Category: millennial

Movin’ On Up!

Scott AsaiLeave a comment

Skills of an Effective Leader
Climbing the corporate ladder takes time, but what gets overlooked are the skill sets that need to change with advancement. You cannot take current skills to a new position and expect to be successful. Here is what it takes to succeed at the next level:

Technical Skills
Frontline Management

Frontline Managers have excellent technical skills. They model how to complete tasks. Others look to them as “experts” in their field. Their main responsibility is to do their job at the highest level. They teach workers how to execute assignments efficiently.

Leadership Skills
Middle Management

Middle Management gets results through others. Instead of being the “expert”, their responsibility is to lead teams and individuals. The focus switches to managing, empowering and coaching employees. Middle Managers delegate tasks to others based on their strengths. They observe employee performance, then give constructive feedback. Middle Managers lead workers by modeling integrity and taking initiative.

Strategic Skills
Senior Management

Senior Management are the visionaries of the company. They track past data, analyze current trends and optimize future plans. Senior Managers collaborate with, but assign leading employees to Middle Management. Scheduling meetings become an effective way to gather information and evaluate the direction of the business. Senior managers focus on growing the business.

Tenure and experience is not enough to take you to the next level. Learning the necessary skill sets help you become more effective in your role. Transitioning up means delegating old tasks and acquiring new skills for the betterment of the company. When being promoted, be ready to step up to a new challenge. New positions demand that we continually grow forward!

How to Spot a Young Professional

Scott AsaiLeave a comment

What to look for…
There are countless stereotypes about the Gen Y/Millennial Worker, but let’s focus on three qualities that you should look for to recruit and retain the best Young Professionals for your company!

1) Appearance.
Don’t dress for the job you have, dress for the job you want.

A rule of thumb is determine what the dress code is, then present yourself a step above. Your appearance is the first impression you give people get when they see you. The next time you meet someone for the first time, observe their eyes as they scan what you are wearing. Their initial read forms a perception of you. It’s not a fair assessment, but reality. If you want to leave a good impression, dress to impress!

2) Communication.
Effective communication is becoming a lost art.

This includes interpersonal skills, writing e-mails, face-to-face communication, phone conversations, body language and oral presentation. How you interact with people tells a lot about you. If you are an effective communicator, people remember you. Think about the last great speaker you heard. He/she clarifies concepts and delivers information in a way that the audience understands. Effective communication carries over to the interview process. Anyone can exaggerate on a job application or resume. The real test is how you handle yourself in an interview (especially past behavior-based questions). The only way to improve your communication skills is to practice.

3) Performance.
Performing is about getting results.

High achievers separate themselves from the rest because of their productivity. Performance is an objective measurement. Performance also includes the ability to adapt to change and learning from your mistakes. Plan A rarely goes as planned, so learn to be resilient and flexible when it comes to implementing Plan B. After all the subjective criteria is examined, we look at the numbers…they don’t lie.

Excellence is about standing above the crowd. The cream rises to the top and separates itself from the rest. If you don’t give people a reason to look, they won’t. Be a valuable contributor to society. If you commit to work hard, results will eventually follow. Dress for success, communicate effectively and perform at a high level. If you do those things well, people will notice. In this economy you have to differentiate yourself in order to thrive. Stand up, stand out and choose a better future for yourself NOW!

What are you scared of?

Scott AsaiLeave a comment

Fear is…Perception, not reality. We live in a fear-driven society that scares us into purchasing products we can’t use and services we don’t need. The media constantly highlights negative stories that prevent us from feeling safe. What if we took an above reproach towards fear? How would that change our outlook and behaviors? Here are three proactive ways to be victorious over fear:

1) Look at it Objectively. If the perception of fear is bigger than reality, then there is minimal danger. Our minds exaggerate negative thoughts to where they can almost be paralyzing. If we look at our fears objectively, we realize it’s completely mental. We are the most susceptible when we analyze our fears alone. Ask a trusted friend to shed a new perspective on your fears. Don’t let something “fake,” trick you into being real when it’s not.

2) Take Ownership. Now that you’ve identified your fear, what can you do about it? What steps can be taken to overcome it? Fear is something you have to prioritize and work on. Don’t let your fear be an excuse for moving forward. Once you strategize a game plan, implement it! Objectively identify it, own it, then get past it!

3) Have Faith. Believe you can get past your fear. It starts in your mind. Once you transform your thoughts concerning fear, your feelings and actions will follow. What would your life look like if you eliminated your fear(s)? How much more successful would you be? I’m not saying you won’t face new fears, but when you do, apply these same principles. Our imaginations are powerful enough to believe things are true when they actually aren’t. Remember if you believe, you can achieve!

Fear won’t disappear on it’s own. You have to work on it to make it go away. For example, if public speaking is a fear of yours, the only way to overcome it is by speaking in front of people! Fear can be a huge roadblock if you let it be. Fear can become failure when you don’t try. Practice getting over your fears. Start removing the obstacles in your way and experience more success and fulfillment today!

Failing Forward

Scott AsaiLeave a comment

One mother asked Dr. Henry Cloud, “If you could teach my son one thing in life, what would it be?” After pondering that thought for a moment he replied, “To learn how to fail!” “Why would you teach him THAT?!” she exclaimed. “Because he will…” Failure is an inevitable part of life, impossible to avoid. Here are 3 steps to Fail Forward…

1) Try. Failure is not trying. One of the worst feelings in life you can experience is regret. Through media we hear success stories all the time, but what they don’t mention is the failure they encountered along the way. I’d say the more successful a person is, the better he/she deals with failure. Successful people aren’t scared of failing, they embrace it.

2) Learn. Failure is a better teacher than is success. Don’t look at failure as an end in itself, see it as an opportunity to learn from. People learn by trail and error. In certain situations, you can prepare to the best of your ability, but there are always unforeseen circumstances that just happen. Remember, failure produces perseverance, perseverance, character; and character, hope. Learn to become more adaptable to adversity. It can become your best friend during times of crisis.

3) Move on. In coaching, we tell our clients that the past has no power over the present or future. For some reason, most people like to dwell on the past, but that gets us nowhere. Next time you fail, grieve a little, then pick yourself up and move on! Your biggest obstacle to success is getting past your doubts. History has taken place in the past, so leave it where it belongs. Focus your thoughts on the future, then set goals in the present to make it happen!

The most successful people deal with failure the best. Instead of getting “stuck,” they see failure as necessary to succeed. In life we experience “teachable moments” all the time. The problem is most of us forget to learn from them. Everything happens for a reason, therefore don’t be afraid to fail. Try, learn and move forward!

Bridging the Generation Gap

Scott AsaiLeave a comment
Today’s organization is a mixture of different generations. It’s important to understand the differences in values, communication style, work ethic, etc. It’s even more vital to apply these findings at work. Here’s some suggestions to narrow the “gap” at work:

Baby Boomers – Think SUCCESSION plan. Plan with the end in mind. Boomers have all the experience and knowledge. Don’t let the knowledge leave when you retire. MENTOR!

Help Gen X by: Delegating responsibility and tasks. This entrepreneur group enjoys leading projects, so start training them to take over. Teach them how to lead a team.
Help Millennials by: Giving them feedback on their performance. One of the biggest mistakes is expecting them to lead alone. This is a collaborative group. They lead by team consensus.

Generation X – LEADERSHIP skills. This generation is driven to be efficient. They prefer to work independently, yet need opportunities to lead people. This is the next group of leaders. They are the “hybrid” of Boomers/Millennials.

Help Boomers by: Offering efficiency solutions. Ask to get involved at the management level. Be proactive, not critical. Help your experienced counterparts understand the Millennials (most of you have younger siblings this age)
Help Millennials by: Showing them the work expectations of their Boomer supervisors. Teach them how to be professional. Help them increase the quality of their oral and written communication.

Millennials – TEAM players and TECH-savvy. This optimistic group expects to reach their dreams. Relationships are important – more important than their careers.

Help Boomers by: Asking Boomers to mentor you. In return, teach them technology PATIENTLY. Show them how technology increases efficiency.
Help Gen X by: Sharing your optimism. Tell them to lighten up and not take things so seriously. Explain how social networking helps build relationships.

This is a brief list, but a good start for implementing action NOW! Don’t wait. Take action and be part of the SOLUTION!

What are YOUR Strengths?

Scott Asai1 Comment

The StrengthsFinder 2.0
People always ask me, “What assessments do you use for your clients?” There is only ONE I use with everyone, the StrengthsFinder 2.0. Let me explain why…

1) Uniqueness. The SF 2.0 is an online assessment that explains your top 5 talents. Did you know the odds of finding someone else with the same 5 talents in the same order as you is 1 in 32 million?! It’s all about being unique. It’s what separates you from the rest. Who doesn’t want to know what they are good at?

2) Growth. The greatest room for growth is in your area of talent/strengths. This makes sense. Stop trying to be the jack of all trades. Focus on what you do well and do more of it! Think about the top athletes in the world. They get paid to do one thing well. How much more successful would you be if you spent more time developing your strengths?!

3) Results. Your answers don’t change over time. Most assessments are behavior-based, which means they change over time. The SF 2.0 is based on “who you are.” You were born with these talents, you can develop these into strengths and you will always be good at them. When you are using your strengths, others will positively reinforce you. Who doesn’t want to be recognized for what they are good at?

After hearing that, you might be compelled to buy the book. Let me make it easy for you: Buy SF 2.0

The real power of the assessment is revealed through an appointment with a Strengths Coach. Fortunately, I am one, so if you are interested in learning how to make your strengths work for you…

Developing the Millennial Leader

Scott AsaiLeave a comment
I’ve worked with Millennials for the past 13 years so this is a subject that is very dear to my heart. I watch different executives and organizations try to develop young leaders only to be disappointed with the results. Maybe the problem is our approach? What if we met younger people where they are verses try to mold them into what we perceive a leader should be? Here are my observations over the past decade:

1) Purpose – Millennials are very “cause-driven.” Look at all the civic minded protests and grassroots stands recently. Young people will stand up and fight for what they believe in. That translates over to career also. Most younger workers I see are bored at their jobs. Providing and implementing a vision for workers to follow is the leader’s job. People want something and someone to follow. I’d say more than 80% of of the problems with employee morale and performance can be drawn back to lack of vision. Just like the old movie Field of Dreams said, “If you build it, they will come…” Paint a destination for your younger workforce to go towards.

2) Collaborate – Not many great things are accomplished alone. The Millennial leader is more effective as a team, opposed to an individual. Why do you think social networking is so popular nowadays? Long gone are the days where a single person is the decision maker. One complaint I get as a Business Coach from management is that younger workers don’t take enough initiative on their own. I agree. They’re indecisive. They need to be surrounded by strong people who can pose different perspectives in order to make the best decision possible. Know this about Millennials and start forming a team of leaders not just one.

3) Technology – Talk about being connected. Technology is available to everybody. Millennials just tend to take more advantage of it. Let’s talk about efficiency. There are differing views on work ethic – quality vs. quantity. Millennials feel that if they can finish an 8-hour job in 4 hours, then they can spend their time however they want once they’re done. As management, understand that younger workers are faster and sometimes even brighter than you. Challenge them to utilize the internet and other forms of technology to accomplish even more. For example, research in the library used to take hours which now can be done on the internet in minutes. Don’t punish younger workers for this skill, use it to your advantage!

4) Mentoring – The Millennial Leader needs to be coached. You can’t expect someone to be “professional” if they don’t understand what that term means. As a Coach, I spend most of my time relating to my clients. I don’t need to give them all the answers. I just need to listen to them and try to help them be as successful as they can be. Millennials are willing to learn. Most of them would put “career development” or “personal growth” as their top reason for staying at a company. Get involved! Pair them up with a Boomer or X’er. You’ll be amazed at what they can retain.

The Millennials are a different breed than what we are used to. They need to be treated with care and respect. A wise man once said, “Insanity is doing the same thing over and expecting different results.” Stop managing and start leading!

Give Some Feedback!

Scott AsaiLeave a comment

Managing the Millennial Worker is a skill that can be refined by understanding what this younger generation is all about. Feedback is crucial to getting the most out of the Millennial Worker. Try these three tips to help you Maximize the Millennial!


1) Consistency – Millennial workers are looking for feedback ALL the time. It can be argued that even negative feedback is better than no feedback. Long gone are the days where managers can delegate tasks to their employees then expect them to complete it independently. Millennials are used to their parents asking, prodding, even invading their “personal space.” By no means am I saying to pester them, but if you don’t monitor them by giving them feedback about their progress – don’t expect much in return.

2) Relationship – Millennial Workers are loyal to their leaders, not companies. If you as a manager are not communicating with them, they will seek other options available. This does not mean become their best friend or therapist, but show them you have a genuine interest in their success. Think about how much you would be willing to sacrifice for a good friend. That same concept works for the Millennial Worker towards his/her manager.

3) Empower – The bottom line is measured by output. If you as a manager are constantly communicating your standards and building a work-relationship with your employees, performance will take care of itself. Millennials want to be led. They are looking for leaders who care about their growth. There is a sense of urgency, pride and motivation when you are working for someone you respect and want to emulate in the future.
Don’t think of feedback as what you have to put into it, but what you can get out of it. When you let someone know what you think of their work, they have a chance to improve on current expectations. Give your employees the best chance to succeed. Speak up! Feedback is the catalyst for superior performance!

Motivating the Gen Y/Millennial Worker

Scott AsaiLeave a comment
I’ve heard enough stereotypes and complaints about dealing with the younger worker that I could write a book. Maybe a shift in perspective will change your reactive ways to proactive methods. Try these 3 simple steps the next time you are engaged with a worker under the age of 30.

1) Understand: Don’t assume the younger worker knows what you expect of them. They have a different work ethic, goals and communication style. Read into the stereotypes and try to see the world from their perspective. If you put yourself in their shoes, I’m sure things will improve dramatically.

2) Relate: After you have learned what makes a “Millennial” tick, try communicating on topics they actually care about. You’d be surprised how much progress is made relationally when you have reached some common ground. Just like a salesperson tries to speak to a client’s “agenda”, approach the younger worker the same way. Who knows, you might even gain some trust and respect!

3) Motivate: Since the beginning of time, regardless of age, humans have always been more motivated to make an effort towards the things that they want. It’s not as easy as dangling more money in front of them (although it wouldn’t hurt), but be creative based on what you’ve learned from your prior conversations. One example is to play into their desire for “work/life balance.” Simply put, work is a means to support their personal endeavors. Knowing this, reward superior performance with some time off. To a Millennial, this means time off to spend on their hobbies (and a “cool” boss).

Let’s not approach the younger worker with fear or apprehension. Understand who you are working with and change the ways you do things. You may think these suggestions are quite “soft” which is correct, but they are also effective. We all want increased productivity, but the “means” to achieve that have changed with the generations. Stop caring so much about the “how” and be concerned about the ‘bottom line.’ Like it or not, in 5 – 10 years the younger workers will be our managers. The reality is: we need them, more than they need us!