Revisiting the Monumental Millennial Strategy

Revisiting the Monumental Millennial Strategy CoverWritten by: Doug Douglas

Transcript of webcast on 6/29/2016

I’m excited about our topic, and hope that you find it useful to your unique situations. The challenge for me, when leading any of these sessions, is that the audience is vastly different. Some are a 1 person HR team unto themselves, and others lead HR for a massive global brand – and then we have everything in between. So finding information and presenting it in a way that is useful to everyone is a daunting task, to say the least.

Several years ago, SHRM approached me about leading a webcast on a topic that people weren’t saying much about, but it was starting to generate some chatter in some circles. Millennials. Baby Boomers were retiring in big numbers, Gen X was active and engaged in the workforce, but people started doing the math and seeing that once the Baby Boomers retired, there weren’t enough Gen X’ers to fill in and there was going to be a gap in our workforce. Younger workers, the Millennials, were being looked at as the solution…but they were a bit different than previous generations.

So they asked me if I can do a webcast on who the Millennials are and what is important to them as they look towards their careers. Now, you need to understand, I hadn’t done research on Millennials. I didn’t have a book out on them. I wasn’t recognized as an expert on Millennials…but this was at the time when no one was really an expert on them. This was early on. The Millennials, for the most part, were in high school or maybe in college at this time. I agreed that I would begin researching the topic and put together a presentation.

What I discovered was that I actually knew this generation much better than I originally anticipated. Before I entered the corporate world, I had been a youth minister for close to 20 years. The kids that I worked with…they were Millennials. So as I researched this generation, I could clearly identify and affirm that the information that I was reading about them was in fact true. And this became something very interesting to me…I was fascinated and really fell in love with the topic.

I led the presentation for SHRM and the audience responded very positively. For the next few years, I was asked to come speak at conferences and events, to write blog posts and articles, and lead other webcasts that focused on Millennials. Eventually, everyone had become an expert on the topic, and a wealth of information was made available for anyone to find online.

So when SHRM approached me recently about leading a new webcast for them, they said they were thinking about Millennials. I felt like that topic had been worn out and examined from every angle…but then I came up with an idea. What if I went back to that original webcast and we evaluated how the information, the recommendations, the characterization, of Millennials actually lined up today. Were we on the mark? Were we way off? Have the Millennials adapted or morphed in some ways after they entered the workforce? Are we believing a myth in some areas where we need to readjust our focus?

So, that is what today’s session is going to cover. Let’s take a look back and see how we measured up, and also identify areas where we can have the most success today on attracting, managing, and retaining a Millennial workforce.

Getting Started…

Millennials have several different labels attached to them as unique identifiers. Gen Y, Gen Next, Echo Boomers, Screenagers, Baby on Board Generation, Facebookers, Net Geners. These are the 80+ million or so people born between 1981 and 2001.

A lot, and I do mean A LOT has been said about Millennials. Some of it accurate, some of it – not so much. It’s a topic of conversation that you’ll hear periodically around the office, and most often it’s not a Millennial talking about it. Is it possible that we are misreading their intentions and ambitions – assuming the worst about them instead of giving them the benefit of the doubt? Quite possibly. But some of the information out there is spot on, so how do you know what to believe…and for the sake of this presentation…how to attract, manage, and retain top Millennial talent.

As I was preparing for this presentation, I came across a piece that I couldn’t pass up. I typically don’t like to simply read to an audience, but this was so thought provoking that I’m willing to risk it. This was written by Erin Heilman for the Baltimore Sun. Listen as she describes and defends being a Millennial to her former employer.

Dear previous employer,

You may think that you have gotten the best of me, but you have not. I am a millennial. You may think that you have put me in a bad spot, but you have not. I am a millennial. You may think that you can threaten me, but I am not afraid. I am a millennial.

I didn’t write this letter on a program that I installed with a disc on my computer, I wrote it on the cloud. I didn’t grow up hungry during the Great Depression, I grew up safe and comfortable. I didn’t walk to school uphill both ways, I took a bus.

I was told from the time I was a baby that I was loved and special. Does this make me a worse person? No, it makes me strong and confident. And you may take my confidence for arrogance, but don’t be confused. I am confident because I have been guided by the teachers, mentors and loved ones in my life. I have studied history, biology, chemistry, writing, algebra, theology, music and social sciences, and I am better for it. I have moved from my hometown to another state, and I am stronger for it. I have met hundreds of people different from myself, and I am wiser for it.

So, when you tell me I can’t work from home; when you tell me I can’t have more time off; when you tell me I’ll only be allowed six weeks of unpaid maternity leave, I’ll tell you good-bye. Because when I grew up, people told me I could be anything. They told me I didn’t have to settle for “good enough.” They told me that there are many opportunities out there, and if I leave a job, another job will be waiting for me where I can be better and stronger.

These are the reasons why I left your company. You view me as difficult, I say I am uncompromising. Maybe you think I am not dedicated because I prefer to go home to my family by 5 p.m. I say I put my family first. The world is changing — not slowly, but quickly.

We are the generation rising. And soon we will be the VPs, the CEOs. And you’ll see a new kind of workplace, where family comes first. Because when you think millennials are the “me” generation, you miss the point. We know there is more to life than work. We know that family and friends, laughter and memories, matter so much more than working until you’re dog tired.

And you may disagree. Of course you do. That’s how you were raised. But this is how I was raised. I love my family. I love my friends. I love my life. I value the time I have away from work. I recognize that hard work will get me far in my career, but I understand the importance of balance and moderation that will lead to a happy life.

So think what you might about millennials. We are the optimistic future. While you ponder the good old days and tell me “that’s what’s wrong with the world today,” I will continue to make the world better.

We are the voices you hear now. We were quiet at first, but we are growing louder, and soon you will hear us shouting from the tops of mountains. As millennials, we fight to make our world fair. We see injustice and we act. We have been raised to know that we matter; each life matters. We demand better care, better government, better education, better technology, better food and better working conditions. And you will fade and we will brighten as your generation did in your time. Now it is our time.

Watch me. I will rise to a new height. I am a millennial.

As we begin this session, let’s go back and look at the top 3 points made regarding Millennials from several years back and see if the points ended up being true or false.

Flashback Point #1 – Technology

In my original webcast, a major point that I made was that Millennials were the first generation to grow up with a computer available to them every day of their lives. As a result, the online world has influenced this generation greatly – molded their thinking and actions, shaped the way that we communicate with each other, and how they considered the parameters or limits of their career options.

As we consider this point through the lens of today, there is no doubt that technology has been the single biggest influence on their expectations, behaviors, and level and methods of communication.

  • No longer do they only have to consider local jobs or move.
  • No longer do they check the want ads in the local newspaper.
  • No longer do they walk into your office and drop off a resume or fill out an application.
  • No longer do they drop by the office and wait in the lobby to ask about job openings – well, they do…but they aren’t supposed to!
  • No longer do they call the receptionist and just leave a message for you – they email you, seek you out on LinkedIn, contact mutual acquaintances and beg for introductions.

Millennial candidates have many more opportunities and tools available to them to try to get noticed and be considered for jobs…but only if you still have a human element involved in your recruitment efforts. Some companies primarily depend on technologies to accept the application, screen the resume, and eliminate candidates from consideration without any human eyes ever seeing their information.

It also must be said, Millennials understand and pick up technologies at a very rapid pace. They get it. They understand it. They figure it out quickly and become experts on it quickly. This ultimately helps our companies to be more productive and efficient.

Was this flashback information true or false?        TRUE

Flashback Point #2 – Eight Norms

nGenera conducted an interview in 2006 with Millennials. Out of that study came the “Eight Norms of the Net Generation.” These were patterns of behavior that are commonly found in Millennials.

These Eight Norms were:

  • Freedom
  • Customization
  • Scrutinizers
  • Integrity
  • Collaboration
  • Entertainment
  • Speed
  • Innovation

Let’s briefly look at each one and explain what was meant.

  • Work/Life Balance. They approach their careers by asking themselves, “How will this job fit into my social life?” The non-negotiable was the social life, not the job.
  • The ability to spend the majority of their time working on the elements of their jobs that they enjoy the most.
  • Strong online comparative analysis skills. They research their prospective employers and want to make sure they align with their own personal values and priorities. Deeply desire trusting and transparent relationships.
  • They will not follow questionable leadership. They are interested in your social responsibility stance and record.
  • They are, instinctively, interactive. They demand an environment where they can be involved in making decisions and providing solutions. Their voices must be heard.
  • They seek variety in their daily tasks. Flexibility to get work done, but not necessarily to be done within the hours of 8:00 to 5:00. Opportunities to learn or be mentored.
  • Constantly looking for ways to speed up productivity and response times. Looking to advance in their careers as quickly as possible. Personal and career growth opportunities.
  • They want to understand the problem they are trying to solve. They want to be challenged. Working on “the next big thing” is exciting for them.

As we review this list today, we can look at it in comparison to the Millennials that we know and work with. While there are always outliers, it looks to be largely on target and accurate. It’s interesting too to consider how companies, years ago, began to market themselves to this list. For example: Universum did a study on Millennials and they specifically asked, “If you could pick any company in the world to work for, where would it be?

25% of those respondents picked Google. But think about that a bit deeper. Out of any company in the world…how many options do you think that is? It’s estimated that there are 100 million companies in the world. So out of 100 million options, 25% of them all said the same place…Google. The obvious question becomes…”Why?”

What was interesting was that you could go to the “About Google” page, and you could see all 8 of the listed norms addressed in their description of what it would be like to work for them, making them very compelling for those who decided to look into employment there.

Was this flashback information true or false?        TRUE

Flashback #3 – Trophies

The third major point that was made focused on another factor that shaped the behaviors and expectations of our Millennial workforce. This is the generation that grew up when everyone got a trophy and we stopped keeping score. There was no distinction between the MVP and the bench warmer, all were treated and recognized equally.

Along with this philosophy came another wave of influence called “helicopter parents.” These were parents who stepped in – no matter how big or how small the issue – and handled it so little Johnnie or little Susie wouldn’t be overcome with stress and anxiety.

Now, I’m not here to debate with you if this was a good thing or a bad thing…you can have your own opinions on that. But there is no doubt that this has played a role in the behaviors, communications, expectations, and performance of Millennial workers. Universities have had to hire people to become parent liaisons. Some Millennials bring their parents with them to job interviews or ask them to negotiate salaries on their behalf. Feedback and affirmation are daily, sometimes hourly, expectations by some Millennials. It has been a shock to some to realize that at work, you have top performers, average performers, and under-performers – and not all are treated equally. You don’t receive participation promotions like you did trophies.

Managing Millennials is quite different than managing other generations. Some see it more as an advisor role, mentor role, or encourager. We will go a bit deeper on managing Millennials shortly. But for now,

Was this flashback information true or false?        TRUE

We’ve have seen that the anticipated projections regarding Millennials ended up bring true, but we can also learn from what has happened since they have entered the workforce. So let’s spend some time now looking at what we know to be true about them currently, and this will help us better identify how to attract, manage and retain this generation.

Millennial Statistics

  • 57% of millennial adults are white. In comparison – 72% of Baby Boomers are white, and 61% of Gen X is white. It is predicted that the US will become a minority majority nation in 2043. (US Census Bureau)
  • Millennials outnumber Baby Boomers by 11 million people currently.
  • 34% of Millennials have at least a Bachelor’s Degree. 88% of minimum wage workers are 20+ years old and 40% of them have a college degree.
  • 12% of Millennials (ages 25-32) are unemployed – 22% of them are below the poverty line.
  • In the 1960’s, the average age for an adult to get married (for the first time) was 20 years old for women and 23 years old for men. When it comes to Millennials, the average age for women is 27 and for men it’s 29. 25% of Millennials are projected to never get married.
  • In just 3 ½ years, Millennials will become the majority of the workforce (2020).
  • 64% say it’s a priority to make the world a better place
  • 72% want to be their own boss
  • 88% prefer a collaborative environment to a competitive environment
  • 85% of companies have changed policies specifically to appeal to Millennials

As you can see by those details, the benefits that many of our companies offer may not be as appealing as we anticipated – meaning, that they might not be as much of a factor to Millennials when considering their options. Benefits still matter, just not to the degree that we sometimes assume and the type of benefit matters. For example:

Millennials Most Desired Benefits (according to MindTickle survey):

  • 22% desire additional training and development
  • 19% desire flexible work hours
  • 14% desire cash bonuses
  • 8% desire free private health care
  • 6% desire more vacation time
  • 6% desire pension/retirement funding

The trend has been that we have tried to make offices more Millennial friendly, a more appealing Millennial culture, by adding ping pong tables, video games, free food, expensive coffee machines, and of course Apple everything. They don’t mind wearing flip flops to work, having a keg in the break area to end the day, or getting Starbucks discounts. The problem is, those are nice to haves…not must haves.

In an article written by Jessica Pawlarczyk (who is a Millennial herself) called, “Your Ping Pong Table is Worthless,” she provides us with a list of intangible benefits that attract Millennials.

  • Professional Development – This would include things like: mentoring, professional development seminars, or teambuilding activities. 89% of Millennials agree that it is important to be constantly learning on the job.
  • Autonomy – There is nothing worse than a manager who is a micromanaging maniac. With some breathing room, they can be creative and feel a heightened sense of responsibility.
  • Shared Achievement – Create a culture where your Millennials feel like stakeholders – or better yet, give them profit sharing and they actually become stakeholders. They long to feel more invested in the company and that their individual achievements can contribute to the larger company as a whole.
  • Flexibility – 89% of Millennials prefer to choose when and where they work. The traditional 9 to 5 is old school to them in an online world. Where possible, consider flexible in-office hours, half-day Fridays, occasional work from home days, or other creative options.
  • Creative Freedom – According to Deloitte’s 3rd annual Millennial Survey, 78% of Millennials are influenced by how innovative a company is when deciding if they want to work there.” Foster innovative thinking amongst this group.
  • Alignment of Values – Your moral history, environmental footprints, social causes, mission statements are all things that Millennials consider. You cannot just have the words printed on a banner or placed on your website…your company needs to live it and breathe it.
  • Challenging Opportunities – Be careful of boredom. If a job becomes too easy, then boredom will come. Challenge them. Offer them opportunities to try more difficult tasks.

As we went through her list, you could see that many of them fall in line with the Eight Norms that were predicted a few years back. They have remained consistent, but maybe new ways to approach them, new solutions, have come into play to satisfy their career desires.

Another area that was encouraged a few years ago was establishing mentoring opportunities. We’ve already mentioned it briefly today as well. While it can certainly be beneficial for a younger, less experienced, worker to be matched up with a more experienced employee – explaining issues, demonstrating problem solving skills, secrets to success, etc. – some companies have also flipped the model so the company, and experienced workers, can learn from the Millennial. In some circles, this is referred to as “Reverse Mentoring.” Millennials can often teach others how to more effectively use technology for the success of the company, or how to implement better social media efforts. More senior workers are sometimes timid or cautious when it comes to technology and are afraid to experiment with it. So, mentorships – both directions – might be a compelling option for you.

Managing & Retaining Millennials…

Attracting and retaining Millennials are very closely associated. Some of the very things that attract them to your company also must be maintained or built upon in order for you to retain them. According to Achieve’s Millennial Impact Report, other than compensation, the two primary influences that lead Millennials to stay with a company are:

  • 53% – Having their passions and talents used to the fullest.
  • 20% – Believing in the company’s mission and purpose.

As a matter of fact, more than half of Millennials say they would take a 15% pay cut to work at a company that matches their ideals. For some companies, this has been a shift from the old mentality of “We’re going to drive you into the ground.” to one of “Let’s try to keep you around.”

Examples of the “Keep You Around” Philosophy

Ann Donovan, Managing Director at PwC (Price Waterhouse Coopers) says, “We’ve all smartened up. We’re trying to create a guilt-free zone.” In doing so, they have loosened the reigns so employees can go to yoga every Tuesday or they can attend their kids’ weekly games. For those consultants who are road warriors traditionally – they try to alternate team members to a client site each week, or having them arrive at the client site on Monday afternoon instead of Monday mornings so they can stay at home on Sunday nights.

Caitlin Storhaug, Head of Recruitment Marketing at McKinsey, says they have changed their expectations of “up or out” where people had to leave if they didn’t advance at regular intervals. McKinsey employees are allowed to take 5 to 10 weeks between projects (unpaid) to pursue any personal interests they might have. This is on top of their regular PTO.

Ilene Siscovick, Partner at Mercer, says they have changed their promotion and rewards system. Instead of promoting from Job A to Job B, now they may make a move to Job A1 and then A2 before they get to B. They have incremental raises that are in place for each of those steps.  She says, “Administratively, it’s a little more complex. But it could be a win-win because you’re recognizing good performance and employees feel like they are progressing.”

They have also changed their employee review systems to eliminate their number system. Most managers would score someone a “3” which means “meets expectation.” But to a Millennial, a 3 means “average,” and no one wants to be average. They have moved to a “qualitative assessment” monthly or quarterly, instead of just an annual review.

Barr Engineering Company is an employee owned consulting firm located in Minnesota. Cathy Klopp is an HR Generalist there. She refers to their style as a “free market structure.” Employees do not have a specific boss. They choose projects that they would like to work on, and as an individual contributor, they’ll report to the manager of their selected project. Other times, they are the manager. If they work long hours, then they get to choose between overtime pay or receiving comp days.

What Millennials Are Looking For in a Leader

You’ve probably heard the quote before, “People don’t leave jobs, they leave their manager.” Leadership, managing, it looks much different today than it has in the past. According to a study by Deloitte:

  • 19% of today’s Millennials value a visible manager
  • 17% of today’s Millennials value a well-networked manager
  • 17% of today’s Millennials value a technically skilled manager
  • 39% of today’s Millennials value a strategic thinker as a manager
  • 37% of today’s Millennials value an inspirational manager
  • 34% of today’s Millennials value a personable manager
  • 31% of today’s Millennials value a visionary as a manager

The first 3 are the more traditional types of criteria that people were evaluated by as a manager, but the bottom 4 are the ways that managers are evaluated by the Millennials of today. How do your managers stack up to this?

Millennials are far more likely to have high levels of job satisfaction when they work in a creative, inclusive, working culture (76%). Only 49% of Millennials prefer to work in an authoritarian, rules based approach. Here are some other thoughts that we can find from Deloitte’s research:

  • 47% prefer a free flowing and open communication environment
  • 42% prefer an environment of mutual support and tolerance
  • 40% want a strong sense of purpose beyond financial success
  • 38% want an active encouragement of ideas among all employees
  • 34% want support and understanding of the ambitions of younger employees

In an average work week, it is estimated that the following number of hours are spent focused on the following:

  • 3 hours discussing new ideas and ways of working
  • 7 hours developing leadership skills
  • 8 hours working on emails
  • 4 hours receiving coaching / mentoring

But to a Millennial, here are their expectations:

  • 6 hours discussing new ideas and ways of working
  • 5 hours developing leadership skills
  • 1 hours spent on emails
  • 6 hours receiving coaching / mentoring

As you can easily see, the expectations of Millennials, and the reality of how we manage them, are immediately an issue. I don’t share this information so every employer will run out and change their time allotment to match the desires of Millennials – but just so you’ll have the information and can understand their expectations. If you begin to see a disconnect in some ways, maybe it falls in one or more of these areas.

As many Baby Boomers have already retired, or moving in that direction at a rapid pace, Gen X has often been targeted with managing Millennials. There are certainly some differences between these two generations, but understanding them is a good place to start so conversations and planning can be established. I’ve given you a lot of info on Millennials already, so let me spend a couple of minutes on Gen X and specifically the issues that might arise with them in management roles.

Mia Zaslove, who is featured in Fortune and Inc, had this to say about Gen X Managers:

  • X’ers grew up in a largely hands-off culture. They experienced a large amount of freedom growing up. As kids, they could safely be out of the sight of their parents for long periods of time. Millennials, due to technology and the ease of staying in contact (as well as changing norms for parenting), weren’t out of their parents’ sight until their teenage years (helicopter parents)
  • Millennials have grown up with a lot more encouragement than X’ers received. As a result, Millennials feel comfortable to share their opinions, even when they are just beginning a job. X’ers generally believe that you have to pay your dues before you are entitled to share an opinion.
  • When working with an X’er, don’t be surprised or offended if they choose to work alone. They are more independent. They often will not tell you how to do every step of the job, but allow you to figure it out.
  • X’ers tend to be hands off, low face time managers.
  • X’ers weren’t regularly praised growing up, unlike Millennials. So, if you work for an X’er, don’t expect a lot of praise. However, when you do receive a compliment from an X’er, then you’ve done a great job!

I generally have trouble making blanket statements that sound like they are true in all cases. Obviously there are X’ers who are beloved and respected by Millennials, and they get along very well with each other. We can never say that something is always true in every situation when speaking of generational differences.

For example, I am an X’er. Pew Research has an online test you can take that tells you “How Millennial Are You?” So, for fun, I took it. I shared with you earlier, I spent 20 years working with teenagers and those teenagers are now the Millennials that we’ve been discussing. So, I think I really get them and understand them to a high degree. Apparently Pew Research agrees…

If you’d like to take this test, you can go to:

I’ve been saying for years that I don’t have a problem with Millennials. Are they unique in some ways? Yes. But maybe, just maybe, we are all pretty Millennial in our expectations. Think back to when we were just starting our careers, ask ourselves:

  • Did I want to spend most of my days working on things that I enjoyed?
  • Did I appreciate feedback and encouragement along the way?
  • Was work/life balance something that I would have liked?
  • Would I have preferred to work for a company that wanted to develop me as a leader?

See, no matter the generation that we belong to, we’ve all wanted the same core things. Millennials are just the first to step up and demand them.  We aren’t so different as employees. Now the approach to work, the tools considered to do that work, the style of communication between others, work style habits…those are areas where we revert back to how we have grown up and what comes most naturally to us.

Wrap Up…

As we begin to conclude this session, let me just say this. I believe there are some industries that are already and will continue to suffer as they attempt to attract Millennials to their industries. There are some who haven’t done a good job in marketing themselves to this demographic early enough. Skilled trades, manufacturing, labor, production…they tend to have worker shortages. They’ve spoken about it for years…they’ve had me come and speak about them for years…but everyone believed they were too busy to do the things needed to prepare for the great crew change and attracting younger workers to their teams. Now they are in a tough spot.

Some of the suggestions that were made in the presentation today, they just won’t apply to each and every situation. If they want variety in their work, and you need workers on an assembly line – there isn’t much diversity in their tasks. But that doesn’t mean that there aren’t other areas that we’ve discussed where you can make some adjustments to make yourself more appealing.

The good news is, when I first started speaking about Millennials several years ago, they were expected to stay at their jobs just 18 months before leaving for a new job. Now that number has risen. Now they anticipate being in their current role for 3-4 years before considering a change. However, if they have career growth opportunities, work/life balance, believe they are making a difference, they believe in what the company stands for…that number climbs much higher as they would stay with that company. Why has this happened? In part, because of the efforts made over the past few years to change policies to be more friendly to Millennials. But I think it goes a bit deeper. I think the demands that Millennials have made have caused those in leadership positions to ponder just what kind of companies they want to have. They didn’t just make those changes for the Millennials sake, but because all workers can benefit from them.


I hope you’ve enjoyed today’s presentation. Please feel free to reach out to me and connect. If you’ll reference that you were on the webcast today, send me a LinkedIn invitation and I’ll accept. Send me additional questions if you think of them at a later time. LinkedIn is the best place to connect with me, or even on Facebook. I don’t do Twitter, so don’t waste your time there.

Thanks so much everyone and have a great rest of your day!


Constant State of Transition








The past 4 years have seemed like a constant state of transition. I had just come through a fight with cancer and it had a profound impact on the things that truly mattered to me, especially as it related to my career. Making the big sale or closing a massive deal or continuing to climb the corporate ladder with bigger titles and paychecks just didn’t seem to satisfy me any longer. Instead, I valued time with the people that mattered most to me and pouring every ounce of my energy and attention into them. So, that’s what I did.  I had my own company and it did very well. it provided me with the flexibility to work when I wanted, if I wanted, and with whom I wanted. Very nice indeed.

But recently I received a call from an executive friend of mine. It was one of those “who do you know” calls where you know he’s talking about you. He is someone that I have a great deal of respect for, the company was a major global brand, and it was going to help round out some of the gaps in my professional resume and give me some solid experience that would be helpful in the long run. So I threw my name into consideration for the job. While the flexibility that I had been enjoying having my own company was great, the thought of a steady paycheck seemed to be a welcome change too. I went through the interview process quickly and was offered the job within a few days. I start on Monday.

It’s funny how life takes you on these unexpected journeys. I never expected cancer, but quite honestly, cancer was one of the best things that could have happened to me. It helped me to appreciate the people and the circumstances that surrounded me in a way that I seemed to be blind to previously. Starting my own business was great because it gave me room to work my way through these changing emotions, physical changes, and relational changes. And now I have a daughter a little over a year away from starting college and it’s time for yet another change to get me through this next stage in life. Some would call it chance or coincidence when these things happen, but I have a personal belief that God is in control and that He is guiding these occurrences in His perfect timing.

I’m excited to face some new challenges, to interact with people from around the world, and to help take an already well known brand to even loftier places through my work. I’m not excited for the daily commute, especially considering my commute the past few years has been walking from my bedroom and over to my home office a few rooms away. I think I will be challenged, and that’s always a good thing. What’s truly interesting to me though is the timing of all of this. A week from today, I will be cancer free for 3 years. Coincidence? Ehhh, not really.

It Depends On Your Point of View

Today I came across a picture online of a letter that a candidate had sent to Recruiting or Human Resources, or pretty much anyone who might be of assistance in getting a particular job. Take a second to read it, and then formulate your opinion of this candidate and company in rapid time.

Applicant - Thorough














My initial reaction was, “Wow! This person really wants this job!” I also assumed that this person was likely a European male, although I have nothing to validate that (except that I’m a dude and it sounds like something a dude would do).  But then I began to think of this at a deeper level and discovered that there is more here than one might initially notice.

1) A hand written note. How often do we see hand written notes in recruiting anymore? How often do we ever see a hand written anything anymore? I hear “experts” say often that a hand written note is more personal and shows that the person writing it places a high value on the receiver and the message. I can’t help but believe that this person felt this position was of great importance due to the numerous steps taken to eliminate a “No.” response.

2) The company was highly sought after. This obviously wasn’t the candidate’s first attempt to gain employment with this company. The writer used the words “Each time I apply for a job…” clearly letting us know that he/she has applied on more than one occasion, likely numerous times. This leads me to make another assumption. I assume that there is a form letter that goes out to everyone rejecting them with the same message over and over again. If they have a standard Applicant Tracking System, then I’m confident that a human never laid eyes on his C.V. and was systematically rejected without much effort.

The way candidates are treated do have an impact on the overall branding of a company, and often impacts the brand financially. Companies should seriously consider how their recruitment efforts, particularly when they reject a candidate, is handled and how it can be done in the most courteous of ways. You’ll notice that this candidate had a tad of bitterness towards the company when stating, “I have caught you red-handed and you have no excuse…” It appears the candidate didn’t believe the “no vacancy”reason being given to him/her in the past and felt it necessary to prove the point.

3)  Thorough and Anticipatory. Regardless of if you see this candidate in a positive or negative light, you must admit that they were thorough in their efforts. He/She followed the happenings of the company closely so they knew that the Technical Manager had passed away. At the breaking of this news, the candidate saw an opportunity and began to map out a path that would hopefully end with the opportunity to gain employment. He/She anticipated what possible responses might come their way and tried to head them off and shut them down before the company could even try to use the form letter again. Think of it – he/she went to the blasted funeral to verify that the person actually died and was buried. This leads me to another assumption – I bet there are pictures somewhere on some mobile device just waiting to be delivered to someone’s email. They even went so far as to get a copy of the Death Certificate. Wow!

The actions of this candidate might seem desperate to some. To others, they applaud the initiative. Still to others, they think he/she is straight up crazy! What do I think? I think this person would fit in nicely at a staffing firm in a business development role!



Extraordinary Fear of Doing Right


What would you do if you weren’t afraid? Fear is a great motivator, but it is also a great defeater. Bruce Lee once said, “Fear comes from uncertainty; we can eliminate the fear within us when we know ourselves better.”

I have debated on writing this specific post for months, and I admit that fear has been the primary motivation for my hesitancy. I have found myself in the very epicenter of controversy, not because I sought it out but because it sought me out. As a result, I have had moments filled with great resolve and passion and meaning, and at other times it has been a brutal, ugly, exasperating and exhausting experience.

Let me begin by saying that I would consider myself to be an average American. I vote every 4 years when we are electing a President, but I don’t recall ever voting in a mid-term election. I have never attended a protest or anything even similar, even though I certainly have opinions. I have never even signed a petition. I have always assumed that what is good and right and just always wins in the end. That those who have been convicted of a crime got what they deserved. That our community, state, and national leaders truly care about justice. Over the past 3 months, I’ve begun to rethink all of those decisions and assumptions of mine.

There is a 19 year old young man in our community who was just sentenced to 25 years in prison for Super Aggravated Sexual Assault of a Child. I don’t know either the young man or the small child in this case. For all of my life, I would hear this type of story on the news and shake my head that someone could do such a thing, and then I would applaud the fact that he was caught and that he would be thrown in prison for a long, long time. You probably agree with me right now as you read this. But this time – and only this time – something was different. I had this burning in my gut and this uneasiness in my heart that something wasn’t right here. Unknown territory for me, for sure! So I began to investigate this case a bit deeper and tried to find out more of the story. The more I discovered, the more outraged I became. This time I could not just ignore it and let it go away – I felt like I needed to do something, but I had no idea what to do.

I came across a page on a social media site that was filled with thousands of other people who felt the same way I did. The vast majority have never protested, or signed a petition, and they didn’t know anyone involved in the case, but they were drawn to this and felt that something just wasn’t right. I decided that I would write a post about how I was feeling on that page…and shortly afterward, hundreds of people had responded to it and said they felt just like me but didn’t know how to put it into words. The next day, I had more to say and wrote another post, and the day after that, and the day after that…and so on for about a week and a half. Each time, I had hundreds of people responding to my thoughts in agreement.

While my involvement in this cause was restricted to a few online posts to this point, rallies were beginning to occur, petitions were being presented, money was being raised for a defense fund, etc. Within just a few weeks, close to 10,000 people had signed the petition asking the courts to go back and take a second look at this case to assure that justice had occurred. A movement was beginning.

Some of the leadership of the group, and the family of the young man who had been convicted, had read my posts and realized that I knew the case inside and out and that I was connecting through my writings with the masses of people who were interested in this case. They approached me and asked me if I would consider becoming a spokesperson for the young man’s family. This would require me to be a vocal leader, be interviewed by various media outlets, write press releases and statements, lead Public Relations efforts for a convicted sex offender…something that I never thought I would be doing under any circumstances. There were lots of fears within me at this request. My name and face would be widely seen and recognizable – which I knew would bring a lot of heat and hatred from child advocacy groups and individuals who just wanted to make a name for themselves by throwing bombs my way. My family would certainly be a consideration in this request as well, and not wanting them to face abuse simply for being related to me. I own my own small business, and how would my involvement impact my current and potential client base? Fear of the unknown was certainly a major factor at this point.

As I weighed all of the heavy fears and tried to predict the future, one over-riding thought just would not leave me alone…what is the RIGHT thing to do? I spoke with my family and asked for their thoughts. I prayed earnestly about this decision. The next day, I contacted them and told them that I would help in any way that I could. I contacted my current clients and told them of what I was doing and why, and received nothing but support from them as they knew me and understood that I wouldn’t be involved in something like this unless it was worthy of the risk. I also contacted potential clients that I was close to signing deals with and made sure they knew what was happening before they signed anything. I didn’t want them to turn on the news and get surprised by seeing me on an interview.

My message has always been: I don’t know for certain if this young man is guilty or innocent, but I do know that he did not receive a fair and honest investigation or trial. Every accused person deserves that. Now because I am much more involved and closer to the case, I believe wholeheartedly that he was wrongfully convicted. The dates where the prosecution say that he committed these indecent and disgusting acts, he wasn’t even in town. He was more than 3 hours away from the place where this supposedly occurred, and there is verification that he was not in town. The case against this young man was an accusation by a child – no evidence, no witnesses, no one has ever been able to place this young man alone with any child. Beyond that, the investigator assigned to this case never interviewed or interrogated the young man, the owner of the day care where this supposedly occurred, any other adults in the day care, never went to the day care to investigate. This investigator admitted under oath to deleting approximately 100 emails between himself and Child Protective Services. He admitted to asking leading questions in order to get the answers that he wanted. These are just a few of the reasons why I believe he deserves a second look before serving a 25 year sentence. If all it takes is an accusation – and nothing else – then all of us are at risk to be imprisoned.

Just as I predicted though, the attacks were relentless against me, my family, my business, my church, and my friends. I remained silent and did not respond to the attacks. I tried to stay focused on facts and not on personalities, treating everyone – even the ones with whom I vehemently disagreed with – with respect and dignity. They did not reciprocate in kind. It has been difficult to turn the other cheek, but these people have no impact on the justice that I seek for this young man. It does me no good to respond to them because they cannot help accomplish what I seek. They are irrelevant to this case. Plus, taking on the issue of sexual assault of a child in a 140 characters or less is not feasible.

Currently, this young man’s case sits before a Court of Appeals and we wait for their decision on what will happen next. We have been told that this will take months, or possibly a year, before we hear anything from this court. Meanwhile, this young man serves his sentence while thousands try to keep his message in the forefront so he will not be forgotten.

Here is what I have learned from this chapter of my life:

  1. When faced with the choice between the easy thing or the right thing…always pick the right thing. Your conscious will not forgive you if you ignore what is right.
  2. Any type of assault is wrong – but particularly any type of assault to a child. Those who commit these crimes deserve to be punished to the full extent of the law…after they have received a full and fair investigation and trial.
  3. Many people go through their day to day activities with a lack of passion, purpose and meaning. Commit yourself to something bigger than yourself and you’ll be excited to be involved, even when you might be under attack.
  4. Some people aren’t happy unless they are unhappy and making it known to everyone around them.
  5. There’s a fine line between being an “advocate,” and being a “predator” online.
  6. We have lost our ability to disagree with someone respectfully. Instead we label, shout, and bully in the hopes of silencing the other person. This cannot be good for the future of civilization.
  7. Our law enforcement, legal, and judicial systems are in dire need of accountability and transparency.
  8. In most cases, the jury gets it right…but not always.
  9. No true, legitimate, debate can occur in 140 characters or less, so don’t even try.
  10. Elections have consequences.

And last, 11. Injustice anywhere leads to injustice everywhere, and that is unacceptable. No matter what it takes, we cannot tolerate injustice. It demands our action. It demands our hearts. It demands time…as long as it takes.

Bruce Lee said that we eliminate the fear within us by knowing ourselves better. I surely know myself better today than I did when I started this journey. I know who I am. I know my motivations. I know my heart. I know my character. None of this battle will benefit me in some way monetarily or professionally…quite the opposite. I’ve been attacked mercilessly. My wife and daughter were attacked. My business was attacked in an effort to silence me or discredit me. My church was attacked in an effort to embarrass me. It has been extremely stressful. My fear in writing this post has been that readers will do like I have done for most of my life – jump to the immediate conclusion that a child was harmed, this evil guy did it, and I am the scum of the earth for wanting to ask people to give him a second look before he serves a 25 year sentence. You may react that way, and it would be unfortunate because you do not know me nor the things that I know.

I guess at the end of the day, you have to ask yourself, “Knowing what you know now, would you do it again?” In this case – knowing what I know now, knowing the unfamiliar sense of injustice that I felt internally, knowing that I set an example for my daughter of doing what I believe to be right even in the face of persecution – yes, I would do it again. It has already cost me. It may continue to cost me. But it has also been quite rewarding and fulfilling to know that you are doing what you believe to be right. What would you do if you weren’t afraid?









For many of us, you don’t even have to say anything else. Just the mention of 9/11, and we can look at each other and find commonality and understanding. What a horrific day, followed by many days of uncertainty and questions. It’s hard to believe that thirteen years have gone by.

We all have our stories – where we were, how we heard, where we watched, and how we felt. They are seared into our memories. We don’t get attacked on our home field, but if we did, surely it would be a mighty army with all of the most advanced weapons systems. No. Just a few guys with box cutters riding on a few planes.

One of the most memorable things to me personally was how united the United States of America became in the days immediately following this event. Something rarely seen before, and sadly, after. We cared more for country that we did for party. We cheered for America rather than the candidate. This was just a taste of what patriotism could be like…and it felt good. I believe that’s why Barack Obama’s words were so appealing to us when several years later he said…

“Yet even as we speak, there are those who are preparing to divide us, the spin masters, the negative ad peddlers who embrace the politics of anything goes. Well, I say to them tonight, there is not a liberal America and a conservative America—there is the United States of America. There is not a black America and a white America and Latino America and Asian America; there’s the United States of America. The pundits like to slice-and-dice our country into Red States and Blue States; Red States for Republicans, Blue States for Democrats. But I’ve got news for them, too. We worship an awesome God in the Blue States, and we don’t like federal agents poking around in our libraries in the Red States. We coach Little League in the Blue States and have gay friends in the Red States. There are patriots who opposed the war in Iraq and there are patriots who supported it. We are one people, all of us pledging allegiance to the stars and stripes, all of us defending the United States of America.”

Oh, if that were the country we live in, but it isn’t. We are divided, and we even idolize and reward those who come along and incite the division. Today, everything is looked at through a racial filter. One political party can’t vote on legislation that might make sense because someone from the other political party presented it. Those who create and oversee our laws routinely break our laws. And if you dare mention the name of God in many arenas, then you are a small-minded bigot.

Think of how far things have declined since that day. While there was division among us before 9/11, a new “normal” has been established in our country since it. Everyone needs someone to blame for everything that happens in their lives, and because of that, we attack and malign those who give of themselves to support communities, states, and country. We have a mentality now that we are owed something by others, so instead of going out and earning what we have in life, we wait for someone to give it to us. We no longer can have a civil debate or offer differing opinions…oh no – that is inexcusable and cannot be tolerated. Freedom? Oh no…we are rapidly eliminating freedom. Ask yourself, am I now more free or less free to express my opinion? Ask yourself, is the press more free or less free to report unbiased news? Ask yourself, are you more free or less free to worship and hold to religious beliefs?

9/11 was a nightmare of a time in our country, but one of the lone positives that came was that we were just Americans. No other labels mattered. We were just Americans. As we remember 9/11 this year, we should ask ourselves what we want America to be. Are we pleased with the path we are on, or does it scare us? If it’s the latter, then what will you do about it? What will you demand from the people you elect? How will it change the way you interact and respond to others who disagree with you?

Integrity – More Than Living Your Beliefs

office theft 2There are a lot of things in this world that people can take from you or damage, but the one that you should guard and protect more than any other should be your integrity or character. It starts with honesty, decency and trustworthiness. Following through with your word and being impeccable and honorable with your actions creates respect and professionalism.

Integrity does NOT mean living your life according to your beliefs. Hitler did that, and none of us would refer to someone of integrity. Integrity would need to include an understanding and adherence to right and wrong. An example of such standards would be stealing. We can all agree that this is wrong and employees should never be involved in it. However, check out these statistics…

  • Employee theft is one of the primary reasons of many small business failures
  • 10 – 30% of all bankruptcies are due to employee theft
  • Employee theft is rising by 15% per year
  • Over 40% of retail and manufacturing businesses admit to employee theft

Employee theft is higher in industries in which there are frequent opportunities or strong inducements to steal, such as retail sales, medicine (especially theft of drugs) and banking.

So, knowing that something is wrong vs right isn’t enough. It requires us to be intolerable to wrong and not condoning it in small things so that it never escalates to the bigger things.  The small things? This would include sitting in your office and surfing Facebook or tweeting all day instead of focusing on your work. This is a form of theft – unless you work for Facebook or Twitter. Your employer has hired you to do a job and your focus should be on completing that job each and every day to the very best of your ability…anything short of that is robbing your employer.

Have you ever noticed that teams take on the personality of their coach? It’s true. If you have fiery coach who is big on being physical, those on the team seem to morph into that even if they haven’t really been that way before. Well, the same is true in work environments. Your team will take their cues from you. The way you act. The way you talk. Your tolerance for right or wrong. Your work ethic. They will begin to morph into the example that you set for them. Likewise, if they see that you are relaxed when it comes to working hard, cutting corners, compromising on policies – they’ll follow your lead on that as well.

There are three particular areas where you should focus on having strong integrity:

  • Be a person of your word. If you say that you are going to do something, then do it, on time, every time. You’ll find that those on your team will respect you and have confidence in you when they see you are consistent in this area.
  • Guarding yourself and others. Again, making sure that there can be no accusation made against you because of your zero tolerance of unethical practices. Have the sort of reputation and history that if someone lies about you and makes an accusation, that no one would believe it anyway.
  • Money. This one is the downfall of many people. Make sure that when it comes to money and resources that you are transparent and honest. Keep receipts that can verify where every penny is spent. If you are traveling alone and stop for dinner, don’t just go to the most expensive place you can find, find something is affordable. Search for hotel rooms that are discounted instead of paying full price. Make sure your employer and your team knows that you do your best to save the company as much money as possible.

Unfortunately, we live in a Gotcha World now. People are looking to catch you in a moment that is unhonorable, embarrassing, or compromising. We have to be on guard in ways that we never would have considered 5-10-15 years ago. Make yourself accountable to someone and them to you. Check in on each other and make sure that you’re doing the right things and guarding against any type of moral attack.

office theft

Hi! I’m a Recruiter and I Work for Free!

work for freeCan you imagine a world where professional athletes only get paid if they win? In 1960, the Dallas Cowboys didn’t win a game. In 1976, the Tampa Bay Buccaneers didn’t win one. And as recently as 2009, the Detroit Lions didn’t win a single game. In the NBA, the Charlotte Bobcats won just 7 games in 2012…and Michael Jordan was the guy running the team. He certainly knows basketball! Should those players on the NFL teams not receive any compensation when they couldn’t win a game? They prepared. They worked hard. It took a big toll on them physically and emotionally. They went to work every day and they did what they were asked to do…except win.

The world of contingency recruiting is highly competitive. It has a 90% turnover rate in the first year…meaning most just can’t make it. The biggest issue is the constant and high probability of failure. It’s tough to win a game. In the contingency world, a recruiter gets a company to agree to let them work on an open search for them and they agree to only pay them if they fill the search successfully. But the companies who agree to this deal usually have deals with other contingency recruiters as well, meaning they could have 4,5,10 different recruiters working on the same open search. At that point, recruiters are tripping over the same potential candidates and contacting the same people over and over again – and by the 3rd call from a recruiter, the candidate hates all recruiters and the company who enlisted them to bombard them with calls all day.

Even more frustrating is when the recruiter is the first one to contact THE candidate – the one who is most likely to get the job. They get all of the information and get the candidate to agree not to speak with any other recruiters who may call regarding the same job. The recruiter submits the candidate only to hear from the company, “Well, we’ve put that search on hold for a while. We’re re-evaluating if we really need that person or someone with a different skill set.” Or, “You know, the timing is just a bit off. The person who needs to make this decision just went on maternity leave and won’t be back for 90 days, so we are going to hold off until then.” Or, “Wow! That’s a great looking candidate, but we were just hit with a hiring freeze so we’ll call you next year and see if that person is still available then.”

The recruiter has invested time, money, and resources into working on a search that they will not get paid on. They have worked for free. They do this in the hopes that they will fill a handful of open positions every year and survive to the next year. Contingency recruiters understand that they likely will not get paid for the work that they do. So, they want easy to fill searches with quick turnarounds and as few competitors as possible when they take on a new search…this strengthens their odds of winning.

In most cases, a contingency recruiter will work hard on a search for no more than 2-3 days and if they don’t see light at the end of the tunnel, they are off to focus on something else. This leaves their “clients” feeling frustrated because they didn’t get any solid leads out of it – making all recruiters look bad and making it tougher for all of us.

So, a note to Contingency Recruiters…

Stop working for free! Get paid for your efforts.

I have worked on both sides – contingency and retained. Here are three observations that I’ve made personally:

  1. When companies have invested in the success of a search, the searches they give you are real. There are those companies out there who have no intention of hiring anyone unless you give them Superman or Wonder Woman. They are good with their current situation, but they would consider making a change to their staff if you make it impossible to say no. They don’t have to invest anything into the effort – you do that for them – so they get to see what the market is looking like and have no obligation to make a hire.
  2. When companies have invested in the success of a search, they want you to win. When that company has paid something for your efforts, they work with you and help you to get the information needed to target the right people, the feedback required to make adjustments, and make themselves available to conduct interviews and make a hiring decision. Contingency recruiters, good luck getting a call with the hiring manager to answer all of your questions or to get feedback on anyone that you send over.
  3. When companies have invested in the success of a search, everyone achieves more. The recruiter is focused on filling the search and can be dedicated to it through completion. The company knows that it has someone short-listed only qualified people for them to consider (making it far more time friendly for the company). There is a mutual respect that comes into play that is totally absent when a company works with a contingency recruiter. The goal should be partnership and trust and neither can be built on a contingent basis.

As long as people are willing to work for free, some companies will take them up on it. Not all though. The ones who are serious about getting the search filled with the right person, and not just having resumes thrown at them, will use a retained recruiter. Consider which type of recruiter you really want to be.