Category Archives: Generation Y

Are You Ready for these 10 GenY interview responses?

This is a guest post from Sirona Says blog  http://blog.sironaconsulting.com/sironasays/

Gen y cartoon kid
I have been having a good few gen y conversations with clients recently, and when we got around to discussing their interview processes they had some strange stories. Well, it appears that the gen Y’ers are returning to character (pre-recession) and living up to the type of gen Y traits I have written about before.

This issue got me thinking about interviews, and whether the interview itself will need to change based on responses from the genY and gen Z candidates. Below are some interview responses that may annoy you with their approach, but as the gen Y ‘arrogance’ appears in the work place (and it will I am sure), these could represent the milder interview responses. So here are ten gen Y interview responses to expect some time soon:

  1. I have a short attention span, if I don’t like this job then I will move on to something I do like.
  2. I have 2 other offers on the table so can I have a response now please?
  3. As long I get the job done, I don’t think it matters if a few rules are broken along the way.
  4. Is it possible to get the job without providing a reference, I don’t have any?
  5. Be nice to me, bear in mind when I get the job, I will be your boss.
  6. If a customer has a problem with how I work then they’ll just have to deal with it, I am not their best friend you know.
  7. After I have done my 3 month probation, what will I be promoted to?
  8. The only reason I want this job is that it is near my home, and I can stay in bed longer.
  9. I don’t need to take my headphones off – the volume on my ipod is low so I can hear both the song and you.
  10. I really like the job and the company, but I don’t like you. Can someone else be my boss when I get the job?

[These are real now – No. 9 happened to someone I know last week interviewing for staff in London!!]

I know that some of these types of answers are already appearing in the interviews that a couple of my clients are carrying out – most of their candidates fit the gen Y and gen Z demographic.

So as an interviewer – whether you are an agency or a direct employer – would you adjust your interview style, give them a quick rebuff during the interview or simply walk them straight back out of the door?

>>And of course, remember that they are just as likely to jump straight onto Facebook or Twitter and tell everyone about the interview they had with you and your company!

Now will that change your approach?

5 Key Ingredients for Success — in Sports and Business

The following tips come from a sports coach at Shelby High School in Montana, Ray Wanty.  Ray distilled his learning and coaching of successful athletes into 5 key elements.  I think these 5 key elements apply equally to business, and even to overall personal success.  Consider them and see if you agree:

The Level of  Our Success is Dependent on…

1. The Daily Habits We Create
     – am I creating good habits? 
     – am I getting rid of bad habits?
     – do I add new habits regularly that keep me growing and developing?
     … my daily habits become the core expression of who I am

2. Our Most Dominant Thoughts
     – my thoughts drive my feelings, which drive my behavior
     – positive thoughts will keep me upbeat
     – I need to control and focus the “channels” in my brain
     … my thoughts eventually become my beliefs and my behavior and my destiny

3. How Well We Serve Others
     – my interaction with others builds my own network and support system
     – my service to others builds my esteem and credibility
     … my behavior in my community establishes my reputation and esteem

4. The Amount of Sincere Gratitude You Show
     – my sincerity and gratitude provide opportunity for leadership
     – my sincerity and gratitude allow me to fully enjoy my successes
     … my sincerity and gratitude will build and strengthen my relationships

5. The Level of Commitment Towards Your Passion (Singleness of Purpose)
     – Commitment to my passion helps me remain focused on the end goal
     – Commitment to my passion heps me fend of distractions
     – Commitment to my passion increases my speed of success
     … Commitment and Singleness of Purpose is the ingredient that links my thoughts, behaviors, support systems and relationships together to attain success

Nightmare team projects – tips to turnaround into success

      A DAUNTING TASK    +     IMMOVABLE DEADLINE

My worst team project ever turned into my most successful accomplishment.  How?  By rebuilding the group into a great team! 

Here was the recipe we started with:

- a daunting task never-before accomplished in our business or industry,

– an immovable deadline (failure could sink the business),
– a team of intense, diverse individuals who fought, stormed and drove each other crazy.
Imagine the following individuals (identities have been changed to protect privacy):
Chris – a.k.a. “Eeyore”, the gloom and doom guy.  Slow but thorough in his work.  Knows operational issues within the company better than most.

Sandy – a.k.a. “Gerbil on speed” – talks forty miles a minute, thinks even faster.  Easily annoyed by people who cannot keep up to her trail of thought.  New to the company but quick to understand and improve processes.
Jerry – a.k.a. The Comic with a strange, warped sense of humor.  Giggles  and offers humorous (or not so humorous) commentary without mercy until the group cannot stand it.  Very high technical skills, can troubleshoot anything in the business.
Alex – Social butterfly.  Loves coming to work, but gets little done because of time spent walking around and chatting.  Good understanding of market issues which could impact the project.
Ryan – Control freek.  Project leader in charge of making the objectives on a very tight deadline with the above individuals, who are the only “experts” in the particular areas needed on the project.

Month 1 – the group worked on this project 50% of their time.  They spent every afternoon in month 1 formulating a critical path timeline with key milestones.   Ryan (the leader) was late to most meetings, building resentment in the group for wasting their time.  Within 2 weeks, every individual had complained about other team members to anyone in the company who would listen.
…….time for group dynamics review:
1) admit breakdown within the group
– gain acknowledgement from all group members of frustration
– identify key frustrations and areas of breakdown
– group identified frustrations into “themes”
2) review end vision and goals to ensure all group members agree
– identify “gaps” in vision
– brainstorm solutions to gaps
– conclude with all group member on the same page for the “final vision”
3) have the group set its own ground rules of behavior
– attend meetings on time – personal commitment
– come prepared with all relevant materials
– don’t commit to more than you can deliver
– acknowledge the others’ contributions
– agrue respectfully if you disagree with an approach
– bring solutions not complaints to the group
– MRI (most respectful interpretation) used at all times
4) identify group members’ strengths and contributions
– senior leaders regrouped with the team in a teambuilding setting
– senior leaders identified each group member’s unique contribution to the team
– team members each acknowledged their own individual styles and the advantages of the group’s diversity

This DISC evaluation process helped “restart” the project – members refocused on the end goal, learned to appreciate team members’ differences and were able to gain traction in their execution of the project plan.
Bottom line: don’t forget to deal with the people issues on your project – they are the key to your eventual success!