Lead Today & Influence Tomorrow

A few weeks ago, I attended a New York Levo event hosted by executive recruiting firm, Korn Ferry. Topic of the evening was “Accelerating the Effectiveness and Impact of Millennials.”

Participants of the event eagerly shared their thoughts about the millennial generation, their values, and their expectations from their role, team, and organizations.

We discussed Korn Ferry’s Four Dimensions of Leadership & Talent, which includes the following: competencies, experiences, traits, and drivers. In understanding our decision making process, for competencies and experiences, we can examine what skills we excel in and lessons we have learned from our experiences. Regarding traits and drivers, we can focus on who we are- personality traits and values that keep us most engaged.

As professionals who seek to develop our leadership skills, the four dimensions provide a framework for us to continually re-evaluate and set our goals. By taking on risky and unfamiliar experiences as well as actively learning through new problems, we can extract lessons from both success and failure.

In addition, we learned about the different stages of our careers, examining which skills and competencies are most influential for each stage.

At the end of the day, we must access where we are, then determine how we can build experiences, develop competencies, and contribute to the business. Be self-aware, understand perceptions, be resilient, and be a nimble learner, someone who learns quickly and embraces all experiences as learning opportunities.

This week was the week of lectures for me. Part of keeping an open mind and keeping tabs on industry news, I think it’s important to not only read the news but also attend events that foster your interests and meet aspiring leaders. 

Entrepreneurship hasn’t always been in the forefront of mind, however, this topic has been of interest to me recently.  Start-ups like Uber, Facebook, and Airbnb have reached new levels. At the core of organizations like these, their purpose is centered around connectivity, in fact creating a platform in able to do so. As shown from the second picture above, these companies do not own inventory and they do not create content, their account users are the drivers. 

This past week, I had the opportunity to join a conversation about entrepreneriship with Brian Chesky, co-founder of Airbnb. A captivating speaker, Chesky shared his story and his journey with the creation of Airbnb. The following are a couple key points advice for those who want to start their own business:

-Building something people love. 

Airbnb was created and it ended up as a great idea. Chesky suggests to “Create a solution for a problem in your life.” Chesky and co-founder Gebbia’s problem was the struggle to pay rent. 

-Focus on 100 people, rather than 1,000.

Create a small, but loyal customer base. If entrepreneurs focus on a smaller amount, the customers will recommend the company through words of mouth. They’ll tell 10 more people. As the company grows, do not fall into the trap of treating your customers like transactions. 

-Surround yourself with role models.

Create a community of those who inspire you. Similar to friendships, surround yourself with those who lift you higher. And don’t be afraid to ask for help.

-Unique culture.

Of course the HR professional in myself will wrap up this post with a critical organizational topic of culture. Chesky mentioned that part of the success of Airbnb is the company culture. The founders wanted to hand-pick employees who were smart, optimistic, and passionate about Airbnb. 

Simply being present at this entrepreneur event inspired me. I left the event feeling inspired and understanding start-ups through a different lens. There’s a more personal connection to starting this process, and as he mentioned, the aim was to solve a problem in his life, not necessarily trying to conquer all problems and brainstorming many ideas. 

Packed in the gorgeous Rebecca Minkoff store in Soho, guests were greeted by friendly smiles and refreshments. Passionate, driven, and of course trendy Levo League members crowded to the back of the store, where the live panel discussion for #Levo100 was taking place. Quarter past 6, all eyes were on the esteemed speakers: Rebecca Minkoff, Philippe Von Borries, Dan Schawbel, and Shiza Shahid. The following recaps a few helpful tips in regards to entrepreneurship:

1.     Consider if entrepreneurship is for you.

·         These days, lots of people want to start their own business. They think how great it is to be their own boss. However, it takes a lot of dedication and commitment. It’s not a 9-5 job, and you have to be willing to give up your weekends and extra time to wholeheartedly devote yourself to your business.

2.     Follow your passion that you’re born into.

·         Not to say that your passion will be perfectly presented to you, figure out the skills that you excel in and develop them in the communities and industries of interest. At the end of the day, align your skills and experiences to communities that will not only appreciate them, but also that will help nurture them.

3.     Establish small goals.

·         “Do whatever you can to conquer the first milestone.” It’s a bit daunting to fulfill all your goals all at once, so take it one step at a time.

4.     Appreciation for generations.

·         Everyone focuses on generational differences in the workplace. The speakers addressed that Gen Y is labeled as lazy and entitled. However, generations will always have a negative view of the upcoming generation, but will respect the previous generation. Differences aside, each generation can learn from each other and make a difference.

5.     Stay committed.

With the supposedly impending hurricane on its way to New York, the awful weather was the perfect excuse to stay in yesterday. The perfect remedy to the strong winds and dark sky was a cup of tea and a Netflix pick: The Cobbler. 

The prologue begins with this line, “To truly know a man, you must walk in his shoes." The story follows the life of a cobbler in the Lower East Side of Manhattan as he discovers the powers of his family stitching machine. Repairing his customers’ shoes with this specific machine allows the main character, Max, to literally walk a mile in another person’s shoes. He gets a kick out of repairing the shoes, wearing them, and having plenty of character options to choose from.

Walking in someone else’s shoes before judging them is a saying that applies to the workplace too. As managers, it is understanding your influence and developing empathy within your team. Emotional intelligence is how we handle ourselves, how we manage our emotions, and how we understand other’s emotions without actually experiencing them first-hand. 

Most days on my way to work, the subways are crowded and thus all passengers are jammed so close together. Honestly, I try to not eavesdrop into conversations, but sometimes others broadcast their lives to everyone around them, and that’s exactly what happened to me one morning this week. 

Purse on one shoulder, a cup of joe in one hand, I tried to mind my business but ended up listening to a conversation about a leader in an organization/team from what I gathered. They were complaining about a male coworker who didn’t live up to what they considered a leader should be. This made me think about how the traits and characteristics of leadership have evolved throughout the years. 

In the past, leaders were male. Mainly of tall height, great posture, and a certain tone. All characteristics summing up to a male figure who basically acts, portrays, and speaks like someone in command. 

While there are more and more women joining the workforce, they are still underrepresented in upper management. In comparison, in the education field, women are dominating representation in graduation. 

Applauding PwC in their efforts to tweaking their current perks and providing financial support for student loans. Not only is it an investment in their employees, but also in understanding more of the values of millennials and the kinds of benefits they are looking in their employer. 

10/2 Addition:

Hilton joining the movement when it comes to reinventing work. Partnering with CAEL to pay for employees’ GEDS and showing their appreciation for the value of education. Hilton is also following Netflix’s footsteps in regards to improving parental leave. 

To be in my mind at times like these. Tonight’s current topic that has taken over is the concept of a fixed mindset and a growth mindset. Every day, I make sure to set some time to read articles to keep me inspired and more knowledgeable of the world. 

This actually is the perfect example of what Dr. Travis Bradberry speaks of in his article, "Why Attitude is More Important Than IQ.” He refers to those with a growth mindset as people who “embrace challenges, treating them as opportunities to learn something new.” This type of mindset represents resiliency, not letting failure get in the way of learning from challenges. 

Transitioning from a fixed to a growth mindset, Bradberry suggests the following: “Don’t stay helpless, be passionate- pursue your passions relentlessly, and take action- turning worry into positive and focused energy” (definitely on my check-list). 

I believe attitude is just as important as IQ. As the saying goes, “Fake it till you make it.” When you have the knowledge and the skills, you must equally pay attention to how you react to certain situations. If attitude is a better predictor than IQ, I’m intrigued to learn more about this research and its details. If it all comes down to attitude and a certain mindset, “success” or your own version of success can be examined and defined on another level. 

As an HR professional, I get it. When thinking of the recruiting process or having to make a decision between employees for the promotion. Most often, candidates and employees have certain skills and experiences that you are looking for. But what sets them apart from the list? It could be a special skill, certification, and even their personalities/ attitudes. If an employee has a growth mindset rather than a fixed mindset, I’d pick the employee with the growth mindset to represent the team in dealing with clients, c-suite, and/or even overseas assignments for their ability to re-shift their gears when needed. They would be passionate about what they are doing, they expect certain results, will go over and beyond their call of duty, all at the same time remaining positive and inspiring their team to do the same. 

If you’re on the other side of the situation, as a candidate seeking a position, consider how you come across to others. Do you have a fixed mindset or a growth mindset? If fixed, what can you do on a day-to-day level to shift toward a more growth mindset? If you have all the credentials and all the “desired characteristics” of the JD, highlight the attitude aspect, especially when invited for an in-person interview. 

When I first read this article, i immediately thought about how Netflix continues to be a game-changer and to set the bar high. As a grad student studying the latest HR policies and practices, Netflix is no stranger to companies challenging the status quo. Articles such as this gives us more of a personal perspective on what it’s like to work for an organization such as this and what they are doing to contribute to work-life balance initiatives. We’ve studied how Netflix continues to reinvent HR, including shifting from formal performance reviews to informal 360s and unlimited vacation time. 

Unlimited parental leave has its perks for the employees, but I agree with the article in that it can be advantageous depending on the culture of the company. Perceptions from managers and co-workers can get in the way of employees actually opting in for this benefit. 

This week I’ve learned that GWU has been added to the list of top universities who have made SAT and ACT results optional for students applying to colleges. More and more universities are following in these footsteps, my alma mater did the same about a year or two ago. 

Times have definitely changed since I was applying. Certainly, interesting times for the college admissions. I understand their goal of wanting “outstanding students from all over the world and from all different backgrounds — regardless of their standardized scores — to recognize GW as a place where they can thrive.” I completely understand their initiative to give students the encouragement to apply if they feel like they’ve worked hard and are committed to their goals. In addition to changes in the admission process, universities like Stanford, are even waiving tuition for students whose parents make less than $125K. Seems like skies the limit for high school students these days. 

Like for many others, college is a life-changing experience, if you want it to be. Competition is fierce, resources are limited, and the cost of education rises to the top. I see a world full of opportunity for the next generation, giving all an equal playing field to continue learning, one of life’s most precious gifts.  Students no longer have to study hours and practice for the standardized tests to attend college. If their parents do not make a certain level of income, they can still apply and be funded for their education. The change of requirements and resources are quite fascinating. Makes me wonder if these changes will affect graduate and doctoral programs in the next future.

Those who work for college admissions now have such a strategic role in creating their communities. They have always had this role, but now there’s a bigger emphasis on who’s accepted and based on what criteria. At the end of the day, I’m happy to see education being available for all- no matter what race, community, class, or history a student may have. 

Collect Moments, Not Things

I woke up this morning with one thing on my mind, coffee. I immediately scrolled through my iPhone, opened up the Yelp app, and searched for cafes. With so many options in my neighborhood, I’m glad I did not leave the apartment to be that indecisive person. Believe me, it’s happened before when I  walked around a 4 block radius and just could not decide what to get for dinner. Anyway, I digress. I ended up making my own coffee at home, baked some scones, and read today’s paper. 

This morning I read this in the Times, “Your Spending Choices Often Reflect Your Values” and was wondering what exactly I spent my money on. So I thought, what do I pay for? Gym, groceries, books, loans, clothing, events, gifts, dinners, trips... the list goes on and on. But then I remembered my top three values: 

a) Self-development- personal growth

b) Relationships

c) Expertise- achievement

Carl Richards, the author of the article, suggests for us to pull out our bank statements to see whether or not our purchases align with our values. For the most part, I think mine were mostly aligned. Some purchases I know I could do without. And for those purchases, it all adds up. Do I really want to be remembered as the “Skinny, Light Mocha Frap” lady? I could spend those extra funds to nurture one of the three values listed above.

Business Insider published an interesting article this week, which discussed the American workforce and our inability to detach ourselves from business while on vacation. You know you’ve been “guilty” of this. Last day before vacation, you’re wrapping up projects, delegating tasks to your team, and all you have to do is put on your auto-message. 

I’ve heard of some companies making the effort to help employees have a work-life balance. Case in point, Goldman Sachs recently told its interns not to work more than 17 hours per day. There’s been a lot of heat toward Wall Street banks for overworking their junior employees. However, students who choose this profession know what they are getting themselves into. Similar to students entering the medical field, long hours are part of the job description, or at least part of the expectations. So on one hand, we have the expectations of the lack of work-life balance. And on the other, we have companies finding ways to help pursue this balance- whether it be giving more time off or other perks to relieve the stress.

At the end of the day, I believe it’s up to the individual. However, I also think that companies also play a role in the pursuit of a work-life balance. As I mentioned, junior employees know what their hours will be like in the industry of their choice. If they have done their homework beforehand, they’ve talked with professionals and/or friends in that industry. Another great resource would be career planning centers in universities. Career panels and informational interviews help junior employees understand what they are getting into. But while these resources are available (career planning and info sessions), it is up to the individual to have the initiative to seek this information. 

Through the organizational perspective, I’ve narrowed it down to a few factors:

1. Managers set the example.

More often that not, senior management can play a role in this. If they set the example, this can trickle down the hierarchy. Each organization has its own culture and norms. Is the company focusing more on the performance of each individual? Or the hours they have clocked in? Who was the last person to leave the office?

2. Norms are tricky.

Performance evaluations and the art of getting ahead depends on which employees managers believe have been most successful. Managers have to deal with perceptions and the political aspect of choosing which members of their team gets the promotion or the bonus. 

3. Definition of Success.

What is your definition of success? For some, it may be focusing on his or her career alone. Then for that individual, work-life balance is not an issue. He or she will be willing to make the sacrifices to achieve their main priority of career achievement or money. Even if companies make the initiatives for work flexibility, this individual will just zero-in on moving up the ladder.

Even within the category of Millennials, we have individuals who want that work-life balance. And then there’s the other group who enjoy the free snacks, ping-pong tables, endless coffee, and happy hours. Some start-ups give employees this flexibility- focusing more on the outcome, rather than the hours in the actual office. 

Some say that leaders are born. Others say that leadership can be learned and developed. I’m part of the latter. Your experiences shape who you are. Your mentors lead and set an example for. Even self-reflection plays a factor in leadership. 

Donna Jackson’s “Perception is Reality: Your Strengths Matter” suggests that in order to understand ourselves as leaders is a two-fold step. First, we must look within and understand our strengths. Secondly, we should also ask others who work with us.  How do others perceive us? Are we walking the walk and talking the talk?

“The bottom line is that you must understand yourself before you begin to make sense of others’ complexities. The belief that perception is reality is relevant for understanding your strengths and what is expected of you and by you” (Jackson, 2011). 

This makes sense. How can you lead others and assume a leadership position if you don’t take the time to understand your strengths? Looking back on my experiences, I have had several experiences that introduced me to self-reflection. And in most of those cases, I did not plan to leave with a fresh perspective of myself and of life. Whether it be a retreat, meditation, or even in a yoga class, it is surprising what you can learn from these experiences. 

You walk away knowing yourself just a little bit more, understanding the world just a little bit better, and slowly step-by-step figuring out what your role is in the universe and what skills you want to develop to better serve your community and to reach your goals. 

We all knew this was coming. This is the year, the year that millennials will surpass the amount of Baby Boomers in the workplace. With the predictions of retirement, Gen X is coming in the fill-in the gap. Are you ready? Whether you’re a Millennial or an organization looking to hire millenials, we’ve got some work to do. 

An Inc article written by J.T. D’Donnell shared some helpful insights regarding next steps:

You’re the headhunter. You’re the face of the organization and key factor in shaping the candidate experience. The article points out that “sophisticated candidates” are only talking to the best recruiters who are qualified for their skills and who continually bring their A-game to attract the best talent for their community.

On the other hand, we have millenial candidates who are doing their research, following organizations that they look up to through social media and learning more about them from within. 

My thoughts:

This article intrigued me because usually I come across articles that focus on the conflict between the need of the best talent and the perceptions of being a millennial. Every now then I’ll hear, “Oh geez, that Millennial is always on his/her phone.” “These Millennials, they jump from one job to another, they are so ungrateful.” The following is what I hope for organizations:

1. For organizations to adjust their recruiting strategies to help target and retain millennials. If Millennials are on their phone, why not create an app and integrate it within the application process? Or for current employees, why not develop an L&D mobile system to make training more interactive? Let’s face it, technology continues to advance. Now more than ever, we are very well connected to those in our network and to information. Make technology your friend.

2. Branding- be clear about your mission and values. AND live those values on a day-to-day basis.

Millennials want to know what you stand for and whether or not you give back to the community. What are your values, are they consistent with every department of the organization and senior management? And if you believe in these values, do these values play a part in your decision process and performance evaluations? Think of your mission statement and values as the foundation, the very core of what you’d like to achieve and what kind of culture you want to build.

3. Speaking of culture....

Empower your employees to be true champions, representatives of your organizations. No matter what department, title, or levels of experience, each employee is a piece of the puzzle. When employees feel that their skills and opinions are appreciated, they will be motivated to produce their best work and play an active role in the company’s future. 

Source:

In the effort to continue my journey of self-discovery, I’ve decided to start a blog that focuses on HR & leadership- my own and of others. I hope that one day I will look back and see how far I’ve come and how much I’ve accomplished. In addition, I also hope to observe how others use their power to positively influence their communities and the world as a whole. You may ask, what has helped to spark this interest?

About three weeks ago, I returned from a trip to London, where I studied global leadership. During the program, we examined the traits of leaders and what makes leadership effective. What I found most beneficial to me was not only examining current leaders, but also examining ourselves as leaders. It was a gentle reminder that leadership does not only refer to those of high power, status, and fame. We are leaders in our communities, workplace, and families. 

In the effort to commit to my micro and macro level goals, I invite you to join me in this journey and to embark on yours. I’m ready to work on my confidence, to show the world my true potential, and to learn more about my strengths, weaknesses, and values. 

Most importantly, cheers to this journey. And here I quote Cavafy’s poem that K shared with us:

“As you set out for Ithaca, hope the voyage is a long one, full of adventure, full of discovery….

But do not hurry the journey at all, Better if it lasts for years, so you are old by the time you reach the island, wealthy with all you have gained on the way, not expecting Ithaca to make you rich.

And if you find her poor, Ithaca won’t have fooled you, Wise as you will have become, so full of experience, you will have understood by then what these Ithakas mean"