The 10 most successful shepreneurs to watch in 2019Swiftnlift
Shepreneurs are driving change in various sectors, businesses, and industries, and rightfully deserve to be celebrated. The day is also a reminder that we need to foster talent and help enable women from all across the globe, from different strata and backgrounds into the arena.
‘In this special issue, we introduce 10 most promising shepreneurs to watch in 2019 in order to assist business to choose the right companies. We have featured shepreneurs as the cover story. It specializes in the use of emerging techniques and practice for developing nation.
We have introduced profiles of Spabreaks, Intengine, Pheiff Group Inc, Connected Living, N-able Plus Co.Ltd, Elemed, WomenInTrucking, gracious, Joelle Group, CEDEM AG.
Our in-house editors have come up with some adroitly written articles such as –Women, entrepreneurship & empowerment through self-actualization, shoutout to the leader of tomorrow, the women who dared to dream, How Can Entrepreneurs Survive a Recession? Handle it like a Woman.
“There is no force more powerful than a women determined to rise”
New Paradigm In Management Education V1.3Anand Joshi
Technology has made significant changes to the way we do business and the changes are more rapid for Generation Y. The challenge is not only to prepare Gen-Y for management roles or entrepreneurship, but also to prepare them for the new ways of doing business.
This paper proposes a new paradigm for management education, especially for Generation Y to ensure an inclusive development and growth of individuals, teams, organizations and thus environment.
The Authors propose a new paradigm in Management Education with additional emphasis on Human Nature and Organizational or External Environment.
Marketing For Talent: The New Frontier, SMPS, Marketer, August 2014Maribel Castillo
Feature article by Marjanne Pearson and Mike Plotnick that discusses the importance of A/E/C marketers taking "a leadership role in shaping the future of our firms by actively engaging in the pursuit of talent." Highlights T.Y. Lin International's LinkedIn advertising and recruiting campaign.
The Tidal Wave of a New Generation at Work — Millennials are Shifting the Ret...TEMPOE
Millennials have become a powerful force in many respects, and they are influencing more than just
retail trends. According to Pew Research, millennials surpassed Gen X in 2015 to become the largest
share in the American workforce.
Tom Waltermire Baldwin-Wallace Commencement SpeechTeam NEO
Tom Waltermire, Team NEO CEO, gave the commencement speech to Baldwin-Wallace's MBA and advance degrees in Education on May 9. He talks about the Cleveland Plus region's transitioning economy.
My new paper considers the ever changing generational mix in the workplace and how to maximize people development to impact organizational growth in this environment - whatever the generation!
Attracting Future Leaders : Lessons for the Kool-Aid Kids from the Red Bull C...Suresh Parmachand
This is the presentation from the CMPX panel discussion : Lessons for the Kool-Aid Kids from the Red Bull crowd - Attracting Future Leaders. The discussion delves into the issue which the industry is facing which is a greater attrition rate due to retirement of the workforce than we do having new entrants entering the market.
The 10 most successful shepreneurs to watch in 2019Swiftnlift
Shepreneurs are driving change in various sectors, businesses, and industries, and rightfully deserve to be celebrated. The day is also a reminder that we need to foster talent and help enable women from all across the globe, from different strata and backgrounds into the arena.
‘In this special issue, we introduce 10 most promising shepreneurs to watch in 2019 in order to assist business to choose the right companies. We have featured shepreneurs as the cover story. It specializes in the use of emerging techniques and practice for developing nation.
We have introduced profiles of Spabreaks, Intengine, Pheiff Group Inc, Connected Living, N-able Plus Co.Ltd, Elemed, WomenInTrucking, gracious, Joelle Group, CEDEM AG.
Our in-house editors have come up with some adroitly written articles such as –Women, entrepreneurship & empowerment through self-actualization, shoutout to the leader of tomorrow, the women who dared to dream, How Can Entrepreneurs Survive a Recession? Handle it like a Woman.
“There is no force more powerful than a women determined to rise”
New Paradigm In Management Education V1.3Anand Joshi
Technology has made significant changes to the way we do business and the changes are more rapid for Generation Y. The challenge is not only to prepare Gen-Y for management roles or entrepreneurship, but also to prepare them for the new ways of doing business.
This paper proposes a new paradigm for management education, especially for Generation Y to ensure an inclusive development and growth of individuals, teams, organizations and thus environment.
The Authors propose a new paradigm in Management Education with additional emphasis on Human Nature and Organizational or External Environment.
Marketing For Talent: The New Frontier, SMPS, Marketer, August 2014Maribel Castillo
Feature article by Marjanne Pearson and Mike Plotnick that discusses the importance of A/E/C marketers taking "a leadership role in shaping the future of our firms by actively engaging in the pursuit of talent." Highlights T.Y. Lin International's LinkedIn advertising and recruiting campaign.
The Tidal Wave of a New Generation at Work — Millennials are Shifting the Ret...TEMPOE
Millennials have become a powerful force in many respects, and they are influencing more than just
retail trends. According to Pew Research, millennials surpassed Gen X in 2015 to become the largest
share in the American workforce.
Tom Waltermire Baldwin-Wallace Commencement SpeechTeam NEO
Tom Waltermire, Team NEO CEO, gave the commencement speech to Baldwin-Wallace's MBA and advance degrees in Education on May 9. He talks about the Cleveland Plus region's transitioning economy.
My new paper considers the ever changing generational mix in the workplace and how to maximize people development to impact organizational growth in this environment - whatever the generation!
Attracting Future Leaders : Lessons for the Kool-Aid Kids from the Red Bull C...Suresh Parmachand
This is the presentation from the CMPX panel discussion : Lessons for the Kool-Aid Kids from the Red Bull crowd - Attracting Future Leaders. The discussion delves into the issue which the industry is facing which is a greater attrition rate due to retirement of the workforce than we do having new entrants entering the market.
Same presentation Amy and I have given at earlier conferences, updated and reformatted. Will be given on Tuesday, April 23, 2013 at the APWA Florida Chapter Conference.
This presentation illustrates a method of developing and implementing a Model Practice Strategic Planning Process for Public Works Agencies.
*Dilbert Cartoons are property of Scott Adams - www.dilbert.com
This was a presentation I gave with our Assistant City Manager and OMB Manager at the annual Florida City and County Management Association (FCCMA) Conference in Orlando, Florida.
Ein gutes Image schafft öffentliche Akzeptanz und entscheidende Wettbewerbsvorteile. Es wird in Zukunft noch stärker als bisher das erfolgreiche Werben um die besten Studierenden und Wissenschaftler, um gesellschaftliche Zuwendung und materielle Zuwendungen beeinflussen. Deshalb wird Reputationsmanagement auch an Hochschulen und wissenschaftlichen Instituten eine immer wichtigere Herausforderung: die systematische Arbeit daran also, die eigene Reputation immer positiver zu gestalten.
Die Initiative Qualität von Hochschulkommunikation (IQ_HKom) des Bundesverbandes Hochschulkommunikation hat sich im Rahmen eines Kooperationsprojektes mit diesem Thema auseinandergesetzt. Der folgende Beitrag beruht im Wesentlichen auf den Hinweisen und Empfehlungen, die daraus für die Durchführung von Image-Studien an Hochschulen abgeleitet wurden.
Angesichts der stetig wachsenden Informationsflut sollten Pressestellen im Internet auf eine nachhaltige Wissenschaftskommunikation setzen: Statt vermeintlich aktueller Informationshäppchen lohnt es sich, Themenpakete anzubieten, die es den unterschiedlichen Zielgruppen erlauben, sich Forschungsthemen in der Tiefe zu erschließen – neben dem recherchierenden Journalisten sind das vor allem auch Schüler und Studenten.
Auch unter Akademikern können sich jederzeit Konflikte ergeben, vor allem zuzeiten von Hochschulreformen. Der Umgang mit Konflikten in komplex strukturierten Institutionen erfordert daher auf Seiten der Hochschulleitung spezielles Fachwissen und Führungsqualitäten. Der vorliegende Beitrag wirft einen Blick auf Konfliktquellen innerhalb von Hochschulen und auf Ansätze für Hochschulführungen, Konflikte möglichst angemessen mithilfe von Instrumenten zu lösen, die auf Grundlage der durch allgemeine Konfliktbewältigung gewonnenen Erfahrung entwickelt wurden. Anhand von Beispielen wird aufgezeigt, wie einschlägige Forschungsprogramme und Methoden an bestimmten Universitäten zur Verhinderung und Bewältigung von Konflikten beigetragen haben. Ferner werden bestimmte geschlechtsspezifische Unterschiede samt entsprechenden Empfehlungen umrissen.
Der Weg von Leistungen und Lösungen aus der universitären und außeruniversitären Forschung in den Markt ist oft lang – und nicht selten bleiben gute Ideen in der Patent-Schublade liegen, überleben Demonstratoren und Prototypen nur kurz die Messe-Auftritte und häufig sind Präsentationen oder Ergebnisse aus Forschungsprojekten nicht kompatibel mit den Anforderungen des Marktes. Viele Faktoren spielen dabei eine Rolle, die meisten davon sind jedoch beeinflussbar – durch mehr Systematik im FuE-Marketing, durch mehr Kundenorientierung bei der Marketing-Kommunikation und durch eine effiziente Organisation der Ver-Marktung von FuE.
Die Welt der Kommunikation wird immer schneller, mobiler und sozialer. Dieser Trend ist mittlerweile kein solcher mehr, sondern fester Bestandteil der modernen digitalen Kommunikation. Nicht nur die im Schnelltempo fortschreitende Technik, sondern vor allem die Nutzer, denen eine Welt ohne mobiles Endgerät und permanenten Internetzugang nicht bekannt ist, zwingen zum Wechsel althergebrachter Kommunikationsmethoden.
Dieser Beitrag soll eine Hilfe für die ersten Schritte bei der Einrichtung einer Facebookseite, dem Klassenprimus der sozialen Medien, sein und einige Tipps an die Hand geben, um so Einstieg und Verwaltung zu erleichtern und auf kleine Stolperfallen hinzuweisen.
As more Millenials (Generation Y) enter the workplace, and the Xers are taking on more leadership roles, more experienced generations are finding it harder and harder to relate to their employees, subordinates, and those being mentored to take their place. This presentation will be a view from two individuals in Generations X and Y and their needs, wants, and expectations as new young professionals in the Public Works Profession. It is intended for the attendee to provide direct information on how to better manage and work with employees in these generations, and to make them effective members of your team.
For the first time ever we have 3 different generations in our workforce working together side-by-side: Baby Boomers, Generation X and Millennials (Gen Y).
CEB presentation for Aug 25 Millennial Hiring and Management event.
The millennial generation makes up 35% of the workforce globally. By 2020, they will be 46% of the world's working population - 60% of them will be in Asia. It's more important than ever to understand millennials and develop a strategy to engage them, but how? How do companies make themselves appealing to this game-changing generation?
To find out, we are honored to invite experienced HR industry experts and millennials themselves to an interactive session, which will cover:
Millennials - who they really are
Why are millennials important to your company
What entices millennials to join a company
How to use social and digital channels to attract millennial talent
What’s the secret sauce of high retention rate among millennial employees
You will have a chance to listen to the following experts share their knowledge and experience, and interact with them and the millennials during the fireside chat and Q&A session.
Mandy Wong, Talent Brand Consultant, LinkedIn Talent Solutions
Kelvin Chua, Senior Executive Advisor, CEB
Bocco Chen, Senior Human Resources Manager, The Hong Kong Jockey Club
Delton Li, Head of Talent Acquisition - Personal Banking, Bank of China
(Hong Kong)
Angie Sung, Regional Talent Development Manager, Hilti Asia
Joyce Lai, Associate Consultant, Stanton Chase International
The Ultimate Guide to Recruiting and Retaining MillennialsCenterfor HCI
The millennial generation is also known as Y Generation is tech-savvy and has family meetings and safety laws. In addition to this, this generation values connections and wants to be a part of a community at home, work, and play. Lastly, they have the confidence to articulate their vision and the tech skills to create their vision.
Today’s economic situation may have leveled the playing field in terms of the impact rising unemployment is having across all the generations, however, this does not diminish the fact that each generation brings its own unique way of dealing with the world and its ever changing terrain. This manifesto addresses the uniqueness and similarities of the four generations known as the: Traditionalists, Baby Boomers, Generation X, and Millennials with regards to workplace teams.
Win the “War for Millennial Talent.”
Adopt new mindset – initiate, engage, collaborate and evolve.
Create a GEN Y friendly workplace culture.
Best Practices for Managing Millennials.
Change perspective involving time, technology and loyalty.
Provide in the moment performance feedback.
Create emotionally intelligent teams.
Develop future leadership bench strength.
Similar to Working with Generations X and Y: Leading the next generation of Public Works (20)
The following presentation reviews the programs being instituted by the Membership Development Committee of the Grand Lodge of Florida for 2019 and 2020
This is a presentation delivered to the APWA Florida Chapter's Suncoast Branch on innovations currently available in pavement rejuvenation and preservation.
This course assists Community Managers in understanding the basic financial benefits of Pavement Preservation and continued maintenance of pavement assets.
This CAI Approved Course is intended to educate association managers on the basic scientific elements of pavement preservation and deterioration and ways to manage them over time.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Kseniya Leshchenko: Shared development support service model as the way to ma...
Working with Generations X and Y: Leading the next generation of Public Works
1. Working with Generations
X and Y:
Leading the Next Generation
of Public Works
Tuesday, April 2, 2012
Chas Jordan
City of Largo
Amy Blaida
Reynolds, Smith and Hills, Inc.
2.
3. Generation X – Amy
(1961 - 1980)
Generation Y – Chas
(1981 - 2000)
4.
5.
6. THERE ARE
CURRENTLY
80 MILLION
MILLENIALS IN
THE UNITED
STATES AND
Source: http://www.justgrapeswine.com/wp-
GROWING
content/uploads/2010/01/Millennials.jp
7. Working Together
Well, now we know about Generations X and
Y... but how do we get them to work
together with us???
8. Things to Remember...
1. WE ALL WANT TO SUCCEED
2. WE ALL WANT TO LEARN
3. WE WANT OUR CAREER TO BENEFIT
AND ENRICH OUR LIVES, NOT BE OUR
LIVES.
9. Ideas for Your Workplace
1. Mentorship
2. Commitment to Professional
Development, Travel, and Training.
3. Quality Constructive Criticism and
Commendation
4. Community Outreach Programs
5. Freedom to Succeed
10. Ideas for APWA
1. Mentorship
2. Developing Mentors
3. Provide Quality Professional
Development and Membership
Services
4. Communication through New Media
5. Leadership Ladders and Planning
12. Working with Generations
X and Y:
Leading the Next Generation
of Public Works
Tuesday, April 2, 2012
Chas Jordan
City of Largo
Amy Blaida
Reynolds, Smith and Hills, Inc.
Introduction of Presenters -
Charles R. “Chas” Jordan
Representing Generation Y
Brad Johnson
Representing Generation X
Goal of the Presentation -
As more Millenials (Generation Y) enter the workplace, and the Xers are
taking on more leadership roles, more experienced generations are finding
it harder and harder to relate to their employees, subordinates, and those
being mentored to take their place. This presentation will be a view from
two individuals in Generations X and Y and their needs, wants, and
expectations as new young professionals in the Public Works Profession.
It is intended for the attendee to provide direct information on how to better
manage and work with employees in these generations, and to make them
effective members of your team.
13.
14. Generation X – Amy
(1961 - 1980)
Generation Y – Chas
(1981 - 2000)
We are here representing the two newest generations to enter the
workforce: Generation X and Generation Y (or the Millenials). The needs of
our generations and our peers are special, and somewhat hard for Silent
Generation individuals or Baby Boomers to understand.
Why is this important?
Nationally, APWA is seeing a real desire from Baby Boomers to be
educated on how not only to manage members of these generational
groups, but how to get them involved in APWA as well. To do that,
members of the national Diversity Committee, and it's subcommittee on
Bridging the Generations, have been putting forth educational seminars on
the subject to answer questions and to discuss some of the issues that all
generations are having.
Generational Diversity training is currently one of the most sought after
subjects by big business and major corporations in hopes of learning ways
to become more effective and efficient in their workplace.
15.
16.
17. THERE ARE
CURRENTLY
80 MILLION
MILLENIALS IN
THE UNITED
STATES AND
Source: http://www.justgrapeswine.com/wp-
GROWING
content/uploads/2010/01/Millennials.jp
Unlike Generation X, Generation Y mirrors or “Echos” the Baby Boomer
generation and will more than likely predominate the workforce as the
Baby Boomers retire. This means that Baby Boomers need to continue to
fulfill their role as mentors (or parents) of this generation and mentor them
to keep our businesses and communities going in the next 5-10 years.
This also means that with this generation knowing the Baby Boomers are
preparing to leave the workforce, there is a strong sense of entitlement to
good jobs, strong careers, and quick elevation.
18. Working Together
Well, now we know about Generations X and
Y... but how do we get them to work
together with us???
The purpose of this presentation is to help you learn ways to make your
workforce more effective by “Bridging” the gap between these cultural
differences in the generations.
This requires understanding of the differences and using them to your
advantage.
19. Things to Remember...
1. WE ALL WANT TO SUCCEED
2. WE ALL WANT TO LEARN
3. WE WANT OUR CAREER TO BENEFIT
AND ENRICH OUR LIVES, NOT BE OUR
LIVES.
To make this easy we decided to put our recommendations into three
specific things to remember.
The first thing you need to remember is: WE ALL WANT TO SUCCEED.
Forget the notion that either Generation X or Generation Y is apathetic or
does not care, or does not work hard. Let X and Y use the tools at their
disposal to succeed on their own as well. Sometimes your way is NOT the
only way, and usually is NOT the most efficient way.
The second thing you need to remember is: WE WANT TO LEARN.
Silent Generation and Baby Boomers are our greatest resource to learn
how to better our careers and to be effective in our jobs. The best way to
make younger generations a productive part of your workforce is to nurture
their development. Mentorship is essential.
The third thing you need to remember is: WE WANT OUR CAREER TO
BENEFIT AND ENRICH OUR LIVES, NOT BE OUR LIVES.
Gone are the days where incoming workers can be ground to a pulp in
work because they are the new guys and need to earn their spikes. If you
believe this needs to be done, you are going to lose a lot of great new
workers in your workplace. Younger generations have been taught by you
the older generations that they can do anything, and that they should find a
job they love. If they do not love it, they will not stay, and they will bounce
from place to place until they do.
20. Ideas for Your Workplace
1. Mentorship
2. Commitment to Professional
Development, Travel, and Training.
3. Quality Constructive Criticism and
Commendation
4. Community Outreach Programs
5. Freedom to Succeed
Ideas for you to use in working together effectively in your workplace:
1. Mentorship is the most important benefit you can provide a Generation X
or Y employee. Mentoring them in business etiquette, in technical and
professional skills, and most importantly: in communication and
leadership.
2. Generations X and Y are looking for quality travel, training, and
professional development opportunities to enrich their work experience.
They want to become the best they can be at their current jobs, and also
want to make themselves the best professional they can.
3. Generations X and Y are not looking to be bossed, and will easily break
and leave if they feel they are not treated well. What they look for is the
same treatment their parents and teachers gave them: feedback that shows
when they are doing something well, but also ways to improve.
4. This is a leadership opportunity you could give to a Generation X or Y
individual. Let them know that the staff wants to provide service back to
the community and see how they run with it. You may be surprised at the
success and the drive they show.
5. Give these employees freedom to succeed. Give them clear direction
and an intended outcome for what YOU need, then let them do it the way
THEY want to. I know this is difficult to agree to, but letting these
employees be innovative is beneficial to both you and the employee.
21. Ideas for APWA
1. Mentorship
2. Developing Mentors
3. Provide Quality Professional
Development and Membership
Services
4. Communication through New Media
5. Leadership Ladders and Planning
Ideas for you to use in working together effectively in APWA:
1. We come back to Mentorship. Younger members are unsure of their
place in the organization and therefore need experienced members to
guide them through the programs, politics, and organizational units that
are APWA.
2. We need to train new Mentors. The best way to involve young members
is to train our Public Works Directors, Assistant Directors, Managers,
Engineers, etc. to seek out and involve new talent. Young members will
get involved if an older member suggests it, or even goes so far as guides
them through the process.
3. APWA MUST provide membership benefit to these members. The main
way to do that is through Professional Development opportunities and
Training. Younger professionals are not going to join this organization for
Networking opportunities alone, and their communities aren't going to pay
for it.
4. Communication to them in modes that they are used to and use
frequently will guarantee they are knowledgeable of the current events of
the organization.
5. Provide clear understanding of ways to succeed and advance in
leadership in the organization so it is understood from day one. Also,
breakdown rigid expectations and “good ole boy” mentalities, because
nothing will turn them away faster.
22. QUESTIONS??
Ideas for you to use in working together effectively in APWA:
1. We come back to Mentorship. Younger members are unsure of their
place in the organization and therefore need experienced members to
guide them through the programs, politics, and organizational units that
are APWA.
2. We need to train new Mentors. The best way to involve young members
is to train our Public Works Directors, Assistant Directors, Managers,
Engineers, etc. to seek out and involve new talent. Young members will
get involved if an older member suggests it, or even goes so far as guides
them through the process.
3. APWA MUST provide membership benefit to these members. The main
way to do that is through Professional Development opportunities and
Training. Younger professionals are not going to join this organization for
Networking opportunities alone, and their communities aren't going to pay
for it.
4. Communication to them in modes that they are used to and use
frequently will guarantee they are knowledgeable of the current events of
the organization.
5. Provide clear understanding of ways to succeed and advance in
leadership in the organization so it is understood from day one. Also,
breakdown rigid expectations and “good ole boy” mentalities, because
nothing will turn them away faster.