The Organizational Development Muse

More on millennials in the workplace

Posted by Mark L. Vincent

We recently hosted a conversation on millennials in the manufacturing workplace and posted the notes from those proceedings here. It sparked some significant response and a wide amplification across a variety of market sectors. It also prompted the following response from Sterling Balstead, GM of the Minnesota facility for Engineered Pump Systems (full disclosure: I serve on the board of the company):

I hired three young engineers in the last two years and work with them daily.  Previously, I worked with two other engineers who were 26 and 33 years old.  I am [personally] right on the edge of this conversation at 36.

When I think about our younger employees I see we need to engage and work with them differently than older generations, or hold on and hope they change into their grandparents.  Our company is used to employees who like or at least tolerate “8 hours per day + lots of overtime and few questions”---“nose to the grind stone”.  It also seems important for these same people to “start on time every day”.  Overtime seems to be proof of character[upon which] one can build identity.  Another obstacle we face is the length of time it takes to train our engineering team.  It takes 2+ years of employment to build the competency some of our current white collar job descriptions require, which I imagine is typical of small service based companies.  This is a big deal given millennials seem willing to change jobs, locations, and maybe career paths more easily than previous generations.  The younger generation seems to desire looser work schedules, working from home, and protecting personal time.  I understand and admire some of these concepts.

Your conversation notes seem to highlights millennials liking well communicated goals and performance reviews.  It also states they are jaded.  I wonder if this is what non-millennials perceive when millennials are trying to make sense of “why” we are so rigid.  To reframe the entire conversation positively, millennials may be asking: “who cares what road we take as long as we get to the final destination on time”.

This GM, Sterling Balstead, is paying attention, thinking about the changes needed rather than resisting the tide, and moving forward--not just in technical innovation, but with personnel recruitment and workplace consideration. 
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Topics: process consulting, organizational development, Process Consultation, Organizational Leadership, Mark L. Vincent, Design Group International, leadership development methods,, millennials in the workforce, Millennials and manufacturing

Resources for boards and decision-making

Posted by Mark L. Vincent

This past Saturday I was privileged to facilitate some training in group decision-making and design for a variety of organizational boards, many of them Christian Care Communities. I tend to call this type of training the Art of Agreement

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Topics: process consulting, board governance, Art of Agreement, board development, group decision making, Organizational Leadership, Organizational Development. effective nonprofit ma, Mark L. Vincent, Design Group International, Board Education, group process, group discernment

Arianna Huffington learned to "Thrive." Can CEOs learn this lesson sooner?

Posted by Mark L. Vincent

BizTimes Milwaukee recently reviewed Arianna Huffington's book Thrivewhere she recounts her story of learning to balance life better after nearly working herself to death in building her business.

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Topics: process consulting, organizational development, steward leaders, Organizational Leadership, stewardism, executive leadership, Mark L. Vincent, Design Group International, executive case studies, leadership wisdom

Principles for reasoned conversation. Can such an organizational leader be found?

Posted by Mark L. Vincent

There seems no escape from the deep divides between urban/rural, republican/democrat, left/right and the radically different orientations they take with further fracturing issues such as immigration, gender identity, public education, and health care. Even more, the most articulate about their positions demand loyalty, supress reasoned discourse, discourage further learning and expect any additional evidence to support their pre-determined positions.

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Topics: process design, Art of Agreement, group decision making, Organizational Leadership, Mark L. Vincent, Design Group International, organizational communication, peace and justice, hobby lobby ruling, group process, group discernment

Organizational Leaders: A Need to Embrace Imprecision

Posted by Mark L. Vincent

We are so deep into the 1s and 0s, the ons and offs, of the digital age that we have become resistant to imprecision. If it isn't in the data field it doesn't exist. If it isn't in the inventory record there is no point schlepping to the storeroom to see if something was returned or recently delivered. If a mapping app gets us lost we are powerless to navigate by our environment. In endless ways now we want an application to provide control over our moments rather than respond to them.  We are outsourcing our very selves.
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Topics: process design, process consulting, organizational development, Process consultation and design, Organizational Leadership, Mark L. Vincent, Design Group International, organizational design, organizational clarity

Organizational Leaders: Responses to employee grief, stress and burnout

Posted by Mark L. Vincent

Guest blogger,
Nathan Leaman
 is a Leadership Talent Pool Manager at Kohler Co. He recently developed the following post as part of his graduate studies.
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Topics: process consulting, Organizational Leadership, Mark L. Vincent, Design Group International, organizational development resources,, nathan leaman, marketplace chaplaincy, employee suffering

Choosing and using your leadership theory

Posted by Mark L. Vincent

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Topics: process consulting, organizational development firm, Organizational Leadership, Mark L. Vincent, Design Group International, steward leadership, leadership theories

3 great ladies in my life: an organizational leader's reflection

Posted by Mark L. Vincent

Relationships are the greatest capital a person has. I know this because there has been significant and lengthy suffering in the life of my family. I can attest to this fact: your money doesn't visit you at the hospital. People do. In fact, your money flees when you are in the hospital!  It drains away like a sink opened by Drano.

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Topics: Organizational Leadership, Lorie L. Vincent, Design Group International, fighting disease not death

A piece of leadership poetry: leadership starts with self

Posted by Mark L. Vincent

Inertia

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Topics: process consulting, organizational development, Organizational Leadership, executive leadership, Mark L. Vincent, Design Group International, leadership inertia,, leadership coaching

Organizational Leaders who ask for A-men! and Oh My!

Posted by Mark L. Vincent

Yesterday brought a lot of snow removal work after a storm. Those hours of physical labor and an undistracted mind can bring new levels of creativity.  Here is a humorous for instance:

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Topics: process consulting, organizational development consulting, Organizational Leadership, Design Group International, Team Leadership,