{"appState":{"pageLoadApiCallsStatus":true},"categoryState":{"relatedCategories":{"headers":{"timestamp":"2023-05-31T12:01:16+00:00"},"categoryId":34242,"data":{"title":"Management","slug":"management","image":{"src":null,"width":0,"height":0},"breadcrumbs":[{"name":"Business, Careers, & Money","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34224"},"slug":"business-careers-money","categoryId":34224},{"name":"Business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"},"slug":"business","categoryId":34225},{"name":"Management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"},"slug":"management","categoryId":34242}],"parentCategory":{"categoryId":34225,"title":"Business","slug":"business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"}},"childCategories":[],"description":"Managing and business coaching has changed a lot in the last twenty years. Stay up-to-date with the latest methods here.","relatedArticles":{"self":"https://dummies-api.dummies.com/v2/articles?category=34242&offset=0&size=5"},"hasArticle":true,"hasBook":true,"articleCount":133,"bookCount":7},"_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"}},"relatedCategoriesLoadedStatus":"success"},"listState":{"list":{"count":10,"total":133,"items":[{"headers":{"creationTime":"2016-03-27T16:46:38+00:00","modifiedTime":"2023-05-02T13:53:49+00:00","timestamp":"2023-05-02T15:01:02+00:00"},"data":{"breadcrumbs":[{"name":"Business, Careers, & Money","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34224"},"slug":"business-careers-money","categoryId":34224},{"name":"Business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"},"slug":"business","categoryId":34225},{"name":"Management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"},"slug":"management","categoryId":34242}],"title":"Health and Safety at Work For Dummies Cheat Sheet","strippedTitle":"health and safety at work for dummies cheat sheet","slug":"health-safety-at-work-for-dummies-cheat-sheet","canonicalUrl":"","seo":{"metaDescription":"Learn how to implement or improve your company's health and safety plan to keep employees safe while meeting government regulations.","noIndex":0,"noFollow":0},"content":"Managing health and safety in any organisation may seem like an enormous task, but don’t forget that it’s not all down to you: Everyone needs to take personal responsibility for their own health and safety, and that of others.\r\n\r\nAt the heart of UK law is a co-operative ethic —employers, employees and the self-employed all need to exercise care in what they do. This Cheat Sheet will help you get started with health and safety management and ensure that your team sees health and safety as an essential element of your organisation.","description":"Managing health and safety in any organisation may seem like an enormous task, but don’t forget that it’s not all down to you: Everyone needs to take personal responsibility for their own health and safety, and that of others.\r\n\r\nAt the heart of UK law is a co-operative ethic —employers, employees and the self-employed all need to exercise care in what they do. This Cheat Sheet will help you get started with health and safety management and ensure that your team sees health and safety as an essential element of your organisation.","blurb":"","authors":[{"authorId":8950,"name":"RRC International","slug":"rrc-international","description":"Established in 1928, <strong>RRC International</strong> has a reputation for training excellence throughout the world, offering Health, Safety and Environment courses including those accredited by NEBOSH, IOSH and IEMA.","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/8950"}}],"primaryCategoryTaxonomy":{"categoryId":34242,"title":"Management","slug":"management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"}},"secondaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"tertiaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"trendingArticles":null,"inThisArticle":[],"relatedArticles":{"fromBook":[],"fromCategory":[{"articleId":256371,"title":"The Quad—Four Generations Operating in the Workforce Today","slug":"the-quad-four-generations-operating-in-the-workforce-today","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256371"}},{"articleId":256366,"title":"When You Know Change Is Needed to Values-Based 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and Safety at Work For Dummies","testBankPinActivationLink":"","bookOutOfPrint":false,"authorsInfo":"<p>Established in 1928, <b data-author-id=\"8950\">RRC International</b> has a reputation for training excellence throughout the world, offering Health, Safety and Environment courses including those accredited by NEBOSH, IOSH and IEMA. </p>","authors":[{"authorId":8950,"name":"RRC International","slug":"rrc-international","description":"Established in 1928, <strong>RRC International</strong> has a reputation for training excellence throughout the world, offering Health, Safety and Environment courses including those accredited by NEBOSH, IOSH and IEMA.","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/8950"}}],"_links":{"self":"https://dummies-api.dummies.com/v2/books/"}},"collections":[],"articleAds":{"footerAd":"<div class=\"du-ad-region row\" id=\"article_page_adhesion_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_adhesion_ad\" 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Right","slug":"getting-health-and-safety-risk-assessment-right","categoryList":[],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/138219"}},{"articleId":138218,"title":"Health & Safety at Work: Changing Safety Behaviour","slug":"health-safety-at-work-changing-safety-behaviour","categoryList":[],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/138218"}},{"articleId":138216,"title":"Making a Case for Safety Initiatives at Work","slug":"making-a-case-for-safety-initiatives-at-work","categoryList":[],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/138216"}},{"articleId":138217,"title":"Raising the Profile of Health and Safety","slug":"raising-the-profile-of-health-and-safety","categoryList":[],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/138217"}}],"content":[{"title":"Doing the risk assessment the right way","thumb":null,"image":null,"content":"<p>Risk assessment is core to safety — it’s a tool you use to identify and control the risks that your business faces. Here are a few tips to help you get it right the first time:</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">Don’t overcomplicate it. Keep your risk assessment as simple as you can, while making sure that it covers all significant risks.</p>\n</li>\n<li>\n<p class=\"first-para\">Make your risk assessment relevant and specific to your workplace and activities. It needs to reflect what you do, not what you think you do.</p>\n</li>\n<li>\n<p class=\"first-para\">Use relevant good practice and industry guidance to support your risk assessment. You’ll be surprised at what’s out there, so don’t try to work out a solution from scratch when you can access perfectly good guidance that covers how to take health and safety action.</p>\n</li>\n<li>\n<p class=\"first-para\">Talk to the people who do the job to get their input if you don’t know much about the activity you’re assessing, otherwise you may get your risk assessment wrong.</p>\n</li>\n<li>\n<p class=\"first-para\">Make your risk assessment proportionate to the risk. Don’t spend ages getting bogged down in trivia.</p>\n</li>\n<li>\n<p class=\"first-para\">Use your risk assessment to <i>help</i> you make decisions, not to confirm decisions you’ve already made!</p>\n</li>\n<li>\n<p class=\"first-para\">Don’t forget to implement the extra precautions that you identify in your risk assessment. It’s no good to you or your organisation if you leave it sitting on a shelf, collecting dust.</p>\n</li>\n</ul>\n"},{"title":"Changing safety behaviour","thumb":null,"image":null,"content":"<p>Effective safety management involves people doing the right thing, following safety rules, looking out for themselves and each other, and having the right attitude.</p>\n<p>Changing safety behaviour can be a bit tricky. It can take a long time and if you don’t know what you’re doing it can easily backfire.</p>\n<p class=\"Remember\">The aim is to change unsafe (undesirable) behaviour to safe (desirable) behaviour. A step-by-step approach may look like this:</p>\n<ol class=\"level-one\">\n<li>\n<p class=\"first-para\">Recognise the specific behaviour that needs changing (the unsafe behaviour).</p>\n</li>\n<li>\n<p class=\"first-para\">Measure the existing level of this unsafe behaviour by observation (you can train people to be ‘behavioural auditors’ and conduct these behavioural audits — this can set a baseline level).</p>\n</li>\n<li>\n<p class=\"first-para\">Identify the cues or triggers that cause the unsafe behaviour and the good and bad outcomes that may result from it (this is where you have to analyse why people adopt unsafe behaviour).</p>\n</li>\n<li>\n<p class=\"first-para\">Train employees to observe and record this unsafe behaviour (this spreads the workload so that everyone is looking out for unsafe behaviour, but it may start with supervisors).</p>\n</li>\n<li>\n<p class=\"first-para\">Praise/reward safe behaviour and challenge unsafe behaviour – this encourages safe behaviour.</p>\n</li>\n<li>\n<p class=\"first-para\">Provide feedback on safe/unsafe behaviour levels regularly to your workforce.</p>\n</li>\n</ol>\n"},{"title":"Making a case for safety initiatives at work","thumb":null,"image":null,"content":"<p>Safety tends to cost money. As with every other activity in a business, you may need to justify why you need the money for a safety initiative and, crucially, what value it brings to the business.</p>\n<p>You can use three basic types of argument to persuade managers (or yourself) to commit to a particular safety issue:</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\"><b>The financial argument:</b> The losses associated with the identified risk outweigh the costs of preventative action, so you have a sound business case.</p>\n</li>\n<li>\n<p class=\"first-para\"><b>The moral argument:</b> Civilised employers don’t cause avoidable harm, and therefore risk management is good management.</p>\n</li>\n<li>\n<p class=\"first-para\"><b>The legal argument:</b> Health and safety standards are embedded in criminal and civil law, and managers have no choice but to comply with the legal framework in their day-to-day operations.</p>\n</li>\n</ul>\n"},{"title":"Raising the profile of health and safety","thumb":null,"image":null,"content":"<p>Safety won’t happen if you, the manager, don’t give it your full support and show visible commitment — in short, you need to &#8220;walk the talk&#8221; by following through on the promises you make in your statement of general (health and safety) policy.</p>\n<p>Tactics you can use to impress upon your employees the importance of health and safety in your organisation include:</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">Emphasising the importance of health and safety in the statement of general policy</p>\n</li>\n<li>\n<p class=\"first-para\">Adding health and safety responsibilities to managers’ job descriptions</p>\n</li>\n<li>\n<p class=\"first-para\">Considering health and safety in all business decisions</p>\n</li>\n<li>\n<p class=\"first-para\">Including health and safety on Board meeting agendas</p>\n</li>\n<li>\n<p class=\"first-para\">Providing resources for safety initiatives without hesitation</p>\n</li>\n<li>\n<p class=\"first-para\">Holding senior managers accountable for health and safety performance through the appraisal process</p>\n</li>\n<li>\n<p class=\"first-para\">Reporting to the Board on health and safety performance</p>\n</li>\n<li>\n<p class=\"first-para\">Giving health and safety equal status to other information (like financial information) in the business’s annual report</p>\n</li>\n</ul>\n"}],"videoInfo":{"videoId":null,"name":null,"accountId":null,"playerId":null,"thumbnailUrl":null,"description":null,"uploadDate":null}},"sponsorship":{"sponsorshipPage":false,"backgroundImage":{"src":null,"width":0,"height":0},"brandingLine":"","brandingLink":"","brandingLogo":{"src":null,"width":0,"height":0},"sponsorAd":"","sponsorEbookTitle":"","sponsorEbookLink":"","sponsorEbookImage":{"src":null,"width":0,"height":0}},"primaryLearningPath":"Advance","lifeExpectancy":"Two years","lifeExpectancySetFrom":"2023-05-02T00:00:00+00:00","dummiesForKids":"no","sponsoredContent":"no","adInfo":"","adPairKey":[]},"status":"publish","visibility":"public","articleId":207384},{"headers":{"creationTime":"2017-04-26T03:44:01+00:00","modifiedTime":"2023-04-14T18:31:52+00:00","timestamp":"2023-04-14T21:01:03+00:00"},"data":{"breadcrumbs":[{"name":"Business, Careers, & Money","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34224"},"slug":"business-careers-money","categoryId":34224},{"name":"Business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"},"slug":"business","categoryId":34225},{"name":"Management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"},"slug":"management","categoryId":34242}],"title":"Millennials Compared to Others in the Workforce","strippedTitle":"millennials compared to others in the workforce","slug":"comparing-past-future-generations-millennials","canonicalUrl":"","seo":{"metaDescription":"Learn how you can be a more effective manager for employees of different generations, especially the Millennial generation.","noIndex":0,"noFollow":0},"content":"If you're a manager, it helps to know about some of the general characteristics of the different generations working in your company. It's impossible to learn about any generation in a vacuum. For example, if you want to know how to be a better manager for Millennials, it's important to know a little bit about the generations before and after them.\r\n\r\nTake a quick peak at the chart below to acquaint yourself with the other folks in the generational melting pot of today's work world.\r\n<table>\r\n<tbody>\r\n<tr>\r\n<td width=\"225\"><strong>Birth Year</strong></td>\r\n<td width=\"144\"><strong>Generation</strong></td>\r\n<td width=\"331\"><strong>Traits</strong></td>\r\n</tr>\r\n<tr>\r\n<td width=\"225\">Born prior to 1946</td>\r\n<td width=\"144\">Traditionalist</td>\r\n<td width=\"331\">Loyal, fiscally conservative, faith in institutions, self-sacrificing</td>\r\n</tr>\r\n<tr>\r\n<td width=\"225\">1946–1964</td>\r\n<td width=\"144\">Baby Boomer</td>\r\n<td width=\"331\">Competitive, optimistic, professional, eager to put their stamp on the world</td>\r\n</tr>\r\n<tr>\r\n<td width=\"225\">1965–1979</td>\r\n<td width=\"144\">Generation X</td>\r\n<td width=\"331\">Independent, resourceful, skeptical, entrepreneurial</td>\r\n</tr>\r\n<tr>\r\n<td width=\"225\">1980–1995</td>\r\n<td width=\"144\">Millennial</td>\r\n<td width=\"331\">Collaborative, tech-savvy, diverse, adaptive</td>\r\n</tr>\r\n<tr>\r\n<td width=\"225\">1996–2010*</td>\r\n<td width=\"144\">Generation Edge</td>\r\n<td width=\"331\">Pragmatic, resilient, self-reliant, tech-innate</td>\r\n</tr>\r\n</tbody>\r\n</table>\r\n<p style=\"padding-left: 30px;\"><em>*Because Gen Edgers are still in the midst of their formative years (roughly their teenage years), 2010 is an informed estimate of the last year in the Gen Edge birth year bracket. As they move through their formative years and more research emerges, this number may change.</em></p>\r\nNow that you know your place on the generational timeline, your managerial brain could be pondering just how your traits both help and hinder you with the Millennial generation, for example.\r\n\r\nAssuming that nearly every manager falls into one of three generational categories (seeing that Traditionalists make up less than 2 percent of the workforce and older Gen Edgers are newbies to the working world), take a look at how you may be similar or different to the Millennials you manage:\r\n<ul>\r\n \t<li><strong>If you're a Baby Boomer managing a Millennial:</strong>\r\n<ul>\r\n \t<li><strong>Why you'll jive: You're both optimists. </strong>Boomers are known for rallying behind big ideas, and Millennials are much the same. These two generations can connect over possibilities and dreaming up what could be, favoring brainstorming sessions and working for a mission-driven organization.</li>\r\n \t<li><strong>Why you'll clash: You define hard work differently</strong><em>. </em>Whereas Boomers are known for their work ethic of arriving early, dressing for success, and staying late, Millennials are stereotyped as being lazy. To a Millennial, hard work is defined by results, even if that means arriving late and opting to work late into the night from a coffee shop.</li>\r\n</ul>\r\n</li>\r\n \t<li><strong>If you're a Generation Xer managing a Millennial:</strong>\r\n<ul>\r\n \t<li><strong>Why you'll jive: You both seek transparency. </strong>Millennials and Generation Xers value honesty above almost all else from their leadership. Xers and Millennials saw institutions crumble in their youth, so to build trust with them it takes extra effort, and a heavy dose of transparency, on the part of leaders and managers.</li>\r\n \t<li><strong>Why you'll clash: One of you grew up with the motto \"There is no 'I' in team.\"</strong> While Xers take pride in completing a project alone, Millennials take pride in team wins. They both respect independent and collaborative work, but Millennials are more prone to brainstorming meetings, frequent check-ins, and group projects.</li>\r\n</ul>\r\n</li>\r\n \t<li><strong>If you're a Millennial managing a Millennial:</strong>\r\n<ul>\r\n \t<li><strong>Why you'll jive: You both value the #workfamily.</strong> Every Millennial knows that a great workplace is one where you can (for the most part) be comfortable being yourself. This makes for an environment where it's easy for Millennial managers to bond with their Millennial employees.</li>\r\n \t<li><strong>Why you'll clash: You both value #workfamily, but you're the boss.</strong> When Millennials step into leadership, they have to take on a new persona. Suddenly, conversations that go too far into the informal (for example, a play-by-play of a direct report's crazy weekend) start feeling inappropriate, and a line now has to be drawn that might not have been necessary before. Pulling that boss card, especially the first time, can be a challenge.</li>\r\n</ul>\r\n</li>\r\n</ul>","description":"If you're a manager, it helps to know about some of the general characteristics of the different generations working in your company. It's impossible to learn about any generation in a vacuum. For example, if you want to know how to be a better manager for Millennials, it's important to know a little bit about the generations before and after them.\r\n\r\nTake a quick peak at the chart below to acquaint yourself with the other folks in the generational melting pot of today's work world.\r\n<table>\r\n<tbody>\r\n<tr>\r\n<td width=\"225\"><strong>Birth Year</strong></td>\r\n<td width=\"144\"><strong>Generation</strong></td>\r\n<td width=\"331\"><strong>Traits</strong></td>\r\n</tr>\r\n<tr>\r\n<td width=\"225\">Born prior to 1946</td>\r\n<td width=\"144\">Traditionalist</td>\r\n<td width=\"331\">Loyal, fiscally conservative, faith in institutions, self-sacrificing</td>\r\n</tr>\r\n<tr>\r\n<td width=\"225\">1946–1964</td>\r\n<td width=\"144\">Baby Boomer</td>\r\n<td width=\"331\">Competitive, optimistic, professional, eager to put their stamp on the world</td>\r\n</tr>\r\n<tr>\r\n<td width=\"225\">1965–1979</td>\r\n<td width=\"144\">Generation X</td>\r\n<td width=\"331\">Independent, resourceful, skeptical, entrepreneurial</td>\r\n</tr>\r\n<tr>\r\n<td width=\"225\">1980–1995</td>\r\n<td width=\"144\">Millennial</td>\r\n<td width=\"331\">Collaborative, tech-savvy, diverse, adaptive</td>\r\n</tr>\r\n<tr>\r\n<td width=\"225\">1996–2010*</td>\r\n<td width=\"144\">Generation Edge</td>\r\n<td width=\"331\">Pragmatic, resilient, self-reliant, tech-innate</td>\r\n</tr>\r\n</tbody>\r\n</table>\r\n<p style=\"padding-left: 30px;\"><em>*Because Gen Edgers are still in the midst of their formative years (roughly their teenage years), 2010 is an informed estimate of the last year in the Gen Edge birth year bracket. As they move through their formative years and more research emerges, this number may change.</em></p>\r\nNow that you know your place on the generational timeline, your managerial brain could be pondering just how your traits both help and hinder you with the Millennial generation, for example.\r\n\r\nAssuming that nearly every manager falls into one of three generational categories (seeing that Traditionalists make up less than 2 percent of the workforce and older Gen Edgers are newbies to the working world), take a look at how you may be similar or different to the Millennials you manage:\r\n<ul>\r\n \t<li><strong>If you're a Baby Boomer managing a Millennial:</strong>\r\n<ul>\r\n \t<li><strong>Why you'll jive: You're both optimists. </strong>Boomers are known for rallying behind big ideas, and Millennials are much the same. These two generations can connect over possibilities and dreaming up what could be, favoring brainstorming sessions and working for a mission-driven organization.</li>\r\n \t<li><strong>Why you'll clash: You define hard work differently</strong><em>. </em>Whereas Boomers are known for their work ethic of arriving early, dressing for success, and staying late, Millennials are stereotyped as being lazy. To a Millennial, hard work is defined by results, even if that means arriving late and opting to work late into the night from a coffee shop.</li>\r\n</ul>\r\n</li>\r\n \t<li><strong>If you're a Generation Xer managing a Millennial:</strong>\r\n<ul>\r\n \t<li><strong>Why you'll jive: You both seek transparency. </strong>Millennials and Generation Xers value honesty above almost all else from their leadership. Xers and Millennials saw institutions crumble in their youth, so to build trust with them it takes extra effort, and a heavy dose of transparency, on the part of leaders and managers.</li>\r\n \t<li><strong>Why you'll clash: One of you grew up with the motto \"There is no 'I' in team.\"</strong> While Xers take pride in completing a project alone, Millennials take pride in team wins. They both respect independent and collaborative work, but Millennials are more prone to brainstorming meetings, frequent check-ins, and group projects.</li>\r\n</ul>\r\n</li>\r\n \t<li><strong>If you're a Millennial managing a Millennial:</strong>\r\n<ul>\r\n \t<li><strong>Why you'll jive: You both value the #workfamily.</strong> Every Millennial knows that a great workplace is one where you can (for the most part) be comfortable being yourself. This makes for an environment where it's easy for Millennial managers to bond with their Millennial employees.</li>\r\n \t<li><strong>Why you'll clash: You both value #workfamily, but you're the boss.</strong> When Millennials step into leadership, they have to take on a new persona. Suddenly, conversations that go too far into the informal (for example, a play-by-play of a direct report's crazy weekend) start feeling inappropriate, and a line now has to be drawn that might not have been necessary before. Pulling that boss card, especially the first time, can be a challenge.</li>\r\n</ul>\r\n</li>\r\n</ul>","blurb":"","authors":[],"primaryCategoryTaxonomy":{"categoryId":34242,"title":"Management","slug":"management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"}},"secondaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"tertiaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"trendingArticles":null,"inThisArticle":[],"relatedArticles":{"fromBook":[{"articleId":243134,"title":"3 Millennial Stereotypes that Are Misinterpreted","slug":"3-millennial-stereotypes-misinterpreted","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/243134"}},{"articleId":243131,"title":"3 Tips for Being a Better Manager of Millennials","slug":"3-tips-better-manager-millennials","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/243131"}},{"articleId":243125,"title":"Embracing Innovative and Tech-Savvy Millennials in the Workplace","slug":"embracing-innovative-tech-savvy-millennials-workplace","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/243125"}},{"articleId":243120,"title":"Keeping Watch on Technology, Economy, and Trends to Manage Millennials","slug":"keeping-watch-technology-economy-trends-manage-millennials","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/243120"}},{"articleId":243115,"title":"How to Prepare Millennials for Management Positions","slug":"prepare-millennials-management-positions","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/243115"}}],"fromCategory":[{"articleId":256371,"title":"The Quad—Four Generations Operating in the Workforce Today","slug":"the-quad-four-generations-operating-in-the-workforce-today","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256371"}},{"articleId":256366,"title":"When You Know Change Is Needed to Values-Based Leadership","slug":"when-you-know-change-is-needed-to-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256366"}},{"articleId":256360,"title":"The Escalator Effect of Values-Based Leadership","slug":"the-escalator-effect-of-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256360"}},{"articleId":255940,"title":"How to Troubleshoot Common Feedback Issues with Millennials","slug":"how-to-troubleshoot-common-feedback-issues-with-millennials","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255940"}},{"articleId":255937,"title":"How to Update Your Company's Review Sessions for Current Employees","slug":"how-to-update-your-companys-review-sessions-for-current-employees","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255937"}}]},"hasRelatedBookFromSearch":false,"relatedBook":{"bookId":282376,"slug":"managing-millennials-for-dummies","isbn":"9781119310228","categoryList":["business-careers-money","business","management"],"amazon":{"default":"https://www.amazon.com/gp/product/1119310229/ref=as_li_tl?ie=UTF8&tag=wiley01-20","ca":"https://www.amazon.ca/gp/product/1119310229/ref=as_li_tl?ie=UTF8&tag=wiley01-20","indigo_ca":"http://www.tkqlhce.com/click-9208661-13710633?url=https://www.chapters.indigo.ca/en-ca/books/product/1119310229-item.html&cjsku=978111945484","gb":"https://www.amazon.co.uk/gp/product/1119310229/ref=as_li_tl?ie=UTF8&tag=wiley01-20","de":"https://www.amazon.de/gp/product/1119310229/ref=as_li_tl?ie=UTF8&tag=wiley01-20"},"image":{"src":"https://www.dummies.com/wp-content/uploads/managing-millennials-for-dummies-cover-9781119310228-203x255.jpg","width":203,"height":255},"title":"Managing Millennials For Dummies","testBankPinActivationLink":"","bookOutOfPrint":false,"authorsInfo":"<p><b data-author-id=\"11157\">Hannah L. Ubl </b>is the Research Director at BridgeWorks and transforms data into stories for the masses. <b data-author-id=\"11158\">Lisa X. Walden</b> is the Communications Director at BridgeWorks where she delivers compelling, breakthrough generational content. <b data-author-id=\"11159\">Debra Arbit </b>is CEO of BridgeWorks: a generational consulting company (www.generations.com).</p>","authors":[{"authorId":11157,"name":"Hannah L. Ubl","slug":"hannah-l-ubl","description":" <p><b>Hannah L. Ubl </b>is the Research Director at BridgeWorks and transforms data into stories for the masses. </b><b>Lisa X. Walden</b> is the Communications Director at BridgeWorks where she delivers compelling, breakthrough generational content. </b><b>Debra Arbit </b>is CEO of BridgeWorks: a generational consulting company (www.generations.com).</b></p> ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/11157"}},{"authorId":11158,"name":"Lisa X. Walden","slug":"lisa-x-walden","description":" <p><b>Hannah L. Ubl </b>is the Research Director at BridgeWorks and transforms data into stories for the masses. </b><b>Lisa X. Walden</b> is the Communications Director at BridgeWorks where she delivers compelling, breakthrough generational content. </b><b>Debra Arbit </b>is CEO of BridgeWorks: a generational consulting company (www.generations.com).</b></p> ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/11158"}},{"authorId":11159,"name":"Debra Arbit","slug":"debra-arbit","description":" <p><b>Hannah L. Ubl </b>is the Research Director at BridgeWorks and transforms data into stories for the masses. </b><b>Lisa X. Walden</b> is the Communications Director at BridgeWorks where she delivers compelling, breakthrough generational content. </b><b>Debra Arbit </b>is CEO of BridgeWorks: a generational consulting company (www.generations.com).</b></p> ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/11159"}}],"_links":{"self":"https://dummies-api.dummies.com/v2/books/"}},"collections":[],"articleAds":{"footerAd":"<div class=\"du-ad-region row\" id=\"article_page_adhesion_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_adhesion_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9781119310228&quot;]}]\" id=\"du-slot-6439bf0f4c06a\"></div></div>","rightAd":"<div class=\"du-ad-region row\" id=\"article_page_right_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_right_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9781119310228&quot;]}]\" id=\"du-slot-6439bf0f4c9c3\"></div></div>"},"articleType":{"articleType":"Articles","articleList":null,"content":null,"videoInfo":{"videoId":null,"name":null,"accountId":null,"playerId":null,"thumbnailUrl":null,"description":null,"uploadDate":null}},"sponsorship":{"sponsorshipPage":false,"backgroundImage":{"src":null,"width":0,"height":0},"brandingLine":"","brandingLink":"","brandingLogo":{"src":null,"width":0,"height":0},"sponsorAd":"","sponsorEbookTitle":"","sponsorEbookLink":"","sponsorEbookImage":{"src":null,"width":0,"height":0}},"primaryLearningPath":"Advance","lifeExpectancy":"One year","lifeExpectancySetFrom":"2023-04-14T00:00:00+00:00","dummiesForKids":"no","sponsoredContent":"no","adInfo":"","adPairKey":[]},"status":"publish","visibility":"public","articleId":238725},{"headers":{"creationTime":"2016-03-27T16:57:31+00:00","modifiedTime":"2022-04-13T19:49:57+00:00","timestamp":"2022-09-14T18:19:37+00:00"},"data":{"breadcrumbs":[{"name":"Business, Careers, & Money","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34224"},"slug":"business-careers-money","categoryId":34224},{"name":"Business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"},"slug":"business","categoryId":34225},{"name":"Management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"},"slug":"management","categoryId":34242}],"title":"Coaching & Mentoring For Dummies Cheat Sheet","strippedTitle":"coaching & mentoring for dummies cheat sheet","slug":"coaching-mentoring-for-dummies-cheat-sheet","canonicalUrl":"","seo":{"metaDescription":"Successful managers know that the best way to engage employees is to actively coach and mentor them. Discover how with these easy tips.","noIndex":0,"noFollow":0},"content":"Forget tired old management techniques that enforce a strict hierarchy. The way to engage employees is to actively coach and mentor them. Make meetings lively and purposeful and ensure employees are engaged and committed to the team and the company. Successful coaching and mentoring incorporates company, team, and individual goals to meet the objectives of each.","description":"Forget tired old management techniques that enforce a strict hierarchy. The way to engage employees is to actively coach and mentor them. Make meetings lively and purposeful and ensure employees are engaged and committed to the team and the company. Successful coaching and mentoring incorporates company, team, and individual goals to meet the objectives of each.","blurb":"","authors":[{"authorId":9858,"name":"Marty Brounstein","slug":"marty-brounstein","description":" Marty Brounstein, is an author, speaker, and management consultant who specializes in practical applications of coaching techniques.","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/9858"}}],"primaryCategoryTaxonomy":{"categoryId":34242,"title":"Management","slug":"management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"}},"secondaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"tertiaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"trendingArticles":null,"inThisArticle":[],"relatedArticles":{"fromBook":[{"articleId":201227,"title":"Giving Constructive 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Leadership","slug":"when-you-know-change-is-needed-to-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256366"}},{"articleId":256360,"title":"The Escalator Effect of Values-Based Leadership","slug":"the-escalator-effect-of-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256360"}},{"articleId":255940,"title":"How to Troubleshoot Common Feedback Issues with Millennials","slug":"how-to-troubleshoot-common-feedback-issues-with-millennials","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255940"}},{"articleId":255937,"title":"How to Update Your Company's Review Sessions for Current Employees","slug":"how-to-update-your-companys-review-sessions-for-current-employees","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255937"}}]},"hasRelatedBookFromSearch":false,"relatedBook":{"bookId":282087,"slug":"coaching-and-mentoring-for-dummies","isbn":"9780764552236","categoryList":["business-careers-money","business","management"],"amazon":{"default":"https://www.amazon.com/gp/product/0764552236/ref=as_li_tl?ie=UTF8&tag=wiley01-20","ca":"https://www.amazon.ca/gp/product/0764552236/ref=as_li_tl?ie=UTF8&tag=wiley01-20","indigo_ca":"http://www.tkqlhce.com/click-9208661-13710633?url=https://www.chapters.indigo.ca/en-ca/books/product/0764552236-item.html&cjsku=978111945484","gb":"https://www.amazon.co.uk/gp/product/0764552236/ref=as_li_tl?ie=UTF8&tag=wiley01-20","de":"https://www.amazon.de/gp/product/0764552236/ref=as_li_tl?ie=UTF8&tag=wiley01-20"},"image":{"src":"https://www.dummies.com/wp-content/uploads/coaching-and-mentoring-for-dummies-cover-9780764552236-203x255.jpg","width":203,"height":255},"title":"Coaching and Mentoring For Dummies","testBankPinActivationLink":"","bookOutOfPrint":false,"authorsInfo":"Marty Brounstein, is an author, speaker, and management consultant who specializes in practical applications of coaching techniques.","authors":[{"authorId":9858,"name":"Marty Brounstein","slug":"marty-brounstein","description":" Marty Brounstein, is an author, speaker, and management consultant who specializes in practical applications of coaching techniques.","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/9858"}}],"_links":{"self":"https://dummies-api.dummies.com/v2/books/"}},"collections":[],"articleAds":{"footerAd":"<div class=\"du-ad-region row\" id=\"article_page_adhesion_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_adhesion_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9780764552236&quot;]}]\" id=\"du-slot-63221b393a613\"></div></div>","rightAd":"<div class=\"du-ad-region row\" id=\"article_page_right_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_right_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9780764552236&quot;]}]\" id=\"du-slot-63221b393b0e2\"></div></div>"},"articleType":{"articleType":"Cheat Sheet","articleList":[{"articleId":194325,"title":"The Goals of Coaching and Mentoring Your Employees","slug":"the-goals-of-coaching-and-mentoring-your-employees","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/194325"}},{"articleId":194326,"title":"How to Organize an Employee Coaching Meeting","slug":"how-to-organize-an-employee-coaching-meeting","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/194326"}},{"articleId":194328,"title":"Tips for Successful Employee Coaching and Mentoring","slug":"tips-for-successful-employee-coaching-and-mentoring","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/194328"}}],"content":[{"title":"The goals of coaching and mentoring your employees","thumb":null,"image":null,"content":"<p class=\"SortTitle\">Coaching and mentoring is the modern, effective way to get the most from your employees — and to keep them committed to your company. The following list contains ten outcomes that coaching looks to achieve. When you coach your team, you’re aiming to make these ten outcomes happen.</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">Drive performance results that meet the needs of the group and the business.</p>\n</li>\n<li>\n<p class=\"first-para\">Build high levels of employee commitment.</p>\n</li>\n<li>\n<p class=\"first-para\">Develop employee skills and abilities.</p>\n</li>\n<li>\n<p class=\"first-para\">Challenge employees to perform to their best and as self-sufficiently as possible.</p>\n</li>\n<li>\n<p class=\"first-para\">Increase productivity by maximizing your resources.</p>\n</li>\n<li>\n<p class=\"first-para\">Build constructive working relationships with your staff.</p>\n</li>\n<li>\n<p class=\"first-para\">Maximize the use of your time so that you can have the greatest impact.</p>\n</li>\n<li>\n<p class=\"first-para\">Provide leadership to encourage progress not only today, but also in the future.</p>\n</li>\n<li>\n<p class=\"first-para\">Reinforce quality performance and employee accountability.</p>\n</li>\n<li>\n<p class=\"first-para\">Make your life as a manager just a little bit easier.</p>\n</li>\n</ul>\n"},{"title":"How to organize an employee coaching meeting","thumb":null,"image":null,"content":"<p class=\"SortTitle\">If you want your employees to get the most out of your coaching and mentoring, you have to make it a collaborative effort through two-way conversation. The idea is to spend quality time with your staff; that is, to make the time together count so that your employees go back to the job ready to perform better and more self-sufficiently.</p>\n<p>Following is a list of questions that helps you plan and organize your one-on-one coaching meeting with staff members to maximize your time together:</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">What is the objective for the meeting?</p>\n</li>\n<li>\n<p class=\"first-para\">What is the positive outcome you’re seeking for this meeting?</p>\n</li>\n<li>\n<p class=\"first-para\">What do you, the manager, need to be prepared to do at the meeting?</p>\n</li>\n<li>\n<p class=\"first-para\">What do you want your employee to come prepared to do?</p>\n</li>\n<li>\n<p class=\"first-para\">What is the plan or agenda for the session that will encourage employee participation?</p>\n</li>\n<li>\n<p class=\"first-para\">How will this meeting help the employee perform better or more self-sufficiently in the future?</p>\n</li>\n<li>\n<p class=\"first-para\">What follow-up should be set?</p>\n</li>\n</ul>\n"},{"title":"Tips for successful employee coaching and mentoring","thumb":null,"image":null,"content":"<p class=\"SortTitle\">Coaching and mentoring your employees requires a continuous effort to make it a part of your management practices. Use the tips in the following list to help incorporate coaching and mentoring techniques into your management practices:</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\"><b>Delegate: </b>Articulate the results you want to see, set parameters, determine what support the employee needs, and set times to conduct progress reviews along the way.</p>\n</li>\n<li>\n<p class=\"first-para\"><b>Give performance <a href=\"https://www.dummies.com/how-to/content/business-coaching-using-constructive-feedback-vers.html\" target=\"_blank\" rel=\"noopener\">feedback</a>. :</b> State what you observe, be specific and direct, show sincerity, and communicate face-to-face for both positive and negative performance efforts.</p>\n</li>\n<li>\n<p class=\"first-para\"><b>Motivate employee performance:</b> Give timely recognition for a job well done and provide favorable assignments that challenge your staff and meet business needs at the same time.</p>\n</li>\n<li>\n<p class=\"first-para\"><b>Mentor employee growth: </b>Pass on words of wisdom that guide behavior for success and ask employees for ideas to make improvements and solve problems.</p>\n</li>\n<li>\n<p class=\"first-para\"><b>Focus employee performance:</b> Collaboratively set goals with action plans that define the key steps for achieving the goals.</p>\n</li>\n<li>\n<p class=\"first-para\"><b>Set meaningful goals:</b> Define the results that need to be achieved and how the goals will be measured.</p>\n</li>\n<li>\n<p class=\"first-para\"><b>Assess employee performance:</b> Don’t wait for the annual review. Meet one-on-one with each staff person at least once per quarter to review performance; adjust plans accordingly to keep priorities current.</p>\n</li>\n<li>\n<p class=\"first-para\"><b>Aid career development:</b> Collaboratively set plans that define how employees will prepare themselves — from training to work assignments — to grow in their skills and capabilities.</p>\n</li>\n<li>\n<p class=\"first-para\"><b>Deliver training:</b> Give step-by-step instruction a that involves your employee doing the skills or procedures in a hands-on way.</p>\n</li>\n<li>\n<p class=\"first-para\"><b>Reinforce good performance:</b> Catch employees doing quality work and demonstrating positive behaviors with the same effort that you catch them when performance doesn’t go as well as needed.</p>\n</li>\n</ul>\n"}],"videoInfo":{"videoId":null,"name":null,"accountId":null,"playerId":null,"thumbnailUrl":null,"description":null,"uploadDate":null}},"sponsorship":{"sponsorshipPage":false,"backgroundImage":{"src":null,"width":0,"height":0},"brandingLine":"","brandingLink":"","brandingLogo":{"src":null,"width":0,"height":0},"sponsorAd":"","sponsorEbookTitle":"","sponsorEbookLink":"","sponsorEbookImage":{"src":null,"width":0,"height":0}},"primaryLearningPath":"Advance","lifeExpectancy":"Five years","lifeExpectancySetFrom":"2022-04-13T00:00:00+00:00","dummiesForKids":"no","sponsoredContent":"no","adInfo":"","adPairKey":[]},"status":"publish","visibility":"public","articleId":209284},{"headers":{"creationTime":"2018-06-02T02:15:37+00:00","modifiedTime":"2022-04-12T17:58:09+00:00","timestamp":"2022-09-14T18:19:36+00:00"},"data":{"breadcrumbs":[{"name":"Business, Careers, & Money","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34224"},"slug":"business-careers-money","categoryId":34224},{"name":"Business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"},"slug":"business","categoryId":34225},{"name":"Management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"},"slug":"management","categoryId":34242}],"title":"Values-Based Leadership For Dummies Cheat Sheet","strippedTitle":"values-based leadership for dummies cheat sheet","slug":"values-based-leadership-dummies-cheat-sheet","canonicalUrl":"","seo":{"metaDescription":"Learn the primary aspects of values-based leadership, including its principles, four basic attributes, and more.","noIndex":0,"noFollow":0},"content":"Values-based leadership (VBL) is based on core values, setting the foundation for how everyone in a company will engage and creating an expectation that the leader always operates for the greater good of all.\r\n\r\nThe idea is that the leader has a well-developed character that establishes an environment of mutual respect, fairness, and trust, at a minimum. VBL serves as the guiding force to create a healthy company culture. It all starts with the leader.\r\n\r\nHere are a few key highlights for anyone considering a VBL model for an organization.","description":"Values-based leadership (VBL) is based on core values, setting the foundation for how everyone in a company will engage and creating an expectation that the leader always operates for the greater good of all.\r\n\r\nThe idea is that the leader has a well-developed character that establishes an environment of mutual respect, fairness, and trust, at a minimum. VBL serves as the guiding force to create a healthy company culture. It all starts with the leader.\r\n\r\nHere are a few key highlights for anyone considering a VBL model for an organization.","blurb":"","authors":[{"authorId":11323,"name":"Maria Gamb","slug":"maria-gamb","description":" <p><b>Maria Gamb</b> is the founder and CEO of the coaching and training company NMS Communications. She is a regular contributor to <i>Forbes,</i> addressing women in leadership. In addition to values&#45;based leadership, she specializes in team collaboration and gender intelligence and communication. 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She is a regular contributor to <i>Forbes,</i> addressing women in leadership. In addition to values-based leadership, she specializes in team collaboration and gender intelligence and communication. </p>","authors":[{"authorId":11323,"name":"Maria Gamb","slug":"maria-gamb","description":" <p><b>Maria Gamb</b> is the founder and CEO of the coaching and training company NMS Communications. She is a regular contributor to <i>Forbes,</i> addressing women in leadership. In addition to values&#45;based leadership, she specializes in team collaboration and gender intelligence and communication. ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/11323"}}],"_links":{"self":"https://dummies-api.dummies.com/v2/books/"}},"collections":[],"articleAds":{"footerAd":"<div class=\"du-ad-region row\" id=\"article_page_adhesion_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_adhesion_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9781119453444&quot;]}]\" id=\"du-slot-63221b384becc\"></div></div>","rightAd":"<div class=\"du-ad-region row\" id=\"article_page_right_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_right_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9781119453444&quot;]}]\" id=\"du-slot-63221b384c93b\"></div></div>"},"articleType":{"articleType":"Cheat Sheet","articleList":[{"articleId":252726,"title":"The Attributes of Values-Based Leadership","slug":"attributes-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/252726"}},{"articleId":252729,"title":"Values-Based Leadership within Four Quadrants of Business","slug":"values-based-leadership-within-four-quadrants-business","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/252729"}},{"articleId":252732,"title":"Important Principles of Values-Based Leadership","slug":"important-principles-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/252732"}}],"content":[{"title":"Attributes of values-based leadership","thumb":null,"image":null,"content":"<p>Four basic attributes create the character of a values-based leader: self-reflection, grace, agility, and influencing responsibility. Each of these attributes has various components:</p>\n<ul>\n<li><strong>Self-reflection: </strong>The components of self-reflection are\n<ul>\n<li> <strong>Honesty:</strong> Uncovering your strengths, embracing your weaknesses</li>\n<li><strong>Authenticity:</strong> Saying and doing what you mean, leading by example</li>\n<li><strong>Making difficult decisions:</strong> Doing what’s right when it’s not convenient or comfortable</li>\n<li><strong>Ethical integrity:</strong> Keeping it all on the up and up, no matter what</li>\n</ul>\n</li>\n<li><strong>Grace:</strong> The components of grace are\n<ul>\n<li> <strong>Servant leadership:</strong> Paving the way for others to succeed</li>\n<li><strong>Humility:</strong> Embracing “quiet confidence” rather than a rock star persona</li>\n<li><strong>Social distance:</strong> Bridging the power gap between you and others</li>\n</ul>\n</li>\n<li><strong>Agility:</strong> Concepts relating to agility include\n<ul>\n<li><strong>Five components of agility:</strong> Optimism, commitment to success, learning, focus, and innovation</li>\n<li><strong>Getting real:</strong> Unpacking your strengths and weaknesses</li>\n<li><strong>Failing:</strong> Learning from mistakes and missteps to ensure success</li>\n</ul>\n</li>\n<li><strong>Influencing responsibly:</strong> This type of influence requires\n<ul>\n<li><strong>Emulating values:</strong> Being a powerful example to everyone in the organization</li>\n<li><strong>Creating good:</strong> Supporting the community you serve and doing right by your employees</li>\n</ul>\n</li>\n</ul>\n"},{"title":"VBL within four quadrants of business","thumb":null,"image":null,"content":"<p>Values-based leadership really is a business proposition. It’s the animation of what you believe is important and it leads to profitability. The following lists describe how values-based leadership relates to the four quadrants of business.</p>\n<p>How the company does business is done in a healthy environment built on mutual respect:</p>\n<ul>\n<li>Establishing the rules of engagement (a values statement)</li>\n<li>Building an authentic company culture</li>\n<li>Creating a healthy workplace</li>\n<li>Developing relationships with vendors and resources</li>\n</ul>\n<p>How the company serves and impacts the community is a representation of cooperation:</p>\n<ul>\n<li>Engaging in philanthropic corporate social responsibility</li>\n<li>Engaging in economic corporate social responsibility</li>\n<li>Reminding employees that what they do matters to improve the customer’s life</li>\n<li>Supporting stakeholders’ families with fair wages</li>\n</ul>\n<p>How the company invests in others illustrates both nurturing and sustainability:</p>\n<ul>\n<li>Recruiting and retaining the best talent</li>\n<li>Establishing a culture of learning</li>\n<li>Creating values partnerships with vendors and resources</li>\n<li>Building human resource programs and initiatives</li>\n</ul>\n<p>How the company becomes sustainable in business creation depends on elements and outcomes of the prior three areas:</p>\n<ul>\n<li>Solving problems creatively</li>\n<li>Reinventing processes and business models</li>\n<li>Addressing global human needs</li>\n<li>Circling back around to investment, serving, and how we do business</li>\n</ul>\n"},{"title":"Important principles of values-based leadership","thumb":null,"image":null,"content":"<p>The following principles are the foundation of building a strong, healthy organization that engages in values-based leadership:</p>\n<ul>\n<li><strong>Sets direction</strong>\n<ul>\n<li><strong>Creates</strong> a values statement to serve as a guiding force for all</li>\n<li><strong>Provides</strong> meaning and purpose to the company and its stakeholders</li>\n<li><strong>Reflects</strong> the company’s values in everything it does, everywhere it operates</li>\n</ul>\n</li>\n<li><strong>Creates proactive company culture</strong>\n<ul>\n<li><strong>Increases</strong> value in the lives of stakeholders and the community</li>\n<li><strong>Utilizes </strong>its influence responsibly to achieve goals</li>\n<li><strong>Creates</strong> an environment of mutual respect</li>\n</ul>\n</li>\n<li><strong>Betters individuals</strong>\n<ul>\n<li><strong>Invests</strong> in the education and development of stakeholders</li>\n<li><strong>Empowers</strong> others by developing other leaders</li>\n<li><strong>Commits</strong> to correct job fits to foster job satisfaction and improve effectiveness</li>\n</ul>\n</li>\n<li><strong>Expands business opportunities</strong>\n<ul>\n<li><strong>Inspires</strong> collaboration and innovation by creating a shared value community</li>\n</ul>\n</li>\n</ul>\n"}],"videoInfo":{"videoId":null,"name":null,"accountId":null,"playerId":null,"thumbnailUrl":null,"description":null,"uploadDate":null}},"sponsorship":{"sponsorshipPage":false,"backgroundImage":{"src":null,"width":0,"height":0},"brandingLine":"","brandingLink":"","brandingLogo":{"src":null,"width":0,"height":0},"sponsorAd":"","sponsorEbookTitle":"","sponsorEbookLink":"","sponsorEbookImage":{"src":null,"width":0,"height":0}},"primaryLearningPath":"Advance","lifeExpectancy":"Two years","lifeExpectancySetFrom":"2022-04-12T00:00:00+00:00","dummiesForKids":"no","sponsoredContent":"no","adInfo":"","adPairKey":[]},"status":"publish","visibility":"public","articleId":252735},{"headers":{"creationTime":"2016-03-27T16:57:51+00:00","modifiedTime":"2022-03-10T20:09:17+00:00","timestamp":"2022-09-14T18:19:23+00:00"},"data":{"breadcrumbs":[{"name":"Business, Careers, & Money","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34224"},"slug":"business-careers-money","categoryId":34224},{"name":"Business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"},"slug":"business","categoryId":34225},{"name":"Management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"},"slug":"management","categoryId":34242}],"title":"Leadership For Dummies Cheat Sheet","strippedTitle":"leadership for dummies cheat sheet","slug":"leadership-for-dummies-cheat-sheet","canonicalUrl":"","seo":{"metaDescription":"Do you have SWOT it takes? Examine your Strengths, Weaknesses, Opportunities, and Threats to succeed as a leader.","noIndex":0,"noFollow":0},"content":"Great leaders have certain qualities that motivate those around them. But beyond leadership qualities, you have to develop your mission as a leader and then continuously examine your strengths, weaknesses, opportunities, and threats (shortened to SWOT) to keep yourself and your team at the top of your game.","description":"Great leaders have certain qualities that motivate those around them. But beyond leadership qualities, you have to develop your mission as a leader and then continuously examine your strengths, weaknesses, opportunities, and threats (shortened to SWOT) to keep yourself and your team at the top of your game.","blurb":"","authors":[],"primaryCategoryTaxonomy":{"categoryId":34242,"title":"Management","slug":"management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"}},"secondaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"tertiaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"trendingArticles":null,"inThisArticle":[],"relatedArticles":{"fromBook":[],"fromCategory":[{"articleId":256371,"title":"The Quad—Four Generations Operating in the Workforce Today","slug":"the-quad-four-generations-operating-in-the-workforce-today","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256371"}},{"articleId":256366,"title":"When You Know Change Is Needed to Values-Based Leadership","slug":"when-you-know-change-is-needed-to-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256366"}},{"articleId":256360,"title":"The Escalator Effect of Values-Based Leadership","slug":"the-escalator-effect-of-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256360"}},{"articleId":255940,"title":"How to Troubleshoot Common Feedback Issues with Millennials","slug":"how-to-troubleshoot-common-feedback-issues-with-millennials","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255940"}},{"articleId":255937,"title":"How to Update Your Company's Review Sessions for Current Employees","slug":"how-to-update-your-companys-review-sessions-for-current-employees","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255937"}}]},"hasRelatedBookFromSearch":false,"relatedBook":{"bookId":282350,"slug":"leadership-for-dummies","isbn":"9780764551765","categoryList":["body-mind-spirit","emotional-health-psychology","psychology","persuasion-influence"],"amazon":{"default":"https://www.amazon.com/gp/product/0764551760/ref=as_li_tl?ie=UTF8&tag=wiley01-20","ca":"https://www.amazon.ca/gp/product/0764551760/ref=as_li_tl?ie=UTF8&tag=wiley01-20","indigo_ca":"http://www.tkqlhce.com/click-9208661-13710633?url=https://www.chapters.indigo.ca/en-ca/books/product/0764551760-item.html&cjsku=978111945484","gb":"https://www.amazon.co.uk/gp/product/0764551760/ref=as_li_tl?ie=UTF8&tag=wiley01-20","de":"https://www.amazon.de/gp/product/0764551760/ref=as_li_tl?ie=UTF8&tag=wiley01-20"},"image":{"src":"https://www.dummies.com/wp-content/uploads/leadership-for-dummies-cover-9780764551765-204x255.jpg","width":204,"height":255},"title":"Leadership For Dummies","testBankPinActivationLink":"","bookOutOfPrint":true,"authorsInfo":"<p><b data-author-id=\"10811\">Marshall Loeb</b> is the daily columnist for CBS MarketWatch.com and an award-winning editor and broadcaster.<br /> <br /> Stephen Kindel is a former senior editor at Forbes. Marshall Loeb is the daily columnist for CBS MarketWatch.com and an award-winning editor and broadcaster.<br /> <br /> <b data-author-id=\"10810\">Stephen Kindel</b> is a former senior editor at Forbes.</p>","authors":[{"authorId":10811,"name":"Marshall Loeb","slug":"marshall-loeb","description":" Marshall Loeb is the daily columnist for CBS MarketWatch.com and an award-winning editor and broadcaster.<br /> <br /> Stephen Kindel is a former senior editor at Forbes.","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/10811"}},{"authorId":10810,"name":"Stephen Kindel","slug":"stephen-kindel","description":" Marshall Loeb is the daily columnist for CBS MarketWatch.com and an award-winning editor and broadcaster.<br /> <br /> Stephen Kindel is a former senior editor at Forbes.","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/10810"}}],"_links":{"self":"https://dummies-api.dummies.com/v2/books/"}},"collections":[],"articleAds":{"footerAd":"<div class=\"du-ad-region row\" id=\"article_page_adhesion_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_adhesion_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9780764551765&quot;]}]\" id=\"du-slot-63221b2bd8338\"></div></div>","rightAd":"<div class=\"du-ad-region row\" id=\"article_page_right_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_right_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9780764551765&quot;]}]\" id=\"du-slot-63221b2bd8c0f\"></div></div>"},"articleType":{"articleType":"Cheat Sheet","articleList":[{"articleId":194760,"title":"Developing Your Mission as Leader","slug":"developing-your-mission-as-leader","categoryList":[],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/194760"}},{"articleId":194739,"title":"Leadership Qualities","slug":"leadership-qualities","categoryList":[],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/194739"}},{"articleId":194750,"title":"Using a SWOT Chart as a Leadership Tool","slug":"using-a-swot-chart-as-a-leadership-tool","categoryList":["business-careers-money","business","strategic-planning"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/194750"}}],"content":[{"title":"Developing your mission as a leader","thumb":null,"image":null,"content":"<p>Once you&#8217;ve established a goal, your mission is the plan of action for you and your team to reach that goal. Use these guidelines to help lead and attain your mission:</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">Don’t take an untakeable hill. The cost is too high.</p>\n</li>\n<li>\n<p class=\"first-para\">Approach your mission incrementally. Do many small things well, and you’ll have a big success.</p>\n</li>\n<li>\n<p class=\"first-para\">Bring your group into mission development and planning at an early stage. Listen to what they have to say, and make the modifications you need at the start.</p>\n</li>\n<li>\n<p class=\"first-para\">Work to get ownership of the mission from everyone in the group. Your followers are going to do the heavy lifting, so they have to know what they’re in for.</p>\n</li>\n<li>\n<p class=\"first-para\">Make certain that you have a “point of no return.” If the mission is not going well, know how far you can go and still regroup. You’re not General Custer, and leading shouldn’t be the Battle of the Little Bighorn.</p>\n</li>\n<li>\n<p class=\"first-para\">Lead people; manage events. Keep your troops motivated.</p>\n</li>\n</ul>\n"},{"title":"Leadership qualities","thumb":null,"image":null,"content":"<p>All great leaders have certain characteristics in common. Being a great leader has nothing to do with how you look or how you speak; leadership involves preparation and accepting responsibility, even when you don&#8217;t want to. These skills are necessary to be a leader and motivate people to follow:</p>\n<h2>Embracing Responsibility</h2>\n<p>Embracing responsibility is an attitude.</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">Drop the word “no” from your vocabulary (in most cases!).</p>\n</li>\n<li>\n<p class=\"first-para\">Learn to volunteer.</p>\n</li>\n<li>\n<p class=\"first-para\">Take an interest in people around you and learn to like people.</p>\n</li>\n<li>\n<p class=\"first-para\">Promise little — deliver a lot.</p>\n</li>\n</ul>\n<h2>Eliciting Cooperation</h2>\n<p>Your goal is to have your followers trust you.</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">Find out what people want — and why they want it.</p>\n</li>\n<li>\n<p class=\"first-para\">Figure out ways of trading what you have — the power of a leader — for what you need — the cooperation of your group.</p>\n</li>\n<li>\n<p class=\"first-para\">Smile at people and look them in the eye. It’s the start of trust, and trust is the beginning of cooperation.</p>\n</li>\n<li>\n<p class=\"first-para\">Share information with your team and keep them informed.</p>\n</li>\n</ul>\n<h2>Visions</h2>\n<p>Leading starts with developing a vision.</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">Visions are more than ideas. They are doable dreams.</p>\n</li>\n<li>\n<p class=\"first-para\">Visions link the present to the future.</p>\n</li>\n<li>\n<p class=\"first-para\">Use visions to inspire your followers to achieve more than they thought possible.</p>\n</li>\n<li>\n<p class=\"first-para\">Make your visions positive. Everyone wants to make the world a better place.</p>\n</li>\n</ul>\n<h2>Planning</h2>\n<p>Planning is necessary if your team is to attain its goals. Keep these things in mind.</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">Plan for every contingency — and remember that you can’t plan for every contingency.</p>\n</li>\n<li>\n<p class=\"first-para\">Leave a lot of wiggle room in your plans. When things go wrong, you can adjust.</p>\n</li>\n<li>\n<p class=\"first-para\">Make certain you have adequate resources. If you get into the lifeboat without food and water, be sure there’s someone on board who has the skill to get both.</p>\n</li>\n<li>\n<p class=\"first-para\">Plan for change. Be happy when it arrives.</p>\n</li>\n</ul>\n<h2>Listening</h2>\n<p>Strive to take in as much information as you can.</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">Pay attention to the nuances of what people say and how they say it.</p>\n</li>\n<li>\n<p class=\"first-para\">Pay attention to the needs of your group.</p>\n</li>\n<li>\n<p class=\"first-para\">Focus and concentrate — listen to only one person at a time.</p>\n</li>\n<li>\n<p class=\"first-para\">Learn to develop your own inner voice — and then learn to listen to it.</p>\n</li>\n<li>\n<p class=\"first-para\">Pay attention to the world around you. Seeing is a form of listening, and visual impressions are often the most powerful.</p>\n</li>\n<li>\n<p class=\"first-para\">Learn to hear the voices of the downtrodden. Their needs can become your cause.</p>\n</li>\n</ul>\n"},{"title":"Using a SWOT chart as a leadership tool","thumb":null,"image":null,"content":"<p>A SWOT (Strengths and Weaknesses, Opportunities and Threats) chart is a tool for assessing and accomplishing your mission as leader. Use a SWOT chart to list strengths and weaknesses of the team you’re leading and your opponent, then you can determine where opportunities exist and devise a strategy. Use this SWOT chart of a baseball team as an example:</p>\n<p><img loading=\"lazy\" src=\"https://www.dummies.com/wp-content/uploads/157984.image0.jpg\" alt=\"image0.jpg\" width=\"462\" height=\"400\" /></p>\n"}],"videoInfo":{"videoId":null,"name":null,"accountId":null,"playerId":null,"thumbnailUrl":null,"description":null,"uploadDate":null}},"sponsorship":{"sponsorshipPage":false,"backgroundImage":{"src":null,"width":0,"height":0},"brandingLine":"","brandingLink":"","brandingLogo":{"src":null,"width":0,"height":0},"sponsorAd":"","sponsorEbookTitle":"","sponsorEbookLink":"","sponsorEbookImage":{"src":null,"width":0,"height":0}},"primaryLearningPath":"Advance","lifeExpectancy":"Two years","lifeExpectancySetFrom":"2022-03-10T00:00:00+00:00","dummiesForKids":"no","sponsoredContent":"no","adInfo":"","adPairKey":[]},"status":"publish","visibility":"public","articleId":209338},{"headers":{"creationTime":"2017-08-15T15:00:08+00:00","modifiedTime":"2022-03-07T14:58:37+00:00","timestamp":"2022-09-14T18:19:21+00:00"},"data":{"breadcrumbs":[{"name":"Business, Careers, & Money","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34224"},"slug":"business-careers-money","categoryId":34224},{"name":"Business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"},"slug":"business","categoryId":34225},{"name":"Management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"},"slug":"management","categoryId":34242}],"title":"What Does the New Millennial Working Mom Look Like?","strippedTitle":"what does the new millennial working mom look like?","slug":"new-millennial-working-mom-look-like","canonicalUrl":"","seo":{"metaDescription":"Move over, June Cleaver! Millennial moms are a big part of the work force. Learn more about their needs and concerns.","noIndex":0,"noFollow":0},"content":"Millennial moms are a big part of the workforce. How wonderful is it that the world now is less June Cleaver and more Lorelai Gilmore? Working mothers have had to chart an unknown and obstacle-ridden path for decades, and now Millennials are clearing their own way.\r\n<h2 id=\"tab1\" >What she looks like</h2>\r\nTo get an understanding of how this working mom is different from generations past, consider the following:\r\n<ul>\r\n \t<li><strong>She is sharing.</strong> Both partners in a relationship share the roles more evenly in parenting now but, by and large, women (if studying a male-female relationship) are more likely to say that they will make career sacrifices for their families. See these stats from the Pew Research Center.</li>\r\n</ul>\r\n[caption id=\"attachment_243096\" align=\"aligncenter\" width=\"359\"]<a href=\"https://www.dummies.com/wp-content/uploads/managing-millennials-working-moms.jpg\"><img class=\"wp-image-243096 size-full\" src=\"https://www.dummies.com/wp-content/uploads/managing-millennials-working-moms.jpg\" alt=\"Millennials career interruptions\" width=\"359\" height=\"450\" /></a> Source: \"<a href=\"http://www.pewresearch.org/fact-tank/2015/10/01/women-more-than-men-adjust-their-careers-for-family-life/ft_15-09-0_workchildren_1/\" target=\"_blank\" rel=\"noopener\">Women More Than Men Adjust Their Careers for Family Life</a>\" Pew Research Center, Washington, DC (September, 2015) <br />Career interruptions: mothers versus fathers.[/caption]\r\n\r\n \r\n<ul>\r\n \t<li><strong>She is networked.</strong> About 90 percent of Millennial moms find social media helpful in their parenting process, using blogs, crowdsourcing, and Facebook pages as a way to stay up-to-date on the latest trends, tips, and advice for Millennial mothers (Crowdtap, 2016).</li>\r\n</ul>\r\n<p style=\"padding-left: 30px;\"> “We have so much access to tech now. From daycares that have cameras where you can check in, to teachers who respond via text or email, and there’s so much out there for working moms.” <em>— Michelle S., Millennial</em></p>\r\n\r\n<ul>\r\n \t<li><strong>She is not as common as you’d think.</strong> Progress continues to be made with a higher number of women returning to work after having a child, and there are fewer hiring discrepancies for working moms in big roles. However, the great strides that women have been taking are starting to take a dip. As of 1990, the United States boasted having one of the world’s highest employment rates for women. However, according to data from the Organization for Economic Cooperation and Development, after rates consistently climbed for more than 60 years, the percentage of women (ages 25 to 54) at work has been declining as of late, falling from 74 percent in 1999 to 69 percent today. While it’s hardly a steep drop, it is worth noting. Lack of flexibility and the ability to work from home are making qualified and successful women feel like parenthood and working don’t mix.</li>\r\n \t<li><strong>She is ambitious but concerned.</strong> According to a Pew Research Center study in 2015, 58 percent of Millennial moms are concerned about how their parenthood will impact their careers Will the DINKy (Dual Income No Kids) peer of hers get the job instead because she has more flexibility and fewer time constraints?</li>\r\n</ul>\r\n[caption id=\"attachment_243097\" align=\"aligncenter\" width=\"444\"]<a href=\"https://www.dummies.com/wp-content/uploads/managing-millennials-working-mothers.jpg\"><img class=\"wp-image-243097 size-full\" src=\"https://www.dummies.com/wp-content/uploads/managing-millennials-working-mothers.jpg\" alt=\"Millennial working mothers\" width=\"444\" height=\"450\" /></a> \"<a href=\"http://www.pewsocialtrends.org/2013/12/11/on-pay-gap-millennial-women-near-parity-for-now/sdt-gender-and-work-12-2013-5-01/\" target=\"_blank\" rel=\"noopener\">On Pay Gap, Millennial Women Near Parity — For Now</a>\" Pew Research Center, Washington, DC (December, 2013) <br />Working mothers and career advancement.[/caption]\r\n<h2 id=\"tab2\" >How you can best manage the Millennial mom</h2>\r\nManagers have a unique ability to make a big difference for these women. Millennial-mom employees are looking to their managers for guidance, resources, and tools to make the most out of their careers while also being the rock-star mom they know they can be deep inside. Managers should consider simple things that they can do to better connect with her:\r\n<ul>\r\n \t<li>Take a genuine interest in her personal life.</li>\r\n \t<li>Give her as much freedom and flexibility as possible.</li>\r\n \t<li>Don’t be afraid to talk about it.</li>\r\n \t<li>Support her. If you don’t know how, ask.</li>\r\n \t<li>Don’t make assumptions about what she will or won’t do after she has a baby (or two or three).</li>\r\n \t<li>Ask questions. Be sure to ask Millennial dads the same ones.</li>\r\n</ul>","description":"Millennial moms are a big part of the workforce. How wonderful is it that the world now is less June Cleaver and more Lorelai Gilmore? Working mothers have had to chart an unknown and obstacle-ridden path for decades, and now Millennials are clearing their own way.\r\n<h2 id=\"tab1\" >What she looks like</h2>\r\nTo get an understanding of how this working mom is different from generations past, consider the following:\r\n<ul>\r\n \t<li><strong>She is sharing.</strong> Both partners in a relationship share the roles more evenly in parenting now but, by and large, women (if studying a male-female relationship) are more likely to say that they will make career sacrifices for their families. See these stats from the Pew Research Center.</li>\r\n</ul>\r\n[caption id=\"attachment_243096\" align=\"aligncenter\" width=\"359\"]<a href=\"https://www.dummies.com/wp-content/uploads/managing-millennials-working-moms.jpg\"><img class=\"wp-image-243096 size-full\" src=\"https://www.dummies.com/wp-content/uploads/managing-millennials-working-moms.jpg\" alt=\"Millennials career interruptions\" width=\"359\" height=\"450\" /></a> Source: \"<a href=\"http://www.pewresearch.org/fact-tank/2015/10/01/women-more-than-men-adjust-their-careers-for-family-life/ft_15-09-0_workchildren_1/\" target=\"_blank\" rel=\"noopener\">Women More Than Men Adjust Their Careers for Family Life</a>\" Pew Research Center, Washington, DC (September, 2015) <br />Career interruptions: mothers versus fathers.[/caption]\r\n\r\n \r\n<ul>\r\n \t<li><strong>She is networked.</strong> About 90 percent of Millennial moms find social media helpful in their parenting process, using blogs, crowdsourcing, and Facebook pages as a way to stay up-to-date on the latest trends, tips, and advice for Millennial mothers (Crowdtap, 2016).</li>\r\n</ul>\r\n<p style=\"padding-left: 30px;\"> “We have so much access to tech now. From daycares that have cameras where you can check in, to teachers who respond via text or email, and there’s so much out there for working moms.” <em>— Michelle S., Millennial</em></p>\r\n\r\n<ul>\r\n \t<li><strong>She is not as common as you’d think.</strong> Progress continues to be made with a higher number of women returning to work after having a child, and there are fewer hiring discrepancies for working moms in big roles. However, the great strides that women have been taking are starting to take a dip. As of 1990, the United States boasted having one of the world’s highest employment rates for women. However, according to data from the Organization for Economic Cooperation and Development, after rates consistently climbed for more than 60 years, the percentage of women (ages 25 to 54) at work has been declining as of late, falling from 74 percent in 1999 to 69 percent today. While it’s hardly a steep drop, it is worth noting. Lack of flexibility and the ability to work from home are making qualified and successful women feel like parenthood and working don’t mix.</li>\r\n \t<li><strong>She is ambitious but concerned.</strong> According to a Pew Research Center study in 2015, 58 percent of Millennial moms are concerned about how their parenthood will impact their careers Will the DINKy (Dual Income No Kids) peer of hers get the job instead because she has more flexibility and fewer time constraints?</li>\r\n</ul>\r\n[caption id=\"attachment_243097\" align=\"aligncenter\" width=\"444\"]<a href=\"https://www.dummies.com/wp-content/uploads/managing-millennials-working-mothers.jpg\"><img class=\"wp-image-243097 size-full\" src=\"https://www.dummies.com/wp-content/uploads/managing-millennials-working-mothers.jpg\" alt=\"Millennial working mothers\" width=\"444\" height=\"450\" /></a> \"<a href=\"http://www.pewsocialtrends.org/2013/12/11/on-pay-gap-millennial-women-near-parity-for-now/sdt-gender-and-work-12-2013-5-01/\" target=\"_blank\" rel=\"noopener\">On Pay Gap, Millennial Women Near Parity — For Now</a>\" Pew Research Center, Washington, DC (December, 2013) <br />Working mothers and career advancement.[/caption]\r\n<h2 id=\"tab2\" >How you can best manage the Millennial mom</h2>\r\nManagers have a unique ability to make a big difference for these women. Millennial-mom employees are looking to their managers for guidance, resources, and tools to make the most out of their careers while also being the rock-star mom they know they can be deep inside. Managers should consider simple things that they can do to better connect with her:\r\n<ul>\r\n \t<li>Take a genuine interest in her personal life.</li>\r\n \t<li>Give her as much freedom and flexibility as possible.</li>\r\n \t<li>Don’t be afraid to talk about it.</li>\r\n \t<li>Support her. If you don’t know how, ask.</li>\r\n \t<li>Don’t make assumptions about what she will or won’t do after she has a baby (or two or three).</li>\r\n \t<li>Ask questions. Be sure to ask Millennial dads the same ones.</li>\r\n</ul>","blurb":"","authors":[{"authorId":11157,"name":"Hannah L. Ubl","slug":"hannah-l-ubl","description":" <p><b>Hannah L. Ubl </b>is the Research Director at BridgeWorks and transforms data into stories for the masses. </b><b>Lisa X. Walden</b> is the Communications Director at BridgeWorks where she delivers compelling, breakthrough generational content. </b><b>Debra Arbit </b>is CEO of BridgeWorks: a generational consulting company (www.generations.com).</b></p> ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/11157"}},{"authorId":11158,"name":"Lisa X. Walden","slug":"lisa-x-walden","description":" <p><b>Hannah L. Ubl </b>is the Research Director at BridgeWorks and transforms data into stories for the masses. </b><b>Lisa X. Walden</b> is the Communications Director at BridgeWorks where she delivers compelling, breakthrough generational content. </b><b>Debra Arbit </b>is CEO of BridgeWorks: a generational consulting company (www.generations.com).</b></p> ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/11158"}},{"authorId":11159,"name":"Debra Arbit","slug":"debra-arbit","description":" <p><b>Hannah L. Ubl </b>is the Research Director at BridgeWorks and transforms data into stories for the masses. </b><b>Lisa X. Walden</b> is the Communications Director at BridgeWorks where she delivers compelling, breakthrough generational content. </b><b>Debra Arbit </b>is CEO of BridgeWorks: a generational consulting company (www.generations.com).</b></p> ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/11159"}}],"primaryCategoryTaxonomy":{"categoryId":34242,"title":"Management","slug":"management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"}},"secondaryCategoryTaxonomy":{"categoryId":34255,"title":"General Business","slug":"general-business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34255"}},"tertiaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"trendingArticles":null,"inThisArticle":[{"label":"What she looks like","target":"#tab1"},{"label":"How you can best manage the Millennial mom","target":"#tab2"}],"relatedArticles":{"fromBook":[],"fromCategory":[{"articleId":256371,"title":"The Quad—Four Generations Operating in the Workforce Today","slug":"the-quad-four-generations-operating-in-the-workforce-today","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256371"}},{"articleId":256366,"title":"When You Know Change Is Needed to Values-Based Leadership","slug":"when-you-know-change-is-needed-to-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256366"}},{"articleId":256360,"title":"The Escalator Effect of Values-Based Leadership","slug":"the-escalator-effect-of-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256360"}},{"articleId":255940,"title":"How to Troubleshoot Common Feedback Issues with Millennials","slug":"how-to-troubleshoot-common-feedback-issues-with-millennials","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255940"}},{"articleId":255937,"title":"How to Update Your Company's Review Sessions for Current Employees","slug":"how-to-update-your-companys-review-sessions-for-current-employees","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255937"}}]},"hasRelatedBookFromSearch":false,"relatedBook":{"bookId":0,"slug":null,"isbn":null,"categoryList":null,"amazon":null,"image":null,"title":null,"testBankPinActivationLink":null,"bookOutOfPrint":false,"authorsInfo":null,"authors":null,"_links":null},"collections":[{"title":"Wonder Women","slug":"wonder-women","collectionId":291389}],"articleAds":{"footerAd":"<div class=\"du-ad-region row\" id=\"article_page_adhesion_ad\"><div class=\"du-ad-unit col-md-12\" 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Money","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34224"},"slug":"business-careers-money","categoryId":34224},{"name":"Business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"},"slug":"business","categoryId":34225},{"name":"Management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"},"slug":"management","categoryId":34242}],"title":"Managing For Dummies Cheat Sheet","strippedTitle":"managing for dummies cheat sheet","slug":"managing-for-dummies-cheat-sheet","canonicalUrl":"","seo":{"metaDescription":"Improve your management skills with some essential tips on maintaining work-life balance and motivating yourself and your employees.","noIndex":0,"noFollow":0},"content":"Being a manager is tough. Your responsibilities include improving the morale and performance of your team (even in the worst of times), staying current on social media and new communications, and being the boss who does everything from delegating to playing office politics with success. Take care of yourself first, by maintaining a good work-life balance and supporting yourself with daily affirmations, and then you can concentrate on motivating your employees.","description":"Being a manager is tough. Your responsibilities include improving the morale and performance of your team (even in the worst of times), staying current on social media and new communications, and being the boss who does everything from delegating to playing office politics with success. Take care of yourself first, by maintaining a good work-life balance and supporting yourself with daily affirmations, and then you can concentrate on motivating your employees.","blurb":"","authors":[{"authorId":9062,"name":"Bob Nelson","slug":"bob-nelson","description":" <p><b>Eric Tyson, MBA,</b> has been a personal finance writer, lecturer, and counselor for the past 25+ years. He is the author or coauthor of numerous For Dummies bestsellers on personal finance, investing, and home buying.</p> <p><b>Bob Nelson, PhD,</b> is considered one of the world&#8217;s leading experts on employee engagement, recognition, and rewards. He is president of Nelson Motivation, Inc., a management training and consulting company that helps organizations improve their administration practices, programs, and systems. ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/9062"}},{"authorId":9734,"name":"Peter Economy","slug":"peter-economy","description":" <p><b>Lisa Rojany</b> is a writer and publishing professional. Lisa has her own company, Editorial Services of L.A., for writers of fiction and nonfiction.</p><p><b>Peter Economy</b> is a <i>Wall Street Journal</i> best-selling business author and ghostwriter with more than 125 books to his credit, including multiple <i>For Dummies</i> titles.</p> ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/9734"}}],"primaryCategoryTaxonomy":{"categoryId":34242,"title":"Management","slug":"management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"}},"secondaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"tertiaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"trendingArticles":null,"inThisArticle":[],"relatedArticles":{"fromBook":[{"articleId":192823,"title":"Supporting Yourself with Daily Affirmations for Managers","slug":"supporting-yourself-with-daily-affirmations-for-managers","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/192823"}},{"articleId":192813,"title":"Ten Ways for Managers to Motivate Employees","slug":"ten-ways-for-managers-to-motivate-employees","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/192813"}},{"articleId":192809,"title":"Management 101: Maintaining Your Work-Life Balance","slug":"management-101-maintaining-your-work-life-balance","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/192809"}}],"fromCategory":[{"articleId":256371,"title":"The Quad—Four Generations Operating in the Workforce Today","slug":"the-quad-four-generations-operating-in-the-workforce-today","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256371"}},{"articleId":256366,"title":"When You Know Change Is Needed to Values-Based Leadership","slug":"when-you-know-change-is-needed-to-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256366"}},{"articleId":256360,"title":"The Escalator Effect of Values-Based Leadership","slug":"the-escalator-effect-of-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256360"}},{"articleId":255940,"title":"How to Troubleshoot Common Feedback Issues with Millennials","slug":"how-to-troubleshoot-common-feedback-issues-with-millennials","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255940"}},{"articleId":255937,"title":"How to Update Your Company's Review Sessions for Current Employees","slug":"how-to-update-your-companys-review-sessions-for-current-employees","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255937"}}]},"hasRelatedBookFromSearch":false,"relatedBook":{"bookId":282375,"slug":"managing-for-dummies-3rd-edition","isbn":"9780470618134","categoryList":["business-careers-money","business","management"],"amazon":{"default":"https://www.amazon.com/gp/product/0470618132/ref=as_li_tl?ie=UTF8&tag=wiley01-20","ca":"https://www.amazon.ca/gp/product/0470618132/ref=as_li_tl?ie=UTF8&tag=wiley01-20","indigo_ca":"http://www.tkqlhce.com/click-9208661-13710633?url=https://www.chapters.indigo.ca/en-ca/books/product/0470618132-item.html&cjsku=978111945484","gb":"https://www.amazon.co.uk/gp/product/0470618132/ref=as_li_tl?ie=UTF8&tag=wiley01-20","de":"https://www.amazon.de/gp/product/0470618132/ref=as_li_tl?ie=UTF8&tag=wiley01-20"},"image":{"src":"https://www.dummies.com/wp-content/uploads/managing-for-dummies-3rd-edition-cover-9780470618134-203x255.jpg","width":203,"height":255},"title":"Managing For Dummies","testBankPinActivationLink":"","bookOutOfPrint":false,"authorsInfo":"<p><b data-author-id=\"9062\">Bob Nelson, PhD,</b> is the founder and President of Nelson Motivation, Inc., a management training and consulting firm based in San Diego, California. He is the author of the multi-million copy best-selling book <i>1001 Ways to Reward Employees</i> and (with Peter Economy) <i>The Management Bible.</i> </p>\n<p><b data-author-id=\"9734\">Peter Economy</b> is the Associate Editor for <i>Leader to Leader</i> and is the bestselling author of more than 50 books. </p>","authors":[{"authorId":9062,"name":"Bob Nelson","slug":"bob-nelson","description":" <p><b>Eric Tyson, MBA,</b> has been a personal finance writer, lecturer, and counselor for the past 25+ years. He is the author or coauthor of numerous For Dummies bestsellers on personal finance, investing, and home buying.</p> <p><b>Bob Nelson, PhD,</b> is considered one of the world&#8217;s leading experts on employee engagement, recognition, and rewards. He is president of Nelson Motivation, Inc., a management training and consulting company that helps organizations improve their administration practices, programs, and systems. ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/9062"}},{"authorId":9734,"name":"Peter Economy","slug":"peter-economy","description":" <p><b>Lisa Rojany</b> is a writer and publishing professional. Lisa has her own company, Editorial Services of L.A., for writers of fiction and nonfiction.</p><p><b>Peter Economy</b> is a <i>Wall Street Journal</i> best-selling business author and ghostwriter with more than 125 books to his credit, including multiple <i>For Dummies</i> titles.</p> ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/9734"}}],"_links":{"self":"https://dummies-api.dummies.com/v2/books/"}},"collections":[],"articleAds":{"footerAd":"<div class=\"du-ad-region row\" id=\"article_page_adhesion_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_adhesion_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9780470618134&quot;]}]\" id=\"du-slot-63221b1ee3af7\"></div></div>","rightAd":"<div class=\"du-ad-region row\" id=\"article_page_right_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_right_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9780470618134&quot;]}]\" id=\"du-slot-63221b1ee4583\"></div></div>"},"articleType":{"articleType":"Cheat Sheet","articleList":[{"articleId":192809,"title":"Management 101: Maintaining Your Work-Life Balance","slug":"management-101-maintaining-your-work-life-balance","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/192809"}},{"articleId":192823,"title":"Supporting Yourself with Daily Affirmations for Managers","slug":"supporting-yourself-with-daily-affirmations-for-managers","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/192823"}},{"articleId":192813,"title":"Ten Ways for Managers to Motivate Employees","slug":"ten-ways-for-managers-to-motivate-employees","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/192813"}}],"content":[{"title":"Management 101: Maintaining your work-life balance","thumb":null,"image":null,"content":"<p>To ensure your long-term success as a manager, you want to understand how to effectively balance your life at work with your life at home. Maintaining this balance is an ongoing task; here are some of the best ways of doing it:</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">Don’t let your job consume you. Get away from your office or desk for a little downtime during the day. Even walking around the building for a few minutes can give you perspective.</p>\n</li>\n<li>\n<p class=\"first-para\">Spend more time with friends and family.</p>\n</li>\n<li>\n<p class=\"first-para\">Banish the working vacation from your life.</p>\n</li>\n<li>\n<p class=\"first-para\">Engage in a regular exercise routine.</p>\n</li>\n<li>\n<p class=\"first-para\">Accept what you can’t change and move on to things you can do something about.</p>\n</li>\n<li>\n<p class=\"first-para\">Take a couple minutes each day to sit back, close your eyes, take some deep breaths, and relax.</p>\n</li>\n<li>\n<p class=\"first-para\">Get to know your employees on a personal level.</p>\n</li>\n<li>\n<p class=\"first-para\">Keep a lid on your anger by remembering that everyone makes mistakes from time to time. Figure out what you can do to try to help your employees prevent the same thing from occurring again.</p>\n</li>\n</ul>\n"},{"title":"Supporting yourself with daily affirmations for managers","thumb":null,"image":null,"content":"<p>No one ever said that being a manager is easy. And if someone ever <i>did</i> say that, obviously he’s never been the boss. You can make <i>your</i> job as a manager easier by supporting yourself with the following daily affirmations:</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">The energy of your area and the people in it starts with you. Be an energizing manager.</p>\n</li>\n<li>\n<p class=\"first-para\">Managing is a people job. Put people first.</p>\n</li>\n<li>\n<p class=\"first-para\">Managing is what you do with people, not to people.</p>\n</li>\n<li>\n<p class=\"first-para\">Walk your talk; back up your words with actions. People believe what they see more than what they hear.</p>\n</li>\n<li>\n<p class=\"first-para\">You gain power when you share power with your employees.</p>\n</li>\n<li>\n<p class=\"first-para\">The best business is common sense.</p>\n</li>\n<li>\n<p class=\"first-para\">Always ask: What do your customers value, and how do you know that they value it?</p>\n</li>\n<li>\n<p class=\"first-para\">The best performance starts with clear goals.</p>\n</li>\n<li>\n<p class=\"first-para\">You get what you reward.</p>\n</li>\n<li>\n<p class=\"first-para\">If you can’t measure performance, you can’t manage it.</p>\n</li>\n<li>\n<p class=\"first-para\">It’s not personal, it’s business.</p>\n</li>\n<li>\n<p class=\"first-para\">If you don’t like the way things are today, be patient. Everything will change tomorrow.</p>\n</li>\n<li>\n<p class=\"first-para\">Make work fun. Doing so is good for you and for the bottom line.</p>\n</li>\n<li>\n<p class=\"first-para\">Don’t sweat the small stuff (it’s all small stuff).</p>\n</li>\n<li>\n<p class=\"first-para\">The simple approach is often the best approach.</p>\n</li>\n</ul>\n"},{"title":"Ten ways for managers to motivate employees","thumb":null,"image":null,"content":"<p>Employees may not need a pay raise as much as they do personal thanks from their manager for a job well done. Show your workers that you support them, and encourage better performance by motivating them in the following ways:</p>\n<ul class=\"level-one\">\n<li>\n<p class=\"first-para\">Personally thank employees for doing a good job — one on one, in writing, or both. Do it promptly, often, and sincerely.</p>\n</li>\n<li>\n<p class=\"first-para\">Be willing to take time to meet with and listen to employees. Give them as much time as they need or want.</p>\n</li>\n<li>\n<p class=\"first-para\">Provide specific feedback about the performance of the employee, the department, and the organization.</p>\n</li>\n<li>\n<p class=\"first-para\">Strive to create a work environment that is open, trusting, and fun. Encourage new ideas and initiative.</p>\n</li>\n<li>\n<p class=\"first-para\">Provide information about upcoming products and strategies, how the company makes and loses money, and how each employee fits into the overall plan.</p>\n</li>\n<li>\n<p class=\"first-para\">Involve employees in decisions, especially those decisions that directly affect them.</p>\n</li>\n<li>\n<p class=\"first-para\">Encourage employees to have a sense of ownership in their work and their work environment.</p>\n</li>\n<li>\n<p class=\"first-para\">Create a partnership with each employee, giving them a chance to grow and learn new skills. Show them how you can help them meet their goals within the context of meeting the organization’s goals.</p>\n</li>\n<li>\n<p class=\"first-para\">Celebrate successes of the company, the department, and the individuals in it. Take time for team- and morale-building meetings and activities.</p>\n</li>\n<li>\n<p class=\"first-para\">Use performance as the basis for recognizing, rewarding, and promoting people. Deal with low and marginal performers so that they improve their performance or leave the organization.</p>\n</li>\n</ul>\n"}],"videoInfo":{"videoId":null,"name":null,"accountId":null,"playerId":null,"thumbnailUrl":null,"description":null,"uploadDate":null}},"sponsorship":{"sponsorshipPage":false,"backgroundImage":{"src":null,"width":0,"height":0},"brandingLine":"","brandingLink":"","brandingLogo":{"src":null,"width":0,"height":0},"sponsorAd":"","sponsorEbookTitle":"","sponsorEbookLink":"","sponsorEbookImage":{"src":null,"width":0,"height":0}},"primaryLearningPath":"Advance","lifeExpectancy":"Five years","lifeExpectancySetFrom":"2022-02-22T00:00:00+00:00","dummiesForKids":"no","sponsoredContent":"no","adInfo":"","adPairKey":[]},"status":"publish","visibility":"public","articleId":209062},{"headers":{"creationTime":"2018-10-21T22:16:41+00:00","modifiedTime":"2018-10-21T22:16:41+00:00","timestamp":"2022-09-14T18:16:50+00:00"},"data":{"breadcrumbs":[{"name":"Business, Careers, & Money","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34224"},"slug":"business-careers-money","categoryId":34224},{"name":"Business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"},"slug":"business","categoryId":34225},{"name":"Management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"},"slug":"management","categoryId":34242}],"title":"The Quad—Four Generations Operating in the Workforce Today","strippedTitle":"the quad—four generations operating in the workforce today","slug":"the-quad-four-generations-operating-in-the-workforce-today","canonicalUrl":"","seo":{"metaDescription":"Having insight into your audience’s wants and desires will help you comprehend the factors that lead to their perceptions of authority, leadership, values, virt","noIndex":0,"noFollow":0},"content":"Having insight into your audience’s wants and desires will help you comprehend the factors that lead to their perceptions of authority, leadership, values, virtues, and work ethics. These are mobilizing factors. Here, you gain that insight by breaking down the workforce into the beautiful <em>Quad</em> — the four generations currently operating in the workforce today.\r\n\r\nDuring adolescence, people make determinations about what is cool, healthy, natural, and worth their time; sexuality emerges, and passion and ambition start to pique their interest. Opinions based on outside influences create the framework to ultimately determine what they want. The formative years also play a large part in determining how people will view the world. Their perceptions and reactions to different stimuli, such as how their parents raised them, current events, music, politics, and so on, create opportunities to draw conclusions on safety, security, money, career, government, and so on. These outside factors create their mindset and way of being in the world. Although no two people will react the same, general conclusions about generations can be derived.\r\n<p class=\"article-tips remember\">Listen with an open mind. Don’t judge. Be aware of what may be your own preconceived notions of who and what each generation in the Quad represents.</p>\r\nGenerational cohorts are defined by a period of development within a certain span of time. To some extent these boundaries are arbitrary, and defining and labeling generations can vary from sociologist to sociologist, though for the most part they vary by only a few years. The author uses the research of noted sociologists William Strauss and Neil Howe to bracket the generational periods. Feel free to adjust the years based on your understanding if needed.\r\n\r\nIn the figure, you may be surprised to be classified not as a Baby Boomer, but on the outer edge of Generation X. Or you may be more Millennial than you knew.\r\n\r\n[caption id=\"attachment_256372\" align=\"alignnone\" width=\"535\"]<img class=\"size-full wp-image-256372\" src=\"https://www.dummies.com/wp-content/uploads/vbl-quad.jpg\" alt=\"vbl-quad\" width=\"535\" height=\"203\" /> The current workforce Quad.[/caption]\r\n\r\nThere are three main generations that make up the current workforce: Baby Boomers, Generation X, and Millennials. On the outskirts are the almost completely retired Silent generation and the emerging Homeland generation. Together, they make up the “bumper” generations of the current workforce and are classified as the fourth part of the Quad.\r\n\r\nJust so you know, the Quad has mixed feelings about you, the leader, and what you can or can’t do. They wonder about your ethics, trustworthiness, and commitment. Are you surprised? You may chalk it up as normal, and it is. But you should know why they may mistrust you. Emotional intelligence, sensitivity, and reflective moments will be a staple on our journey together.\r\n\r\nEveryone has life experiences that help create perceptions of how things should or will be. Each cohort has reason to be skeptical and critical of leaders in general. Events and experiences may have caused them to mistrust authority and leadership. These events fostered the seeds of mistrust.\r\n\r\nWorkers of all ages have become exasperated by leaders who lack authenticity, compassion, and transparency. Will their leaders do what they say they’ll do when they say they’ll do it? Tell them the truth and take responsibility. For example, in 2015 Japan’s Takata Corporation recalled their airbags and set out to repairs tens of millions of products placed in Honda motor vehicles. However, it wasn’t without pressure from U.S. regulators that set this remedy in motion. Takata leadership took responsibility for the issue and ultimately made it right.\r\n<p class=\"article-tips remember\">The Quad is a reflection of our society — fatigued by empty promises, unaligned values, and the inability to trust authority. They want more. The good news is that they are willing to give more. You can’t change history or their life experiences, but there are some things you can do to change their experience right now. That starts with you, not them. Welcome to values-based leadership.</p>","description":"Having insight into your audience’s wants and desires will help you comprehend the factors that lead to their perceptions of authority, leadership, values, virtues, and work ethics. These are mobilizing factors. Here, you gain that insight by breaking down the workforce into the beautiful <em>Quad</em> — the four generations currently operating in the workforce today.\r\n\r\nDuring adolescence, people make determinations about what is cool, healthy, natural, and worth their time; sexuality emerges, and passion and ambition start to pique their interest. Opinions based on outside influences create the framework to ultimately determine what they want. The formative years also play a large part in determining how people will view the world. Their perceptions and reactions to different stimuli, such as how their parents raised them, current events, music, politics, and so on, create opportunities to draw conclusions on safety, security, money, career, government, and so on. These outside factors create their mindset and way of being in the world. Although no two people will react the same, general conclusions about generations can be derived.\r\n<p class=\"article-tips remember\">Listen with an open mind. Don’t judge. Be aware of what may be your own preconceived notions of who and what each generation in the Quad represents.</p>\r\nGenerational cohorts are defined by a period of development within a certain span of time. To some extent these boundaries are arbitrary, and defining and labeling generations can vary from sociologist to sociologist, though for the most part they vary by only a few years. The author uses the research of noted sociologists William Strauss and Neil Howe to bracket the generational periods. Feel free to adjust the years based on your understanding if needed.\r\n\r\nIn the figure, you may be surprised to be classified not as a Baby Boomer, but on the outer edge of Generation X. Or you may be more Millennial than you knew.\r\n\r\n[caption id=\"attachment_256372\" align=\"alignnone\" width=\"535\"]<img class=\"size-full wp-image-256372\" src=\"https://www.dummies.com/wp-content/uploads/vbl-quad.jpg\" alt=\"vbl-quad\" width=\"535\" height=\"203\" /> The current workforce Quad.[/caption]\r\n\r\nThere are three main generations that make up the current workforce: Baby Boomers, Generation X, and Millennials. On the outskirts are the almost completely retired Silent generation and the emerging Homeland generation. Together, they make up the “bumper” generations of the current workforce and are classified as the fourth part of the Quad.\r\n\r\nJust so you know, the Quad has mixed feelings about you, the leader, and what you can or can’t do. They wonder about your ethics, trustworthiness, and commitment. Are you surprised? You may chalk it up as normal, and it is. But you should know why they may mistrust you. Emotional intelligence, sensitivity, and reflective moments will be a staple on our journey together.\r\n\r\nEveryone has life experiences that help create perceptions of how things should or will be. Each cohort has reason to be skeptical and critical of leaders in general. Events and experiences may have caused them to mistrust authority and leadership. These events fostered the seeds of mistrust.\r\n\r\nWorkers of all ages have become exasperated by leaders who lack authenticity, compassion, and transparency. Will their leaders do what they say they’ll do when they say they’ll do it? Tell them the truth and take responsibility. For example, in 2015 Japan’s Takata Corporation recalled their airbags and set out to repairs tens of millions of products placed in Honda motor vehicles. However, it wasn’t without pressure from U.S. regulators that set this remedy in motion. Takata leadership took responsibility for the issue and ultimately made it right.\r\n<p class=\"article-tips remember\">The Quad is a reflection of our society — fatigued by empty promises, unaligned values, and the inability to trust authority. They want more. The good news is that they are willing to give more. You can’t change history or their life experiences, but there are some things you can do to change their experience right now. That starts with you, not them. Welcome to values-based leadership.</p>","blurb":"","authors":[{"authorId":11323,"name":"Maria Gamb","slug":"maria-gamb","description":" <p><b>Maria Gamb</b> is the founder and CEO of the coaching and training company NMS Communications. She is a regular contributor to <i>Forbes,</i> addressing women in leadership. In addition to values&#45;based leadership, she specializes in team collaboration and gender intelligence and communication. ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/11323"}}],"primaryCategoryTaxonomy":{"categoryId":34242,"title":"Management","slug":"management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"}},"secondaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"tertiaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"trendingArticles":null,"inThisArticle":[],"relatedArticles":{"fromBook":[{"articleId":256366,"title":"When You Know Change Is Needed to Values-Based Leadership","slug":"when-you-know-change-is-needed-to-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256366"}},{"articleId":256360,"title":"The Escalator Effect of Values-Based Leadership","slug":"the-escalator-effect-of-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256360"}},{"articleId":254069,"title":"How to Identify Postwar, Workaholic Boomers in the Workplace","slug":"identify-postwar-workaholic-boomers-workplace","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/254069"}},{"articleId":254066,"title":"How to Identify Workplace Latchkey, Self-Reliant GenXers","slug":"identify-workplace-latchkey-self-reliant-genxers","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/254066"}},{"articleId":254058,"title":"Digitally Savvy, Tenacious Millennials in the Workforce","slug":"digitally-savvy-tenacious-millennials-workforce","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/254058"}}],"fromCategory":[{"articleId":256366,"title":"When You Know Change Is Needed to Values-Based Leadership","slug":"when-you-know-change-is-needed-to-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256366"}},{"articleId":256360,"title":"The Escalator Effect of Values-Based Leadership","slug":"the-escalator-effect-of-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256360"}},{"articleId":255940,"title":"How to Troubleshoot Common Feedback Issues with Millennials","slug":"how-to-troubleshoot-common-feedback-issues-with-millennials","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255940"}},{"articleId":255937,"title":"How to Update Your Company's Review Sessions for Current Employees","slug":"how-to-update-your-companys-review-sessions-for-current-employees","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255937"}},{"articleId":255934,"title":"How to Give Employee Feedback in the Instantaneous Age","slug":"how-to-give-employee-feedback-in-the-instantaneous-age","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255934"}}]},"hasRelatedBookFromSearch":false,"relatedBook":{"bookId":282654,"slug":"values-based-leadership-for-dummies","isbn":"9781119453444","categoryList":["business-careers-money","business","management"],"amazon":{"default":"https://www.amazon.com/gp/product/1119453445/ref=as_li_tl?ie=UTF8&tag=wiley01-20","ca":"https://www.amazon.ca/gp/product/1119453445/ref=as_li_tl?ie=UTF8&tag=wiley01-20","indigo_ca":"http://www.tkqlhce.com/click-9208661-13710633?url=https://www.chapters.indigo.ca/en-ca/books/product/1119453445-item.html&cjsku=978111945484","gb":"https://www.amazon.co.uk/gp/product/1119453445/ref=as_li_tl?ie=UTF8&tag=wiley01-20","de":"https://www.amazon.de/gp/product/1119453445/ref=as_li_tl?ie=UTF8&tag=wiley01-20"},"image":{"src":"https://www.dummies.com/wp-content/uploads/values-based-leadership-for-dummies-cover-9781119453444-203x255.jpg","width":203,"height":255},"title":"Values-Based Leadership For Dummies","testBankPinActivationLink":"","bookOutOfPrint":false,"authorsInfo":"<p><b data-author-id=\"11323\">Maria Gamb</b> is the founder and CEO of the coaching and training company NMS Communications. She is a regular contributor to <i>Forbes,</i> addressing women in leadership. In addition to values-based leadership, she specializes in team collaboration and gender intelligence and communication. </p>","authors":[{"authorId":11323,"name":"Maria Gamb","slug":"maria-gamb","description":" <p><b>Maria Gamb</b> is the founder and CEO of the coaching and training company NMS Communications. She is a regular contributor to <i>Forbes,</i> addressing women in leadership. In addition to values&#45;based leadership, she specializes in team collaboration and gender intelligence and communication. ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/11323"}}],"_links":{"self":"https://dummies-api.dummies.com/v2/books/"}},"collections":[],"articleAds":{"footerAd":"<div class=\"du-ad-region row\" id=\"article_page_adhesion_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_adhesion_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9781119453444&quot;]}]\" id=\"du-slot-63221a92ef9d2\"></div></div>","rightAd":"<div class=\"du-ad-region row\" id=\"article_page_right_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_right_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9781119453444&quot;]}]\" id=\"du-slot-63221a92f022c\"></div></div>"},"articleType":{"articleType":"Articles","articleList":null,"content":null,"videoInfo":{"videoId":null,"name":null,"accountId":null,"playerId":null,"thumbnailUrl":null,"description":null,"uploadDate":null}},"sponsorship":{"sponsorshipPage":false,"backgroundImage":{"src":null,"width":0,"height":0},"brandingLine":"","brandingLink":"","brandingLogo":{"src":null,"width":0,"height":0},"sponsorAd":"","sponsorEbookTitle":"","sponsorEbookLink":"","sponsorEbookImage":{"src":null,"width":0,"height":0}},"primaryLearningPath":"Advance","lifeExpectancy":null,"lifeExpectancySetFrom":null,"dummiesForKids":"no","sponsoredContent":"no","adInfo":"","adPairKey":[]},"status":"publish","visibility":"public","articleId":256371},{"headers":{"creationTime":"2018-10-21T22:12:37+00:00","modifiedTime":"2018-10-21T22:12:37+00:00","timestamp":"2022-09-14T18:16:50+00:00"},"data":{"breadcrumbs":[{"name":"Business, Careers, & Money","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34224"},"slug":"business-careers-money","categoryId":34224},{"name":"Business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"},"slug":"business","categoryId":34225},{"name":"Management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"},"slug":"management","categoryId":34242}],"title":"When You Know Change Is Needed to Values-Based Leadership","strippedTitle":"when you know change is needed to values-based leadership","slug":"when-you-know-change-is-needed-to-values-based-leadership","canonicalUrl":"","seo":{"metaDescription":"Sometimes staying the course and holding steady are great. But at some point, everyone must upgrade their systems, thinking, and ways of being to continue to be","noIndex":0,"noFollow":0},"content":"Sometimes staying the course and holding steady are great. But at some point, everyone must upgrade their systems, thinking, and ways of being to continue to be viable.\r\n<p class=\"article-tips tech\">There’s a concept in nature called bifurcation. Bifurcation is a process that nature takes to renew itself. Usually it involves a disruption or inflammation that precipitates a split, a morphing into two. For example, deep forests are prone to fires. Within the forest are types of trees, spores, and other flora that require excessive heat for them to reproduce. With fire, they grow and multiply. Without it, they rot and die. One branch of possibility becomes life-affirming as a result of the disruption, and the other (without the disruption) could lead to the species becoming extinct.</p>\r\nWhen you apply bifurcation to business, you see that normal disruptions happen, and as a result — for example, the market crash in 2008 or massive corruption scandals — the system is forced to make a choice: review, reflect, and enact change, or do nothing at all. Doing the latter often results in the company petering out into extinction. Many companies and their leadership have taken this route.\r\n\r\n[caption id=\"attachment_256367\" align=\"alignnone\" width=\"535\"]<img class=\"size-full wp-image-256367\" src=\"https://www.dummies.com/wp-content/uploads/vbl-bifurcation.jpg\" alt=\"vbl-bifurcation\" width=\"535\" height=\"201\" /> Bifurcation decision point.[/caption]\r\n\r\nNot all disruptions or course corrections are a result of such large issues. Consider the following as potential signs that a change is needed in the leadership approach:\r\n<ul>\r\n \t<li><strong>Excessive competition:</strong> While competition will occur, overly aggressive and destructive or disruptive behavior will crumble teams. The attributes and principles of values-based leadership become the remedy.</li>\r\n \t<li><strong>Exclusions and exceptions:</strong> Creating an environment where only some people need to follow the rules disrupts the level playing field of fairness where everyone has access to opportunities.</li>\r\n \t<li><strong>Excessive gossip and rumors:</strong> These are key indicators that there is a lack of communication and lack of trust seeping into the organization.</li>\r\n \t<li><strong>Team failure:</strong> Teams fail to work together to reach their goals.</li>\r\n \t<li><strong>Us versus them:</strong> When teams, managers, and leaders are pitted against one another, progress is inhibited.</li>\r\n \t<li><strong>Employee turnover:</strong> High levels of turnover create gaps in wisdom and continuity in the organization.</li>\r\n \t<li><strong>The decline of trust and motivation:</strong> These elements create the foundation where people work together for the greater good of all involved.</li>\r\n \t<li><strong>Lack of ownership:</strong> Leaders and employees who aren’t tapped into the vision, mission, or purpose for the organization’s work create apathy.</li>\r\n \t<li><strong>Stagnation:</strong> Lack of innovation in processes, problem solving, products, services, production, sourcing, and technology causes a great deal of frustration for employees.</li>\r\n</ul>\r\n<p class=\"article-tips tip\">The preceding bullets cover just some of the many issues you can list as reasons to consider making a change. The figure illustrates the crossroads.</p>\r\nWhen the decision is made that something must change, which is where you may be in this moment, the next step is to conduct a review to determine how to course correct and then roll out adaptive action and rewrite the future. You may be on a course that’s not sustainable. People may begin walking away from the company, or apathy may continue to weigh down progress. In your heart, you’re probably thinking, <em>I just need to give this one more shot before I walk away.</em> Or: <em>This place has massive potential, but things have to change.</em>\r\n<p class=\"article-tips warning\">What’s scary is when leaders either refuse to see they have a problem or don’t care enough to make any changes. That, inevitably, leads to extinction — dismissal of leadership and potentially the failure of the company.</p>\r\n<p class=\"article-tips tip\">You make the choice to grow, change, and adapt and create a brighter future — or not. To make this choice, you need to be a leader who is open-minded, ruthlessly self-aware, and willing to look at the truth of your results. You also need to be savvy enough to understand that the world of business is changing. Will you keep up or be left behind?</p>\r\nAlthough remnants of the old, establishment way of operating linger on, this Millennial wave is becoming tremendously influential and will continue to lead us into a more progressive view of business. Already leaders of today are required to deploy a more comprehensive set of tools that go well beyond a technical skill set and a lofty education. Empathy and awareness are being added to leaders’ skill set. So-called “soft skills” are no longer considered intangibles. They’re a big component of why people will want to work for you and with you, and why they’ll aspire to follow the leadership image you provide for them.\r\n<p class=\"article-tips remember\">The use of self-reflection is important to gain insight into yourself and your motivations. You must consider what it will mean for you to operate in a “we” rather than “me” environment. Reframing how to view business differently sets the foundation for your journey:</p>\r\n\r\n<ul>\r\n \t<li>Is what I’m doing about me — or about them?</li>\r\n \t<li>Who is this serving — me or them?</li>\r\n \t<li>Am I setting up a culture that evolves around me — or around us?</li>\r\n</ul>\r\n<p class=\"article-tips remember\">You have to assess the selflessness of your leadership. You’ll need to make decisions that affect the whole. Knowing which course to take may become murky but be sure that you’re thinking of the whole — the we — of the organization. When it gets into me territory, you’re in trouble. Everyone has a survival mechanism that’s designed to look out for number one — to protect yourself. But when it comes to your leadership role, we must always be part of the equation.</p>","description":"Sometimes staying the course and holding steady are great. But at some point, everyone must upgrade their systems, thinking, and ways of being to continue to be viable.\r\n<p class=\"article-tips tech\">There’s a concept in nature called bifurcation. Bifurcation is a process that nature takes to renew itself. Usually it involves a disruption or inflammation that precipitates a split, a morphing into two. For example, deep forests are prone to fires. Within the forest are types of trees, spores, and other flora that require excessive heat for them to reproduce. With fire, they grow and multiply. Without it, they rot and die. One branch of possibility becomes life-affirming as a result of the disruption, and the other (without the disruption) could lead to the species becoming extinct.</p>\r\nWhen you apply bifurcation to business, you see that normal disruptions happen, and as a result — for example, the market crash in 2008 or massive corruption scandals — the system is forced to make a choice: review, reflect, and enact change, or do nothing at all. Doing the latter often results in the company petering out into extinction. Many companies and their leadership have taken this route.\r\n\r\n[caption id=\"attachment_256367\" align=\"alignnone\" width=\"535\"]<img class=\"size-full wp-image-256367\" src=\"https://www.dummies.com/wp-content/uploads/vbl-bifurcation.jpg\" alt=\"vbl-bifurcation\" width=\"535\" height=\"201\" /> Bifurcation decision point.[/caption]\r\n\r\nNot all disruptions or course corrections are a result of such large issues. Consider the following as potential signs that a change is needed in the leadership approach:\r\n<ul>\r\n \t<li><strong>Excessive competition:</strong> While competition will occur, overly aggressive and destructive or disruptive behavior will crumble teams. The attributes and principles of values-based leadership become the remedy.</li>\r\n \t<li><strong>Exclusions and exceptions:</strong> Creating an environment where only some people need to follow the rules disrupts the level playing field of fairness where everyone has access to opportunities.</li>\r\n \t<li><strong>Excessive gossip and rumors:</strong> These are key indicators that there is a lack of communication and lack of trust seeping into the organization.</li>\r\n \t<li><strong>Team failure:</strong> Teams fail to work together to reach their goals.</li>\r\n \t<li><strong>Us versus them:</strong> When teams, managers, and leaders are pitted against one another, progress is inhibited.</li>\r\n \t<li><strong>Employee turnover:</strong> High levels of turnover create gaps in wisdom and continuity in the organization.</li>\r\n \t<li><strong>The decline of trust and motivation:</strong> These elements create the foundation where people work together for the greater good of all involved.</li>\r\n \t<li><strong>Lack of ownership:</strong> Leaders and employees who aren’t tapped into the vision, mission, or purpose for the organization’s work create apathy.</li>\r\n \t<li><strong>Stagnation:</strong> Lack of innovation in processes, problem solving, products, services, production, sourcing, and technology causes a great deal of frustration for employees.</li>\r\n</ul>\r\n<p class=\"article-tips tip\">The preceding bullets cover just some of the many issues you can list as reasons to consider making a change. The figure illustrates the crossroads.</p>\r\nWhen the decision is made that something must change, which is where you may be in this moment, the next step is to conduct a review to determine how to course correct and then roll out adaptive action and rewrite the future. You may be on a course that’s not sustainable. People may begin walking away from the company, or apathy may continue to weigh down progress. In your heart, you’re probably thinking, <em>I just need to give this one more shot before I walk away.</em> Or: <em>This place has massive potential, but things have to change.</em>\r\n<p class=\"article-tips warning\">What’s scary is when leaders either refuse to see they have a problem or don’t care enough to make any changes. That, inevitably, leads to extinction — dismissal of leadership and potentially the failure of the company.</p>\r\n<p class=\"article-tips tip\">You make the choice to grow, change, and adapt and create a brighter future — or not. To make this choice, you need to be a leader who is open-minded, ruthlessly self-aware, and willing to look at the truth of your results. You also need to be savvy enough to understand that the world of business is changing. Will you keep up or be left behind?</p>\r\nAlthough remnants of the old, establishment way of operating linger on, this Millennial wave is becoming tremendously influential and will continue to lead us into a more progressive view of business. Already leaders of today are required to deploy a more comprehensive set of tools that go well beyond a technical skill set and a lofty education. Empathy and awareness are being added to leaders’ skill set. So-called “soft skills” are no longer considered intangibles. They’re a big component of why people will want to work for you and with you, and why they’ll aspire to follow the leadership image you provide for them.\r\n<p class=\"article-tips remember\">The use of self-reflection is important to gain insight into yourself and your motivations. You must consider what it will mean for you to operate in a “we” rather than “me” environment. Reframing how to view business differently sets the foundation for your journey:</p>\r\n\r\n<ul>\r\n \t<li>Is what I’m doing about me — or about them?</li>\r\n \t<li>Who is this serving — me or them?</li>\r\n \t<li>Am I setting up a culture that evolves around me — or around us?</li>\r\n</ul>\r\n<p class=\"article-tips remember\">You have to assess the selflessness of your leadership. You’ll need to make decisions that affect the whole. Knowing which course to take may become murky but be sure that you’re thinking of the whole — the we — of the organization. When it gets into me territory, you’re in trouble. Everyone has a survival mechanism that’s designed to look out for number one — to protect yourself. But when it comes to your leadership role, we must always be part of the equation.</p>","blurb":"","authors":[{"authorId":11323,"name":"Maria Gamb","slug":"maria-gamb","description":" <p><b>Maria Gamb</b> is the founder and CEO of the coaching and training company NMS Communications. She is a regular contributor to <i>Forbes,</i> addressing women in leadership. In addition to values&#45;based leadership, she specializes in team collaboration and gender intelligence and communication. ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/11323"}}],"primaryCategoryTaxonomy":{"categoryId":34242,"title":"Management","slug":"management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"}},"secondaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"tertiaryCategoryTaxonomy":{"categoryId":0,"title":null,"slug":null,"_links":null},"trendingArticles":null,"inThisArticle":[],"relatedArticles":{"fromBook":[{"articleId":256371,"title":"The Quad—Four Generations Operating in the Workforce Today","slug":"the-quad-four-generations-operating-in-the-workforce-today","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256371"}},{"articleId":256360,"title":"The Escalator Effect of Values-Based Leadership","slug":"the-escalator-effect-of-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256360"}},{"articleId":254069,"title":"How to Identify Postwar, Workaholic Boomers in the Workplace","slug":"identify-postwar-workaholic-boomers-workplace","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/254069"}},{"articleId":254066,"title":"How to Identify Workplace Latchkey, Self-Reliant GenXers","slug":"identify-workplace-latchkey-self-reliant-genxers","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/254066"}},{"articleId":254058,"title":"Digitally Savvy, Tenacious Millennials in the Workforce","slug":"digitally-savvy-tenacious-millennials-workforce","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/254058"}}],"fromCategory":[{"articleId":256371,"title":"The Quad—Four Generations Operating in the Workforce Today","slug":"the-quad-four-generations-operating-in-the-workforce-today","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256371"}},{"articleId":256360,"title":"The Escalator Effect of Values-Based Leadership","slug":"the-escalator-effect-of-values-based-leadership","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/256360"}},{"articleId":255940,"title":"How to Troubleshoot Common Feedback Issues with Millennials","slug":"how-to-troubleshoot-common-feedback-issues-with-millennials","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255940"}},{"articleId":255937,"title":"How to Update Your Company's Review Sessions for Current Employees","slug":"how-to-update-your-companys-review-sessions-for-current-employees","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255937"}},{"articleId":255934,"title":"How to Give Employee Feedback in the Instantaneous Age","slug":"how-to-give-employee-feedback-in-the-instantaneous-age","categoryList":["business-careers-money","business","management"],"_links":{"self":"https://dummies-api.dummies.com/v2/articles/255934"}}]},"hasRelatedBookFromSearch":false,"relatedBook":{"bookId":282654,"slug":"values-based-leadership-for-dummies","isbn":"9781119453444","categoryList":["business-careers-money","business","management"],"amazon":{"default":"https://www.amazon.com/gp/product/1119453445/ref=as_li_tl?ie=UTF8&tag=wiley01-20","ca":"https://www.amazon.ca/gp/product/1119453445/ref=as_li_tl?ie=UTF8&tag=wiley01-20","indigo_ca":"http://www.tkqlhce.com/click-9208661-13710633?url=https://www.chapters.indigo.ca/en-ca/books/product/1119453445-item.html&cjsku=978111945484","gb":"https://www.amazon.co.uk/gp/product/1119453445/ref=as_li_tl?ie=UTF8&tag=wiley01-20","de":"https://www.amazon.de/gp/product/1119453445/ref=as_li_tl?ie=UTF8&tag=wiley01-20"},"image":{"src":"https://www.dummies.com/wp-content/uploads/values-based-leadership-for-dummies-cover-9781119453444-203x255.jpg","width":203,"height":255},"title":"Values-Based Leadership For Dummies","testBankPinActivationLink":"","bookOutOfPrint":false,"authorsInfo":"<p><b data-author-id=\"11323\">Maria Gamb</b> is the founder and CEO of the coaching and training company NMS Communications. She is a regular contributor to <i>Forbes,</i> addressing women in leadership. In addition to values-based leadership, she specializes in team collaboration and gender intelligence and communication. </p>","authors":[{"authorId":11323,"name":"Maria Gamb","slug":"maria-gamb","description":" <p><b>Maria Gamb</b> is the founder and CEO of the coaching and training company NMS Communications. She is a regular contributor to <i>Forbes,</i> addressing women in leadership. In addition to values&#45;based leadership, she specializes in team collaboration and gender intelligence and communication. ","hasArticle":false,"_links":{"self":"https://dummies-api.dummies.com/v2/authors/11323"}}],"_links":{"self":"https://dummies-api.dummies.com/v2/books/"}},"collections":[],"articleAds":{"footerAd":"<div class=\"du-ad-region row\" id=\"article_page_adhesion_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_adhesion_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9781119453444&quot;]}]\" id=\"du-slot-63221a92e840c\"></div></div>","rightAd":"<div class=\"du-ad-region row\" id=\"article_page_right_ad\"><div class=\"du-ad-unit col-md-12\" data-slot-id=\"article_page_right_ad\" data-refreshed=\"false\" \r\n data-target = \"[{&quot;key&quot;:&quot;cat&quot;,&quot;values&quot;:[&quot;business-careers-money&quot;,&quot;business&quot;,&quot;management&quot;]},{&quot;key&quot;:&quot;isbn&quot;,&quot;values&quot;:[&quot;9781119453444&quot;]}]\" id=\"du-slot-63221a92e8c7a\"></div></div>"},"articleType":{"articleType":"Articles","articleList":null,"content":null,"videoInfo":{"videoId":null,"name":null,"accountId":null,"playerId":null,"thumbnailUrl":null,"description":null,"uploadDate":null}},"sponsorship":{"sponsorshipPage":false,"backgroundImage":{"src":null,"width":0,"height":0},"brandingLine":"","brandingLink":"","brandingLogo":{"src":null,"width":0,"height":0},"sponsorAd":"","sponsorEbookTitle":"","sponsorEbookLink":"","sponsorEbookImage":{"src":null,"width":0,"height":0}},"primaryLearningPath":"Advance","lifeExpectancy":null,"lifeExpectancySetFrom":null,"dummiesForKids":"no","sponsoredContent":"no","adInfo":"","adPairKey":[]},"status":"publish","visibility":"public","articleId":256366},{"headers":{"creationTime":"2018-10-21T22:01:53+00:00","modifiedTime":"2018-10-21T22:07:07+00:00","timestamp":"2022-09-14T18:16:50+00:00"},"data":{"breadcrumbs":[{"name":"Business, Careers, & Money","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34224"},"slug":"business-careers-money","categoryId":34224},{"name":"Business","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34225"},"slug":"business","categoryId":34225},{"name":"Management","_links":{"self":"https://dummies-api.dummies.com/v2/categories/34242"},"slug":"management","categoryId":34242}],"title":"The Escalator Effect of Values-Based Leadership","strippedTitle":"the escalator effect of values-based leadership","slug":"the-escalator-effect-of-values-based-leadership","canonicalUrl":"","seo":{"metaDescription":"Values-based leadership (VBL) continues the evolution of how we choose to engage in business. It’s the next step in the integration of one of the initial Consci","noIndex":0,"noFollow":0},"content":"Values-based leadership (VBL) continues the evolution of how we choose to engage in business. It’s the next step in the integration of one of the initial Conscious Capitalism principles: Business is good, noble, and heroic because it provides ethical opportunities for everyone.\r\n\r\nVBL expands on Conscious Capitalism using a specific, yet customizable, set of values as the platform for norms of doing business with others and internally. Each step in this leadership model leads to an organization that performs at maximum capacity.\r\n\r\n[caption id=\"attachment_256361\" align=\"alignnone\" width=\"535\"]<img class=\"size-full wp-image-256361\" src=\"https://www.dummies.com/wp-content/uploads/vbl-escalator.jpg\" alt=\"vbl-escalator\" width=\"535\" height=\"359\" /> Leadership escalator.[/caption]\r\n<p class=\"article-tips remember\">Within each of the five sectors, specific tasks, actions, and behaviors need to be instituted. This is the starting point of your journey. Here is an overview of what each sector means:</p>\r\n\r\n<ul>\r\n \t<li><strong>Values-Based Principles:</strong> There is a difference between what’s implied and what’s expected. Clarity on which principles are selected by each leader for themselves and their organizations is the foundation for the process.</li>\r\n \t<li><strong>Character of Leadership:</strong> You’ll hear me say many times that character can’t be faked. It can be evolved and directed in more constructive ways, but it’s not something you can fake, not for long. It is who you are. On our journey, I’ll show you how, where, and why you need to expand on who you are to become the leader others really need and want right now.</li>\r\n \t<li><strong>Building an Environment of Trust:</strong> This is the part of your company culture that’s crucial — without it, you’ll fail. Trust in the leadership, one another, and the path you’re all on together will determine how productive your teams will be. Simply put, if they don’t trust you, they most certainly won’t follow you, at least not wholeheartedly.</li>\r\n \t<li><strong>Employees Engaged:</strong> Either they’re part of the process and the organization’s success, or they aren’t. Your willingness to invest in them will speak volumes to them. That investment comes in a variety of applications, such as training, development, benefits, perks, and simply making them part of the process.</li>\r\n \t<li><strong>Performing at Maximum Capacity:</strong> The first four elements bring us to this point. Let’s reverse the thought process. Engaged employees who are actively involved in the company’s success are working from a place of trust. They are all in. This was achieved because the leader has led by example with clarity, consistency, and empathy. People love working with people who they truly believe have their best interests at heart, and not just the bottom line.</li>\r\n</ul>\r\nSo, are you in? Your reaction to the top-level view will tell you a lot about your own capacity to evolve, change, grow, and adapt. What’s your willingness level at this point? Rank it from one to five. One means “I’m really not interested at all.” Three means, “You’ve got my attention but I’m not sure,” and five means, “I’m all in.”\r\n\r\nIf you’re at a three, teetering in either direction, <a href=\"https://www.dummies.com/business/management/4-bes-values-based-leadership/\">read on</a>. Fours and fives, you’re definitely in the right place.","description":"Values-based leadership (VBL) continues the evolution of how we choose to engage in business. It’s the next step in the integration of one of the initial Conscious Capitalism principles: Business is good, noble, and heroic because it provides ethical opportunities for everyone.\r\n\r\nVBL expands on Conscious Capitalism using a specific, yet customizable, set of values as the platform for norms of doing business with others and internally. Each step in this leadership model leads to an organization that performs at maximum capacity.\r\n\r\n[caption id=\"attachment_256361\" align=\"alignnone\" width=\"535\"]<img class=\"size-full wp-image-256361\" src=\"https://www.dummies.com/wp-content/uploads/vbl-escalator.jpg\" alt=\"vbl-escalator\" width=\"535\" height=\"359\" /> Leadership escalator.[/caption]\r\n<p class=\"article-tips remember\">Within each of the five sectors, specific tasks, actions, and behaviors need to be instituted. This is the starting point of your journey. Here is an overview of what each sector means:</p>\r\n\r\n<ul>\r\n \t<li><strong>Values-Based Principles:</strong> There is a difference between what’s implied and what’s expected. Clarity on which principles are selected by each leader for themselves and their organizations is the foundation for the process.</li>\r\n \t<li><strong>Character of Leadership:</strong> You’ll hear me say many times that character can’t be faked. It can be evolved and directed in more constructive ways, but it’s not something you can fake, not for long. It is who you are. On our journey, I’ll show you how, where, and why you need to expand on who you are to become the leader others really need and want right now.</li>\r\n \t<li><strong>Building an Environment of Trust:</strong> This is the part of your company culture that’s crucial — without it, you’ll fail. Trust in the leadership, one another, and the path you’re all on together will determine how productive your teams will be. Simply put, if they don’t trust you, they most certainly won’t follow you, at least not wholeheartedly.</li>\r\n \t<li><strong>Employees Engaged:</strong> Either they’re part of the process and the organization’s success, or they aren’t. Your willingness to invest in them will speak volumes to them. That investment comes in a variety of applications, such as training, development, benefits, perks, and simply making them part of the process.</li>\r\n \t<li><strong>Performing at Maximum Capacity:</strong> The first four elements bring us to this point. Let’s reverse the thought process. Engaged employees who are actively involved in the company’s success are working from a place of trust. They are all in. This was achieved because the leader has led by example with clarity, consistency, and empathy. People love working with people who they truly believe have their best interests at heart, and not just the bottom line.</li>\r\n</ul>\r\nSo, are you in? Your reaction to the top-level view will tell you a lot about your own capacity to evolve, change, grow, and adapt. What’s your willingness level at this point? Rank it from one to five. One means “I’m really not interested at all.” Three means, “You’ve got my attention but I’m not sure,” and five means, “I’m all in.”\r\n\r\nIf you’re at a three, teetering in either direction, <a href=\"https://www.dummies.com/business/management/4-bes-values-based-leadership/\">read on</a>. Fours and fives, you’re definitely in the right place.","blurb":"","authors":[{"authorId":11323,"name":"Maria Gamb","slug":"maria-gamb","description":" <p><b>Maria Gamb</b> is the founder and CEO of the coaching and training company NMS Communications. She is a regular contributor to <i>Forbes,</i> addressing women in leadership. In addition to values&#45;based leadership, she specializes in team collaboration and gender intelligence and communication. 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Management Articles

Managing and business coaching has changed a lot in the last twenty years. Stay up-to-date with the latest methods here.

Articles From Management

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Management Health and Safety at Work For Dummies Cheat Sheet

Cheat Sheet / Updated 05-02-2023

Managing health and safety in any organisation may seem like an enormous task, but don’t forget that it’s not all down to you: Everyone needs to take personal responsibility for their own health and safety, and that of others. At the heart of UK law is a co-operative ethic —employers, employees and the self-employed all need to exercise care in what they do. This Cheat Sheet will help you get started with health and safety management and ensure that your team sees health and safety as an essential element of your organisation.

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Management Millennials Compared to Others in the Workforce

Article / Updated 04-14-2023

If you're a manager, it helps to know about some of the general characteristics of the different generations working in your company. It's impossible to learn about any generation in a vacuum. For example, if you want to know how to be a better manager for Millennials, it's important to know a little bit about the generations before and after them. Take a quick peak at the chart below to acquaint yourself with the other folks in the generational melting pot of today's work world. Birth Year Generation Traits Born prior to 1946 Traditionalist Loyal, fiscally conservative, faith in institutions, self-sacrificing 1946–1964 Baby Boomer Competitive, optimistic, professional, eager to put their stamp on the world 1965–1979 Generation X Independent, resourceful, skeptical, entrepreneurial 1980–1995 Millennial Collaborative, tech-savvy, diverse, adaptive 1996–2010* Generation Edge Pragmatic, resilient, self-reliant, tech-innate *Because Gen Edgers are still in the midst of their formative years (roughly their teenage years), 2010 is an informed estimate of the last year in the Gen Edge birth year bracket. As they move through their formative years and more research emerges, this number may change. Now that you know your place on the generational timeline, your managerial brain could be pondering just how your traits both help and hinder you with the Millennial generation, for example. Assuming that nearly every manager falls into one of three generational categories (seeing that Traditionalists make up less than 2 percent of the workforce and older Gen Edgers are newbies to the working world), take a look at how you may be similar or different to the Millennials you manage: If you're a Baby Boomer managing a Millennial: Why you'll jive: You're both optimists. Boomers are known for rallying behind big ideas, and Millennials are much the same. These two generations can connect over possibilities and dreaming up what could be, favoring brainstorming sessions and working for a mission-driven organization. Why you'll clash: You define hard work differently. Whereas Boomers are known for their work ethic of arriving early, dressing for success, and staying late, Millennials are stereotyped as being lazy. To a Millennial, hard work is defined by results, even if that means arriving late and opting to work late into the night from a coffee shop. If you're a Generation Xer managing a Millennial: Why you'll jive: You both seek transparency. Millennials and Generation Xers value honesty above almost all else from their leadership. Xers and Millennials saw institutions crumble in their youth, so to build trust with them it takes extra effort, and a heavy dose of transparency, on the part of leaders and managers. Why you'll clash: One of you grew up with the motto "There is no 'I' in team." While Xers take pride in completing a project alone, Millennials take pride in team wins. They both respect independent and collaborative work, but Millennials are more prone to brainstorming meetings, frequent check-ins, and group projects. If you're a Millennial managing a Millennial: Why you'll jive: You both value the #workfamily. Every Millennial knows that a great workplace is one where you can (for the most part) be comfortable being yourself. This makes for an environment where it's easy for Millennial managers to bond with their Millennial employees. Why you'll clash: You both value #workfamily, but you're the boss. When Millennials step into leadership, they have to take on a new persona. Suddenly, conversations that go too far into the informal (for example, a play-by-play of a direct report's crazy weekend) start feeling inappropriate, and a line now has to be drawn that might not have been necessary before. Pulling that boss card, especially the first time, can be a challenge.

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Management Coaching & Mentoring For Dummies Cheat Sheet

Cheat Sheet / Updated 04-13-2022

Forget tired old management techniques that enforce a strict hierarchy. The way to engage employees is to actively coach and mentor them. Make meetings lively and purposeful and ensure employees are engaged and committed to the team and the company. Successful coaching and mentoring incorporates company, team, and individual goals to meet the objectives of each.

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Management Values-Based Leadership For Dummies Cheat Sheet

Cheat Sheet / Updated 04-12-2022

Values-based leadership (VBL) is based on core values, setting the foundation for how everyone in a company will engage and creating an expectation that the leader always operates for the greater good of all. The idea is that the leader has a well-developed character that establishes an environment of mutual respect, fairness, and trust, at a minimum. VBL serves as the guiding force to create a healthy company culture. It all starts with the leader. Here are a few key highlights for anyone considering a VBL model for an organization.

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Management Leadership For Dummies Cheat Sheet

Cheat Sheet / Updated 03-10-2022

Great leaders have certain qualities that motivate those around them. But beyond leadership qualities, you have to develop your mission as a leader and then continuously examine your strengths, weaknesses, opportunities, and threats (shortened to SWOT) to keep yourself and your team at the top of your game.

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Management What Does the New Millennial Working Mom Look Like?

Article / Updated 03-07-2022

Millennial moms are a big part of the workforce. How wonderful is it that the world now is less June Cleaver and more Lorelai Gilmore? Working mothers have had to chart an unknown and obstacle-ridden path for decades, and now Millennials are clearing their own way. What she looks like To get an understanding of how this working mom is different from generations past, consider the following: She is sharing. Both partners in a relationship share the roles more evenly in parenting now but, by and large, women (if studying a male-female relationship) are more likely to say that they will make career sacrifices for their families. See these stats from the Pew Research Center. She is networked. About 90 percent of Millennial moms find social media helpful in their parenting process, using blogs, crowdsourcing, and Facebook pages as a way to stay up-to-date on the latest trends, tips, and advice for Millennial mothers (Crowdtap, 2016). “We have so much access to tech now. From daycares that have cameras where you can check in, to teachers who respond via text or email, and there’s so much out there for working moms.” — Michelle S., Millennial She is not as common as you’d think. Progress continues to be made with a higher number of women returning to work after having a child, and there are fewer hiring discrepancies for working moms in big roles. However, the great strides that women have been taking are starting to take a dip. As of 1990, the United States boasted having one of the world’s highest employment rates for women. However, according to data from the Organization for Economic Cooperation and Development, after rates consistently climbed for more than 60 years, the percentage of women (ages 25 to 54) at work has been declining as of late, falling from 74 percent in 1999 to 69 percent today. While it’s hardly a steep drop, it is worth noting. Lack of flexibility and the ability to work from home are making qualified and successful women feel like parenthood and working don’t mix. She is ambitious but concerned. According to a Pew Research Center study in 2015, 58 percent of Millennial moms are concerned about how their parenthood will impact their careers Will the DINKy (Dual Income No Kids) peer of hers get the job instead because she has more flexibility and fewer time constraints? How you can best manage the Millennial mom Managers have a unique ability to make a big difference for these women. Millennial-mom employees are looking to their managers for guidance, resources, and tools to make the most out of their careers while also being the rock-star mom they know they can be deep inside. Managers should consider simple things that they can do to better connect with her: Take a genuine interest in her personal life. Give her as much freedom and flexibility as possible. Don’t be afraid to talk about it. Support her. If you don’t know how, ask. Don’t make assumptions about what she will or won’t do after she has a baby (or two or three). Ask questions. Be sure to ask Millennial dads the same ones.

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Management Managing For Dummies Cheat Sheet

Cheat Sheet / Updated 02-22-2022

Being a manager is tough. Your responsibilities include improving the morale and performance of your team (even in the worst of times), staying current on social media and new communications, and being the boss who does everything from delegating to playing office politics with success. Take care of yourself first, by maintaining a good work-life balance and supporting yourself with daily affirmations, and then you can concentrate on motivating your employees.

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Management The Quad—Four Generations Operating in the Workforce Today

Article / Updated 10-21-2018

Having insight into your audience’s wants and desires will help you comprehend the factors that lead to their perceptions of authority, leadership, values, virtues, and work ethics. These are mobilizing factors. Here, you gain that insight by breaking down the workforce into the beautiful Quad — the four generations currently operating in the workforce today. During adolescence, people make determinations about what is cool, healthy, natural, and worth their time; sexuality emerges, and passion and ambition start to pique their interest. Opinions based on outside influences create the framework to ultimately determine what they want. The formative years also play a large part in determining how people will view the world. Their perceptions and reactions to different stimuli, such as how their parents raised them, current events, music, politics, and so on, create opportunities to draw conclusions on safety, security, money, career, government, and so on. These outside factors create their mindset and way of being in the world. Although no two people will react the same, general conclusions about generations can be derived. Listen with an open mind. Don’t judge. Be aware of what may be your own preconceived notions of who and what each generation in the Quad represents. Generational cohorts are defined by a period of development within a certain span of time. To some extent these boundaries are arbitrary, and defining and labeling generations can vary from sociologist to sociologist, though for the most part they vary by only a few years. The author uses the research of noted sociologists William Strauss and Neil Howe to bracket the generational periods. Feel free to adjust the years based on your understanding if needed. In the figure, you may be surprised to be classified not as a Baby Boomer, but on the outer edge of Generation X. Or you may be more Millennial than you knew. There are three main generations that make up the current workforce: Baby Boomers, Generation X, and Millennials. On the outskirts are the almost completely retired Silent generation and the emerging Homeland generation. Together, they make up the “bumper” generations of the current workforce and are classified as the fourth part of the Quad. Just so you know, the Quad has mixed feelings about you, the leader, and what you can or can’t do. They wonder about your ethics, trustworthiness, and commitment. Are you surprised? You may chalk it up as normal, and it is. But you should know why they may mistrust you. Emotional intelligence, sensitivity, and reflective moments will be a staple on our journey together. Everyone has life experiences that help create perceptions of how things should or will be. Each cohort has reason to be skeptical and critical of leaders in general. Events and experiences may have caused them to mistrust authority and leadership. These events fostered the seeds of mistrust. Workers of all ages have become exasperated by leaders who lack authenticity, compassion, and transparency. Will their leaders do what they say they’ll do when they say they’ll do it? Tell them the truth and take responsibility. For example, in 2015 Japan’s Takata Corporation recalled their airbags and set out to repairs tens of millions of products placed in Honda motor vehicles. However, it wasn’t without pressure from U.S. regulators that set this remedy in motion. Takata leadership took responsibility for the issue and ultimately made it right. The Quad is a reflection of our society — fatigued by empty promises, unaligned values, and the inability to trust authority. They want more. The good news is that they are willing to give more. You can’t change history or their life experiences, but there are some things you can do to change their experience right now. That starts with you, not them. Welcome to values-based leadership.

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Management When You Know Change Is Needed to Values-Based Leadership

Article / Updated 10-21-2018

Sometimes staying the course and holding steady are great. But at some point, everyone must upgrade their systems, thinking, and ways of being to continue to be viable. There’s a concept in nature called bifurcation. Bifurcation is a process that nature takes to renew itself. Usually it involves a disruption or inflammation that precipitates a split, a morphing into two. For example, deep forests are prone to fires. Within the forest are types of trees, spores, and other flora that require excessive heat for them to reproduce. With fire, they grow and multiply. Without it, they rot and die. One branch of possibility becomes life-affirming as a result of the disruption, and the other (without the disruption) could lead to the species becoming extinct. When you apply bifurcation to business, you see that normal disruptions happen, and as a result — for example, the market crash in 2008 or massive corruption scandals — the system is forced to make a choice: review, reflect, and enact change, or do nothing at all. Doing the latter often results in the company petering out into extinction. Many companies and their leadership have taken this route. Not all disruptions or course corrections are a result of such large issues. Consider the following as potential signs that a change is needed in the leadership approach: Excessive competition: While competition will occur, overly aggressive and destructive or disruptive behavior will crumble teams. The attributes and principles of values-based leadership become the remedy. Exclusions and exceptions: Creating an environment where only some people need to follow the rules disrupts the level playing field of fairness where everyone has access to opportunities. Excessive gossip and rumors: These are key indicators that there is a lack of communication and lack of trust seeping into the organization. Team failure: Teams fail to work together to reach their goals. Us versus them: When teams, managers, and leaders are pitted against one another, progress is inhibited. Employee turnover: High levels of turnover create gaps in wisdom and continuity in the organization. The decline of trust and motivation: These elements create the foundation where people work together for the greater good of all involved. Lack of ownership: Leaders and employees who aren’t tapped into the vision, mission, or purpose for the organization’s work create apathy. Stagnation: Lack of innovation in processes, problem solving, products, services, production, sourcing, and technology causes a great deal of frustration for employees. The preceding bullets cover just some of the many issues you can list as reasons to consider making a change. The figure illustrates the crossroads. When the decision is made that something must change, which is where you may be in this moment, the next step is to conduct a review to determine how to course correct and then roll out adaptive action and rewrite the future. You may be on a course that’s not sustainable. People may begin walking away from the company, or apathy may continue to weigh down progress. In your heart, you’re probably thinking, I just need to give this one more shot before I walk away. Or: This place has massive potential, but things have to change. What’s scary is when leaders either refuse to see they have a problem or don’t care enough to make any changes. That, inevitably, leads to extinction — dismissal of leadership and potentially the failure of the company. You make the choice to grow, change, and adapt and create a brighter future — or not. To make this choice, you need to be a leader who is open-minded, ruthlessly self-aware, and willing to look at the truth of your results. You also need to be savvy enough to understand that the world of business is changing. Will you keep up or be left behind? Although remnants of the old, establishment way of operating linger on, this Millennial wave is becoming tremendously influential and will continue to lead us into a more progressive view of business. Already leaders of today are required to deploy a more comprehensive set of tools that go well beyond a technical skill set and a lofty education. Empathy and awareness are being added to leaders’ skill set. So-called “soft skills” are no longer considered intangibles. They’re a big component of why people will want to work for you and with you, and why they’ll aspire to follow the leadership image you provide for them. The use of self-reflection is important to gain insight into yourself and your motivations. You must consider what it will mean for you to operate in a “we” rather than “me” environment. Reframing how to view business differently sets the foundation for your journey: Is what I’m doing about me — or about them? Who is this serving — me or them? Am I setting up a culture that evolves around me — or around us? You have to assess the selflessness of your leadership. You’ll need to make decisions that affect the whole. Knowing which course to take may become murky but be sure that you’re thinking of the whole — the we — of the organization. When it gets into me territory, you’re in trouble. Everyone has a survival mechanism that’s designed to look out for number one — to protect yourself. But when it comes to your leadership role, we must always be part of the equation.

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Management The Escalator Effect of Values-Based Leadership

Article / Updated 10-21-2018

Values-based leadership (VBL) continues the evolution of how we choose to engage in business. It’s the next step in the integration of one of the initial Conscious Capitalism principles: Business is good, noble, and heroic because it provides ethical opportunities for everyone. VBL expands on Conscious Capitalism using a specific, yet customizable, set of values as the platform for norms of doing business with others and internally. Each step in this leadership model leads to an organization that performs at maximum capacity. Within each of the five sectors, specific tasks, actions, and behaviors need to be instituted. This is the starting point of your journey. Here is an overview of what each sector means: Values-Based Principles: There is a difference between what’s implied and what’s expected. Clarity on which principles are selected by each leader for themselves and their organizations is the foundation for the process. Character of Leadership: You’ll hear me say many times that character can’t be faked. It can be evolved and directed in more constructive ways, but it’s not something you can fake, not for long. It is who you are. On our journey, I’ll show you how, where, and why you need to expand on who you are to become the leader others really need and want right now. Building an Environment of Trust: This is the part of your company culture that’s crucial — without it, you’ll fail. Trust in the leadership, one another, and the path you’re all on together will determine how productive your teams will be. Simply put, if they don’t trust you, they most certainly won’t follow you, at least not wholeheartedly. Employees Engaged: Either they’re part of the process and the organization’s success, or they aren’t. Your willingness to invest in them will speak volumes to them. That investment comes in a variety of applications, such as training, development, benefits, perks, and simply making them part of the process. Performing at Maximum Capacity: The first four elements bring us to this point. Let’s reverse the thought process. Engaged employees who are actively involved in the company’s success are working from a place of trust. They are all in. This was achieved because the leader has led by example with clarity, consistency, and empathy. People love working with people who they truly believe have their best interests at heart, and not just the bottom line. So, are you in? Your reaction to the top-level view will tell you a lot about your own capacity to evolve, change, grow, and adapt. What’s your willingness level at this point? Rank it from one to five. One means “I’m really not interested at all.” Three means, “You’ve got my attention but I’m not sure,” and five means, “I’m all in.” If you’re at a three, teetering in either direction, read on. Fours and fives, you’re definitely in the right place.

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