Generation of people born between the early-to-mid 1960s and early 1980s
Cracking the Millennial Code Episode #457 with Ryan Vet Now, more than ever, we coexist with multiple generations in the workplace. And to help you navigate the challenges that can bring, Kirk Behrendt brings in Ryan Vet, owner of Speaking Consulting Network and author of Cracking the Millennial Code, to share advice that will help you better understand the people you work with. Cancel generational stereotypes, not one another! To create a balanced, collaborative environment, listen to Episode 457 of The Best Practices Show! Main Takeaways: Understand what shapes someone's identity and personality. Learn how to listen to people different from yourself. Don't make generalizations about others. We are more similar than we think. Give people grace. Quotes: “The first thing that is most important, and people don't often start here, is what are your priorities? Priorities are different than your goals. Your goals are, ‘I want to have this much in the bank account,' or, ‘I want to be on the cover of this magazine or be interviewed on this news station.' And all those goals are great. But priorities are really, what are those things that no matter what you're doing in life, whether you're being the best toilet scrubber you can be — which, I have owned cleaning companies and I have scrubbed plenty of toilets in my day — or you're running a multinational company, what are those things that never change?” (4:30—4:57) “If you get your priorities straight, you can do just about anything you want.” (5:07—5:10) “Even in my own career when I've seen things not go the way I had hoped, or encountered failures, often, it's because those priorities are not in the right order, and you start to get off-kilter.” (5:10—5:20) “[The second piece of advice] would be, surround yourself with people. I always have three people in my life. The first is my co-runner, someone I'm running alongside of, someone that's in the same stage of life, going through the same things. The second person I always have is the forerunner, the person who's run ahead of me, who has been there, to mentor. And then, the third person I have is someone that's a couple steps behind me, because I often find that as I'm trying to coach or mentor someone else that's coming up and is a little bit younger or trying to get into a new career path, I learn more from trying to coach them than anything else that I do.” (5:23—5:58) “The title [of my book] has “millennial” in it. It's really not about millennials that much at all. In fact, if you look at page count, maybe only 20% to 30% of it is about millennials. The rest of it is this intergenerational connection, how they interact, and how one generation influences the next generation. And the reality is, whether you're in a corporate office, a dental office, at home, or your neighborhood, you're having some of these interactions with people from different generations, or that were raised by parents of a different generation, which is something I talk a little bit about in the book as well. You could be a millennial born to boomer parents or Gen Xer parents, and you're going to be a different millennial than your fellow coworker or classmate.” (8:57—9:40) “We all have blind spots. And so, as I was doing research, of course, I knew all the stigmas that millennials are known for. In fact, the back cover basically has a list of the things that millennials often get dinged on as far as their flaws. But what I quickly found was, we are the way we are because of our parents. And our parents are the way they are because of their parents and the way they were raised.” (10:18—10:42) “When it comes to hiring, understanding some of [the generational differences] and how they're looking at it is important.” (11:38—11:43) “Millennials actually want to be mentored, which is one of the biggest things that people, especially boomers — not calling boomers out, but boomers generally don't feel that millennials have any respect for...
Jennie and Amye, sisters and Gen Xers, sit down and discuss the 2022 Netflix Docuseries, Trainwreck: Woodstock '99.In the summer of 1999, while Jennie and Amye were off being poor and lame, 250,000 kids attended what promoters hoped would be an historic once-in-a-generation concert: Woodstock 99. This three-part docuseries exposes poor planning, willful ignorance, and an amazing amount of hubris on the part of (mostly) two men: Michael Lang and John Scher, aka Darth Vader. This was the perfect display of a generational clash between Gen X and Boomers. In the end, a hologram of Jimi Hendrix played as Rome burned.For MORE content, become a Premium Patreon Subscriber! For as little as 5$ a month, you get TWO bonus episodes per month and access to our back catalog! Click here to join today! https://open.acast.com/public/patreon/fanSubscribe/5506301Join our Facebook Group, The Me-Me B's for extra content, giveaways, and some fun Gen X introspection: facebook.com/groups/genxthisiswhy/Follow us!Facebook: facebook.com/genxthisiswhy/Instagram at: @genxthisiswhyAmye: @amyearcherwriterYou can find Jennie, but good luck with that.Questions? Comments? Email us at firstname.lastname@example.org See acast.com/privacy for privacy and opt-out information.
Baby boomers are competitive, self-actualizing, and results-oriented, while Gen Xers are pragmatic, independent, and adaptable. Millennials are known for being team-oriented, creative and resilient, and Gen Zers are entrepreneurial, compassionate, and open to change. But how do the perspectives of different generations play out inside the medical laboratory? On this episode of Inside the Lab, our hosts, Dr. Lotte Mulder and Ms. Kelly Swails are joined by Dr. James Crawford, MD, PhD, Chair of Pathology and Laboratory Medicine at the Zucker School of Medicine at Hofstra and Senior Vice President of Laboratory Services at Northwell Health, Ms. Rosie Garris, MLS(ASCP)CM, recent graduate of Upstate Medical University and Medical Technician at Upstate University Hospital in Syracuse, New York, and Ms. Dana Powell Baker, MBA, MS, MLS(ASCP)CM, Manager of Academic Partnerships with the Association of Public Health Laboratories and Chair for the ASCP Council of Laboratory Professionals, to share their experiences working with different generations in the lab. Our panelists discuss the characteristics of the generation they identify with and describe the strengths they bring to the workplace based on their age. They offer examples of the collision of generational perspectives at work, exploring the downside of being a baby boomer, Gen Xer, millennial, or Gen Zer in the lab. Listen in for Dr. Crawford, Ms. Garris, and Ms. Powell Baker's insight on adapting to meet the needs of others and learn how to best collaborate with colleagues of different generations in the medical lab. Topics Covered · The benefits of working with different generations in the laboratory· What strengths Dr. Crawford, Ms. Powell Baker, and Ms. Garris bring to the workplace based on their age· Examples of collisions of generational perspectives in the lab· The disadvantages of being a baby boomer, Gen Xer, millennial, or Gen Zer working in the lab· How our panelists have changed their behavior toward others in relation to the demographics of the workplace· What advice our panelists would give their younger selves as it relates to working with different generations in the medical laboratory Connect with ASCPASCPASCP on FacebookASCP on InstagramASCP on Twitter Connect with Dr. CrawfordDr. Crawford at Northwell HealthDr. Crawford on LinkedIn Connect with Ms. GarrisMs. Garris on LinkedIn Ms. Garris on Instagram Connect with Ms. Powell BakerMs. Powell Baker on TwitterMs. Powell Baker on LinkedIn Connect with Dr. Mulder & Ms. SwailsDr. Mulder on TwitterMs. Swails on TwitterResources Inside the Lab in the ASCP Store
On this week's episode of Fanboys, the boys jam with some Gen Xers and prepare for their very special 150th episode. Grab the full episode on The Hard Times' Patreon! (https://patreon.com/thehardtimes) ALSO: are you in a shitty band? Want to hear the Fanboys try to say something nice about it? Submit your music to Edgar's Twitter (https://twitter.com/EdgarTowner)! Be sure to check out this week's featured artists: Fascinus Rex (https://fascinusrex.bandcamp.com/), Invoices (https://invoice.bandcamp.com/album/more-or-less-demo), Cadigan (https://open.spotify.com/album/1xhjL3pJXOnsAlyniixZzm?si=AAUEAdZKT3G6nmTvlCBS0Q&nd=1), The Mystery Addicts (https://open.spotify.com/album/592OsyDuSQrfi7GirNKHwk?si=q1lmtJcqQledKpVL8s3tiQ&utm_source=copy-link&nd=1), Loyalty Snob (https://loyaltysnob.bandcamp.com/album/l12d-2-second-suffering), and Odlid! (https://open.spotify.com/artist/3xUhVy2qbs1DFkp2JjTs3T?si=yQclL4kdRjaZlD-QuK3Acw&nd=1)
Episode 13 – Originally Published in 2016 Trigger warning – discussions about spree killing and gun violence About 10 miles outside of Philadelphia sits the Springfield Mall in Springfield, Pennsylvania. It opened in 1974 and was a hangout for thousands of Gen Xers through the 80s. The Springfield Mall was frequented by Sylvia Seegrist, a … Continue reading "“Ms. Rambo” – Sylvia Seegrist: Part 1" The post “Ms. Rambo” – Sylvia Seegrist: Part 1 appeared first on TwistedPhilly.
[School of Movies 2022] Five years after our show on the 1982 original (which you will now find next to this on the podcast feed) and coincidentally falling on the 40thanniversary of that film, we look at the follow-up, directed by Denis Villeneuve. Astonishingly, considering its seminal position in film history the Ridley Scott original was treated dismissively by our parents and grandparents. It fell to Gen-Xers to rediscover it on video in the early 90s to really elevate its status. The wonders a Director's Cut will do for those first impressions. And 2049 followed suit, garnering a surprising level of disinterest despite being magnificently crafted, insanely scored, impeccably performed and beautifully photographed. But again, in home format, this one has been gaining traction. And if it is the last Blade Runner film, then the duet currently in existence work together supremely well, for reasons we delve into here. This episode was a commission for Parker. We've been wanting to cover it for years, but it has just been so intimidating to attempt that we appreciate the hard nudge and we hope we and our excellent guest did this one justice. Guest: Brenden Agnew @BLCAgnewof Cinapse
What does the makeup of your team look like? Are they mostly from the Baby Boomer or Generation X era? Do you have any Gen Y's or even Millennials working for you? For the first time in contemporary history, there are four generations in the workforce — Baby Boomers, Gen X, Millennials and the first of Gen Z. With employees ranging in age from their late teens to their 70s, leaders must tailor their management styles to fit their multi-generational workforce, who work with different value sets and expectations of each other. This age difference can make it a bit more challenging for leaders to handle. Take One Action Today To Build Your #Resiliency! Here are today's Tips For Building Resiliency and Celebrating our diverse workforce. Don't confuse your teams by phrasing orders as suggestions: Boomer managers are often reluctant to give clear, direct, specific instructions. Although you really mean “Do it,” often we use phrases such as “You might want to consider…”, or “Have you thought about…” Gen Xers and New Millennials (Gen Yers) hear these as suggestions. They're caught off guard when you're later surprised to find out they didn't carry out your directive in they way that you intended. Talk with them about more than just work. Be a leader, not a friend: Knowing and being interested in your employees isn't the same as becoming their friends. What they're looking for is a role model, a mentor, and a leader—not a buddy. Reward good work quickly: Gen X and Y employees are used to instant feedback and gratification. Think knowledge exchange, not knowledge transfer. As technology changes, your younger generations have the upper hand and experience. Allow them to shine as they show others how to adapt. With 4 generations in the workplace, a strong leader can juggle these vastly different expectations, communication needs, and views about the workplace. If you like today's wellness tips, let me know. You can leave me a review on amazon or through your #alexa app. Looking for more ways to build your resiliency? Take my free on-line resiliency test at worksmartlivesmart.com under the resources and courses tab. #mentalhealth #hr
Show Notes This week, Dr. Glenn Vo was happy to have Robin Carberry—a business and personal development coach—come on for this week's episode of the Doctor Entrepreneur Podcast. As an “OG Gen Xer,” Robin helps Gen X women untangle the knot of midlife confusion and uncover their purpose by unleashing more flow, meaning, success, connection, and joy into their lives. In her own words, Robin helps Gen Xers go from “wtf should I do?” to “I got this.”Although these clients are her specialty, you don't have to be a Gen Xer to work with Robin. As long as it's a good fit on both sides, you can become her client.Before Robin and Glenn met for this week's episode of the Doctor Entrepreneur Podcast, Robin had Glenn take a “Sparke Type Assessment.” This is an assessment she has all of her clients take because it showcases the type of work that “lights you up” and gives you joy instead of draining energy. “Big Entrepreneur 3” Prioritize Sleep.Some people think their life is so hectic prioritizing sleep seems impossible. Through dealing with her lupus, Robin has learned that if she did not prioritize sleep, then she wouldn't be able to function or show up as her best self. The time you spend winding down, binging on Netflix, or scrolling through your phone is a waste of energy in Robin's eyes. Many people misguage how much sleep and hours they need and put in. Resting isn't just a matter of maintaining your performance, but also maintaining your health. Track Your Time.As a paralegal when she was required to keep track of her time to get paid. This helped her to realize we often think tasks will take less time than they do. It can be super helpful, Robin says, if you track the time it takes you to do something for a week. It will tell you so much about how you are spending your time and save you more in the long run.Read The Fire Starter Sessions: A Soulful + Practical Guide to Creating Success on Your Own Terms by Danielle LaPorte.Robin had a copy of it in her hands. It was filled with hundreds of post-it notes—a testimony to how much this book has helped her. Learning From the Past. Robin regretted when she didn't listen to her gut when working with somebody. She made excuses not to trust her gut, thinking she knew better. Then, once this led her to a mistake, she'd compound the error by trying to patch things up and make it all work out. If Robin could go talk to a younger version of herself—back when she was listening to the Smiths, the Cure, or the Psychedelic Furs with an “asymmetrical haircut”—she'd tell her not to be afraid to lose. You're younger and scared of looking “dumb” in front of other people. When you get older, you look back on those moments and realize that they weren't as big of a deal as we thought them to be. Don't Stop Here! For those listening to this week's episode, Robin urges you to take a Sparke Type Assessment. It can help you to understand what the next best steps are for you. Robin knows that so many people think that coaching is the next logical step after they've built a done-for-you service-based business. They're tired of overbuilding funnels for people, but they know they have a knack that can rack in the dough. So instead of slaving away and building out those funnels, they decide to make a pivot into teaching people how to do it and coaching them through the process. When things fall apart, it makes sense that their Sparke Types reveal that they're process-based people rather than service-based people. Had they known their results before making that pivot, perhaps they'd have done things differently and found success. You can reach out to Robin in several ways. One way is to visit her website at https://robincarberry.com/ and book a quick chat with Robin. During your call, you can explore the idea of taking the assessment and see what it might be like to work together.
Are you still waiting to take the plunge into international travel? If you haven't gotten any further than dreaming of traveling, click play now. In this episode, you'll learn insider tips that help even the most budget-conscious travelers live their best lives! Listen as I speak to Nicole Christopher, Co-Fonder of The WonderList Tour Company, as she shares advice for Gen Xers seeking budget-friendly travel options. In this episode, we discuss: The reason why staycations are viable alternatives for traveling abroad Why travel insurance is an essential factor for international travel How to use Google to plan trips that fit your budget Connect with Nicole Linktree Want to connect on social media? Follow me on Facebook and Instagram. Need support with your lifestyle transition? Join the conversations in the Gen X-Unlatched Facebook group. Want to create a customized playbook for making your lifestyle transition? Reserve a complimentary strategy call on my website. --- Send in a voice message: https://anchor.fm/officehoursdrmario/message
Welcome back to Don't Retire… Graduate! As part of our summer throwback series, we're bringing back some of our favorite episodes from seasons passed. Today, we're welcoming back our very own Yanni Niebuhr, CFP®, Chief Investment Officer here at BFG Financial Advisors. Originally released way back in our first season, this episode is still as relevant as ever and covers the financial planning from the perspectives of the Millennial and Gen X generations, and how people are planning differently about the next chapter of their lives. And please join us in congratulating our guest, who, in the time since this episode was recorded, welcomed his second baby boy! In this episode we'll talk about: How retirement planning is a marathon, not a sprint, and why planning should start early How Yanni, a Towson University grad, got his start in financial planning and what he wants to be when he grows up The sandwich generation and multigenerational financial planning How millennials and adults in their twenties or thirties can be doing to prepare for retirement The average debt and student loans for recent grads and how it can hurt your financial independence Deciding what your financial priority should be Legacy planning and leaving behind things more important than money – freedom, independence, vision, values Talking about money within families and how views can vary with your parents, spouse, or grandparents Side hustles and how they're impacting the idea of FIRE (financially independent retire early) Entrepreneurship and small business self-employment and how it can help you pursue your passions Social awareness and the importance it holds with younger generations Pensions, three-legged stools, social security and other antiquated retirement ideas being replaced by “you're on your own” Living in two-income society vs older generations able to live on a single income Transferring wealth between generations, to children and grandchildren, in tax-efficient ways through life insurance, trusts, and 529 College Savings Plans without creating a Billy Madison situation Unemployment and underemployment, and the shrinking value of college degrees Visit dontretiregraduate.com for a full transcript of this episode.
In this episode we examine some phrases that are very prevalent in the early 80's and 90's films but you just can't say today. We talk about D.A.R.E. and the drug programs from the 80's & 90's and just how the next generation is going to get one over on the Gen Xers. What were the best comedies of the past 10 years? All that and your week in Geek! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/geeklifehq/message Support this podcast: https://anchor.fm/geeklifehq/support
September 28 - October 6, 1985 This week Ken welcomes writer, director, martial artist and all around real life super hero Lexi Alexander to the show. Ken and Lexi discuss the long road to this episode happening, being on the right side of things, the great hope of the internet, piracy, how the users can ruin a new technology, the conflict of finance and creativity, growing up in Germany and Jordan, moving to the U.S., being World Champion, being sponsored by Bill "Superfoot" Wallace and Chuck Norris, missing the pop culture of the country you grew up in, Air force bases, not understanding America until you actually live there, kickboxing, hate groups, people being different privately than in public, how white Boston is, Black Boston, where Reggae in America got it's start, nostalgia, Stranger Things, the toxicity of Hollywood, pitching things, getting fired from Batman, the dangers of contact lenses, whip chains, treating people right, Punisher: War Zone, avoiding conflict, when stunts go wrong, how so much content is bad for people, being outspoken, Shaw Brothers Theaters, Cynthia Rothrock, the weirdness of 1985, wig down, paint down, martial arts styles, why flying backfists are for assholes, Germans being stuck in the 80s, David Hasselhoff, only moving a little bit past the mullet, Misfits of Science, Scarecrow and Mrs. King, Hart to Hart, the love hate relationships with your home countries, children's programming, Christmas Specials, Doctor Who, bowling on TV, the rise of team sports on TV, fixing 80s toys, The Wedding Singer, novelty pens with floating elements, the bliss of childhood ignorance, Atomic Blonde, how difficult it is to look glam while fighting, The Fall Guy, Gen Xers, The A-Team, Beverly Hills 90210, The Cosby Show, Baywatch, how difficult it is to dub comedies in foreign languages, how episodes of shows can be movies in theaters, Lexi's unmade reboot of Baywatch, the downfall of post-apocalyptical wish fulfillment culture, why people in 2022 aren't down for environmental horrors, The Trigger Effect, government propaganda, how Vietnam effect media differently than the Gulf War(s), the Red Dawn remake, avoiding trauma in media, fixing watches and the mystery of TikTok.
Merriam-Webster's Word of the Day for July 17, 2022 is: finicky FIN-ih-kee adjective Finicky means “very particular in tastes or standards.” // The young boy was a finicky eater, and his parents found it challenging to come up with ideas for healthy meals that he would enjoy. See the entry > Examples: “The cucumber is a pretty finicky vegetable, having strong opinions about soil, sun, and water.” — Vanessa Nirode, SFGate.com, 5 Apr. 2022 Did you know? If you're a reader of a certain age (say, a Boomer, Gen Xer, or even a Xennial), you may remember cheeky television commercials featuring Morris, a finicky housecat who only eats a certain brand of cat food. (Morris is still featured on product labels.) Morris's tastes in cuisine are not only very particular, but very fine as well, and that's appropriate given the origin of finicky. The word came about as an alteration of finicking, itself an alteration of another adjective, finical. It's believed that finical derives from the adjective fine.
If you're a rebel, freak, misfit, or geek who is tired of working for the man and has a burning desire to make money on your own terms through media creation and production, that is so freakin' killer and happy we found each other.I'm Heather Zeitzwolfe, a long-time vegan, Gen-Xer, cat mom, drag queen enthusiast, and collector of weird dolls and lunchboxes. I understand what it's like to be a square peg in a round hole. After decades of feeling depressed and trapped from soul-crushing 9 to 5 jobs, I finally took the leap into entrepreneurship in my 50s.I built my business on authenticity and passion, and I want to support you do the same.Using my professional background in management, marketing, design, and finance, I'm here to help you monetize your talents and passion. Whether you're just starting out, have a side hustle, or want to take your business to the next level, this podcast will help you profit from your superpowers.If you feel scared, that's okay; I've been there too…chained to my desk, locked inside a cubicle, living someone else's dream. But then, one day, I couldn't take it any longer and thought," If not now, when?"Yeah, I had imposter syndrome. Despite all the degrees and certificates, I still feared failing. At the beginning of my entrepreneurial journey, I wasted time being stuck in my head, overwhelmed by all my ideas. Being an entrepreneur can be lonely, especially when you're an outcast. I needed a support system, but I was trying to do it alone. Then I decided to invest in myself and find a community with like-minded souls, and when I did, my business took off.You don't have to do this alone either.If you're ready to crush your fears, take action and do this scrappy, then together, let's Get the Balance Right.Calling all creative misfits!! Want to make money from your passion? Learn how to profit from your superpowers! Sign up here: https://www.getthebalanceright.net/workshops Are you ready to monetize your passion? Then organize your business with my super stellar tool, The Profit Tracker. Get your income, expenses, taxes, and beyond under control in one place. To download go to: https://www.getthebalancerightpodcast.com/trackerSupport the show
Merriam-Webster's Word of the Day for July 17, 2022 is: finicky FIN-ih-kee adjective Finicky means “very particular in tastes or standards.” // The young boy was a finicky eater, and his parents found it challenging to come up with ideas for healthy meals that he would enjoy. See the entry > Examples: “The cucumber is a pretty finicky vegetable, having strong opinions about soil, sun, and water.” — Vanessa Nirode, SFGate.com, 5 Apr. 2022 Did you know? If you're a reader of a certain age (say, a Boomer, Gen Xer, or even a Xennial), you may remember cheeky television commercials featuring Morris, a finicky housecat who only eats a certain brand of cat food. (Morris is still featured on product labels.) Morris's tastes in cuisine are not only very particular, but very fine as well, and that's appropriate given the origin of finicky. The word came about as an alteration of finicking, itself an alteration of another adjective, finical. It's believed that finical derives from the adjective fine.
For the first time in history, four generations -Baby Boomers, Gen Xers, Millennials, and Gen Zers -are co-working together and making things more complicated, they are navigating an unprecedented post-pandemic work and workplace experience. Spoiler alert: it's not easy. Each one of these generations is very different, with very particular needs, motivations, triggers, and sensitivities.For this episode, we decided to have a panel so we can hear directly from representatives of these generations where they stand, what are the greatest misconceptions about them, and why Gen Xers are the absolute best (no biases here at all).We had the privilege of speaking with two impressive professionals, each representing his respective generation. For the Gen Zers, we interviewed a truly inspiring up-and-coming media industry professional, Jesse L Kearse IV, Sports Manager of Creative Partnerships @NBCUniversal. Representing the millennials, we spoke with an accomplished real estate executive, Gio Lago, who at 33 years, is the SVP of Operations at Precedent Management.We hope you find this discussion as enlightening and entertaining as we did.Resources:- NYT article: “The 37-Year-Olds Are Afraid of the 23-Year-Olds Who Work for Them”- Business.com: "Managing Millennials and Gen Z employees"- UpWorthy: "Gen X is the 'most stressed' generation alive but they're also the best at handling it"- Deloitte: "Understanding Generation Z in the workplace New employee engagement tactics for changing demographics"- Forbes: "8 Ways Generation Z Will Differ From Millennials In The WorkplaceHighLights:1:30 "Friendly Reminder" about the ages of each generation2:29 Panel presentation4:17 Historical context highlights for each generation6:32 Generational differences / fun facts 7:30 Why everyone is afraid of milliennials9:00 Gen Zer Jesse Kearse gives his POV on Gen Zers confidence and overall work philosophy12:22 Millennial Gio Lago gives his POV on how he differs from his Gen Z new hires15:15 Discussion about the so-called hypersensitivity of Gen Z.22:15 Glenda talks about bridging the gaps between Gen X and Gen Z.25: 35 Gen A as future leaders (empathy + resilience).28:19 the effects of social media on the Gen Z attitude towards work.29:22 Adjusting to the new hybrid scenario38:18 Mentorship and reverse mentorship38:46 Dissecting the new trend of "a job is just a job."
In this episode, Dr. Mario discusses: Why Gen Xers are waiting for retirement to enjoy life more How societal expectations force Gen Xers to play the retirement waiting game What happens when the right time never comes along How to change your internal narrative about playing the waiting game Resources Mentioned in this Episode The Lifestyle Vision Challenge What's the Secret Ingredient for Making a Lifestyle Transition? Let's keep in touch on social media! Want to connect on social media? Follow me on Facebook and Instagram Need support with your lifestyle transition? Join the conversations in the Gen X-Unlatched Facebook group Want to create a clear path to your lifestyle transition? Go to my website to reserve a complimentary strategy session --- Send in a voice message: https://anchor.fm/officehoursdrmario/message
Once again welcome back to the Bonsai POPcast! Our heroes return once again with a whole bundle of tangents, Mike rants, anime, and everything inbetween! This time Mike and Tyler discuss: Jewish Atlantis, copyright strikes, TooManyGames, Aliens, The Greys, The Nordics, Tommy Lee Jones, Men In Black, Rudy Gulliani, Boomers, Gen Xers, One Piece, Dark Stalkers, Spy x Family, Kaguya-Sama, Chainsaw Man, Mario Strikers, and oh, so much more. As always, if you enjoy the podcast join and support us on Patreon where you can listen to it live or check out GFUEL by using code BPOP for 10-30% off your purchase!
How satisfying is it for Kay Kirkman to host her popular podcast, The GenX Career Show? Beyond! This dynamic career coach has come full circle after being fired early in her career from a dream job working in radio. The experience dashed her confidence and dead-ended her in a series of meaningless jobs. Have you been there? Once she realized how uniquely equipped she was to empathize with people (especially GenXers) in a similar situation, Kay was on her way to launching the coaching practice and podcast following she delights in today. On this episode of She Turned Entrepreneur, we hear about how Kay launched her successful practice, including the inevitable bumps along the way. She learned first-hand how challenging it can be to find the right kind of training and support while navigating a business model for herself. In a world rich with internet resources, it's a huge time-saver (and sanity-saver) to find a mentor, program and/or community that aligns with your entrepreneurial goals and stage of development. You'll learn all about Kay's four-step coaching process, including how she helps clients uncover their core clarity, focus and inspiration – plus actionable tips for first steps to take when making the transition into entrepreneurship. Kay believes that everyone on the planet deserves to find and perform work they enjoy each and every day. When employees are happy at work, stress levels go down while quality of relationships, productivity and overall job satisfaction go up, up, up. Is it time for you to claim your dream? Kay's podcast The GenX Career Show is a great way to get to know her warm, practical approach to building the career you desire. Click here to tune in! You can also click here to download her free Dream Job Discovery List or here to schedule a courtesy discovery call. Click here to listen to, rate and review this or previous She Turned Entrepreneur episodes. Here are key takeaways from the conversation:· Been fired or laid off? It could be your invitation to become an entrepreneur!· If you're working jobs for which you are over-qualified or about which you don't care, it's worth asking yourself whether you're hiding out rather than risking failure. · It's far easier to dial in your ideal client when you are authentically connected with the message you bring and the experience you (and they) share.· Courses on startup strategy aren't for everyone, so be sure that the content is relevant for your particular business and stage of development.· You're always learning – even when making mistakes and having to backtrack. It's all valuable knowledge. · Click here if you'd like to learn more about the Disc Profile behavior assessment that Kay uses in her practice.· Without a coach or process, it's easy to bump up against a roadblocks and drift.· When launching a coaching practice, resist the urge to compare yourself with others! Here's a quick look into the episode:· Kay had no intention of becoming an entrepreneur – until she was fired from her dream job in radio and derailed from her career vision. · Having her confidence crushed left Kay vulnerable to a cycle of jobs about which she didn't care, which felt safer than the risk of being fired again from something she loved.· Kay's practice is centered on several key questions:o Are you doing something you care about?o Do you have a dream job?o If you're not where you want to be, what's holding you back?o What will it take to find your true path?· About how Kay evolved her coaching business:o While she didn't have entrepreneurial models within her family, she did have parents who had demonstrated what it is to work an independent “side hustle.”o Without a coach or mentor, Kay stumbled into a variety of paid online courses that didn't really fit her model or stage of business development.o Figuring out where to find the right resources and information was a challenge.· It's tremendously helpful to start out by finding a mentor or coach who has made a journey similar to the one you want to undertake. · Kay explains the four-step process she uses to help her clients:o Step #1: Deploy a Disc Profile behavior assessment to clarify traits and tendencies.o Step #2: Frame an ideal job scenario. No limits! Dream big! The goal is to get to that thing that lights you up.o Step #3: Move towards milestones, which usually means bumping up against doubts, fears and other mindset issues that arise outside our comfort zones.o Step #4: Evaluate what's working, not working and where to double-down on formulas and tactics that are landing well and advancing goals.· Beyond her four-step process, Kay offers accountability coaching and detailed medium-term plans on which to execute.· Kay connects with her clients through her podcast, making guest appearances and networking through public forums.· Kay's Top Tips for Aspiring Coaches:o Find your tribe – whether a mentor or community.o Be patient with the process.o Don't compare yourself with other coaches. Run your own race!o Study your craft.o Being knowledgeable about your area of expertise boosts confidence. About Kay:Kay Kirkman is a successful podcast host, speaker, trainer life and career coach. She helps professionals get clear on what they want so that they can finally do work that they enjoy and ultimately thrive in their careers and at home.
It's mid-June, school is letting out for the summer, and youngsters will be filling their next few weeks with warm-weather activities. In this episode, we remember how we spent our summer months growing up as Generation X kids! Patreon » patreon.com/genxgrownup Discord » GenXGrownUp.com/discord Facebook » fb.me/GenXGrownUp Twitter » GenXGrownUp.com/twitter Website » GenXGrownUp.com Podcast » GenXGrownUp.com/pod Merchandise » GenXGrownUp.com/merch Shop » genxgrownup.com/amazon Theme: “Grown Up” by Beefy » beefyness.com Apple » itunes.apple.com/us/podcast/genxgrownup-podcast/id1268365641 Google » GenXGrownUp Podcast (google.com) Pocket Casts » pca.st/8iuL Stitcher » www.stitcher.com/s?fid=146720&refid=stpr TuneIn » tunein.com/radio/GenXGrownUp-Podcast-p1020342/ Spotify » spoti.fi/2TB4LR7 iHeart » www.iheart.com/podcast… Amazon Music » amzn.to/33IKfEK Show Notes Listen to our Backtrack on GenX Childhood Autonomy » genxgrownup.com/bt120/ Midlife Mixtape: Favorite Summertime Memories » bit.ly/3Nh58LD Ultimate Summer Road Trip Playlist for Gen Xers » bit.ly/3HJWeFF 38 Ways to Give Your Kids a Carefree 80's Summer » bit.ly/3bdyZaF I Want a 1980s Summer For My Kids » bit.ly/3zVJs51 What Summer Camps Looked Like in the 1970s and 1980s » bit.ly/3QBGk3X New York City fire hydrants: a summer tradition – in pictures » bit.ly/3zVpKGw Roadside Attractions Fading from Landscape » n.pr/3xMEHrv Mail the show » email@example.com Visit us on YouTube » GenXGrownUp.com/yt Learn more about your ad choices. Visit megaphone.fm/adchoices
Lori Saitz is the CEO of Zen Rabbit and host of the podcast “FINE is a 4-Letter Word.” She's an award-winning writer, speaker, and broadcaster, and a nationally recognized expert in using gratitude and meditation to manifest your goals faster. The most difficult thing she's ever done is leave a 22-year marriage. That experience inspired her transformational F*ck Being Fine Experience, through which she guides Gen-Xers to a place of unprecedented passion, clarity, and peace. She's on a mission to lead those in their 40s and 50s to reframe the stories of their past and rediscover their purpose so they can get back to a place of liking themselves and their lives again. When she's not working, you can find Lori in the weight room at the gym, because she also loves baking and eating. Connect with LoriWebsite: www.ZenRabbit.com LinkedIn: @lorisaitz Facebook Page: @ZenRabbit Facebook Personal: @LoriSaitzInstagram: @zen_rabbitYouTube: www.youtube.com/zenrabbitvideo Twitter: @ZenRabbit On Clubhouse: clubhousedb.com/user/lorisaitz
Find Jamin Online: Email: firstname.lastname@example.org LinkedIn: www.linkedin.com/in/jaminbrazilTwitter: www.twitter.com/jaminbrazil Find Us Online: Twitter: www.twitter.com/happymrxp LinkedIn: www.linkedin.com/company/happymarketresearch Facebook: www.facebook.com/happymrxp Website: www.happymr.com Music: “Clap Along” by Auditionauti: https://audionautix.com www.bensound.com"Thong Song" by Sisqo: https://www.youtube.com/watch?v=Oai1V7kaFBk This Episode is Sponsored by: The Michigan State University's Master of Science in Marketing Research Program delivers the #1 ranked insights and analytics graduate degree in three formats: Full-time on campus Full-time online Part-time online NEW FOR 2022: If you can't commit to their full degree program, simply begin with one of their 3-course certificates: Insights Design or Insights Analysis. In addition to the certification, all the courses you complete will build toward your graduation. If you are looking to achieve your full potential, check out MSMU's programs at: broad.msu.edu/marketing. HubUX is a research operation platform for private panel management, qualitative automation including video audition questions, and surveys. For a limited time, user seats are free. If you'd like to learn more or create your own account, visit hubux.com. You're listening to the Happy Market Research podcast. I'm Jamin Brazil, your host. Support for the Happy Market Research Podcast and the following message comes from Michigan State's Marketing Research Program & HubUX. This is episode 556. And, 20 years ago today, according to Alexa, Thong Song by Sisqo was the number one song in the US. Enjoy! Alright, let's make this a kick ass day! Management Tips for Gen Z (Part Two) This is the second installment of a 2-part series on the topic of “Tips For Managing Your Gen Z Employees”. In May 2022, Chris Hauck, founder of HauckEye and Erin Sowell, founder of Thoughtful Research gave a talk at QRCA's annual event in San Diego titled: “Connecting Generations”. Their work analyzed how each generation views both itself and other generations. You can find links to both of their profiles at the end of this blog post. I know both of them would love the opportunity to engage with you about their research on generational differences. How Gen Z Views Themselves According to Chris and Erin's report, Gen Z views themselves as: Tech savvyOpen mindedCreativeFast learnersDetail oriented How Other Generations View Gen Z All generations see Gen Z as Tech Savvy. However, there are some negative views held by older generations when describing Gen Zers including… EntitledLazy NeedyMoves too fastNarcissistic While all of us have struggled with scrutiny from older generations, things are different today. We are in the tightest labor market in the last 30 years. This tight labor market means companies are having to cator more and more to employees wants, needs, and even desired. Simply put, if your first job was in the 80s, 90s or early 2000s, you probably had to do a lot of adapting to your work environment. For me, Gen X had to conform to the value system of Boomers. The outcomes where on work life balance. In fact, Gen X had to get approval for doctor appointments during the workday. My first job was in the mid 90s. We were required to get approval for even a 30-minute dentist appointment. And, if you were out of the office for any length of time, the minimum PTO cost was half a day. Not only were corporate policies prioritizing time at work, Boomers and Gen Xers saw working long hours as a badge of honor. In fact, employees would expect social shaming by peers and managers alike if you had several doctor visits in a month. The advice I was given by my dad was, “If you want to be the best employee, be the first in and last out every day.” Compare that to this TikTok of a Gen Zer explaining to their...
Your favourite dynamic duo return for the second week in a row as we chat about the soundtrack for Kevin Smith's debut film, Clerks. This idea came to Chris at about a day's notice, but it did give us at least enough time to think of a through line for this episode: the Clerks soundtrack is something of an anomaly. Whilst the film itself cost just over $27k to make, the licencing for the soundtrack actually cost more, coming in at $28k. Some of the music on this is used in the movie - Alice in Chains, The Jesus Lizard - and some was even commissioned for the film. For Gen Xers, this soundtrack is about authentic as it gets. Others tried and failed to capture some of the same energy that this one did (Empire Records springs to mind), and one could probably argue that the fact a Gen Xer has brought this Gen X soundtrack to the table, chatting about how it's very authentically Gen X and “legit” is perhaps the most Gen X thing in the world. Or you could just argue that there's actually something to be said for how this film, and indeed soundtrack, managed to capture a moment in the way that underground bands sometimes are able to capture the zeitgeist. Or in fact create their own movement out of nothing. What do you think? Defining moment in indie film soundtrack history?
If you're a Gen Xer, you've probably learned lots of approaches to managing your life. But is it possible to manage your life using fitness? That's what you'll learn in this episode of Gen X-Unlatched! Join me as I talk to Coach Lorelle Woods, Certified Personal Trainer and Motivation Coach, about her innovative approach to fitness and healthy living. In this episode, we discuss: Coach Lorelle's personal struggles that led her to fitness Her signature approach and tools that helps clients realistically achieve a healthy lifestyle How she supports clients to manage life through fitness and mindset shifts Connect with Coach Lorelle www.fitnesstherapytraining.com Instagram: @fitnesstherapytraining Facebook: Fitness Therapy Training Voyage Houston Resources Mentioned in this Episode 9 Ways We Self Sabotage Assessment Want to connect on social media? Follow me on Facebook and Instagram. Need support with your lifestyle transition? Join the conversations in the Gen X-Unlatched Facebook group. Want to create a blueprint for making your lifestyle transition? Go to my website to reserve a complimentary strategy session. --- Send in a voice message: https://anchor.fm/officehoursdrmario/message
Proud VW evangelists Malcolm Gladwell and Eddie agitate for a reappraisal of the VW GTI as a historically monumental vehicle—at least to Gen Xers. See omnystudio.com/listener for privacy information.
Interview with Lori Saitz. Lori Saitz is the CEO of Zen Rabbit, an award-winning writer, speaker, and broadcaster, and a nationally recognized expert in using gratitude and meditation to manifest goals faster. The most difficult thing she's ever done is leave a 22-year marriage, that experience inspired her transformation. She's now on a mission to guide Gen-Xers to a place of unprecedented passion, clarity, peace, and to rediscover their purpose so they can get back to a place of liking themselves and their lives again.In this podcast episode you will learn:✨ How you can enhance your life to the next step when everything seems fine✨ How gratitude can transform your life✨ What is the trilogy of success? ✨ Tools on how to find and rediscover your purposeEnjoy listening.With gratitude,Julia-----Shownotes:Connect with Lori:https://zenrabbit.com/Get your personalized gratitude meditation:https://zenrabbit.com/meditation/-----
In one of the wildest episodes in a while, Michael Landon recreates the Sanderson storyline with Jason Bateman and Cassandra Cooper. The Cooper children are orphaned after witnessing a horrific wagon accident in which their parents die right in front of their eyes. Charles, once again straddled with orphans, must find a home for these adorable kids.Show Notes:For MORE content, sign up for our Patreon feed: www.patreon.com/genxthisiswhyJoin our Facebook Group, The Me-Me B's: facebook.com/groups/genxthisiswhy/Follow Gen X, This is Why on Facebook: facebook.com/genxthisiswhy/And find us on Instagram at: @genxthisiswhyYou can find Amye at: @amyearcherwriterYou can find Jennie, but good luck with that.Questions? Comments? Email us at email@example.comSupport the show
On Biden's and Trump's favorable ratings, Gen Xers find themselves mostly in the middle among generations. The post Politico Paints Gen X as ‘Trumpiest Generation'—on Flimsiest Evidence appeared first on FAIR.
Many of you have heard the term, Digital Native. It refers to the recent generations of people that have grown up in the digital era. They don't know a world without the internet, social media, e-commerce, and other digital capabilities. For them, digital seems normal and the analog equivalents seem foreign. Technically, I'm too old to be a Digital Native. I'm a young Gen-Xer. I grew up in the era of VHS tapes and MTV. The internet as we know... Read More Read More The post Digital is Normal: My Professional Career as a Digital Native appeared first on Zach on Leadership.
Although we've come to the end of Season 3, I just can't let you go without a proper farewell that includes a look back at the amazing guests and pop culture this season gave us! From thank yous, real talk, and that time my teenage son almost burned the house down while I was recording, to my sincere apology, your feedback, and answers to this season's infamous lightning round questions, I share it all with deep appreciation for your support. Revisit Season 3's remarkable guests: Cate: Beaches (1988) David Vienna: Nirvana - Nevermind (1991) Jill Smokler: Dirty Dancing (1987) Kenny Stach: The Outsiders (1983) Ann Imig: Annie (1982) Pat: Dead Poets Society (1989) Jessica Ashley: The Parent Trap (1998) Jess Sanfilippo: George Michael - Faith (1987) Buzz Bishop: Pump Up the Volume (1990) Rowan Harrison: David Bowie - Let's Dance (1983) Michelle Newman: Duran Duran - Rio (1982) Tugené Davis: School Daze (1988) Nina Badzin: Steel Magnolias (1989) Jeannette Guignard: Working Girl (1988) And remember GenXers, if the wait for Season 4 feels just too far away, Patreon is your home for exclusive content and so much more! K.I.T. www.theuntitledgenxpodcast.com Support the pod on Patreon! Instagram.com/theuntitledgenxpodcast Facebook.com/theuntitledgenxpodcast firstname.lastname@example.org
Welcome everybody to Omnisend's marketing tip series, where in roughly 3 minutes or less each day, I'll give you actionable tips on ways to improve your email & SMS marketing program and help you increase sales.This week I want to talk specifically about a topic I've already alluded to — SMS. Today, I want to explain why SMS is so important for ecommerce brands today. Last year I was saying that if you're not using SMS by this time net year you'll be behind. Well, that time is now. In 2020, there was a nearly 400% increase in SMS sends from the year prior. Last year, that number increased nearly 100%. When it comes to automated SMS, as I already spoke about, last year ecommerce brands increased their automated SMS by nearly 260%. The growth is incredible. The numbers are one thing, the reasons for those numbers are another. Here is the biggest reason you need to know — EVERYONE TEXTS!Texting is not only used by Gen Zers. It is not only used by Millennials. It's not only used Gen Xers like myself. And here's a secret … Baby Boomers also text, and as my mother proved to me, do sign up marketing SMS. Ignore the generational cohort narrative — it's not true. Everyone texts because it is a permanent form of daily communication. And from a marketing perspective, like email, it is an opt-in channel — meaning only those who WANT to receive them will.As I mentioned in the daily tips around list growth, begin collecting mobile numbers on your opt-in forms. This will serve multiple purposes.First — doing so will allow your customers to tell you whether they want to receive text messages from your brand. Second — If you begin collecting them but are not quite ready to use them when you do become ready you'll be able to hit the ground running. On a similar note, while you may not be ready to use them in mass, you can begin by adding them to automations.And third, an often overlooked component of SMS marketing is it can help offset email unsubscribes. Think about it. When a user unsubscribes to your emails, companies often resort to paid retargeting to “win-back” the customer. Having another 1-to-1 opt-in channel to communicate through can help reduce your retargeting costs. SMS is not a young person's game — it's an everyone's game. And the impact can be huge. On a previous episode of the Cart Insiders Podcast, I spoke with the owner of DIvatress about their SMS program. Their owner Rob was initially skeptical of SMS but figured he'd add the field to his pop-up and see what happened.In 8 months he grew his SMS list to 70K, 13K of which are SMS-only contacts — no email. They've generated 123K in sales through the SMS channel and it makes up 7% of their marketing revenue. Want to grow your sales? Start by growing your SMS program.Join me tomorrow where I'll explore types of messages where SMS can be a great fit. Thanks for tuning in to this episode of our marketing tips series. Feel free to let me know if you have any questions and be sure to check out Omnisend and let us prove how we can help you double your conversions. Until next time, happy marketing!
I Do, Again: Seconds after Laura announces her first pregnancy and Manly falls through a roof, Caroline steals their moment by announcing she too is pregnant. Doc Baker must break the news to her that no, in fact, her life is ending, or she's in menopause-both reactions seem similar. The episode ends in a bizarre double wedding. We recast LHOTP with Meryl Streep, we need to start pre-recording our intro, and Albert gets a new nickname: no offense.Show Notes:For MORE content, sign up for our Patreon feed: www.patreon.com/genxthisiswhyJoin our Facebook Group, The Me-Me B's: facebook.com/groups/genxthisiswhy/Follow Gen X, This is Why on Facebook: facebook.com/genxthisiswhy/And find us on Instagram at: @genxthisiswhyYou can find Amye at: @amyearcherwriterYou can find Jennie, but good luck with that.Questions? Comments? Email us at email@example.comSupport the show
Dr. Mario talks to Ace Certified Nutrition Specialist and Trainer, Marsha Goldberg about: The struggles Gen Xers face with their current body image mindset Marsha's approach to helping clients reach their nutrition and fitness goals How to create a healthy, safe space to achieve change by speaking your truth about body image Connect with Marsha IG @trainwithmarsha Resources Mentioned in this Episode My Fitness Pal Fooducate Want to connect on social media? Follow me on Facebook and Instagram. Need support with your lifestyle transition? Join the conversations in the Gen X-Unlatched Facebook group. Want to create a clear path to your lifestyle transition? Go to my website to reserve a complimentary strategy session. --- Send in a voice message: https://anchor.fm/officehoursdrmario/message
What generation are you from? George is a Gen Xer and Jess is an 'Elder Millenial'. But we're digging the vibe of Gen Z. Today we're talking about what makes them tick and why we think everyone should spend some time understanding them better.
In this episode, Adam takes his first case after a two week stint in law school and is pretty much humiliated- we are HERE for it. Jennie is accused of slapping someone, Mark Twain and Colonel Sanders are the same person, HIPPA Laws will never stop Doc Baker, and we get a brief history of the SEC.Show Notes:For MORE content, sign up for our Patreon feed: www.patreon.com/genxthisiswhyJoin our Facebook Group, The Me-Me B's: facebook.com/groups/genxthisiswhy/Follow Gen X, This is Why on Facebook: facebook.com/genxthisiswhy/And find us on Instagram at: @genxthisiswhyYou can find Amye at: @amyearcherwriterYou can find Jennie, but good luck with that.Questions? Comments? Email us at firstname.lastname@example.orgSupport the show
On today's episode we're digging into what being GenX really means to the podcast crew, from a personal, cultural and even societal point of view. In addition, we have clips from real GenXers - classmates from Courtney and Eve's recent 30th college reunion. Want to know what makes us, us? Listen now!Episode linksIt Took a Global Pandemic, But Generation X is Finally Getting LoveAbout Generation XConnect with usSubscribe to GenX Stories in your favorite podcast appBuy some kickass merchWrite us a reviewVisit our siteJoin our Facebook GroupFollow our 80's inspired InstagramSend us an email
For the oldest members of Gen X, retirement is less than 10 years away. And yet, only 54 percent feel prepared, according to a study by the Society of Actuaries Research Institute. Gen Xers are in a different situation than the group before them, facing high student loan debt, less access to defined benefit plans, and with many looking ahead without much savings for retirement. In addition, the Gen Xers surveyed indicated negative feelings about their financial status and reported a lack of financial security that is more similar to Millennials. And even though Gen Xers are generally doing better than millennials, they are also closer to retirement, which makes higher financial insecurity more concerning. Is Generation X truly ready for retirement? We turn to a retirement expert. Ken Moraif is a Senior Retirement Planner at Retirement Planners of America and Host of "Money Matters with Ken Moraif" Saturdays at 11am and Sundays at 1pm on WBAP. The Rick Roberts Show is on NewsTalk 820 WBAP ... ( Photo Courtesy of WFAA) For more information about Ken Moraif and Retirement Planners of American, visit their website: www.rpoa.com See omnystudio.com/listener for privacy information.
You start a new job or get a new boss and surprise…. You find yourself reporting to Doogie Howser. OK, maybe your new boss isn't a teenager, but it may feel that way. Do you get upset and panic and think I'm a failure, the young ones are passing me by? Or do you think ok, this might be a good opportunity to learn some new skills and share my own expertise in a collaborative way? With at least 34% of people reporting to a boss who is younger than them, more and more Gen Xers are finding themselves in this reporting structure. In this episode we're talking about how you can manage your own thoughts around this dynamic, how you can make it work for you or the signs to look for that are indicating maybe it is time to move on. The Worth+Value=Wealth ProgramIf you aren't where you want to be professionally and need to develop your personal narrative, own your worth and articulate your value, you need to apply for Worth, Value, Wealth. The women who have gone through our WVW program, have walked in one way and walked out with confidence, self-assurance, and conviction on what they deliver. Go to www.moderngenxwoman.com/applywealth to join us.In this episode, we're talking about…How to manage the disappointment, especially if your younger peer has been promoted over you How it may feel like a threat to your status Why experience doesn't always matter How to handle a younger boss Why you can't assume anything Ways for your to bridge the gap When it may be time to take your next step Need a Career Coach? Reach out to Jackie at email@example.com for a no-obligation discovery call. We've got you.Mentioned in this episode:I don't want to work for a woman (podcast) Are you a Modern Gen X Woman? Get the Modern Gen X Woman Manifesto. Send Me the Manifesto! Subscribe: Apple Podcasts / Spotify / Google Podcast / Stitcher
In this very special and scarring episode, a young, unsuspecting teenager gets assaulted by a blacksmith wearing a clown mask and is shamed and blamed for the attack. Wow, even writing that out is traumatic. We discuss a lot of serious stuff here, but also have a lively conversation about Jennie's trophies. Also, Jennie threatens to destroy the Me-Me B's.Show Notes:For MORE content, sign up for our Patreon feed: www.patreon.com/genxthisiswhyJoin our Facebook Group, The Me-Me B's: facebook.com/groups/genxthisiswhy/Follow Gen X, This is Why on Facebook: facebook.com/genxthisiswhy/And find us on Instagram at: @genxthisiswhyYou can find Amye at: @amyearcherwriterYou can find Jennie, but good luck with that.Questions? Comments? Email us at firstname.lastname@example.orgSupport the show
"Always an astute cultural observer and a fan of deep dives into any subject, Klosterman is focused here on...seizing on those moments that any Gen Xer can readily recall and pulling the strings a bit to put it in some kind of historical perspective." -- Associated Press
Cindy Kehagiaras is a romance writer and Gen-Xer that's been waiting to write Two Princes, her debut novel, for 30 years. Now on her "5th Life" as she tells it, we talk a bit about the inspirations behind her debut's 90s-setting romantic adventure, the online writing community, and entrepreneurism in the current publishing landscape. She also divulges a little bit on her next release - a second-chance surfer romance!Two Princes Available Now:https://amzn.to/3kTOVAzFind Cindy here:https://cindykehstories.com/Facebook: @cmkehstories Twitter: @CMKehSTORIES Instagram: @cmkehstories TikTok: @cmkehstoriesFind me below:Twitter - @RomancetheStoryInstagram - @RomancetheStoryFacebook - @RomancetheStory
Matt May is Founder and CEO of Premier Team Building and Interactive experiences, he's also a speak and author of the Book, "Take the Fear out of Team Building." In this engaging and fun show, you can learn: Why “team building” is not a “bad word.” Why grown-ups have developed fear and anxiety around play and team building? How do you go about having fun/play yet keeping the learning real and authentic? How do you get folks to participate who just don't want to get involved. Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Matt below: Matt on LinkedIn: https://www.linkedin.com/in/mattmayptb/ Matt on Twitter: https://twitter.com/PremierTeamBld Matt on Instagram: https://www.instagram.com/premierteambuilding/ Matt's Website: https://premierteambuilding.com/ Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach, or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as The Leadership Hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Our special guest on today shows Matt May. He's the founder and CEO of Premier Team Building & Interactive Experiences Company. He's also a speaker, an author of the book, Take The Fear Out Of Team Building. But before we get a chance to speak with Matt, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: The values and culture play a real part in leadership post pandemic. We're going to look at how environments have changed dramatically over the last 10 years and particularly since the pandemic. It's exposed weaknesses and for some businesses strengths and the effectiveness of company values and how they're put into practice. I want to dive in and have a quick look at how leadership drastically changes company culture and how values inform it. There's a fantastic report from the ILM called leading through values if you get a chance to get your hands on it, which gives you much more context and detail about the things I'm going to talk to you about. And just to throw something else into the mix that helps inform culture and values, right now. I wrote an article in CEOWorld Magazine and on LinkedIn called Mind The Gen Gap. For the first time, we now have four generations in the workforce, Baby Boomers, Gen Xers, Millennials, and Gen Zers or Gen Zers if you're in the UK. And the reason this is important is because values is the principles, the rules of the game, and we all have perspectives based on our generations. And whilst these are not scientifically proven, it's a good barometer and we should take it into consideration. The ILM research found that 69% of people will reconsider a job if the company culture seems to be toxic, 77% felt that company culture was incredibly important to them and the values that their boss also brings to the culture and 56% ranked opportunities for growth as more important than their basic salary and package. So, the top values that impact on culture are having a person centered and authentic approach with the core elements, being congruence. In other words, your words and actions make sense to your employees. Being genuine in essence, empathy, having a deep understanding of what it feels like for employees of every grade and every level and an unconditional positive regard for the individual. And only if there is a genuine approach to demonstrate these values from senior leadership. There can be congruency throughout the organization. You'd expect wellbeing of employees to be up there and of course, it is. The Chartered Institute of Personnel and Development, CIPD. Run a survey of over 3000 individuals in the UK. And the survey consistently found a 38% of workers experience work stress on a weekly basis. The problem in a lot of companies is that there is no clear standalone health and wellbeing strategy. In fact, only 8% of companies had such a strategy And at least 34% of managers expressed a need for independent authority and feel unempowered to really do anything. My observation here is if we have a people centered approach, wellbeing should be part of that, and we don't necessarily need to have a strategy or strategic. We do however need to be more thoughtful and compassionate. And as a talent management and learning and development, professional. It's music to my ears, to see self-directed on autonomous learning to sit up here in the top tier, there's been a significant shift away from organizations investing in organization-wide learning programs and much more focused self-directed autonomous learning and it's becoming more prominent in most company's culture. And this means that the company values are the basis of helping employees engage when it's meaningful and when it's right for them. But this strategy provides some challenges, too. Some people really struggle to learn on their own. They do need guidance, support, and others to help them on their journey. There are people not able to extract and absorb the information in the same way and still need that for face-to-face facilitator led sessions. And there's such a thing too, to have too much freedom. The number of possibilities can create overwhelm and anxiety. So, we have to sometimes help people direct them to the most appropriate resources. And their last one on my list today is recognition. Remuneration is important for sure but recognizing staff for good jobs well done is most important and a significant indicator in value-based leadership. Many employees want to feel that their work is being valued and valuing values plays an important role in this because they should stipulate in some way that there is a recognition of the hard work outside of the salary and the direct results as a result of their work. This will also inform great culture and culture can be formed so that this becomes a self-fulfilling prophecy. The final thing I want to draw our attention to is your company's purpose is not your purpose and your mission, but finding that connectivity by what you do to why they do what they do will really help you find true purpose in your work, as well as in your life Values based culture gives you the principles to accelerate progress together and purpose will anchor the activities that bring people together to drive great culture. That's been The Leadership Hacker News, lets dive into the show. Start of Podcast Steve Rush: Joining on the show today is Matt May. He's the founder and CEO of Premiering Building & Interactive Experiences Company. Who's putting the fun and energy back into play. He's also a speaker, an author of the book, Take The Fear Out Of Team Building. Matt, welcome to the show my friend. Matt May: Thank you so much for having me. I'm thrilled to be here. Steve Rush: So, I'm really looking forward to our interactive experience today. But before we get into that, maybe you can just give our listeners a little bit of the journey from where it all began in theater to you and how you ended up running in interactive experiences firm. Matt May: Absolutely. So, I was in music and theater in high school, middle school. I always was creative. Hey, let's put on some sort of a show or a presentation or do something for the family and the parents and the yada, yada in the backyard, in the garage. And when I went to school undergraduate, I went for theater. I earned a dual major in theater and arts administration. So, I got that business side. I also was a camp counselor when I was a teenager. I went through a three-year counselor in training program as a camper. Took some psychology courses in undergrad, as well as a number of leadership courses. And I don't know if they're call all seminars or what but opportunities that were presented through a variety of organizations within the university setting. So that kind of all sorts of came together for me after I graduated school, I went to New York city and did the professional entertainment thing for a while, but I also was always kind of had an education thought in my head. So, I really did a number of different things. I finally left New York after five years. I said, I'm moving to sunnier pastures because I want to be able to have my coffee outside, whether it's January or June. Steve Rush: That's right, yeah. Matt May: [Laugh]. I moved to Florida in the states and really haven't looked back. But when I moved there, I started working in administration at a performing arts high school and college and had a number of different opportunities that I embraced and did. And finally sort of fell into team building per say. I happened to be bartending at a comedy show on campus at the Fort Lauderdale Performing Arts Center, the Broward Center for the Performing Arts. And the stage manager happened to be staffing an event, a team building event, just helping the company, which is actually based in Massachusetts. So not even close by. And she said, hey, do you want to do it? And I said, yeah, absolutely. And that was my first official team building as an assistant staff. And I said, oh, huh, there's something about this. So, jump ahead, several years I was facilitating, I started doing a lot of producing because of my theatre background. I was able to do production and logistics and whatnot, and finally said, you know what? I quite honestly, I'm tired of being on the front lines and not having control and what goes into all of the preparation beforehand and created my own company. And I like to call it a perfect storm because I have my logistics and my business and my entrepreneurship and my sales skills. And by the way, sales is my least favourite thing to do. But I get guess I have some sort of a knack for it. But then I also, when I facilitate jump on stage and I'm able to get people working together and be entertaining and whatnot. So, I'm able to use all of my experiences and all of my different training, whether it be from education or professional or theatre or business, and it kind of a perfect store and collides together. So that's kind of how I got to where I am now. And looking back, of course, hindsight is always 2020, I think. Oh, all right. Well, that's why I did all of those different things and worked in education and professional theatre and, you know, did some temping offices and whatnot so that all of this came together for me to where I am now, Steve Rush: Steve jobs, I think famously said you can't always connect the dots forward, but you can definitely connect them back. And that's perfect example, right? If you were trying to create the path to where you are now, you'd probably never get there. Matt May: No. And you just made me think, I don't know if I'm the only one, but I remember as a kid, when we would try to do mazes, you know, the mazes that you draw, the pen or the pencil through it all. Steve Rush: Yeah. Matt May: Some reason, they seem to be easier going backwards. Steve Rush: Oh, that's interesting perspective. I wonder if that's something to do with the way that our brains are wired as well. Matt May: It must be, I've never really researched it, and until you mention that Steve Jobs quote, I hadn't really thought of it, but I think that's on my to-do list this afternoon. Steve Rush: Shout out to all amateur neuroscientists, or any professional ones that listen to the show, they can maybe contact us and let us know. That'll be interesting to have a look at. Matt May: Yes. Steve Rush: So, the work that you do now, it's very still theatrical, isn't it? So, you get to be that front to stage guy, but also then be that production guy as well. Is there a natural kind of thing that you prefer? Are you more of a front man or more of a production man? Where would you say you're kind of true passion lie? Matt May: Geez, that's a tough question to answer. You know, certainly being a performer as I was younger and going to school for it initially, that's instilled in me, but it's funny. I will have clients who are new clients often come up to me after an experience ended and say, where did you come from? And the first few times that happened, I didn't understand it. But now I do, when I walk into a ballroom or whatever, and I'm setting up and managing staff and we're getting ready, it's very organized and logical. And you know, I'm just doing what needs to be done and I'm talking to a client or whatever, and it's very professional, but something happens that when I jump on stage or jump in front of a crowd or grab a mic or whatever, I just inherently turn it on if you will. Steve Rush: Yeah. Matt May: And that's what they refer to now. The challenge is, in my line of work is. I'm not there just to entertain, right. And I'm reminded of the late Alex Trebek from Jeopardy. He was never wanted to be introduced as the star of the show Jeopardy. It was always the host of the show because his feeling was that contestants were the stars. Steve Rush: Yes. Matt May: And I try to keep that philosophy that the participants in the experience, they are the stars, the light shines on them. When I start a program, I'm doing kind of what I like to think of as audience warm up. And yeah, I do my skit and whatnot, but that gets people going. But then once the experience really gets going and they get hands on, it's all about them. Steve Rush: Yeah. And of course, the biggest thing, most of all is, you're there to facilitate a learning outcome. Matt May: Exactly. Steve Rush: And that's the one thing that is different from a performance, because actually as a performer, you are still having an ambition to want to entertain, but you are not having to be as thoughtful of the specific way that you construct an experience so that somebody takes away a different learning outcome, right? Matt May: Correct. Correct. And when we're watching as patrons watching entertainment, whether it be on a screen or on a stage. We are there for them to entertain us. Where in my line of work, I'm not here to entertain you. As you said, I'm here to facilitate the experience. So, you put in as much as you're going to get out of it. Steve Rush: Exactly right. So, when we start to think about the whole concept of team building, when you mention that word to groups of individuals, what's the reason you get a different response. So, some people will love it and some people will running in fear from it. What causes that? Matt May: The simple answer in my opinion is bad experiences. Steve Rush: Yeah. Matt May: They have been thrust into experiences that didn't have positive outcomes for them, for whatever reason. So many people think of team building as trust falls or paintball or zip lining or white-water rafting, you know, extreme sports, if you will, or sitting in a room and being told, this is how you work together as a team, while watching a slideshow, right. I don't do any of those things. And I think it's because people have been thrust into those things, or that's the majority of their experience. They just have a negative connotation in their head that team building is a bad word. Now there's also, as you mentioned, some people are very excited about it. People who are extroverted and tend to be well, extroverts generally like it more because they're excited and their energy is locomotive full speed ahead. Where people who are more introverted and maybe have anxiety, or even if it's not full-blown anxiety just don't like to be in a crowd or don't like to be in a small group because they can't hide as easily. Those people have more apprehension. So, when they hear team building, I think their negative thoughts are even more heightened. Steve Rush: Of course, in any audience, you are going to have a mix of those types of individuals, because many will be extroverted and thinkers and feelers, and others will be introverted thinkers and feelers. How do you make sure that when you are constructing a session that you are thoughtful of those different types of personalities that might come out? Matt May: Well, our experiences are designed in such a way that everybody is on an even peel, equal, right. I generally tell clients; I don't want to know who the boss is. The CEO is here, okay great. Don't tell me who he is, or she is. I don't want to know because I want to treat every single person the same. Now Murphy's Law inevitably comes into play nine times out ten, and that's the person I wind up picking on [Laugh] just organically. And then, oh, that's the CEO, well, thanks for playing [laugh]. But generally, most of our experiences, Steve call for teams of ten, and we start off having everybody in the team of ten, doing a group exercise, and they're all doing the exact same thing before they even break out into, quotes, unquote. And I'm using air quotes here, roles and responsibilities that they will be in charge of, if you will, during the experience. Everybody does the same icebreakers and the same introductory games and challenges and activities. So that everyone is completely even keel. Then a lot of times when you break off into the experience, say it's building bikes for kids. For example, some people are more mechanically inclined, or they're really good with wrenches and they want to put something together great. Somebody else is better with puzzles and mind games and mind solving great. They'll focus more on that. Other people are better at marketing. And so, they'll kind of work on their team presentation more, but by the same token, a lot of times people say, well, you try this. This is not your forte or what you would normally gravitate to, this particular component. Why don't you try this? And that allows people to see their colleagues in a whole different light. Steve Rush: Yeah. Matt May: For example, sometimes the CEO or the C levels or the Directors, whatever will be on teams with somebody who's the front desk receptionist. And that person will, for whatever reason, wind up in more of a leadership role or whatnot. And then next thing you know, the boss is saying, you are totally underutilized signing for packages and answering the phone. We need to talk next week. And, you know, ultimately the person becomes an office manager or whatever, because he or she was seen in a different light. Steve Rush: I suspect that having the opportunity to throw away the natural conventions of the work labels gives everybody the opportunity to see how others behave and perform. Matt May: Absolutely. Steve Rush: Yeah, I love that. So as kids, when, you know, you first got up in front of your folks and did your, you know, theatre production and, you know, I probably did the same. What is it that causes some people like you, Matt, to continually have this energy to want to continually innovate and play where others like me will, you know, be a bit stuffy and go, well, I don't do any of that kind of stuff anymore? Matt May: Well, I don't know. I don't know if there's a certain quote unquote thing that is in me or not in you or whatever. I think some of it is inherent and its personality and as well as likes and desires, you know, what we follow or chase, but I think a big part of it too Steve is that we are conditioned as we grow up. Now I can only speak for the States, right. I can't speak for European school upbringing, but for the States, and this is changing to a degree, but for so long, it was sit at the desk, take the information that's presented to you, go home, do some exercises, commit it to memory, come back and regurgitate, wash, rinse, repeat, right? Steve Rush: Right. Matt May: So, as kids if we look at it, their favourite, well, I'm generalizing. Often the favourite part of the day is recess because they get to go outside and play. But as we get older, recess is removed from the school day. And by the time we're out of primary schools and into middle school, junior high, high school, and then certainly in college, we go, and we ask people to give us information and educate us that we are then going to theoretically use, but the play is gone. So, I think that's a big part of it is, just society. And don't get me wrong. Look, adulting is hard [Laugh] okay. Steve Rush: That's true. Matt May: We all have responsibilities. We can't play on the playground all day. We have to work so that we can survive and support our family or if we don't have a family, at least keep a roof over our head and keep us fed and clothed. But the fun element in our work and our workday seems to have been removed. Steve Rush: Yeah. Matt May: And it, takes like going on a boy's weekend to have our fun or the girls. I'm going out with the girls tonight or whatever. That is how we have our fun. Well, why can't we still have fun in the workday? And I know fun is not necessarily something we use to measure success or productivity, but it doesn't mean it can't be prevalent. And it doesn't mean it doesn't help success and productivity. Steve Rush: I think you actually might be able to measure that. So, when you look at things like employee engagement, you'll see fun represent itself in different ways. So, commitment to the organization, prepared to stay, creativity, innovation, elements of peer group recognition, that kind of stuff. But often we don't apply that three-letter word to it because we feel it's got less relevance in a workplace. Matt May: Correct. Steve Rush: Would that be fair selection? Matt May: Absolutely. I think that's very fair. And I will let you in on, well, I guess it's not going to be a secret because I've already told other people coming out there right now. I am a Hallmark movie junkie. I fully admit it. I'm a sap. I'm a big romantic at heart. I love Hallmark movies. And there was one that I watch about a year ago now. And there was a line that I sort of kind of touched on a moment ago, but the line was, and I know that fun, isn't typical metric in the corporate world, but you know what it's worth because fun allows people to relax and be fully themselves, which makes them productive and more engaged. And that affects the bottom line. Steve Rush: Right. And is that something also that helps remove some of that fear and anxiety around team building as well? Matt May: Absolutely. And I've had, I don't want to say arguments. Discussions with people who have said anything competitive is not valuable in team building. Well, hold on, going back to the whole paintball, I will agree with you on that. I don't, for me, that is not exciting. That is not team building. That's just crazy, whatever. However, the majority of our team building experiences are competitive in nature. However, we're not talking about tackling each other and taking each other out with guns. We're talking about light-hearted competition. People are naturally competitive, Steve, right? Steve Rush: mm-hmm. Matt May: Again, I'm generalizing. Steve Rush: That's a fair generalization, yeah. Matt May: Yeah. When we start, we go to school, we earn, or we are provide with good grades for positive work and productive work. The mother of all, and I don't know if you have this over in the UK, but at least over here, the mother of all winnings is the lottery. People play, whether it's scratch off or the big one, people go to a casino for a night out, whatever, but they put their coin in the machine, pull that lever and they want to get the pay-out. We are competitively, we like to win things. So, when you tell people, hey, you are doing this for the winning title, and yes, you're going to win a gold medal at the end, whatever. It's just fun. We're just there to have some light-hearted competition, but people inherently enjoy that. Then they start talking smack to their colleagues. You're going down, whatever. Just again, it's all light-hearted fun. Nobody really means any ill will to each other. But doing that in an environment outside of the office allows you to see your colleagues in a different light Steve Rush: And neurologically, of course. It releases dopamine. Matt May: Right. Steve Rush: And that's a rewarding chemical transmitter, neurotransmitter that we thrive on. And you get a hit from that. So not only is it fun, it's also a learning, so you want more of it. Matt May: Exactly. We crave more of it once we've had the burst of it. Steve Rush: Yeah. Matt May: And like I said, the whole medals, I have a discussion and I usually talk about it on when to do team building exercises. I always say, if you have people that don't know each other and coming out of the pandemic, I have hear from more and more people, we're doing the sales meeting and 75% of our team has not met each other, other than on Zoom. Okay, well, then I would recommend doing it at the beginning. Well, we wanted to wrap up the three-day conference with it. Okay, we can do that. But if you're telling me, people don't know each other yet, do it at the beginning, they're automatically going to know nine other people from their direct team. The winning team is going to win gold medals. Maybe they'll wear them at lunch that day. Maybe they'll wear them that night to the cocktail reception. We'll encourage them to wear them the rest of the three days to remind everyone that they were the winners. Good for them. Well, that's a conversation piece right there. Somebody else might come up and say, we were robbed. Yeah, well, sorry. We got the medals, right. So, it automatically creates conversation. And again, it was based on that fun competition factor. Steve Rush: So, during your experiences as well, one of the things that I've noticed through the work that you do, Matt, is that there is always a purpose behind what you do. So mentioned kids for bikes earlier. So that's something that you use, exercise as a team together, but something that's also serving communities well. Just tell us a little bit about some of the things you do. Matt May: Well, as far as the philanthropic experiences, yes. Building bikes is for kids is one. We have an experience where we build wheelchairs for veterans, or maybe not even veterans for people who are mobility challenged. Foster care programs, kids entering foster care. Kids that need snacks. They don't get them during the school day when they're on vacation, places that they can go to get the snacks because they're underserved and maybe their parents can't afford to give them a snack every day. So, all of those types of things, many companies have CSR, Corporate Social Responsibility Initiatives. And if we can align with them, that's great. Because, let's say, let's be honest. If we can get something out of it, i.e., getting our teams to work together, having fun, doing something out of the norm of the workday and give back, well, then it's win-win for everybody. Steve Rush: Yeah. Ticking all the boxes, right? Matt May: Exactly. And it doesn't have to be philanthropic. It could be a culinary program and your company, I don't know, maybe your company makes salsa. We could do a salsa margarita challenge. See, oh, wait, maybe that is the next new recipe for your brand, right. Or for an alternate version of your salsa, or maybe you make hospice sauce and, well, great. Let's use your sauce in this culinary team building experience. So, there are ways to incorporate the company as well. Steve Rush: Yeah, exactly. Love it. So, have you ever had a time where you've just had a participant who's just, you know, folded arms, stuffy, I'm not getting involved in any of this? Have you ever experienced any of that? Matt May: Yes [laugh]. Steve Rush: How do you deal with that? Matt May: To be honest with you, I don't, and I'll tell you why. Usually, well, it's never not happened. So, knock on wood. The person ultimately says, well, I look like a schmuck standing over here, and I'm the one who's not having fun. Who wants to be in the corner? Right. All by him or herself. If your colleagues bring you in and you insist upon being that stuffy jerk. Okay, fine. You're only hurting yourself. So, peer pressure I guess, is the bottom line. And I say that in a positive way, not a negative way. That ultimately your peers are going to say, come on, let's go. You're being a jerk. Steve Rush: [Laugh]. Matt May: And it happens, right. If somebody doesn't have the realization by themselves, that there are only hurting themselves and look like dunce. Somebody else, or several other members of the team are going to say, come on, let's go. Now, I'll be patting myself on the back. That rarely happens because our experiences are designed in such a way that you really can't sit out, starting right at the get go. And when I facilitate, and our other facilitators have been trained to really put on the charm immediately, put on the energy immediately. So, we inherently, not we, but the participants inherently say, okay, I'm already in this. Steve Rush: The one thing I notice in those experiences as well is the other thing of course, is that, that individual's looking at everybody else having loads of fun, thinking. Now I'm losing out. Matt May: Correct. Steve Rush: So, I know over the last couple of years, Matt, you've had to really pivot your business model as we were going through the experiences of the pandemic. But I wonder having had the experience of being face to face and virtual, what the pandemics really taught us about how we participate or get involved if the case around things like team building or activities, what's it really highlighted for us? Matt May: Well, I think that it's proven to us that face to face interaction is necessary. And it's certainly good for us. We learn so much more and we get and give so much more when we're face to face. When you're on a video call, yes, you can see the person, but you may not see the person's hand gestures because the camera is close, right. And you don't get the body language. You don't get the nonverbal cues. You don't get touch, right. Human beings need touch. There's a wonderful book and its old. And it was Tuesdays with Morrie, Mitch Albom. And there was a movie made with Jack lemon and Hank Azaria, many, many years ago. And I'm paraphrasing here, but Morrie was diagnosed with ALS, and he basically taught this former student, Mitch Albom life lessons. And one of them was, when we come into this world, we are cradled by our mothers, right. Until we learn to walk. And even then, we are constantly cradled by our parents. Craving human touch. When we die, nobody wants to die alone. I know this is a grim thought. And I apologize for doing that on the podcast, nobody wants to die alone. Steve Rush: Right. Matt May: So, we crave it, but why do we push it away for the majority of our lives? Why do we begin and end with it, but not continue to make it so important to us during our adult lives? But again, going back to face-to-face, handshakes. Now, I know people are still, some of them are nervous about that and whatnot, okay. Then do an elbow, bump, whatever. But when you touch someone's hand and you grasp it, you are having a physical connection that you don't get virtually. Steve Rush: Yeah. Matt May: Now, team building experiences and other were very valuable. They still are. We do them. I personally prefer face to face, but I know a lot of people are saying, we're just not ready to go back yet or we don't have the ability to bring in everybody just yet. We've got it six months down the line, but we want to do something right now. Great. So, it's still valuable because you're getting people interacting and hopefully having fun. But the face to face in person is just so much more valuable. Yes people were doing virtual events. I get that. But this wasn't even in our brains, right. As a thought, this conversation right now. Steve Rush: Right. Matt May: Because of the pandemic is why we're having this discussion. I can't articulate this. I don't know why, but going back, we never would've thought about that before. Steve Rush: That's true. And it's fair to say I think that people certainly in my experience in the last three to five months, I would say, are really grateful in when people come together as a group, there's definitely much more appreciation for that now. Matt May: Yes. It's not just, well, we're going to a sales meeting. It's oh my gosh. We're going to a sales meeting live and in person. Steve Rush: [Laugh] and therefore there's something deeply intrinsic that you refer to as that kind of cradling. That is a, also a very real metaphor for us wanting connection with people, isn't it? Matt May: Yeah. And when we're in face to face, at least in my experience. Observe people being more organically involved, right. When you have a computer screen behind you, how many times have we seen somebody looking down and we say, oh, well, he or she's checking text messages right now, or, you know, or, oh, oh, he's reading his email, we can tell. You're not as engaged because you have so many more distractions and there's no real accountability either. Steve Rush: That's right. Matt May: And I don't use that as a negative term. I use it as a positive term, even to ourselves, we're just not accountable because we have so many other things right in front of us on that fancy screen, that when you take that away and what's in front of you is an actual face. Oh my gosh. Okay. I'm totally engaged with you right now. Steve Rush: Well, fingers crossed for wherever anybody is listening to us in the world. They're going to get back to some level of connection and normality pretty soon, anyway. Matt May: Yes, I hope so. Steve Rush: So, this part of the show, Matt, is where we start to turn the tables, you've learned lots of different teams and had lots of different leadership experiences over your career. And I'm keen to really hack into those now. So, what I'm going to ask you to do, if you can, is try and think of all of those experiences and just distill them down to your top three leadership hacks. What would they be? Matt May: One is to utilize people's strengths and not only participants, but also staff and facilitators, right. In an office setting, in an assembly line, in a factory, whatever. We hire people based upon their qualifications and skills. So, let's do the same thing in a fun atmosphere. Now, again, this is going back to what I said before. Maybe let people get outside of their comfort zone, but at least for me with staff, I always want to find the right staff person, not only the experience, but the client. Steve Rush: Right. Matt May: What's the demographic of the client who is going to work best with that demographic? So that's one. Utilizing people's skills and strengths. My catch phrase is regress to kindergarten. Take off the sport coat, take off the tie, take off the high heels, whatever you're wearing. You're in a safe space. Nobody's judging you, if they are, judge them right back, because they're probably doing the exact same thing. It's not going to go anywhere. It's kind of like what happens in Vegas stays in Vegas. What happens in this room stays in this because if you don't have those inhibitions, you're going to organically be in a much better place to give of yourself for your team and the experience. And the third leadership hack. Geez, I would say. It's really kind of, my new catch phrase is, take the fear out of team building, which is the title of the book. And that is, let's give people experiences where at the end of it, they say, okay, so my goal is, when you see me walk in six months from now, you're not going to go, oh, that team building guy. Hopefully say, Ooh, what are we doing today? Or at the very least say, all right, let's see what he is got out of his sleeve today. Let's see how it compares to last time. Steve Rush: Mm-Hmm. There must have been some magical experiences you've had over your careers. If you could just maybe call one out. The most fun, extravagant experience that you've had with a group or, an individual in a group, what would that be? Matt May: It's hard to pinpoint one. And I can't remember the exact number. I facilitated a military care pack program. This is probably seven years ago or more. Those always get me. I'm a big supporter of the U.S. Military. And I know you're over in Europe, but I'm a big supporter of people who put their lives on hold to make our lives better. Steve Rush: Absolutely. Matt May: That is very important to me. So military care pack programs always hit me pretty, pretty tough. They hit me hard in a good way. Also, when you see a kid who is part of a boys and girls club or whatever, come into a room and they don't know why they're there. And then all of a sudden there are 12, 24, 50, bikes, and they're then told these are going to your organization. The look of huh, on their face is just amazing. And little ones are just, I don't have kids. I'm too old to start at this point, but boy, some of the things they do and say they just melt my heart and make me just crack up [laugh]. Steve Rush: Makes it all worthwhile, right? Matt May: Exactly. I'm always appreciative for that. Steve Rush: Well, the next part of the show we call it Hack to Attack. So, this is typically where something hasn't worked out for you. Maybe been pretty catastrophic, could have screwed up, but as a result of it, you've learned, and it's now a force of good in your life or work, what would be your Hack to Attack? Matt May: [Laugh] be careful what papers you sign to be quite honest. Steve Rush: [laugh] yeah. Matt May: Really and be careful with whom you go into business and protect yourself because you're the only anyone that's going to protect yourself. And I don't want to sound cold and snarky, but it's true. You can be a wonderful person and be very giving and loving and generous and still protect yourself. Steve Rush: Yes, you can. Matt May: And that's the business side of me, careful what you sign and know who you're getting into bed with proverbially. Steve Rush: Yeah. You're not the first guest mine you to have said that over the two years or so, we've been running the show. We must have at least half a dozen of our guests have, you know, some really similar circumstances where the greatest trusted relationships have gone wrong because of one piece of paper. Matt May: Exactly, exactly. And it's bad that happens. But it's the reality of the world we live in. Steve Rush: Certainly is. Now the last thing we're going to do is you get to go and give yourself some advice at 21. So, if that time travel happened now. You stood right in front of Matt. He's 21, you're in front of him. What's your advice? Matt May: Probably to embrace the opportunities that you're presented with wholly, don't be fearful of them. Again, hindsight is 2020. The older I get; I do subscribe more to the philosophy of everything happens for a reason. And for whatever reason right now, this is where you're supposed to be. And it may not be the happiest of circumstances, but what do you need to do to not only get through this but thrive beyond it and learn from it. Steve Rush: Great advice. Matt May: That would be my two words. It's okay. Steve Rush: Hmm. Love it. So, what's next for you and the team? Matt May: Well, we are very excited to be getting back to face-to-face experiences. Really trying to provide those to people who are ready. I hope more and more people continue to be ready and jump on this. My hope is that now, companies who are allowing people or have just made the decision to, we're not going to own real estate or rent real estate anymore, because we know work from home, works for us. Great. That money that you're saving, bring your people together. At least twice a year, quarterly is better. Have an all hands. Even if it's just lunch, an address from the CEO and a team building experience where people get to play and work together, hands on, do it. It's more important now than ever. My dream would be that it becomes instilled in everyone's minds that this is as important as ordering copy paper. Steve Rush: Right. DNA and the fabric of an organization should have all of those experiences to really exploit some of those unlearned or unobserved behaviors that you talked about earlier, right? Matt May: Exactly. Steve Rush: Yeah. So, when folks have listened into this Matt, where's the best place for us to send them so they can bump into some of the work and maybe get a copy of the book? Matt May: The best place is the website, which is premierteambuilding.com. It's premier as in like number one without the E at the end of it. But if you do happen to put it in, it'll direct you to the correct place. There's a contact form there. There's a links to Amazon where the book is. All of our social media links are there. You can follow us there. I love to travel personally. So, we do programs throughout the U.S., Canada, Mexico, abroad. I'd love to get over to the UK at some point. So more than happy to do that for anyone who's listening over there. Steve Rush: Course of action. Yeah, exactly. Well, Matt, listen, I've love chatting to you and you know, there's no surprise that you've been a success in the business that you're in and the energy and focus you bring to it. So, I just want to say thank you and we'll make sure all of those links are in our show notes. So, when folks have listened as well. They can dive straight over, but thanks for being on the show. Matt May: Thank you, Steve. Closing Steve Rush: I want to sign off by saying thank you to you for joining us on the show too. We recognize without you, there is no show. So please continue to share, subscribe, and like, and continue to get in touch with us with the great new stories that we share every week. And so that we can continue to bring you great stories. Please make sure you give us a five-star review where you can and share this podcast with your friends, your teams, and communities. You want to find us on social media. You can find us on Facebook and Twitter @leadershiphacker, Leadership Hacker on YouTube and on Instagram, the_leadership_hacker and if that wasn't enough, you can also find us on our website leadership-hacker.com. Tune into next episode to find out what great hacks and stories are coming your way. That's me signing off. I'm Steve Rush, and I've been your Leadership Hacker.
Goodbye, Mrs. Wilder: Laura is DONE with her class full of ignorant kids who don't yet know what they haven't been taught. Harriet swoops in and decides these farmers' kids just need to learn art appreciation and French. The kids do everything they can to resist this change and lure Laura back with a plan to act like maniacs in bananatown. Amye gets a case of the giggles right up front, Jennie puts Carrie on the school board, and we have a rather boring conversation about The Last Kingdom.Show Notes:For MORE content, sign up for our Patreon feed: www.patreon.com/genxthisiswhyJoin our Facebook Group, The Me-Me B's: facebook.com/groups/genxthisiswhy/Follow Gen X, This is Why on Facebook: facebook.com/genxthisiswhy/And find us on Instagram at: @genxthisiswhyYou can find Amye at: @amyearcherwriterYou can find Jennie, but good luck with that.Questions? Comments? Email us at email@example.comSupport the show
Today I'm joined by John Dick, Founder and CEO of Civic Science. Founded in 2007, Civic Science is a consumer intelligence research platform that polls millions of Americans each week covering thousands of topics. Their proprietary InsightStore analyzes the responses so decision-makers can discover the market and cultural trends. There are a few things that are very interesting about Civic Science that you may not know. First, they have a “whos who” set of investors including Jeff Wilkie of Amazon, Thomas Tall, founder of Legendary Entertainment, NPD Group, and Marc Cuban. Second, you will find them referenced daily in nearly every credible news source from the Wall Street Journal to daily blogs. Find John Online: LinkedIn: https://www.linkedin.com/in/johndick/ Company: https://civicscience.com/ Find Jamin Online: Email: firstname.lastname@example.org LinkedIn: www.linkedin.com/in/jaminbrazilTwitter: www.twitter.com/jaminbrazil Find Us Online: Twitter: www.twitter.com/happymrxp LinkedIn: www.linkedin.com/company/happymarketresearch Facebook: www.facebook.com/happymrxp Website: www.happymr.com Music: “Clap Along” by Auditionauti: https://audionautix.com “As It Was” by Harry Styles: https://www.youtube.com/watch?v=H5v3kku4y6Q References: Millennials at work by PWC: https://www.shrm.org/hr-today/news/hr-magazine/documents/millennials-at-work.pdfThe Science Behind Social Media's Hold on Our Mental Health BY BRITTNEY MCNAMARA: https://www.teenvogue.com/story/the-science-behind-social-medias-hold-on-our-mental-health This Episode is Sponsored by: The Michigan State University's Master of Science in Marketing Research Program delivers the #1 ranked insights and analytics graduate degree in three formats: Full-time on campus Full-time online Part-time online NEW FOR 2022: If you can't commit to their full degree program, simply begin with one of their 3-course certificates: Insights Design or Insights Analysis. In addition to the certification, all the courses you complete will build toward your graduation. If you are looking to achieve your full potential, check out MSMU's programs at: broad.msu.edu/marketing HubUX is a research operation platform for private panel management, qualitative automation including video audition questions, and surveys. For a limited time, user seats are free. If you'd like to learn more or create your own account, visit hubux.com. Today is May 9th, 2022. Happy Monday! You're listening to the Happy Market Research podcast. I'm Jamin Brazil, your host. Support for the Happy Market Research Podcast and the following message comes from Michigan State's Marketing Research Program & HubUX. This is episode 552. And, today, according to Spotify, Harry Styles' “As It Was” is the number one song in the US. I love how the music review site, pitchfork.com put it, “If Styles' last record was about having sex and feeling sad, “As It Was” seems to be about having sex, feeling sad, then getting over it.” Alright, let's make this a kick ass day! Today I'm going to cover the topic of managing employees, specifically Gen Z. This is the first of a two part series on the topic. To start, let me be honest with you…I'm not perfect and am still figuring this out. So, feedback is welcome and appreciated! Let's start with a sclesious statement. If you are a Gen Xer, that is 42 to 57 years old, then you recall the disruption to the hiring, training and engaging of Millennials as they entered the workforce. A whitepaper published in Novermber 2011 by PWC said, “The millennial generation, now entering employment, will reshape the world of work.” And they did. The risk management group Thomas McGee said, “As young professionals, they look for processes, documentation, and recruitment language as evidence of a commitment to workplace safety.” One great example is how UPS adopted VR for driver safety trainin...
Lisa Harrison of Mad Money Monster talks about why FIOR is better than FIRE Episode 1881: 5 Reasons Ditching FIRE For FIOR Might Be Your Best Financial Move by Lisa Harrison of Mad Money Monster Lisa is a mother, scientist, and financial enthusiast. She founded Mad Money Monster, a personal finance blog chronicling her and her family's journey from doing money all wrong to doing it all right. She and her husband are known as Mr. & Mrs. Mad Money Monster on the site. They pride themselves as being Gen-Xers who have turned it all around and are now charting a course toward financial independence. The original post is located here: https://madmoneymonster.com/2019/11/11/5-reasons-ditching-fire-for-fior-might-be-your-best-financial-move/ Visit Me Online at OLDPodcast.com Interested in advertising on the show? https://www.advertisecast.com/OptimalFinanceDaily Learn more about your ad choices. Visit megaphone.fm/adchoices
Joe Kagan is Mother Debbie Done with plowing and heads to the exciting town of Sleepy Eye for a new life. He gets a job at Garvey's newest Amazon operation and is forced to "say hi to Mary." We meet Timmy, an angry boy who acts a lot like Little Jennie, and we have a showdown of choirs.Show Notes:To sign up for our Patreon feed, download the Patreon app or visit www.patreon.com/genxthisiswhyFollow Gen X, This is Why on Facebook: facebook.com/genxthisiswhy/Join our Facebook Group, The Me-Me B's for extra content, giveaways, and some fun Gen X introspection: facebook.com/groups/genxthisiswhy/And find us on Instagram at: @genxthisiswhyYou can find Amye at: @amyearcherwriterYou can find Jennie, but good luck with that.Questions? Comments? Email us at email@example.comSupport the show (https://www.patreon.com/genxthisiswhy)
Adam Sandler was a comedy icon for us Gen-Xers! Between his time on SNL, his multiple comedy albums and hit movies, Adam Sandler was as big of a star during the 90s as Jim Carrey, Eddie Murphy and Denis Leary. We talk everything Adam Sandler and give our Top 5 Sandler sketches list! Patreon: patreon.com/thesidebarcantina Our Links: https://bio.link/thesidebarcantina Red 5 Network : https://bio.link/red5
Manly is trolled the entire episode and we are here for it. When his older brother, Royal, decides to go on a river cruise with his wife, they need a sucker to watch their terrible, rambunctious boys. They need a sucker. Hey everyone, it's Manly! Jennie is back from her trip, we struggle hard with geography, and Amye has to explain how an outhouse is constructed.Show Notes:To sign up for our Patreon feed, download the Patreon app or visit www.patreon.com/genxthisiswhyFollow Gen X, This is Why on Facebook: facebook.com/genxthisiswhy/Join our Facebook Group, The Me-Me B's for extra content, giveaways, and some fun Gen X introspection: facebook.com/groups/genxthisiswhy/And find us on Instagram at: @genxthisiswhyYou can find Amye at: @amyearcherwriterYou can find Jennie, but good luck with that.Questions? Comments? Email us at firstname.lastname@example.orgSupport the show (https://www.patreon.com/genxthisiswhy)
Harriet's bigotry and awfulness is dialed up to a ten when Percival's parents visit to meet their grandchild. Harriet and Benjamin clash over which religion the baby will practice. Nellie gives birth to twins: Jennifer (gag) and Benjamin.PS-Jennie is recording from a closet in a Palm Springs hotel, and Amye is on a new, but older? MacBook, so there are a few sound hiccups. Sorry in advance!Show Notes:To sign up for our Patreon feed, download the Patreon app or visit www.patreon.com/genxthisiswhyFollow Gen X, This is Why on Facebook: facebook.com/genxthisiswhy/Join our Facebook Group, The Me-Me B's for extra content, giveaways, and some fun Gen X introspection: facebook.com/groups/genxthisiswhy/And find us on Instagram at: @genxthisiswhyYou can find Amye at: @amyearcherwriterYou can find Jennie, but good luck with that.Questions? Comments? Email us at email@example.comSupport the show (https://www.patreon.com/genxthisiswhy)
In the year 2000 MTVs Real World took the audience to New Orleans and introduced Filipino Americans to Melissa Howard. Over 20 years later Paramount Plus is giving Gen Xers the opportunity to revisit classic Real World casts. In 2021 Real World New York and Los Angeles opened the door to these Homecoming reunions. These...