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The Hidden Mystery to Developing New Leaders

Maria Campbell, CECOwner/Imagine Impactchefmcampbell@gmail.com

Hello!I am Maria Campbell, CECI am here because I love to to connect people with inspiring ideas and Im a millennial. You can find me on social media @chefmcampbell1 #chefconnect

The way to activate the seeds of your creation is by making choices about the results you want to create.

When you make a choice, you activate vast human energies and resources, which otherwise go untapped. - Robert Fritz

1Barriersto Motivate Its a Two Way Street

Millennial Mindset Generalizations

Entitled What Negative Words/Phrase Do You Hear? Expect a trophy for showing upITS WHAT YOU SAY & HOW YOU SAY IT

Lost Lazy Narcissistic Me Me Me Look for easy way out No Loyalty

Addicted to technology

Millennial Mindset Reframing

Share Experiences Look for immediate feedbackIts a Hyper Competitive Marketplace

Adapt See for themselves Constant Learners Set New Challenges

Can DoIdeas Future Leaders/Next Generation of Revenue-generatorsReimagine commitment to learning with in the culture

Connect constantlyFuture Leaders/Next Generation of Revenue-generators

WHAT TO KNOW

Short-term: Leave jobs 2-3x rate of older generationsResearch suggests college grads quit when needs are not being metAvg. young person 12+ jobs before theyre 30, costs you upwards $1500

2020 Millennials = 50% of workforce 5 More Years

Career ChangersNot afraid to take risksEmotionally MatureWilling to put in elbow greaseOpen MindedLove learning/tap their resources

Harness Talent/Energy Short-term TourStay InterviewBe Proactive: Build learning for them which will benefit you.

Ideas to improve your workplaces

I Know You Will Leave73% plan to work for 5+ employers over 3 year period.Promise continual development The value your investment of time in them it comes back to you. Invest in their skills. Make connections easy- a click or phone call away.Mimic a Tour of DutyStay Here ForeverIts not about stability promiseMore than a contractHierarchy is not valued but engagement.

Fundamental Needs

Make time for it

Drive to Learn Learn to ImproveAchieve Mastery

Longing for AcceptanceDesire to be Accepted & Respected as We are

PUSH vs Pull

Too busy?

PUSHing

- Resistant to the process- Shut down - Game of control/power- Minimizes submission to auth. W/o desire inner goal becomes escape, absenteeism, vacation & get it over with attitude

PULLingDrive their own learningRecognize & manage resistanceEngage feedback conversations w/ confidence

Customize & Learn TogetherWeUs Together You Them

Two Way Mentoring Real Time FeedbackInfrequent hard to deal w/constructiveW/o nervousness increases, suspicious & less productive

Research Gallup tells 1/3 employees are actively engagedHonest manager/employee conversations

Open FeedbackBuilds trust, collaborate more, solve problems more easily & increase self-esteem & feel less threatened.

= Faster Adaptation in New Organization & Lower Turnover

Our process is easyIdentify Autonomy Money vs. MeaningMotivated Valued Individual

ENGAGINGIdeas Worth SharingStay InterviewTalk with your valued employees. Find out why they stay and engage in a conversation about things you arent doing. ConnectWrite it down. 90% of staff members underperform because goals are mismatched. Get them to write down their job description and you will uncover truths.Learn TogetherYou initiate and get input to see their ideas get put forth. Work on new projects together not just delegated.

VolunteerMake relationships with community members tell them up front your resources and ask what opportunities are available.Get Out MoreThe workspace is where work gets done but it can drain your staff. Get them out more. TravelThe chef or manager often is allowed but not staff. Pre-plan ideas where can come along as part of your group and do together.

Thanks!Any questions?You can find me at @chefmcampbell1chefmcampbell@gmail.comwww.weimagineimpact.com