Challenges Faced by College Professors Mirror Management Challenges
Last week I was asked to speak with an interesting group of Business School Professors at Kennesaw State University. If you are not familiar with the name, let me share it is a beautiful campus here in Atlanta. It is now the third largest college in the State of Georgia with 20,000 plus students.
I was talking about Leading the Next Generations, incorporating the four generations working together, as you can imagine the dialog kept returning to frustrations with students that do not all seem to care as much…the idiosyncrasies of Gen Y, the Millennials. My favorite quote from the workshop, a Professor was asked by a student that had missed a class, “Did you cover anything important today?” Can you imagine? I am sure you can…
Upon my return from the session, I was welcomed by an email from the same Professor, a caring teacher, asking for some specific tips on engaging Gen Y. The timing was interesting, as I had just read Bruce Tulgan’s new book, Not Everyone Gets a Trophy: How to Manage Generation Y.
I am a big fan of this author, and appreciate the kind comments he added to the back cover of my Gen X Book. Now in his new book, I am not sure I agree with all of his recommendations.
However his premise that the workforce of today and of the future will be transactional in nature, that is to say the emphasis might be shifting to what an organization provides for its people, rather than what the organization’s people might provide for the company, organization, or association, is an interesting perspective, to say the least. Now, I am not here to debate the validity of the premise, not to argue the case one way or the other. But to simply suggest it is an interesting filter to consider.
And now back to the email response. I offered the following tips for consideration. And although they are written to the Professor attempting to increase engagement and maximize a positive culture for learning in the classroom, I humbly suggest it is an interesting metaphor for the cultures of our organizations as well.
Here is partial copy of my response to the email with some of my observations offered below each tip for organizations and corporations outside of the classroom. I recommend you read through the five tips below, and then re-read them with your company’s culture or your organization’s culture in mind, and score yourself on a five-point scale.
For Today’s Students…
1. The first class of a semester needs to be the best class, rather than a review of the syllabus, or lecture to engage immediately as the first impressions might be the lasting impressions w Gen Y.
Studies from last year suggest or confirm the impatience inherent in this young generation. Over 70% will decide in the first six months their future with the company (Novations 2008.) Most traditional managers will not listen or accept suggestions until the employee learns the ropes.
2. Be very, very clear about the expectations of the students up front, and provide feedback (scores) extremely regularly in the shortest of terms. The idea is to provide clear concise guidance up front, then some personal wiggle room on how to meet the mutually defined/agreed objectives.
In the business world we have a tendency to assume our people know and understand expectations, for example, dress code for meetings, personal computer time, our pecking order and protocol. A specific dialog centered on the outcomes, sooner rather than later is best.
3. Ask them to define expectations or their personal learning objectives and gear
or tweek your material to their defined objectives
In our world, most of us do a good job of setting our expectations. Perhaps we do a poor job of listening and accepting to our people and their expectations. More often than not, there is common ground. If there is not any common ground or you cannot identify the common ground, in all likelihood this just is not going to work.
4. 4. Get them involved/participate in evaluations early and regularly, ask for
feedback in some type of vehicle, and recognize those who give the feedback.
Participation in the process is the road to engagement. Engagement is the road to increased productivity. Our people might expect this to be simply lip service. The monumental danger is that if you ask for the input you must utilize it, and demonstrate it was heard and appreciated. You only get one chance…
5. Find additional ways to directly correlate the material to real-life progress for them on a personal level. For example, outside speakers, real-life examples.
Managers often interpret the perception or impression that many employees care more about themselves than they do the company as an extreme negative. Face it; blind inherent trust from our people is gone. Deal with it. Finding a creative way to match personal growth with organizational objectives is a technique we all need to learn and master.