Create a Millennial-Minded Workplace Culture

When you walk in an organization today, have you noticed any changes in the work culture? I’m talking about things such as casual attire; pets at work; flex hours; relaxed atmosphere with space encouraging conversation; standup desks; ergonomic ball chairs; managers who coach instead of boss; and more. If you’re a millennial, this is considered status quo. But for the rest us, right before our eyes we are seeing an evolving work culture with new values, behaviors, beliefs and work spaces. With more frequency now, Gallup and many high-powered consultants are providing ideas on how organizations should adjust the work culture for millennials (ages 20-36) to produce high-impact performance.

I agree companies need to adapt to millennials’ values. However, I also believe millennial ideas reach across generations and are truly beneficial to all employees. Gallup recently published a list of changes shown below, from what was important at work in the past to what millennials value today and in the future.

Past Today and Future
My Paycheck My Purpose
My Satisfaction My Development
My Boss My Coach
My Annual Review My Ongoing Conversations
My Weaknesses My Strengths
My Job My Life

This is a tremendous list to consider for your organization. It speaks to the future of all our workplaces. Today’s list of ideas represents the direction we are headed—toward a cultural focus on employee wellbeing. The new generation of workplace health emphasizes wellbeing of the total person—mind and body. It is not to pamper employees, it is to empower and motivate them to be their best and thrive, which is great for business. Top talent today expects to work in a healthy environment that goes beyond physical wellness and supports both physical and mental health. Examples of mental health include activities that promote career wellbeing to enhance meaning and purpose in their job; intellectual wellbeing to further their growth and development; social wellbeing to build solid relationships with their co-workers, managers and community; and emotional wellbeing to present stress reduction techniques or financial issues.

Today’s shift in work culture is real, in large and small organizations. We are seeing award-winning organizations infusing wellbeing into the culture because it’s a proven driver of performance for millennials and employees of all ages. The description of workplace wellbeing, according to the National Wellness Institute includes a combination of five key areas: occupational, intellectual, social, emotional, and physical wellbeing. 

Signs that the wellbeing movement is more than a trend is highlighted by many leaders and organizations. Tom Ciccotti, executive VP of the Chicago Wellness Research Institute spoke in 2015 about the future of the industry. He said the “total employee wellbeing” concept is taking hold in corporate America to empower and enrich the way employees work and live. Similarly, the National Wellness Institute had the theme of their 2016 corporate conference as “sustainable change … to usher in a new era of wellness—one that shines the light on true whole-person wellbeing.”

Gallup research shows the link between wellbeing and performance, reporting wellbeing initiatives raise engagement and productivity and lower absenteeism and turnover. The lower turnover statistic is especially significant with 50 million millennials in the workforce who leave jobs faster than ever before. Organizations implementing wellbeing strategies will help increase employee engagement, retain employees and attract first-rate people.

Take a look at your culture. Are most employees engaged and productive? Or would it help for your leadership to apply new cultural changes to strengthen your company? A great way to assess your work environment is with a brief employee engagement survey. If employee engagement is high, chances are you already foster wellbeing and a vital culture. If engagement is low, it might be time to discuss new cultural strategies to reenergize employees and help them thrive. When employees of all ages are engaged and healthy in their overall work lives, they are more committed, give more effort and are much more likely stay.

Sunny K. Lurie, PhD. is CEO of Advanced Performance, Inc, a firm that helps organizations maximize employee engagement, motivation and performance by promoting organizational wellbeing. Questions about promoting high-impact performance and wellbeing? Email Sunny at:

  • Email
  • Next up: Cultural Humility: The Great Mitigator

    Cultural Humility: The Great Mitigator

    Watch our recent webinar about Cultural Humility.

    Humility is not thinking less of yourself but thinking of yourself less. It is a posture of the heart that shows up in how you live, lead, and listen. Humble leaders recognize the value in others. They inspire, connect, check in, and elevate those they serve and lead. In a recent webinar, we explored using the tool of Cultural Humility as a framework for your workplace culture and leadership.

    Watch the recording below:


  • Email
  • Next up: Dealing With Owner Fatigue

    Dealing With Owner Fatigue

    Running a business is a big honor, but it’s also a big undertaking. Follow these six suggestions to stay motivated and keep everything running smoothly even during times of stress and fatigue.


    As a small business owner, I understand how stressful and tiring it can be to shoulder all the responsibilities and the challenges that come with owning and running a business. I also know how important it is to find a pace that works for you while the business goes thru the up and down cycles that are inevitable in building a successful business. It is very important to stay grounded in order not to make rash decisions that could negatively affect or even close the business down entirely.

    While you may feel like you have no personal time or family time and often feel like you are frayed to the bone, there are ways to help you beat the entrepreneurial fatigue. Here are some suggestions:

    Fight fatigue suggestion no. 1: Find a support system. This can be as simple as hiring an assistant or even recruiting a family member to help you.

    Fight fatigue suggestion no. 2: Learn to delegate. You don’t have to do it all yourself. If you have an assistant or an employee that is competent and whom you trust, let them help with basic tasks. As you become more comfortable, you can always increase their responsibilities.

    Fight fatigue suggestion no. 3: Join small business or community organizations. Organizations such as COSE can help you share your experiences and get advice when needed. These are valuable resources that you should use.

    Fight fatigue suggestion no. 4: Find a professional friend or even a mentor. Having someone to talk to, especially if they have had similar experiences, is very helpful. Sometimes it just takes knowing that what you are experiencing is normal and things will get better.

    Fight fatigue suggestion no. 5: Take some time for yourself. Whether you take a day or even a few hours off from work, personal time is very important for your mental, physical and emotional health. This means different things to everyone but could include a day off for things such as golf or tennis, watching a movie, getting a massage or attending a yoga class. It can be anything that will help you to unwind. Doing this may be hard for you since you feel like you should be working, but remember that everyone needs personal time. It will give you a fresh perspective and help you to relax and destress.

    Fight fatigue suggestion no. 6: Nourish yourself. Take care to eat well and to get rest. This goes a very long way to helping you deal with stress.

    Running a small business is a stressful situation but with a little self-care, you can stay energized and positive resulting in a more productive outcome.

    Timothy A. Dimoff, CPP, president of SACS Consulting & Investigative Services, Inc., is a speaker, trainer and author and a leading authority in high-risk workplace and human resource security and crime issues. He is a Certified Protection Professional; a certified legal expert in corporate security procedures and training; a member of the Ohio and International Narcotic Associations; the Ohio and National Societies for Human Resource Managers; and the American Society for Industrial Security. He holds a B.S. in Sociology, with an emphasis in criminology, from Dennison University. Contact him at



  • Email
  • Next up: Define Your Business: 4 Key Resources to Know

    Define Your Business: 4 Key Resources to Know

    What spot does your business occupy in your customer’s mind? Are they thinking of you the way you think they’re thinking of you?

    What spot does your business occupy in your customer’s mind? Are they thinking of you the way you think they’re thinking of you?

    Those are important questions. Here are four resources to help you come up with the answers.


  • Email
  • Next up: Delegate Your Way to Success

    Delegate Your Way to Success

    I’ve been teaching a unit on delegation in the Goldman Sachs 10,000 Small Businesses program for the past five years. The obvious conclusion is that entrepreneurs like you can benefit a lot from effective delegation and so can the staff picking up those delegated tasks.

    So, let’s get your hands around the art and science of delegation with the summary of answers to three of the discussion questions from that class.

    Question 1: Why don’t entrepreneurs and small business owners delegate?

    Lots of reasons and they all seem logical at the time:

    •  No one can do it better, faster, cheaper or smarter than you can, so why bother delegating?
    • It takes more time to delegate the task than to do it yourself.
    • If you want it done right or right now, then do it yourself.
    • No one to delegate to—you don’t have competent people or those you can trust enough.
    • You don’t want to give up power or authority.
    • You like doing the task—it’s fun, or at least enjoyable. It makes you feel good and compensates a little for all the things you have to do that you don’t like.
    • And a major reason most people won’t admit—you don’t know how to delegate.

    Question 2: So, why should you delegate more often?

    What are the benefits of delegating? Glad you asked! Consider:

    • If you spend too much time working in your businesses, you can’t be spending enough time working on your businesses. And that’s where real innovation, growth and improvements come from.
    • If you’re doing too much, you’re too involved in the daily operations and the business can’t survive without you. Therefore, you can’t sell it or leave it to your kids.
    • Owners can’t do everything equally well. You should spend most of your time on the most important tasks of running the business, like visioning, planning, customer relationship building and being the face of the business. The other tasks can and should be delegated in part or in whole.
    • Delegation is a great way to develop skills on your bench and give junior level staff a change of pace and focus. And some of them will likely do the task better than you could anyway.

    Question 3: What Best Practices make delegating work?

    Once you realize that providing your staff with additional responsibility is a good call, how do you put it into practice. Here are some tips:

    •  Stop using the excuses in question No. 1 and embrace the wisdom and reality of the reasons in question No. 2.
    • Commit to making task analysis, process improvements and delegation all critical strategies for your organization.
    • “You can’t manage what you don’t measure,” asserted management guru Peter Drucker years ago. So, consider time a rare and valuable resource and measure how well you use it.
    • Have each key manager log his or her time use in 15-minute increments during different days in different weeks. List incoming calls, texts or emails separately and then analyze the results.
    • Embrace process mapping—identify major processes critical for the operation of the business and have each person involved in that process map it or list step by step how he or she does it.
    • Share the maps in a group meeting, merge the various steps and create a composite best practice procedure for that process. Document it, create job aids for training new people on it and evaluate performance effectiveness and efficiency against the procedure.
    • Use the “Urgent/Important” matrix where each task is evaluated according to how urgent and important it is. Low urgent/important tasks are potential for eliminating or delegating. High urgent/important tasks deserve more emphasis.
    • Another method is to assign an arbitrary value for your time—a high dollar/hour amount. Then, create three groups of tasks:
      • 1. Those for which you are paid too much—a high probability for dumping or delegating.
      • 2. Those for which you are paid fairly—keep doing them.
      • 3. And most importantly, those tasks for which you are not paid enough.These represent your best and highest use, so spend more time and effort on them, the result of delegating or dumping the lower value items.
    • You get what you ask for and model, so start small and simple by effectively delegating to your subordinate staff.
    • Teach them how to do it right. If you don’t know how, hire a specialized consultant who can help you.
    • You get what you reward, so make effective delegation part of their written performance objectives and include factors affecting their salary increases.

    As you’ve seen, effective delegation is both an art and a science. Properly done, it generates significant value for your team, your organization and yourself. And don’t tell me it won’t work—until you can tell me it didn’t work.

    Phil Stella runs Effective Training & Communication ( www.communicate-confidently.com440 449-0356) and empowers business leaders to communicate confidently. Stella is a COSE Ambassador, Resource Network  Expert, Content Committee member and frequent speaker at the Small Business Conventions. A popular trainer and executive coach on workplace communications and sales presentations, he is also on the Cleveland faculty of the Goldman Sachs 10,000 Small Businesses Initiative.  

  • Email
  • Next up: Destination Unstoppable For Small Businesses

    Destination Unstoppable For Small Businesses

    Business Growth Boot Camp: Destination Unstoppable - The Journey of No Teammate Left Behind speaker Maureen Electa Monte talks about success from her Destination Unstoppable® program.

    My two favorite client groups are small businesses and sports teams because they share so many characteristics! They are hungry. They are nimble. They are energized. They care about finding the right people and placing them in a role to succeed. Leaders and employees are eager to help the team achieve goals. My Destination Unstoppable® program and the needs of small businesses and sports teams overlap nicely, so you can imagine my excitement when I had the chance to combine the two!

    Maximizing Team Talent
    A co-owner of a services-based business had a son on the Cranbrook Hockey team that I was working with. We met to discuss my program and how it improves team chemistry. Even though this business was already extraordinarily successful, like an elite sports organization, they wanted to perform to their full potential. This company had experienced rapid growth and had added locations. People were beginning to feel a bit disconnected from one another. We agreed to tackle that common business problem by deepening the sense of connection between partners, the leadership team, and branch site managers. There were 11 people in the initial work group.

    We began by measuring the strengths of the team. This important step helps us indentify and harness talent on the team, and there is always untapped and misunderstood talent on a team. I use the Clifton StrengthsFinder® so that we gain insight into how people think (and we can’t see how you think – this is an important value proposition for clients in fields where mental horsepower drives a competitive edge), execute tasks, relate and influence others. I conducted individual coaching sessions with each participant so that they could build a performance strategy founded in self-awareness, and review what success looked as individuals and as a team.

    Aligning Talent and Success
    Shortly thereafter, we had a full day retreat to reveal the strengths of the team as a group and to strengthen the bonds of teamwork. The day was full of laughter and “aha’s!” as the partners and employees saw the strengths of their colleagues. The partner with his foot on the gas (a strength called Activator) was face to face with the partner who provides a brake (a strength called Deliberative). Often at odds in meetings, they now understood why. Let’s face it – when we buy a car, we want both a gas pedal and a brake. Both are valuable when used appropriately! Similar examples associated with differences in thinking, relating, executing, and influencing were revealed.

    As we explored the answer to the question, “What does success look like for this team?” the conversation was lively and constructive. All voices were heard. Each person spoke about alignment between their natural strengths and success for the team, and new ways to contribute were revealed.

    The feedback forms were insightful with 100% of the team agreeing that the coaching and workshop were valuable and would make the team more successful. Comments included:

    • Now I know why I can’t leave tasks halfway done.

    • Now I understand why I get so frustrated with the pace of change (or lack thereof!) in this company.

    • This really helped me to understand the things that motivate my teammates and why they excel in their respective roles.

    • I know who I can go to for help.

    • Loved this workshop! I knew I worked with an amazing team but today proved that (the company) wants the best for us and my team.

    Today, this business continues to grow and we’re moving on to a similar project with all 45 employees.

    Is Your Company Unstoppable?
    When you join us for our Destination Unstoppable Boot Camp, you and your teams will:

    a) Learn your strengths. The registration fee includes a code for the Clifton StrengthsFinder. When you take it, it will return your top 5 patterns of excellence and provide a customized report.

    b) Learn what your results mean and how you can align your strengths with success.

    c) Discover team talent that was undervalued, misunderstood or underutilized.

    d) Learn next steps to maintain momentum.

    I want to make one more important point. Destination Unstoppable is not a place; it is a shared mindset. It is a heightened energy derived from a unified group that deeply understands and believes in how good they are. It’s a team firing on all cylinders.

    Let’s work together to get your team on the path to Destination Unstoppable and stay there!

    The Business Growth Boot Camp: Destination Unstoppable - The Journey of No Teammate Left Behind will be held on Thursday, June 22nd. Click here if you'd like to register for the event.

    Gallup®, StrengthsFinder®, Clifton StrengthsFinder®, and each of the 34 Clifton StrengthsFinder theme names are trademarks of Gallup, Inc. Destination Unstoppable® is a trademark of Maureen Monte Consulting, llc. All rights reserved.

  • Email