brochures, meeting with Mark KurtzEthics in Real Estate Ethical conduct in commercial real estate 11 1 11/9/2011 Watch NAR Videos on EthicsPhysical Aspects of Office Buildings Physical aspects of office buildings 12 1 11/9/2011 Chapter 1, Physical Aspects of Office Buildings, Successful Leasing and Selling of Office PropertyUsing CRM Principles of customer relationship management 13 2 11/16/2011 Wikipedia - CRMUsing CRM How to use the Vtiger program 14 2 11/16/2011 Vtiger Cheat SheetUsing CRM Scheduling follow ups 15 2 11/16/2011 Vtiger Cheat SheetUsing CRM Qualifying lead vs. prospect 16 2 11/16/2011 Chapter 6, Selling Skills, Successful Leasing and Selling of Office PropertyDocuments Rep letter or fee agreement 17 2 11/16/2011 NAI Houston rep agreementProspecting Identify prospect 18 2 11/16/2011 Chapter 6, Selling Skills, Successful Leasing and Selling of Office PropertyProspecting Locate contact info 19 2 11/16/2011 Chapter 6, Selling Skills, Successful Leasing and Selling of Office PropertyProspecting Calling 19 2 11/16/2011 Chapter 5 & 6, Successful Industrial Real Estate BrokerageProspecting Initial Contact Script/Pitch 20 2 11/16/2011 Chapter 6, Selling Skills, Successful Leasing and Selling of Office PropertySelling Skills Qualifying Tenants 21 2 11/16/2011 Chapter 6, Selling Skills, Successful Leasing and Selling of Office PropertyProspecting Qualification process (size, industry, lease term) 24 2 11/16/2011 Chapter 6, Selling Skills, Successful Leasing and Selling of Office PropertySelling Skills Answering Objections 24 2 11/16/2011 Sales Objections Dictionary, review Notes on ObjectionsMarketing Package Architectural, construction and relocation process 28 3 11/23/2011 Review tenant rep pitchbookMarketing Package Business terms/Negotiation process 29 3 11/23/2011 Review tenant rep pitchbookMarketing Package Contracts review and negotiation 30 3 11/23/2011 Review tenant rep pitchbookMarketing Package Data collection and analysis 31 3 11/23/2011 Review tenant rep pitchbookMarketing Package Lease life cycle management 32 3 11/23/2011 Review tenant rep pitchbookMarketing Package Leasing process 33 3 11/23/2011 Review tenant rep pitchbookMarketing Package Needs analysis and project planning 34 3 11/23/2011 Review tenant rep pitchbookOFFICE TENANT REP SKILL DEVELOPMENT PLAN
  27. 27. Ignoring Work is the Same as DestroyingIt$0.15$0.26$0.28$- $0.05 $0.10 $0.15 $0.20 $0.25 $0.30WageShredded Ignored AcknowledgedDan Aracely
  28. 28. How Your Sales People Spend TheirTimeSelling, 41.0%NotSelling, 59.0%CSO Insight, 2011
  29. 29. Sales call reluctance is the fear ofself-promotion in professionalsales.
  30. 30. Call Objections WorksheetType of Objection Example Where it Comes From Answers“Now is not agood time.” Short on time or prospect doesnt see value or benefit. When is agood time? If no good time ask when not to call.“Too soon; 3 years left on my lease.” Prospect doesnt see the value or benefit.Qualify prospect size - satisfaction with current building.For the right prospect, we can help now.“Too busy.” Short on time or prospect doesnt see value or benefit.When is agood time? If no good time ask when not to call.Ask if they have concerns to address so you are preparedfor the meeting.“Call me back…” Unanswered obejction.When is agood time? If no good time ask when not to call.Ask if they have concerns to address so you are preparedfor the meeting.“Get to the point.” Short on time; or you may be waffling.Give quick summary of benefits and ask for an appt formore detail.“How longwill it take?” Unanswered obejction.Set ashort period of time and give quick summary ofbenefits. Ask if they have any concerns about space, etc.“Waste of time.” Prospect doesnt see the value or benefit.Ask if they want abenefit that you are offering, give themsome case studies detailingbenefit.“I already have abroker.” Prospect has abroker or doesnt trust you.Who is it? What are they doing? Why did you select thisbroker? When was the last time you talked with them?“I handle the lease myself.” Doesnt understand value or hidinganother objection.What are you doingto renew the lease? Educate theprospect, offer to team up.“I’m talkingwith other brokers.” Prospect has abroker or doesnt trust you.When are you lookingto make adecision? What criteriaare you using? Do they have experience in this area?What other concerns do you have that need to beaddressed?“I have family/afriend in the business.” Prospect doesnt trust you.What kind of real estate do they practice?When was thelast time you talked with them about this? Can we workwith them?Offer areferral fee.“I always use the same guy/you’re not as good as myguy/etc”Doesnt trust you or doesnt understand value, also mayhave been introduced to another broker by atrustedadvisor.Offer asecond opinion, see if you can offer increasedservice level, ask what they like about the broker and whythey selected them.Noteson ObjectionsTimeCompetition1Q2011 Brainstorming Seminar
  31. 31. •Have a diversity-friendly workplace•Create personal relationships to encourageloyalty•Connect the job to the company’s overallmission•Set clear expectations for performance atonboarding•Reinforce expectations during frequentevaluations•MENTOR! MENTOR! MENTOR!•Provide continual training and assistancewith business processes
  32. 32. You should feel the greatestsatisfaction if one day yoursubordinate can do your jobbetter than you ever did, notdisparaging. For this is theultimate in achievement ….The next generation must bemore than ready to fill ourshoes; they must be readyto run faster in them.-Lieutenant Col. Om Prakash, 87th Flying TrainingSquadron commander

×