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Geeks Geezers and Googlization Podcast

We live in interesting times. Our Geeks, Geezers and Googlization Podcast shares interviews with many of the most fascinating and successful industry thought leaders about managing the convergence of the wired, tired, and technology. Topics include tips on managing disruptive workforce trends and how companies can recruit faster, hire smarter, and retain employees longer. A favorite subject will be the Millennial Generation and managing the multi-generation workforce. So what is Googlization and what does it have to do with managing people? Technology is being introduced at an accelerating pace. .It is disrupting and changing the way we work. The definition of work itself is evolving and the skills required to do them are more advanced. At the same time, the melting pot of 5 generations – Veterans, Baby Boomers., Generation X, Millennials, and Generation Z – poses an unprecedented challenge for managers. And because Millennials will soon make up nearly 75% of the workforce, many of the episodes will address the best ways to attract and engage them. But other topics will include recruiting strategies and hiring trends as well as best practices for talent acquisition, leadership development, and employee retention. Our goal with each episode is to provoke conversation and challenge the status quo. We won’t leave any stones unturned in our search for best practices of talent management. We hope you’ll accept our invitation to subscribe to our podcast, share the content, suggest future topics, and join the conversation.
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The podcast where experts share best practices about managing the convergence of the "Wired, Tired, and Technology"

Apr 15, 2017

Sociology professor Tony Campolo said, “I am convinced we don’t live in a generation of bad kids. We live in a generation of kids who know too much too soon.”

From an intellectual perspective, Millennials today have been exposed to so much more than Gen X and Baby Boomers at the same age. They’ve consumed information on everything from cyberspace to sexual techniques before they graduate from middle school. Everything is coming at them sooner.[1]

On the other hand, many believe that emotional maturity is lacking.  Some blame the “helicopters parents.”  It’s like the butterfly grew up but couldn’t live outside the cocoon (or the parents’ basements!)

But there might be another reason for the immature attitudes - a lack of emotional intelligence.

Listen to host Ira S Wolfe with guest Jennifer Zamecki discuss Emotional Intelligence and how it may be impacting Millennials as well as employers.


[1] https://www.psychologytoday.com/blog/artificial-maturity/201211/the-marks-maturity

 

Feb 14, 2017

A Baby Boomer walks into a room and finds 3 smart, hard-working Millennials sitting at a table.

That’s it. There is no joke. Sparks didn’t fly. Attitudes didn’t clash. The Millennials didn’t ask to be CEO tomorrow. Ironically, these 3 twenty-something start-up entrepreneurs “hired” Baby Boomer Jon Carson, more than 3 ½ decades older and 2 generations removed, to be CollegeVine’s first chief executive officer.  

Scenes like this - Baby Boomers and Millennials getting along - happen every day and are repeated thousands of times. We just don’t read much about collaboration and cooperation between generations because as they used to say in the newspaper business, “if it bleeds, it reads.”  Millennial bashing makes a much better headline.

So how does it work? What does CEO Jon Carson do differently that so many other managers and executives don't? What does it take to get Millennials and Baby Boomers (as well as other generations) to work side-by-side as partners, colleagues, and co-workers?

Listen and learn!

Jan 28, 2017

In these VUCA (Volatile-Uncertain-Complex-Ambiguous) times, what’s next seems to be top of everyone’s mind these days from the coffee shop to the board room.  So it seemed pretty obvious that when Dr. Liz Alexander and Geeks Geezers and Googlization host and TEDx Speaker Ira S Wolfe got together to discuss the future of work that what’s next in leadership would kick off the conversation. Here are 3 take-aways from this podcast.

The Ambiguity of Leadership

Did you ever wonder why most descriptions of leadership begin with an adjective – authentic, visionary, transformational, or spiritual? Dr. Liz shared a recent situation where someone on LinkedIn posted a question to describe leadership in one word…and over 20,000 responses were recorded! The diversity of answers amplified the ambiguity of leadership. Therefore any discussion of what’s next must start with a universal agreement about what leadership means to individuals and organization. She paraphrases Joel Barker’s definition of leadership as one example – someone that you might choose to follow to reach a desired future you may not reach by yourself.

The Future Demands a Different Resume

Too often people conflate a title of leadership with the role. Many people with the title of let’s say Vice-President may fill the box on an organizational chart but lack the ability to lead the business function. The problem with leadership today, says Dr. Liz, is that too many people are bound up by past notions of who is next in line rather than who is best qualified to lead. One example she offered was past leadership focused on the ability to solve problems. Today leadership requires the ability to decode dilemmas where there are no clear cut choices. Solving problems requires speed, analysis, and elimination of uncertainty. Dilemmas demand patience, sense-making, and an engagement with uncertainty. Leadership in the vision requires more than a mission to correct the wrongs of the past. It requires a vision of the future.

21st Century Critical Skills off Leadership

Because a dilemma reached beyond the capability of any one individual or group, solutions require collaboration between co-workers, colleagues, and even the competition. That is just one of 6 leadership skills required to excel in a VUCA world. Jeff Hoffman, co-founder of Priceline, shared another which he calls info-sponging, a habit borne from curiosity. Other essential leadership skills for the 21st century include conscientiousness, creativity, critical thinking, and agility.

What’s the single most important single “nugget” you will learn?  Listen now.

Dec 27, 2016

Purpose, vision, and mission often get bantered about in board rooms as if the words held magical powers.  They don't. It's the passion and action behind those words that matter.

During this podcast, my friend and colleague John Dame didn’t waste any time tackling one of the biggest concerns we hear from executives and small business owners when we ask “what is the purpose of your business.”  The reaction we get suggests we are asking some sort of trick question like who's buried in Grant's tomb? Of course the purpose of business is to make money. Isn’t it?

Unfortunately for companies today that philosophy doesn’t help attract enthusiastic customers or acquire and retain talent. “Few if any employees,” John explained, “want to come to work for you to help you make money.”

When studying many of the most successful and sustainable companies, the one thing they have in common is that making a lot of money is the outcome of a great vision, purpose, focus, and clarity for what the future looks like. “If you just want people to come to work to make money,” it will be more difficult to grow your business and attract and retain talent going forward.

Has it always been this way? Does purpose seem to be more important today than it was just a few years ago? Are the Millennials responsible for this greater emphasis on purpose?

For those answers you’ll just have to listen!

And to learn more about why finding and living your purpose will be more important than ever in an Age of Acceleration, download my free book preview and white paper When the Shift Hits Your Plan: What Happens When the Wired, Tired, and Technology Converge.

Dec 4, 2016

What does the future of work look like was the focus of a recent interview I had with Rick Anthony on his Entrepreneurs Network Radio show.

Like most of our conversations, we started off with a discussion about the multi-generational workforce.  And like we do so often it led off with a discussion of the Baby Boomers and Millennials.  Rick started with, “What is the major shift you see occurring right now and where is it headed?”

I’m not sure Rick got the answer he was expecting. Here’s an edited version of my response:

We typically classify generations by date of birth. I wrote a book about it and you and I have talked about it. So have a lot of other people. And whether it's the Baby Boomer, Generation X, or Millennial Generation, these cohorts span 15 or 20 years before another cohort is defined. During each time span trends change and events happen. Each generation is indelibly stamped by them. When I wrote Geeks, Geezers and Googlization and even more so after it was published, I started to see a shift in how we describe generations. It wasn't so much an age dependent demographic as much as it was maybe a technology dependent demographic.  I’ve begun to look across those generational time spans and talk about more about the Wired and the Tired.  For more, click here.

We then moved onto to other related topics such as:

  • Why do we have such a shortage of skilled workers if the Millennials and Gen Z are so wired.?
  • What effect will robots, automation, and artificial intelligence (AI) have on the work, jobs, and future generations of workers/
  • How career planning is becoming an activity filled with disappointment….but a better approach is available.
  • And what one recommendation did I have for entrepreneurs and start-ups?

More Resources:

Video

Accelerate Work: Why Human Need Not Apply

TEDs Talk: Make Change Work for You

White Paper/Book Preview: When the Shift Hits Your Plan

Sep 26, 2016

Whether you believe that change is going to impact your business 2 years, 5 years, or 10 years from now, Ira S Wolfe has some breaking news. 

There is something extraordinary happening.  And many of us haven’t noticed. We go about our business as usual while the environment in which we operate is volatile, uncertain, complex, and ambiguous.

Whatever time frame you believe you have to adapt… cut reduce it by half. The future is happening much faster on a greater scale than ever before.

That was his message during an interview with Curt Tueffert, VP of Sales Development at DXP Enterprises.

As an example of how quickly things are changing, he mentioned that he wrote and published Geeks, Geezers, and Googlization in 2009, just 7 years ago. The oldest Millennials were under 30 and the youngest just became teenagers. And Steve Jobs hadn’t yet unveiled the iPad yet while smartphones were in still their infancy. 

Today the oldest Millennials are 36 years old and the youngest are eligible to vote. There are 2,638 smartphones are sold, 24,733 apps are downloaded from the Apple store, and 3, 437,500 videos are viewed on YouTube…every 60 seconds! 

Watch this short video (https://vimeo.com/179740436) about other events that happen every minute!

That’s just the tip of the iceberg. While many organizations are still trying to figure out how to recruit, manage, and market to Millennials, Generation Z has entered in the workforce and college.

Things are changing so fast and on such as scale, the U.S. military about 25 years ago realized it needed a new game plan. It came up with a pretty funny acronym to deal with it. They called it VUCA which stands for Volatile, Uncertain, Complex, and Ambiguous.  It’s a brilliant assessment of the how unpredictable and fragile our world can be at times.  Apparently I’m not alone in feeling that way because many organizations and businesses have adopted VUCA as their baseline of a new normal too.

So how can management as well as individuals silence all the noise and get a clear direction and understanding of the immediate and not-so-distant future?

First listen to this interview and then download When The SHIFT Hits Your Plan. (http://wp.me/P4nyWz-Sz) It's free!

Aug 28, 2016

Talent management is in a “state of confusion.” Those were the words of Mike Haberman, a long term friend and colleague of mine. I respect Mike a lot and scheduled him for a very long overdue interview.

One reason organizations struggle to attract and retain talent is that no one seems to be able to agree on the definition of talent. And if you can't identify it, how can you manage it?

During this brief interview we covered a lot of territory from the current state of talent management to the biggest challenges facing HR. We probably raised more questions than answers but we did agree upon this: organizations hinge their growth and future success on talent management as the solution and yet the definition of talent is ambiguous and rarely agreed upon.  Management, HR, recruiters and even employees have different descriptions and therefore different expectations. 

What's next for HR? What are the biggest challenges facing HR in the months and years to come?  Listen now to HR expert Mike Haberman and workforce and hiring thought leader Ira S Wolfe the current state and future role of HR and talent management.

You can follow Mike on Twitter @MikeHaberman and Ira Wolfe @hireauthority

Jun 24, 2016

DISC is one of the most popular assessment tools on the planet. Millions of people complete the assessment each year. And still it's often misunderstood and misused. Many participants in training and coaching describe their experience as "fun" and "informative" but then fail to apply its diverse and universal approach toward communicating with others. During this podcast DISC experts Ira S Wolfe and Jennifer Zamecki discuss "what is DISC" and how it can be used to build better teams, increase emotional intelligence, enhance customer service and even increase sales.  

A few of the topics that Ira and Jennifer discuss are:

  • How the DISC Profile can be used to detect what "energizes" and "de-energizes" us
  • How we can use DISC to build trust with others (or misuse it and lose credibility)
  • Why it is one of the very best team building tools
  • How DISC can identify people under stress and on the verge of job burnout
  • Why DISC is not an emotional skill test but it is an essential tool to help increase emotional intelligence
  • And much more.

Don't forget to download the bonus slides about DISC and follow along as Ira and Jennifer discuss the ABC's of DISC.

May 31, 2016

Bashing Millennials has become a national pastime. Older generations watch and wonder who invaded the souls of nearly 80 million American youth...along with hundreds of millions worldwide. As Rick Anthony from The Anthony Group shares in this podcast, “{management seems to fear] the Millennials, almost like they are aliens who have come from another planet.”

Millennial James Goodnow, an attorney with Fennemore Craig and the youngest partner to ever be selected for its management team, takes a slightly different view…and offers some advice to managers: ”There’s nothing about the DNA of a Millennial that is different from a Gen Xer or Baby Boomer.”

Chavaz Kingman from AYF Consulting shares his opinions that resonate loud and clear with many Baby Boomers. He feels that too many Millennials expect to be rewarded for doing their job “when it’s really just as basic as brushing your teeth.” What may surprise you about Chavaz … well you’ll just have to listen to what he has to say.

So what happens when aging Baby Boomers and up-and-coming Millennials are immersed into a sea of rapidly changing technology?  Well, it’s time to click “play” and start listening. Enjoy!

A special thank you goes out to all our special guests:

Rick Anthony, The Anthony Group

James Goodnow, Fennemore Craig

Chavaz Kingman, AYF Consulting

 Steve Schulz, Business2Business Magazine

Jim Shaffer from The Shaffer Group

It is our hope that you’ll share this podcast with your colleagues, clients, and friends as well as post your comments and experiences about living and working in a converging world of the Tired, Wired, and Technology.

May 24, 2016

Most everyone recognizes that technology is changing the way we work and the pace of change is accelerating ...except when it comes to how companies recruit and hire employees. It seems that many companies are sitting back and expecting change to stand still until they have the time and feel the urge to react.

Unfortunately that's never happened...and likely never will.  Many businesses are getting trampled when it comes to recruiting, especially Millennials.  The disconnect between new technology and adaptation within the recruiting and HR fields is widening.

In this 3 minute excerpt from an interview on Rob McKay's Tips for Hiring Podcast, Millennial Generation and hiring expert Ira S Wolfe explains how the pace of change is leaving many companies scrambling for workers.

You can also watch this video, recorded during a recent presentation.

 

 

May 23, 2016

85 percent of Americans ages 18-29 (Millennials) are smartphone owners. For many of them, the recruiting pitch lobbed to Millennials is so far outside the strike zone, the candidates just step back and vanish.

If your company wants to be reach Millennials, it’s essential that you walk in the shoes of a young job candidate. In recruiting speak…If you want to attract young top talent, it's crucial to optimize your career site and join the Millennial world of mobile.

This podcast is a 3 1/2 minute excerpt of an interview Ira S Wolfe had with Rob McKay on Tips for Hiring (New Zealand).

You can also read more about recruiting and hiring Millennials here.

 

May 22, 2016

Bashing Millennials has become a national pastime. Described as narcissistic, immature, trophy kid slackers, this generation (born between 1980 and 1996) has become the "alien" generation. Other generations watch and wonder who snatched the life and soul out of nearly 80 million American youth...and hundreds of millions worldwide.  

If only these labels were true. For sure, the stereotypes stick for many Millennials. But as this podcast of an article published by Millennial and hiring expert Ira S Wolfe reveals, the Millennials are really not much that different than older generations when they too were passing through their late teens and early 20s. 

Listen as blogger Ira Wolfe reads his article, Confessions of a Recovering Millennial Basher. You can also read the article on Cornerstone's ReWork Blog.

May 19, 2016

In this episode of Geeks Geezers and Googlization, Guest Jennifer Zamecki (Well Run Concepts) and Host Ira Wolfe (Success Performance Solutions) switch “chairs” to explore that question.  Both Ira and Jennifer are considered experts in the pre-employment and leadership test field. Ira has been recommending PeopleClues for over 17 years to his clients. Jennifer is a more recent “convert.”

During this fast paced 25 minute episode, they discuss how the DISC assessment differs from PeopleClues and why they prefer PeopleClues for hiring. You’ll also learn:

  • How employment testing can assess employee attitude about dependability, customer service, safety, and integrity.
  • Why pre-employment testing is legal to use.
  • Why companies can and should use both DISC and PeopleClues.
  • How employers can use 4 different tests for one fee per candidate!

Start listening now!

May 15, 2016

Truth be told, the cost of a bad hire induces widespread collateral damage — like spending $100 bills to earn pennies. When you consider that a toxic employee has a negative impact on both coworkers and customers, the costs skyrocket. According to a recent Cornerstone report, bad hires make their teammates 54 percent more likely to quit and can cost organizations up to three times more in hiring fees. Instead of leading, managing and delivering excellent customer service, bad hires force managers into damage control.

The cost-to-hire is just one ingredient in a more complex formula that should be used when evaluating a poor hire. Additional variables include unemployment compensation, missed business opportunities, loss of team productivity, poor customer service, outplacement, weakened employer brand, litigation fees... just to name a few.

So, what can a company do to reduce the risk of a bad hire and mitigate financial and other collateral damage? Listen to this interview with hiring expert Ira S Wolfe.

May 15, 2016

“This [interview] is a clinic for small business owners and HR.”

Those were the words used by Business Builder Show hosts Marty Wolff and Kerry Kearney to describe this interview with Success Performance Solutions President and author Ira S Wolfe.

zyou might be asking what is Recrooglization? The word was coined by Ira Wolfe to describe the current state of recruiting.  It’s simple – it’s the practice of blending the art of recruiting with the science of Google.

What does Google have to do with recruiting you might be asking? Google has disrupted and transformed the way people operate, communicate and interact online. The digital age offers many ways for companies to engage job seekers, especially those companies struggling to hire enough qualified workers.

Listen now to Recrooglization and learn how to attract and acquire top talent in 2016 and beyond. And don't forget to download our white paper.

May 12, 2016

Until recently emotional intelligence was largely ignored or dismissed. But with volatility, uncertainty, complexity,and ambiguity confronting us on a daily basis, past experience and education is often not enough to achieve and thrive in today's hyper-competitive business environment. Many studies have confirmed that the difference between top performers (especially at the executive and management level) and mediocre ones is emotional intelligence.

During this podcast, Ira S Wolfe interviews emotional intelligence expert and executive coach Jennifer Zamecki from Well-Run Consulting.  They discuss what emotional intelligence is, how to test for EQ, and how individuals can develop it. Ira and Jennifer even venture into the emotional intelligence of presidential candidates Donald Trump and Hillary Clinton as that of the Millennial Generation.

 

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