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Jack Miller

How to Gain Tax Credits for Training Investments

Clint Pulver is an Emmy Award–winning, motivational keynote speaker, author, musician, and workforce expert.A professional drummer for more than 20 years, he has played with headlining fellow musicians at venues like the Vivint Arena, the Stadium of Fire, and the Kodak Theatre (now Dolby Theatre) in Hollywood. In 2010 he founded the Utah Valley University (UVU) drumline known as the Green Man Group, which he directed for six years and went on to direct the drumline for the NBA’s Utah Jazz until 2015.Clint was featured in BusinessQ magazine as one of their top 40 under 40 list as a premier corporate keynote speaker. He has appeared on America’s Got Talent and in feature films with actors such as School of Rock’s Jack Black and Napoleon Dynamite’s John Heder.Known as the leading authority on employee retention, Clint helps organizations retain, engage, and inspire their team members from the front desk to the board rooms and everyone in between. He expertly helps audiences navigate generational complexities, communication challenges, leadership missteps, and cultural cues.As the president and founder of the Center for Employee Retention, Clint has transformed how corporations like Keller Williams, AT&T, and Hewlett-Packard create lasting loyalty through his work and research as “The Undercover Millennial.” For more than a decade, he has been a self-motivated entrepreneur who is well-versed in business start-up, leadership, sales management, management training, and helping teams grow multi-million-dollar accounts. He uses that experience to create teachable relationship and business strategies based on trust, service, support, connection, and consistent follow-through.Clint strongly believes that a single moment in time can change a person’s life. He has traveled the world speaking to a wide spectrum of diverse audiences, challenging them to dream, excel, connect, and believe—both in themselves and in the power of others. Clint has dedicated his heart, his messages, and his business to helping organizations understand the younger generation and helping the younger generation better understand themselves by living a life of significance, rather than just a life of success. His mantra: “It’s not about being the best in the world . . . it’s about being the best FOR the world.”

Clint Pulver

Coaching boosts sales performance more than just about anything else managers can do. So why do so few organizations do it systematically and well?
Join Henry Bruckstein, founder of Canam Research, and Jake Miller, product marketing manager at Allego, to learn important insights from the 2019 State of Sales Coaching survey. Our speakers will synthesize the different views from sales reps, managers, and sales enablement pros to uncover:

common misalignments that hinder effective coaching
proven ways to overcome lack of time and other barriers to coaching that managers face
which types of sales coaching work best
 


2019 State of Sales Coaching: Confessions of Managers, Reps, and Enablement Pros

Do Millennials Really Lack Soft Skills?

It is essential that organizations learn how to train, motivate, advance, and retain high-value Millennial workers. These workers have been digital for most of their lives. They often need soft skills training earlier than their predecessors, and they expect to have access to training anywhere.
In this webcast, we’ll focus on how organizations can further capitalize on their training infrastructure to improve worker skills and job satisfaction using next-generation e-learning methods and courses. You will learn about:

preferred styles, devices, and pace progression for e-learning
training programs for top performers
how to incorporate soft skills and hard skills into a course plan.


No Going Back: Training in the Millennial Age

With over 50% of the U.S. Federal Government workforce eligible for retirement in 2014, and a projected shortage of qualified Gen X'ers to back-fill the vacant positions, millennials find themselves in a unique situation of assuming leadership roles earlier in their federal career than their predecessors. However, in order to take advantage of this opportunity, millennials must begin to develop their leadership skills TODAY.
Join Alex Tremble, Founder & CEO of GPS Leadership Solutions and author of the bestselling book, “The GPS Guide to Success,” as he discusses the leadership skills necessary to succeed and excel as tomorrow’s leaders and strategies for effectively engaging a millennial cohort who is ready for success NOW. Using his self-created “GPS Success Model,” participants will identify leadership behaviors important to their future success and will leave with possible strategies for improving them.
In this webinar, you will learn:
• How to effectively engage a millennial by developing their leadership skills right now.
• How to help millennials identify the leadership behaviors that are important to their future success.
• How managers and millennials can take practical steps to strengthen those leadership behaviors.
 

Millennial Engagement

 By 2025 Millennials, individuals between the ages of 20 and 35, will comprise 75 percent of the global workforce. Organizations are justifiably concerned about attracting and retaining them. Many articles on Millennials often focus on their desire to find purpose in their work and to collaborate. But to truly understand Millennials requires a broader perspective. Longing to Connect When the global marketing firm McCann WorldGroup surveyed 7,000 Millennials in 2011, it found that more than 90 percent of those surveyed rated “connection and community” as their greatest need. As the researchers put it: “To truly grasp the power of connection for this generation, we can look at how they wish to be remembered. It is not for their beauty, their power, or their influence, but simply for the quality of their human relationships and their ability to look after those around them.” Connection is a bond that promotes affection, trust, and cooperation. Connections can be tight, as with family members and close friends; or connections can be loose, as with acquaintances. The opposite of connection is to feel unsupported, left out, or lonely. Feeling Disconnected Despite their avid use of social network sites and cell phones, whether for calls or text messaging, there is evidence that Millennials actually experience less connection these days. While it may seem counter-intuitive, increased media use is a contributor. Excessive media use has been shown to diminish connection. Research by Norman Nie at Stanford concluded that an hour spent on the Internet reduced face-to-face contact by 23.5 minutes. The lack of meaningful connection makes individuals vulnerable to stress, anxiety, depression, and addiction. Connection is one of the most effective ways human beings cope with stress. Feeling connected to others reduces the levels of stress hormones, including cortisol, epinephrine, and norepinephrine. Without connection and other healthy means of coping, stress has been shown to produce emotional and behavioral disorders, including anger that leads to a fight response, fear that leads to a flight response, and depression that leads to the body shutting down. Many people deal with their stress by self-medicating with the use of alcohol, mood-altering legal or illegal drugs, binge eating; cutting; or promiscuity. These behaviors provide short-term relief by stimulating the brain’s reward centers, but they eventually rewire the brain with a negative-reward reaction so that cessation exposes the addicted individual to unpleasant sensations of withdrawal. Creating Connections  Employers are wise to help Millennials experience the connection they desire so they perform at the top of their game and avoid negative coping behaviors. Here are three ways for employers to connect with their Millennial workers.Communicate an Inspiring Vision—and Live It. Millennials want to work for a cause greater than themselves. Being part of an organization that has a mission that serves others helps. Meaningful core values also connect Millennials to the organization, especially if they see leaders living them out. I recommend identifying and consistently communicating simple and memorable phrases that reflect your organization’s mission and values. Here are a few examples: The most useful and ethical financial services in the world (The Charles Schwab Corporation) Connecting People with HealthCare (Beryl Companies) Opening the Highways for All Mankind (Ford Motor Company) The Change Agency (FCB New Zealand) Making Cancer History (M.D. Anderson Cancer Center) Learning to Change the World (TCU) Don’t Be Evil (Google) Strive for perfection, settle for excellence (Alpha International) In the spirit of straight talk (Pfizer)  Value Them. Valuing people is the heart of connection. Take time to get to know Millennials, including their career aspirations, past work experiences (ask what fired them up and what burned them out in past jobs), their strengths, the skills they want to develop, and even what there interests are outside of work. Encourage and mentor them so they learn and grow. A 2014 IBM Institute Study showed that Millennials prefer face-to-face contact when they are learning new skills. When you give Millennials projects to complete, don't micromanage. Be clear about what you want them to deliver, and let them know you are available if they run into obstacles or would like your advice or assistance. This gives them autonomy and conveys your respect for their competence. Give Them a Voice. Many Millennials want to be in the loop and have a voice in decisions that affect them. This isn't always possible when time is of the essence. However, if the situation permits, explain what you are thinking about an issue and ask them what is right, wrong, or missing in your analysis and perspective. Consider their opinions and ideas, then implement those that make sense—giving them credit it’s when due. Communicating an inspiring vision and living it, valuing people, and giving them a voice engages Millennials (and the rest of your employees as well). You’ll find that engaged employees put greater effort into their work, align their behavior with the leaders’ and organization’s goals, and more fully communicate so that decision makers have better information to make optimal decisions  These advantages provide a powerful source of competitive advantage. Editor’s Note: This post is adapted from Connection Culture: The Competitive Advantage of Shared Identity, Empathy and Understanding at Work.

3 Ways to Connect with Millennial Employees

Increasingly, your employees, especially Millenials, demand mobile learning. In a shifting mobile landscape, how do you know what works and what doesn’t?

Enter the world’s top executive MBA programs. Among the first to adopt devices like iPad for all students, these programs are using mobile-first content to train the next generation of C-suite leaders, leading to improved learning outcomes for students and reduced costs for programs.

Jennifer Steben, Inkling’s academic solutions director, has been on the forefront of this transition in higher education for more than a decade. In this webcast, she’ll show what training and development professionals can learn from EMBA programs that are going mobile-first.
Three learning takeaways for attendees:

Determine how to train your employees more effectively with mobile-first learning content.
Discover how to reduce costs by implementing a mobile-first content solution.
Learn the five key things to look for in a mobile content solution.


M-Learning Goes Back to School: What Top Executive MBA Programs Reveal About the Benefits of Going Mobile

The next generation of high-potential leaders has different behaviors and expectations than those of previous generations. High on the list of expectations are trust, passion, and inspiring purpose. It’s no surprise that their learning styles are technology-driven, and the preferred leadership style is that of a partnership. This type of partnership will demand consistent and frequent feedback. The main delight of this generation is making a difference.Personally, I have found the characteristics of the Millennial generation and Generation Z to be refreshing. When compared to the workaholic work habits of the Baby Boomers and the now and up-and-coming workaholics of Generation X, the new and upcoming generation values meaningful work, relationships, autonomy, and mastery.How are companies addressing the leadership needs of this generation? Companies such as Whole Foods, The Container Store, Medtronics and Tom’s Shoes to name a few are embracing the organizational behavior movement, conscious capitalism, and its four pillars:Higher Purpose – focusing on a deeper purpose than profit.Conscious Culture – values that foster care and principles and practice that build trust among team members and stakeholders.Conscious Leadership – focusing on transformation through servant leadership and serving the purpose of the organization.Stakeholder Orientation – recognizing the whole business ecosystem and engaging employees, customers, suppliers, funders and supportive communities for sustainability and resilience.One might argue that conscious capitalism works great in the public sector; however, the government sector is faced with different challenges, such as:building a workforce with a faltering “B-team”lack of transparencycontracting outdeferred maintenance.Although budget cuts, some form of mediocrity, and lack of control will most likely always be a part of the government culture, those factors do not need to become excuses for unconscious leadership. For government managers and employees, each will need to ask the question, “How conscious is my own leadership and how conscious is the team?”Leaders will need to engage their internal “action log” interpreting their surroundings and reacting when issues of power and timing are at stake. There are eight transformations of leadership in relation to conscious capitalism: opportunist, diplomat, expert, achiever, redefining, transforming, alchemical, and ironic. Learning how to move through these leadership styles is crucial for working towards conscious leadership in a more controlled work environment.Conscious capitalism advocates a way of being that requires a long-term process of well-being and serving a larger community. To that end, authentic leadership will play a critical role in implementing a conscious capitalism culture that attracts and retains high-potential leaders.Additionally, acting from a place of purpose and passion can prevent us from becoming victims of our ego. Open communication and the ability to establish enduring relationships with the support of mentors and coaches will provide a culture of accessibility. Likewise, self-discipline and staying grounded with personal and professional advancement will help present opportunities for mastery.Bottom line: Intentionality and clear navigation will be the leadership qualities that influence the development of this next generation of workers. Extraordinary organizational cultures and remarkable employee and client experiences just don’t happen. Being open to leadership transformation will be the key to attracting and retaining the high potential leaders of this next generation.For more insight, join me for my session, “Next Generation Leadership Development: Learning for Every Phase,” at Government Workforce: Learning Innovations. I will discuss what you should be doing to develop the next generation of leaders, as well as overall government trends and how individual agencies are meeting the training challenges of next-generation leadership development.

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