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I everybody -- -- stemming any thank you so much for joining us let's kick off crew accelerator with Karen -- out of the founder of Florida options and an author of find your sweet spot and that's exactly -- topic today.
That your mission and you help people.
Get hired but there's so many tips she needs no longer wait can't just jumping thing you create and -- -- -- acting and part of the research is.
Not just what's out there but what's inside -- you wanna find a job that you love her career that you love you -- basically figure out what it is that you love when.
You know what he's good at also.
And by the -- you -- -- figure out what do you not like.
That would have things that you don't wanna take from this current position to a new one -- so -- about.
We're starting you can imagine you would.
Sit down with people in the industry you like getting to pick their brains you don't want -- -- -- -- You know he did it the the biggest mistake I find that people make is they do jump in and they think.
Oh my gosh have got to get a new job and what's out there what -- do and they don't punts just think about really.
What do I love to do what -- my strengths what are my skills that I can bring to the table and offered to a new career or why would that new career that employer -- hire you because sometimes when you get into a certain level -- Atmospheric change.
You really don't necessarily have the skill set that you need and where -- -- and develop yeah or maybe you do have the skills that you just need to.
Wrap -- up in a different way and presented I've had clients who go from.
You know literally non not for profit or military experience you wanting to -- sending the private sector.
They have a lot of transferable skills that they can take with them it's just a matter of having the confidence to say you know what I can do this.
And by the way here's how my experience is relevant -- so let's talk about your experience against your corporate lawyer yeah did that for a couple of years mystery -- -- -- and you -- Danny started.
Start -- company.
And then you know -- your stories interesting what people want to give up being corporate attorney William yes.
As one of these lawyers I like to think about my career trajectory as.
I've experienced -- misery.
And street giant and thankfully today my job is just pure bliss and mean everything that.
Almost -- and experience.
But as a lawyer -- a kind of sit there and thankful what else can possibly do right and I.
Could you know I didn't do that what do I love what what are my strength and I just kind of sat there at my desk and wish that I was doing something else.
And when I moved to London I didn't personally start at the start up.
But I was a part of the start -- where I was doing a totally different job and I realized I can do this job for free land that start up higher.
They liked my experience I think they'd like that the idea that I was a lawyer and I had good contract negotiations -- that I was also good people person and where I don't think that.
You know people person's skill set -- really relevant -- my job as a young corporate associated it was very relevant for my job a month and where did you go from one end.
-- from London and I came back to new York and that's when I started coaching -- coaching for about ten years and a -- and I coached my clients on you know how to find success and happiness with his.
You know someone could look at my job is corporate lawyer and think -- -- the perfect job that what I realized is.
Every single person has their own recipe for success -- tonight and had a perfect paycheck he might have.
My paycheck and I guess you know that's that's certainly something that you think about when when you define your hands so a lot of people ask today is there.
The possibility of pure happiness -- one's job things are different you know with the invention of the Blackberry.
For work around the clock -- We do hear -- companies particularly tech companies offering all sorts of perks -- to lower employees and retain employees playing I don't think necessarily make you happy.
Well they certainly help you know and I think part of that -- happiness is is again that analysis.
Being really comfortable and true to yourself in terms of what's gonna make your heart sing what resident -- resonates with you in your heart.
And what makes you know what in your brain right comes -- -- -- -- alarm clock goes off at whatever time in the morning or night it is you just jump out of bed and are excited going to mark that athletes should be added that does exist that's the way it certainly could ask for sure but it takes some effort against some self reflection.
And you know you even effort in your every day certainly -- parts of everyone's jobs that can be annoying but that you can.
You know decide to focus on the other things that you can be grateful aren't happy about that coming entire book find your -- -- but really mirrors my coaching process.
You know in -- in my in my practice whether it's one on wandering group workshops and seeing tremendous transformation and people have.
Affected really amazing change agents I decided to write this book -- that.
Everyone has access to their own road map for -- finding success for finding joy and -- achieving excellent if you could break it down and five bullet points what would they.
Well the first section is all about again that self invention what any -- that.
And even things like how do you talk to yourself what kinds kinds of police are evil and -- that's all internal and on the second part is okay now that I know myself internally.
What are the habits that I can take on to be happy to be successful and the third part is really strategies to keep you -- -- -- The -- I.
-- -- -- -- -- -- Six F that they found it -- erratically is different carrier yeah stores so one of my clients -- me and he was really on the cusp of retirement because.
He is just not happy -- -- the job that he had started became kind of mature and is almost done.
But then as he thought about his -- His retirement he realized he wasn't ready Syria decided to snowboard that he would be support and he he was so young and vital.
And so he decided that he was going to kind of tweak what he was doing and pursue a different position having -- taking with him all the experiences that he that he had and had amassed.
He wasn't confident about his ability to do that.
But with the work that we did you know in terms of building that strength building that confidence he is able to go out and and totally get this new position and it is fierce competition.
And he's so happy I think he's still working now still working men and his his his joy really -- -- you know off my computer when I get enough so -- and his.
Career path in life China it's totally -- felt totally -- them.
Yeah Canelo saga they can so much for coming on how much I -- I -- founder of forward options.
And I creek check I think he's coming -- some -- get a break right now Lou that after this.
Welcome back everybody fight a dime for every time someone issued some sort of complain about the millennial generation -- -- be rich right now we're gonna dig into the differences between the generations right now.
With Karen tomorrow night joining handset -- Ernst and young's Americas inclusiveness.
Officer and as well as a partner.
Great title we discussed but that -- in the break and -- sky joining us from Boston we had dead.
-- says it can't.
-- about -- allocated the founder of millennial branding.
As well as -- -- but essentially your company is a research firm -- Generation Y.
before we start.
Justin cleared up let's -- -- a full screen certainly knows what Generation Y.
X and the baby boomer generations are.
If you are millennial part of Generation -- -- between the ages eighteen to 32.
33 to 48.
And if your baby boomer 49 to 67 so that's all we're talking about you know if this -- you based on that we'll screen panels are you because you're sitting next to me.
-- on commissions.
A study and you want to look at the differences in the workplace and how we're starting to see me -- boomers have to answer.
Someone else and -- Checks now how does that go about.
Well it's incredibly important to us so I'm really to you you get some feedback that's on the negative side and general while I have to tell you that I'm really bullish on Democrat hit a nineteen year added nearly first first -- Well I think he'll he'll hear others.
And and I'll tell you why.
At EYE because of -- apprenticeship model.
And because we also -- tremendous amount of new hires off of campus and we have tended track ahead of generational differences in the workplace and I'll give you an example national averages in the US are about 13 of the US our gen Y in the workplace.
At EYE two thirds of our workplace or -- and why -- incredibly important in fact we're actually gonna hire another 6010.
Wires off campus this fall a passage.
And -- are out there and they are huge part of the workplace so really Danny you know Whitney or two about this generation what's so great about them know what's not so great about them.
Well first of all I am part of general -- -- -- millennia the largest most of first -- educated.
Generation of all time eighty million strong -- -- -- -- 5% of the global workforce by 20/20 five.
And if they're really they're taking artistic leadership position so it's it's very exciting and are -- a positive impact Atlantic also negative but what.
So leadership but I just want -- hear your thoughts on when people say this is the entitled.
Me me -- generation when he -- that.
I -- that people need to start stop reading -- time magazine cover story and all the negative publicity and start giving him a chance.
And letting them put themselves -- people's stereotypes.
Because everyone's different and you know he's they have a lot of value at that group with our technology that can teach or the workers there and -- -- theology to help them their first -- -- doing it for the company.
Right right I understand and they're changing the workplace -- because they're demanding different things from their employers try playing -- more flex hours.
They aren't they are but our study actually revealed some really interesting thing yet.
First up for perks cash is king for every minute of tourists and the flexibility was important to everyone including -- -- boomers -- -- the most.
And promotions were the most important gen -- in particular for gen Y women.
And we are seeing that they're getting those promotions and and that's -- an an unbelievable number.
And this is what our study shows are surging into manager roles so in fact almost 90% of the -- -- that we studied our external survey.
Have achieved manager with in the last five years and that's an unprecedented pace that we haven't seen their predecessor.
And then this is certainly changing the demographics of -- right I mean we've seen during the recession a lot of men in construction manufacturing -- male dominated field lost jobs.
We've seen -- sheet covering women have three games to all the jobs they lost during the recession they're 40% of Brett -- in US households so.
Now to hear that.
I mean they're taking management roles they're getting ahead this is really change things and how do you men how -- baby boomers.
React to the fact that not only is their bus.
Younger than them but the bosses at C.
Well we found actually we actually found that there were a lot of strength.
And we found that that that that most of the generations all of generations actually most of the respondents.
Noted that gen X was most likely.
And best equipped to lead and that included of young women and young men an -- that crap they were so supportive of flexibility.
And and others so -- find that it's happening in my people are talking maj gen Y.
The future of management -- -- -- there they've they've reached it they are at that level but there are some skill gaps that we did see an -- in the research.
That individuals and companies like we need to address.
Apparently there some kind of at the end of that we don't have so communications can be one and amendment could be lofty fields such as decision making him and leading during tough times -- can be difficult.
And I think some of that.
To be honest with you is not really their fault.
Meaning that they haven't necessarily had all the work experience required because they're getting promoted at a faster pace than some of it is time inexperience and -- assistance that.
To be honest with you I think that there -- somewhat of a victim of the over scheduling and the generations that came before them yet so there isn't as much time to shadow.
And -- and formally learn on the job than they might have seen with their predecessors understood stand you want to respond.
Yeah absolutely which -- in the golf ball skills.
And when people start their job they don't they don't recognize that how they act how to proceed.
It really make a difference in their career and to -- -- -- leadership positions they have my research we found that having a part about it you can work goes.
And the ability to -- And delegate after just.
Becoming more and more important people are thinking about these but these are the building blocks to what it takes to become a manager to get up improve your -- -- -- I think he talks mile than about your book promote yourself the new rules were clear success success because you are near times you are -- times that's on top and it's big deal especially if you -- yourself still young like you told us.
Promote yourself itself up pushing yourself I had -- about -- inside the box.
Making the best at your position not just moving around copied accompanied by saying you know I have all these resource -- how can make -- back -- that.
And when people move from company -- company that are really allowed those.
People -- -- companies to differentiate themselves and really move up -- back there.
So it started -- made it's about personal accountability not waiting for opportunities -- -- you chasing those opportunities.
We have viewers chat and and we have to test now either one of you can answer.
Appalled says this new generation -- not teach elders tech.
If anything we have learned that Generation Y.
is -- this.
Who wants to pick Elena let me try would have -- first first up our study showed that acts.
-- yes gen Y was perceived as being entitled.
However all three generations actually wrote in that they felt that they were somewhat entitled themselves and I think we all think about I'm -- led to an -- I think we all have been rather fortunate.
In some way shape or form but we found that actually cross generational teams are incredibly compact full in in -- -- other communications and technology.
OK and then -- up Friday in.
Fly and don't know his name is weird but -- you can respond to this one I learned how to run an -- -- -- and high school.
Now this -- how much smarter -- are -- than us older folks.
Well you know -- I read these things on the fly if I don't understand that and I don't expect you to answer it -- that we will -- -- and -- that -- on the generation next thing.
And this is my question.
Like when there's gray hair I called -- here -- workplace because I feel like that is someone who's been around they likely have experience in the field of men they could be my mentor.
And I hit.
Copy their good work and learn from their mistakes.
Is that all we're seeing in the workplace there's not gray hair anymore particularly not -- -- you -- your workplace is really you know and it's for a bunch of reasons one.
I what I mean.
What -- being in the next five years boomers are really gonna retire and then -- in the about transferring acknowledged -- -- are thin and millennium.
They want to.
Can I'm seeing that they do and I think the most and that that's why I think that gen Y is incredibly productive in our workplace.
And they they respect and understand that there's a lot to learn and to seek out and the best gen -- professionals and likely those that are advancing are really.
-- actively seeking out to learn wherever they might have gaps and to appreciate that your -- on gen X and what they have to offer and why they were considered best equipped.
Is because they have the experience -- you're talking about.
Including having worked through two significant downturns in the economy going as well as also being tech savvy which makes -- vital to the workplace and is it frustrating for baby boomers particularly the.
Older baby boomers is that unemployment is a huge issue it's not just that apps on it -- at -- its long term unemployment which is.
Largely affecting the beaten with more than any other generation they might have been laid off because maybe they had a nice.
-- some well deserved salary.
They were laid off during our session.
Not someone in yesterday's and -- -- research -- -- that out of all the variations boomers are about this period guys because of their age.
Now that's an unfortunate reality.
But our I would just add that baby boomers really where we're very highly regarded with respect to -- one key item in addition to many other productive items as.
As to executive presence.
And that gen X and gen Y could learn a substantial amount which means.
Confidence communication -- how to project and how to run meetings have a -- business had to generate work.
Very important -- the message to bosses messages to companies after this discussion is understand that the workplace is changing and the dynamic standard campaign.
And he got people working longer and have people were younger fighting since success a little bit quickly.
-- need to understand how to adapt.
I would also just add that that you -- wires are entrepreneurial in nature as we know in our research play that out.
So to the extent that companies can offer employees -- flexibility the flexibility in work opportunities might help to also feed that entrepreneurial spirit.
At Karen -- I -- thankful that -- so much fair perspective on this topic it is a hot button issue we're gonna quit Dan's book up on the screen promote yourself.
The new rules for career success.
Carrying we will show -- Ernst and young web site.
And we thank -- -- -- study that you did commission and we at Fox News to an article on that study which we will put on the screen as well so if you want to.
Take a look at it I know we are a lot of information that you -- -- -- -- stepping up.
In the office but -- -- considered to be the best.
Take a look at that and of course chime in whenever you want I'll answer your questions and your concerns thank you to both of you gonna go to break now back right after -- Final segment today's with Adam Lewis joining us once again Adam thank here with us from Chicago today of course where the CEO of the play which is.
Trying to change the the way companies hire by.
Becoming more mobile and more moderate but we're talking about Google today you know the internship came out and -- seemed like the absolute best.
Place to work weird ways of hiring their people but it turns out may -- Google gets the workers but they can't keep it is is I'm so.
I mean is extremely interesting I mean when the when the interview was -- -- to the New York Times in a few weeks ago.
-- -- to him -- -- many others to kind of learned that.
Yet everyone knows they're gonna Google -- -- through these very tough riddles -- messaging and lots of companies but then -- Google come along and say.
Probably not the best way to screen candidates this and really.
These -- -- just too much about account this incident -- how well they would -- company F on a very very interesting.
-- -- as you say the fact.
The medium tenure at someone a Google right now -- about it just over a year -- thinking you know what is it cools and that's obviously.
People like Google are getting pushed a lot of tech companies that kind of -- their own companies themselves.
But but in reality is the hiring process as good as the can be.
So -- Google changed there hiring process.
Google now you know from what I read in and when I mean -- a -- of I think back to you.
And it's certainly weren't trying different -- pulled back into the process that it -- more conventional.
Where -- have you had his own problems.
You know of rental -- quite a lot about this and professor Adam -- -- -- the Wharton school.
So as a right now and it's -- -- to view a candidate walks into a room.
And subconsciously the interview.
Is thinking is this -- simulating -- -- -- In its estimate up defeating Canada it's a question that they know they're going to be allowed two runs and -- the opposite the count is not the same.
I'm what happens then is that people and companies are actually comparing apples to oranges -- so you really think what I think down.
Yeah is needed now and especially -- -- that we elect went out of Boise State is in the retails but -- space is on one hand is -- that I Haitian.
So you need a -- -- all comparing every kind of the same and often what's happening -- in the retail hospitality industries in the hiring responsibility.
He's actually given from corporate office to the actual individual -- us and the problem with guys these storm -- and often than not -- professional recruits is so.
How are they measuring.
The candidates talking and destroy how they -- -- automatically think -- -- -- -- to be the -- -- to be the best of portraying a -- Right and -- things up here I think a lot of people might not understand why someone would or would not leave Google.
But the issue is turnover is very costly for companies of all types how costly is it.
Sixteen because they mean you know it can range anywhere from really around 3000 dollars.
Employee for a funeral and no income employee only up to 25030000.
Dollars -- employees so is extremely important but even more than that.
If you think about the team -- -- leaving behind.
The kind of retraining of the the people -- a kind of already in the in the team to kind of take that extra responsibilities.
He really homes the growth of the business so I think that.
You know a lot of this this kind of high time -- -- about on one hand yes it costs a lot of money to -- on the other hand I think the company to be able to.
Have a much better environment much -- about -- yet -- and and better -- for the entire rest of the company.
If that's timetable was that I -- we're -- and so be different as industries obviously.
It is it is high -- you know there -- the tech companies that are extremely high as well but in a lot of industries an industry that we have focused on -- -- especially as well.
Ton of it can be you know upwards of 70% which is is just you know mind boggling and especially -- this stuff.
Market that's why it is so mom -- -- you would think competition is fierce and jobs old that are open job openings -- I do for her between.
Yeah if on both sides of the equation -- -- for the company.
As you say you know trying to gonna wait Heidi as it can get six month -- and if you hire the wrong bus and trying to find in your putts in the game.
At these bodies are right of the people the team train them get up to speed that's a long process so on 100 but the dollar amount.
On the other -- by the actual kind of integrate and then you bus and into the team in finding that Hudson.
And of course for the rest of the team as a -- -- as you and and you know for the candidates.
You know people want to be able to especially people if you think about people who represented the -- people who had the kind of -- of the stores.
You need these people -- really.
Become part of -- culture part of a community and that's extremely difficult journey spending six months to you -- in a -- Andrea Adam thank you good to see -- and you know I don't know if it's on foxnews.com.
Why would anyone quit working for noble.
Thanks Sam who thinks and the ability and I just want to point out that that was in the opinion section.
Thanks for joining at -- back here on small business Wednesday.
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