June
The Executive Coaches at The McNeill
Group know that engaged leaders want information that is both relevant and to the point. The Quantum Leader has been designed for you with that purpose in mind.
Our success is wholly dependent upon the success of Our Clients.
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GREAT FAMILY VACATIONS MAKE STRONGER EMPLOYEES AND STRONGER FAMILIES When we were kids, most of us had great fun taking vacations with our families. Many of those memories last a lifetime. In my case, with nine brothers and sisters, vacations were difficult for my folks to plan because of both the size of our family and the challenges associated with a 16 year age range. Their solution often enough was to arrange for us to enjoy vacations in groups, but one way or another they saw to it that we had opportunities to shake up “life as usual” once in a while. I was lucky enough to have two very memorable vacations as a youngster. One was unique and special partly because I was the only one who got to go. To this day I don’t know why I was chosen but I do know it wasn’t as a reward for good conduct. In this vacation my grandmother, who worked as a waitress at Marshall Field’s in Chicago and was called “NaNa” by all of us, took me to St. Augustine and Daytona Beach, Florida. We took a Greyhound bus both ways. With the added perspective time provides, I marvel at NaNa’s tenacity and long suffering. Nonetheless, everything for me was exciting and new, surprising, and sometimes even shocking. I will never forget my shock and surprise upon encountering bus stations with separate restaurants, bathrooms and drinking fountains for “whites and coloreds.” I believe this experience, combined with my parents’ teachings, is what instilled in me a passion for racial tolerance and acceptance. Other events from that trip have formed sweet and lasting memories. From the time passed at beautiful Daytona Beach to the several day stay at the home of NaNa’s friend, Dobina Jalbert, it was all new, exciting and memorable. Although I know that Mr. Jalbert, inventor of the Jalbert Wing or Parafoil, explained his invention to me in some detail, I remember being much more interested in the monkeys he kept on his acreage in Boca Raton. The other trip I remember was with my parents, my three oldest siblings, and our friend, Bob Schiller. We left the younger kids at home with a nanny and took off in a metal “Woody” station wagon, so filled with luggage in back that two of us had to travel lying on top of the suitcases. Once we figured out how to pad this bed, it became the most sought after location during our travels. During this wonderful two week, 5,000-mile trip we drove across the plains to Denver, then up into the mountains through Rocky Mountain National Park where we had a snow ball fight on the 4th of July. From there we drove to Santa Fe, New Mexico, and to Flagstaff, Arizona to visit friends of my folks. Bottom line, we had an unforgettable time. Why do I write about personal vacations in an article for a business newsletter targeted primarily at people in the world of business? The answer in part is that my father was an executive in just such a company. In fact, while he was with the company, it grew from $400 million in sales to over $20 billion and, as I recall, was listed as a Fortune Top 20 by the time he retired. And he took the time, with my mom’s help, and often insistence, to see that we had memorable vacations which strengthened us individually and as a family. My parents’ commitment to vacation time has recently been verified by research by Ramon Zabriskie, a family leisure researcher at Brigham Young University, who found that sharing leisure time improves family cohesion and adaptability. Cohesion refers to the level of emotional closeness in a family, while adaptability refers to a family’s ability to handle everyday and unexpected stresses and strains*. As executive coaches, we know from the experience of working with our clients that strong family life also pays off in the workplace. We strongly urge our readers to take advantage of vacation time to strengthen their families and thus their successes at work. Additionally, as leaders, we strongly urge you to see that those whom you lead and manage take their vacations … for the sake of themselves, their families, and their work! Dan McNeill, Master Certified Coach, has been the CEO of The McNeill Group since its founding in 1996. He resides with his wife and near two of his grandchildren in Lantana (Dallas Area), TX.
Employee Management Techniques
Characteristics of the Younger Working Generation Before you can begin effectively managing your new employees, you must come to an understanding of what makes them tick and what motivates them to work to their fullest potential. You may be wondering why this is an important step in management. The answer is simple. If you properly manage your employees, especially across generations, they will work harder and produce a better result which in the long run nets you a better profit. * Eager to Learn * Crave Affirmation of a Job Well Done * Better Motivated by Acknowledgment * Motivated by Educational Opportunities * Encouraged by incentives Characteristics of a Productive Manager for the Younger Working Generation Maximize the knowledge of long term employees In addition to motivation, a productive manager has the ability to teach an employee to mirror their thinking and learn from their long term employment & experience. By incorporating rotation programs, mentoring programs or mini workshops into management strategies yields time effective payoffs. * Gain Pleasure from Teaching * Diagram their Rationale * Offer Sound/Full Explanations * Teach from experience & knowledge * Utilize mentoring programs to maximize the knowledge of long term employees Motivational Techniques It’s important to incorporate a new employee into the workings of your company from the beginning. Essentially, the employee should be thrown into their work immediately with guidance from a mentor. (After a good orientation program) Give them an important decision to make right away. This will make them feel important. Never hold their hand if they are not sure what to do, instead encourage them to figure things out on their own. This is a great way to motivate them to put their best effort forward. It also trains them to think steadily and instills problem solving skills. If presenting the opportunity of decision making or problem solving is too high a risk for a particular employee, it’s best to place them in another position where they will be more effective. Always offer feedback immediately as this has proven to be a substantial motivating factor. Motivation Goes Well Beyond the First Day * Public Praise: During a meeting with your new staff, highlight who has performed at the highest level. Explain how and why the employee’s performance deserves your praise. Along with issuing praise, a thank you should be presented. * Ask Quality Questions in Quantity: Asking frequent questions that are meaningful and require an honest answer helps to stimulate junior employees to think about matters on their own. As the manager, respecting the answers you receive further motivates and empowers your junior staff. * Encourage Interaction among Junior and Senior Employees: This management tactic is an effective way to bring employees together as a team in addition to being motivating. This move encourages future collaborations and team efforts. It also aids junior employees who are shy about intermingling. * Promote Responsibility with Short-Term Projects: Set weekly goals. Each junior employee should know what is expected of them from Monday to Friday. This managerial tactic boosts productivity by encouraging junior employees and motivating them to accomplish a project within the time span you have determined. * Rewards: Offer the incentive of long-term rewards. This is perhaps one of the most effective motivation strategies for aspiring junior employees. Allow room for them to grow and be forthcoming about the opportunities available in your company. A diligent junior employee with aspirations of ascending the hierarchy ladder is more productive when promotions are in sight. Establish the point that only those performing at an efficient level within your company will be considered for a higher position.
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Free Webinar Bell Curve Retirement: Maximizing the Knowledge of Long-Term Employees As retirement ages are pushed out, learn how to best leverage your long-term employees. Join us as we explore the topic with our strategic partner, Target Training International. June 16th at 1:00 pm Pacific
Understanding Your Organization's Multiple Brands Do you know what your customers are saying about you? What about your employees? Learn how to manage your organization’s brands and make them work for you. Presented by Target Training International. July 21st at 1:00 pm Pacific
"Determine never to be idle. No person will have occasion to complain of the want of time who never loses any. It is wonderful how much may be done if we are
always doing." "Even if you fall on your face, you're still moving forward." "Business, more than any other occupation, is a continual dealing with the future; it is a continual calculation, an instinctive exercise in foresight." "Far and away the best prize that life has to offer is the chance to work hard at work worth doing."
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With the upturn in the economy, more companies are planning on hiring additional employees. Many will be college aged students, young and fresh out of
school. Most are eager and ready to jump into the workforce. Even more are grateful to have secured a job while the economy takes its time recovering. As an employer, what are your techniques when it comes
to training and managing a new team of employees, especially the younger generation? 
8805 Cypress Creek Drive, | Lantana, TX 76226 |
Office: 801-987-5014 |
Fax: 954-583-9722 | contact@mcneillgroup.com
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