CGK President Jason Dorsey was back on stage speaking in-person to over 700 leaders! Jason shared his experience about being back on stage with the CGK team, and we’d love to share it with you:

Wow! Wow! Wow! I am so excited to share that I was back on stage and speaking in-person to over 700 leaders from across the U.S.!!

Check out the video I filmed of the ballroom. They had three huge screens, a bumping sound system, great lighting, and all kinds of unexpected moments—from a convention center room devoted to dogs from the Humane Society that attendees could pet (really!) to self-serve ice cream and a lot of entertainment. The event was action-packed from beginning to end. I was so excited to be back on a stage (and also off of the stage, in the audience while presenting—for those of you who have seen me speak in-person).

Candidly, I have missed the energy, excitement, laughter, and learning of a full convention center ballroom. This event was the first large ballroom keynote I’ve delivered since March 20, 2020. I was incredibly inspired to share my message about unlocking the potential of every generation with these amazing business owners and leaders from across the U.S.!!

During the in-person event (it feels so good to keep typing that!) I shared how to unlock the potential of every generation, separating generational myth from truth about Gen Z to Boomers, and then diving into a “roll up your sleeves” executive session where I went deep into both employment and sales strategies that we uncovered work best now.

In total, I spoke for 3.5 hours at the event. I loved every minute of it!

If you have an in-person event coming up, please reach out. I’d love to speak for you! I have all-new presentations and specific, ready-to-use strategies that work right now to drive results from recruiting and retaining Gen Z and Millennials to selling and marketing across multiple generations.

Thank YOU for being on this journey with me—whether that is in-person, virtual, or a combination of both! I look forward to seeing you in a conference ballroom soon!

 

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Bloomberg News featured CGK’s research on Gen Z and Gen X

Bloomberg News recently wrote a feature story on Gen Z, and The Center for Generational Kinetics played a key role!

As Gen Z—also known as iGen or Centennials—age into an enormously influential group of employees, customers, and trendsetters, smart business leaders recognize that now is the time to unlock this new generation’s potential. But which Gen Z trends should leaders track most closely? According to Jason Dorsey, the leading Gen Z researcher and President of the Center for Generational Kinetics, one key trend to follow is parenting.

Gen X parents are a huge influence on Gen Z as employees and consumers

“Gen Z are not a more extreme version of Millennials,” says Dorsey. “Their habits and attitudes are very different, and that’s heavily influenced by parenting.”

Baby Boomers worked hard to build personal wealth and social progress so their Millennial kids could have easier lives. This approach conditioned behaviors and attitudes that fed into the modern Millennial stereotype of an overly entitled generation—a generalization that our research calls into question, especially since Millennials are splitting into two different generations.

Endless memes about Millennial entitlement have motivated Gen X parents—and many new Millennial parents—to move away from the parenting methods that they perceive as enabling entitlement. This is having a profound impact on Gen Z as they become adults themselves.

Gen Z grew up in the middle of the Great Recession

When the U.S. economy took a turn for the worse in 2008, many in Gen Z watched their parents stress over bills and make serious efforts to cut spending however possible. During some of Gen Z’s most formative years, Gen X parents became much more cautious around credit and careful with money. Gen Z also saw the headlines about housing foreclosures and Millennials unable to get jobs or having to move back in with their parents.

“Our research really emphasizes how much Gen X navigating the Great Recession has impacted the way Gen Z approaches money, debt, credit, and financial risk,” says Dr. Denise Villa, CEO of CGK. “They’re much more inclined to avoid debt—12% of the generation are already saving for retirement. That is a very high number, given the oldest age of study participants was 22.”

Unlocking the potential of Gen Z

Gen Z represents the greatest generational business opportunity of the last fifteen years. Understanding the influence of Gen X parents on Gen Z—and the resulting behaviors and expectations—enables business leaders to design strategies and solutions that will help Gen Z thrive as they become employees, customers, and ever-more-important trendsetters.

“Knowing why Gen Z has these unique behaviors and attitudes is incredibly valuable in helping them unlock their talent as employees and their influence as customers and brand advocates,” says Dorsey. “I have a ton of confidence in Gen Z. Now it is up to Gen Z and the other generations to rise to the challenge and opportunity this new generation presents.”

To learn how Gen Z and parenting trends could be a hidden driver in your business’ success, invite one of CGK’s acclaimed generational speakers to speak for you! Click here to learn more.

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Recently, a screengrab from a CBS news story on Millennials and finances was trending on Twitter for leaving out Gen X entirely in their generational breakdown. In fact, financial professionals have been overlooking Gen X for years, perhaps due to their seemingly stable and uncomplicated financial realities.

What are Gen X Financial Priorities?

Pew Research found that most Gen Xers’ financial priorities were relatively simple: owning a home and contributing to a 401k. For industry professionals, these are not appealing clients to take on, because they “lack liquidity for outside investment accounts,” according to a recent Forbes.com article. 

Pew Research also found that while Gen Xers were hit the hardest by the economic crisis, they rebounded better than any other generation in the decade following due to the equity they built in their homes.

Ultimately despite the industry overlooking them, Gen Xers are not a lost generation financially. Rather, they are a key connector in helping the generations around them, especially when it comes to taking care of their aging Boomer parents and their Millennial and Gen Z children.

How Many Gen X Are There?

Pew Research projects that by 2028, Gen X will overtake the Boomers from a population standpoint with 64.4 million Gen Xers versus 63.7 projected Boomers. But even as Gen X moves to the forefront, don’t expect them to become the next Boomers or Millennials in terms of demanding the spotlight from the financial industry.

They are a unique generation with their own needs, and in order for financial professionals to truly serve Gen X, they need to first understand them. The firms that will serve them will need to be the right balance of objective advice with financial self-sufficiency.

Want to Solve Your Generational Challenges?

We lead national and international generational studies for our clients every day. We also keynote events around the world, helping businesses better understand their customers and workforce.

Let us know how we can help you. Send us an email or give us a call and we’ll be happy to provide a little information for you to review.

Keep the conversation going. Follow The Center on Instagram @TheGenHQ or on Twitter @GenHQ. We are passionate about sharing our latest generational discoveries!

The post Here’s Why Gen X is Not a Forgotten Financial Generation appeared first on The Center For Generational Kinetics.

For nearly every generation, especially Millennials, the effects of the Great Recession, in addition to the above challenges, are still deeply felt. However, one generation might have finally recovered from the shock: Generation X.

Gen X’s Net Worth is on the Rise

According to a Pew Research Center analysis of Federal Reserve data, Gen X is the only generation to have recovered the wealth they lost during the Great Recession and housing crash. Although Gen X was newer to the housing market at that time and more likely to have purchased a home at peak prices, which issued a major hit to their net worth during the recession, their median net household worth has risen 115% since 2010.

In 2016, the net worth of a Gen X household surpassed its 2007 value, while median net worth values for Baby Boomers and the Silent Generation/Traditionalist households remained below 2007 levels.

Gen X Recovers Home Equity Losses

The Pew report also noted that only Gen X has fully recovered the home equity lost in the recession, with an equity level that’s doubled since 2010. As of 2016, only 3% of Gen X homeowners are still “underwater,” meaning they owe more than they own.

Boomers and Traditionalists have not seen that rebound in home equity. And while Millennials are still reeling from the recession in some ways (chief among them the astronomic interest rates on their student loans), most did not own property during the recession, so they didn’t have much wealth to lose at the time.

Gen X is entering a crucial life stage where they are currently becoming the primary caregivers for their aging parents, so any ground they can gain on property values will be a boon for them. It will be most interesting to see if and when Millennials can climb out of the Great Recession slump, and how that will affect the economy as a whole.

Want to Solve Your Generational Challenges?

We lead national and international Gen Z, Millennial, and generational studies for our clients every day. We also keynote events around the world, helping businesses better understand their customers and workforce.

Let us know how we can help you. Send us an email or give us a call and we’ll be happy to provide a little information for you to review.

Keep the conversation going. Follow The Center on Instagram @TheGenHQ or on Twitter @GenHQ. We are passionate about sharing our latest generational discoveries!

The post Gen X Might Be First Generation to Recover from Great Recession appeared first on The Center For Generational Kinetics.

The audience member asked me: Is it true there is a microgeneration called “Xennials” or “Oregon Trail Generation” between Gen X and Millennials?

No! There is no Xennial microgeneration. Those born on the cusp where Gen X ends and Millennials begin are still a part of their respective generations—sorry Oregon Trail fans!

Cuspers: The transitional period on the edges of generations

They are Cuspers. These are individuals born in a transitional period from one generation to the next. Like me! I’m a Cusper.

You can be born within three to five years at the end of Gen X and the start of Millennials and have all the characteristics of either of the two generations, or be a blend of the two.

In fact, being a Cusper has many advantages! It can be an advantage with leadership, management, sales, and marketing because a Cusper is often more empathetic to both generations.

What are your generational questions? I want to answer them!

Do you have a generational question you want answered? Reach out to me on Twitter @jasondorsey or LinkedIn.

Want to set up a call with one of our generational experts to see how we can help you through keynote speaking or research? Contact us now and we’ll make it happen.

The post Is “Xennial” a Real Generation? The Truth about Microgenerations appeared first on The Center For Generational Kinetics.

According to the IHRSA 2017 Health Club Consumer Report, Gen Xers are more likely to join health clubs than any other demographic, even Millennials. Gen Xers currently encompass 33% of all health club members – a percentage that has remained steady for the last five years.

Not only are Gen Xers signing up for health clubs, they’re much more likely to become loyal members. The study found that on average, Gen X stays at their club an entire year longer than members from other generations.

Top 5 Things Gen X Looks for in a Health Club

Interestingly, the study found that the biggest barrier that Gen X has to exercise is lack of time. This makes sense – they are in their prime career years and are more likely to have young children at home. It will come as no surprise, then, that the top five features Gen X looks for in a health club are almost all equipment based, with a few high-intensity classes thrown in:

1. Elliptical motion/cardio cross trainers
2. Free weights
3. Weight resistance machines
4. Boot camp classes
5. Treadmills

Top 5 Things Millennials Look for in a Health Club

Gen Xer’s preferences are in direct contrast to what Millennial health club members prefer. The same study found that Millennials much prefer experience-driven workouts in a class-style setting and tend to avoid fixed memberships.

1. High Intensity Interval Training (HIIT)
2. Barre classes
3. Cardio kickboxing classes
4. Yoga classes
5. Group cycling

Don’t Forget to Engage with Generation Z

Health clubs also must pay attention to Generation Z, the generation after Millennials. Dr. Denise Villa, CEO of the Center for Generational Kinetics, recently spoke with Health Club Management about the emerging trends between Gen Z and fitness.

“Make sure you’re on YouTube,” Dr. Villa says. “If you’re not on YouTube, showing people what you do, giving people information and building your following – be it as a personal trainer or a gym – then you’re totally missing this generation.”

She suggests that if a gym or health club has a particularly charismatic trainer, she or he needs to get on YouTube in order to build that authenticity and to build that following with Gen Z.

It will be crucial for health clubs to pay attention to both generations’ changing needs as they age. Clubs will have to figure out how to provide enough features for both generations, without alienating either one – a tricky balancing act.

Learn more about Gen Z in our national research study white paper.

Do have a generational challenge with sales, marketing, strategy, or employment that you want solved? Contact us. Our talent is driving measurable results across generations. Email us here if you’d like a little info on our customized generational speaking, research, and consulting. 

Interested in more cool stats, facts, and insights for bridging generations? Follow us on @GenHQ and @JasonDorsey. We are passionate about sharing our latest generational discoveries.

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A January 2017 Nielsen report showed that Americans age 35 to 49 were found to spend nearly an hour more per week on social media than Millennials. Specifically, the report showed that Gen X spent an average of 6 hours 58 minutes a week on social media networks, compared with 6 hours 19 minutes for Millennials.

More predictably, Baby Boomers were shown to spend significantly less time on social media, with their consumption rounding out just over four hours a week.

What are the other key study findings?

Regardless of generation, the study found that social media consumption was up all around, with the assumption that ubiquitous smartphone usage has enabled these cross-generational behaviors. Whereas people once used their mobile phones to simply make calls on the go (a la the 1990s!), the rise of the always-connected smartphone to social media has given every generation the ability to stay connected in myriad ways.

The report found that in the United States, 97 percent of Millennials, and 94 percent of Gen X, had access to smartphones. The report also found that Facebook is still by far the most popular network, with about 178.2 million unique users. It was followed by Instagram, with 91.5 million unique users; Twitter, with 82.2 million unique users; and Pinterest, with 69.6 million users.

Finally, the report looked at second-screen activity on social media, measuring how many times Facebook and Twitter users employed those sites to post about programs they were watching or to interact with others’ posts. Again, in this category, it was Gen X that dominated: On an average day, the report found that 42% of those interacting with television on Facebook were ages 35 to 49 and only 40% were Millennials.

The evolution of social media usage will be very interesting to watch as Millennials have kids of their own and Gen Z emerges. We will be following this closely.

Do have a generational challenge that you want solved? Contact us. Our expertise is solving generational challenges with sales, marketing, and employment to drive measurable results. Email us here if you’d like a little info on our customized generational speaking, research, and consulting. We are passionate about turning Gen Z and Millennial challenges into breakthrough opportunities.

Interested in more cool stats, facts, and insights for bridging generations? Follow us on @GenHQ and @JasonDorsey. We are passionate about sharing our latest generational discoveries.

The post Gen X More Addicted to Social Media Than Millennials appeared first on The Center For Generational Kinetics.

In the past, the term “caregiver” referred to a nurse or full-time aide that provided medical and occupational assistance in the last years of one’s life. But now, the role encompasses everything from health support to financial settlement and the physical cleanout of a loved one’s home.

“The caregiver’s role is expanding both physically and emotionally,” said Pete Shrock, Co-Founder and Chief People Officer for Legacy Navigator. More than 65% of the 1,000 people surveyed were not named official Executors of Estates, yet still were entrusted to make important estate decisions.

So why is Gen X unprepared for this task? The survey found that many Gen Xers are simply caught by surprise when the onus falls on them to take care of their aging parents.  More than 75% still have children under age 18 living at home. So while they aren’t necessarily unaware of the fact that their parents will need assistance some day, they just aren’t expecting it to happen so soon.

It’s not only Millennials that are uncomfortable talking about money with their parents: Gen X is right there with them. The survey found that nearly two-thirds of Gen X have no idea how much money is in their parents’ bank account. But knowing how much money is there is only half the battle, since end-of-life care and estate management can often come at unexpectedly high costs.

For many Gen Xers, caregiving can feel like taking on a whole other job. Unlike Baby Boomers, many of whom have already made their way into retirement, the survey found that 68% of Gen X are still working a full time job. It will be interesting to see how employers react to this changing tide. While taking leave to care for a sick child is often allowed, as well as bereavement leave, taking time off to care for a parent is not as widespread.

Finances and medical care aside, the vast majority of those surveyed said that dealing with ‘the stuff,’ also known as house cleanout, was the most stressful part of the experience. “The process of cataloguing and sorting through all the items in the house can be completely overwhelming,” said Matt Paxton, Legacy Navigator Founder.

Only time will tell if this change in caregiving will be unique to Gen X, or if it’s only the beginning of a new trend that will affect Millennials, Gen Z, and all future generations.

The Center for Generational Kinetics is proud to lead research and separate myth from the truth with real data when it comes to Millennials, Gender Z, and every generation.

Sign up for The Center’s newsletter to get all the latest research and unexpected findings on Millennials, Gen Z, and hidden generational trends.

The post Gen X May Be Unprepared to Take on Caregiver Role for Aging Parents appeared first on The Center For Generational Kinetics.

56% of Gen Z discussed saving money with their parents in the last 6 months. Parents play a huge role in helping Gen Z understand how better to shape their financial future. Talk with your kids about money—even if your parents did not talk with you about money when you were a kid.

53% of Gen Z discussed earning money with their parents in the last 6 months. Gen Z doesn’t shy away from speaking to their parents about earning money, making them more financially aware and positioning them to be more self-reliant in the future. Celebrate this type of conversation. Talking about earning money is always better than talking about just receiving money.

48% of Gen Z say they will often or always get input from friends and family before making a purchase. Parents are still the top influence when it comes to Gen Z’s buying power. It’s important to help Gen Z understand the difference between a need and a want as well as saving money instead of spending it all.

48% of Gen Z have a money or payment app on their phone right now. They embrace technology as digital natives and think money is not necessarily cash, check, or even a credit card. For parents of Gen Z, realizing that money physically looks differently than traditional $20 bills is important. It’s much easier to send money via Venmo than trying to find an ATM!

85% of Gen Z watched at least one online video in the past week to learn a new skill! This generation is unafraid to try new things and willing to ‘DIY’ just about anything—as long as they can find a how-to video online. Encourage this DIY learning to drive DIY behaviors so Gen Z solves their own challenges and gets good at problem-solving. Then they can get good at solving a key generational challenge: wowing their mom on Mother’s Day!

As any mom can see, Gen Z is going to be quite different from previous generations. But one thing is for sure: we hope this new generation takes the time to thank their mom in style and with sincerity on Mother’s Day—whether that’s by HouseParty, Facebook Messenger, Instagram, or a good old fashion hug.

Are you a #GenZ celebrating a #millennial or #GenX mom in your life? Share your thoughts about this post on Twitter at @JasonDorsey or @WhatTheGen !

The post 5 Things Moms Should Know About Their Gen Z Kids appeared first on The Center For Generational Kinetics.

The Builders (aka Traditionalists): Although this group (born 1945 or earlier) has largely left the workforce, its experiences influenced how the next generation would (or would not) grow up. In fact, the Builders witnessed the emergence of technologies that future generations would take for granted — from automobiles and aircraft to indoor plumbing. Growing up during the Great Depression and World War II, many members of the so-called Silent Generation witnessed economic death, came of age in stark surroundings, and struggled quietly through hardship. As adults, they chose conservatism, conformity, and traditional family values over speaking out.

The Baby Boomers: Boomers (born between 1946 and 1964) came of age during the relative prosperity of the post-war years. During the 1960s, young Baby Boomers saw the rise of leaders from the previous generational group such as JFK, RFK, and Martin Luther King – seeing their assassinations, or the aftermath of those tragedies, on live TV. Moved by these and other events, adult Baby Boomers challenged and rejected the very institutions and values that provided security for them while growing up.

Generation X: As its name reflects, Generation X (born 1965 to 1976) members lacked a sense of connection with the world around them as they came of age. They grew up in the midst of national emergencies, global transitions, and epic endings: They witnessed the Watergate scandal, the Iranian hostage crisis, the energy crisis, the fall of the Berlin Wall, and Operation Desert Storm. And although they were the first generation to become comfortable with personal computers, they were also the first to experience the disruption of divorce. As a result, Generation X members developed a strong skepticism for existing institutions and became independent, self-reliant, and wary of Baby Boomer values.

Millennials (aka Gen Y): As reflected in their name, Millennials (born 1977 to 1995) were children and young adults that entered consciously into the 21st century. Although Millennials also saw the rise of social media and online technologies, their most significant event is 9/11. As Jason Dorsey explains in his TEDx Talk: “You cannot be born after 1995 and process the significance of September 11th, 2001 in the way those born before 1995 do.” In fact, the ability to remember the events of September 11th is what defines Millennials, who came of age at the commencement of the subsequent “war on terror.”

Generation Z: Today’s teenagers and young adults (born 1996 to present) came of age during a time of cultural and political change that is unique to their generation. In fact, they don’t recall a moment when the US war on terror did not exist; when same-sex marriages were not legal; or when the national economy was not struggling. And they will not recall a time before there was a black US president. Simply stated, homeland security issues, diversity, and financial struggles are firmly woven into the tapestry of the Gen Zer’s experience. As a result, members of Generation Z need to be connected instantly and constantly, to experience stability, and to make an impact on the world.

For FAQs about generations, click here. Still unsure which generation you really are? Take our Generational Power Index and find out your true generation now.

The post Moments That Shape a Generation appeared first on The Center For Generational Kinetics.

At The Center for Generational Kinetics, we believe generations are not boxes but powerful, predictive clues on where to start to faster connect with and influence people of different ages and life stages. This is true for uncovering hidden insights into sales, marketing, employment, voting, spending, marriage, and much more. Based on our numerous research studies, we use the birth years listed below as the general beginning and ending years for each of the five generations:

• Gen Z, born 1996 to 2015
• Millennials, born 1977 to 1995
• Gen X, born 1965 to 1976
• Baby Boomers, born 1946 to 1964
• Traditionalists, born 1945 and earlier

It’s really important to note that you can be born within three years on either side of the beginning or ending of a generation and have all the characteristics of the generation before or after. This has to do with a number of factors including the age of your parents, if you grew up in an urban or rural environment, affluence, education and more. Being raised in a military household can also change your generational identity.

For Millennials (aka Gen Y) in particular, we use the birth years 1977 to 1995 for North America.

This birth range is slightly different than some other sources that believe the ending cutoff for Millennials is 2000. We strongly believe that the 2000 birth year is incorrect. The reason: the most important, generation-defining moment for Millennials (particularly in the U.S.), was September 11, 2001. It’s extremely difficult, if not impossible, to be born between 1996 and 2000 and have a strong, emotional connection to 9/11. Your brain is simply too young to put the event in a cultural, geographic, or other context. From our research-based vantage point, if you were born in the U.S. and 9/11 has always been history to you—something you literally cannot remember—then you are not a Millennial but a member of Generation Z.

You can watch CGK President Jason Dorsey deliver a presentation on Gen Z, Millennials, and the generations here.

In terms of the starting years for Millennials, a similar approach applies but without a clear, defining moment to identify the beginning of the generation. In this case, we look for patterns or consistency in behaviors and viewpoints in our national and international research studies. For this reason, we use 1977 as the beginning birth year for Millennials. We know that other groups use 1980, but from our vantage point, the consistency in shifting from Gen X to Millennial starts around 1977, not 1980.

For the purposes of understanding and bridging generations, you could use either year as the starting point for the generation. It’s less important to focus on a single year and more important to focus on the underlying consistency, or lack thereof, when it comes to behaviors. In most cases, except for generation-defining events like 9/11, the transition from one generation to the next is more gradual and blended over a few years.

Using the birth years 1977 to 1995 to define Millennials, there are about 83.5 million members of this generation in the U.S. This makes them the largest generation of employees in the workforce and the largest generation of consumers.

To learn each generation’s characteristics, click here

The post Generational Birth Years appeared first on The Center For Generational Kinetics.

The 25-year-old works with music in his earbuds, peeks at social media a few times per hour, responds to personal texts the minute they come in and takes five trips to the coffee counter each day. The 38-year-old is working hard to build her career. She is digitally connected at all times so she can be responsive to her boss and colleagues no matter the time of day, but she is spread thin between work and the extreme busyness of family life. The 60-year-old who is nearing the end of her career comes in early, has never migrated to a laptop and doesn’t use all the features on her smartphone. She has tremendous wisdom, but is viewed by many as “out of touch.” She is left out of impromptu social gatherings because she always says no and prefers working things out over the phone (often with someone who would prefer working it out over e-mail).

Stereotypes never describe everyone, but looking at these employee snapshots tells us that they aren’t necessarily going to agree on how to run a meeting, let alone what productivity should look like on a daily basis. To be fair, the 25-year-old is often highly productive in spite of time spent on various distractions. There are things the Baby Boomer boss can do to help get the most out of her Millennial new hire while maintaining genuine and mutual respect.

While Millennials are asking the whys behind a given task, the Baby Boomer manager gets increasingly frustrated with an apparent lack of trust and compliance in the workplace. Age does not have to be a barrier to having efficient, multigenerational teams. Questions drive clearer goals and quick turnarounds on allocated tasks drive business results. Why not have both?

A first step towards mutual agreement in efficiency is to set the stage for successful meetings. If you have a culture that is saturated with unnecessary meetings, try to influence or give feedback based on the following ideas:

• Set expectations. If you are running the meeting, always start on time even if someone is late. Eventually, everyone will learn that you start your meetings on time. If you have an employee who is multi-tasking on his computer or distracted by his phone and that becomes an issue, don’t be afraid to set the tone. Let the team know you will keep the meetings as short as possible and ask for no electronic interruptions or distractions.
• Start them off on the right foot. If you are leading or chairing the meeting, be clear about what you want to accomplish. The clearer your vision or mission for the time, the more likely you are to achieve it. At our office we say that you don’t have to attend a meeting if no agenda with a clear objective was sent ahead of time.
• Hold fewer meetings. Many meetings are unnecessary. Eliminate the unproductive ones from your calendar. Consider who is invited to the meeting. Sometimes entire departments are in a meeting when the topic only pertains to a handful of people.
• Set shorter agendas. Meetings tend to fill available time. If you set aside an hour to go over a new initiative, it’s likely to take at least that long. On the other hand, if you make it clear that you only expect things to go on for 45 minutes, or even 15 minutes, there’s a much greater chance you will get to the point faster.
• Schedule them back-to-back. By having another meeting to go to, you give yourself (and others) a deadline to wrap things up.
• Go public. Coffee shops and other public locales can make for great places to meet because you’re less likely to be interrupted by your staff, the office phone, or other distractions you might have in your workspace. Just be sure the time you spend getting away doesn’t outweigh the minutes saved.

Another unifying action you could implement is the Power Hour. In the Horsager Leadership offices and many others, having a Power Hour has been a great way to keep focused on what is most important. It’s so simple that you might be surprised with how well it works.

For sixty minutes each morning, we don’t hold meetings, phone calls, or e-mails. We don’t take any interruptions. Messages go to voicemail and the inbox fills. Some would ask, “You mean you won’t take a call from a client to serve them?” We do it so that we can serve our clients better. We find that we can really focus, concentrate and serve others best by actually getting something done for them. Across all personalities, work styles and ages, we are unified in this Power Hour of ultimate productivity!

Here’s how to make it work for you:

• Go public. Let everyone you work with know you are setting aside an hour a day. Informing assistants, customers and colleagues of your plans will leave them less likely to disturb you.
• Share the idea. In my office, everyone gets a quiet hour. That way, we don’t interrupt each other and we all get more done.
• Be consistent. Use the same time every day for your quiet hour if possible. It will allow people who work with you to get used to your routine and help reinforce the habit in your mind.

Try this method for a while and I guarantee you will be surprised at how much you can accomplish in just sixty minutes. Not only will you make headway on your biggest projects, but you will also find that by getting the day off to a strong start, you might feel energized to accomplish more in your remaining time.

Recognize that generational diversity is inevitable and necessary for thriving businesses and teams. Without shared wisdom, ideas and questions, progress and teams are stunted. Effective collaboration and productivity occurs when the best aspects of differing generational methods are reaped and sowed into a new, more productive structure.

David Horsager, MA, CSP, is a business strategist, keynote speaker and author of the National Bestseller, The Trust Edge and brand new book The Daily Edge. His work has been featured in prominent publications such as Fast Company, Forbes, and The Wall Street Journal. David has worked to develop trusted leaders and organizations on five continents, with clients ranging everywhere from Wells Fargo and the New York Yankees to Goodyear and the Department of Homeland Security. Get free resources and more at www.TrustEdge.com.

If you enjoyed Horsager’s guest column, make sure to check out his book, The Daily Edge: Simple Strategies to Increase Efficiency and Make an Impact Every Day.

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