“Dr. Taylor’s virtual program on multigenerational issues and positive developmental leadership was right on the money for our staff. He kept everyone engaged and received rave reviews. I think we understand ourselves and each other better, and have new ideas about creating a more positive, supportive and growth oriented workplace.”
Tricia Horan
Associate Executive Director Education and Operations
California Lawyers Association
“Once again Dr. Taylor didn’t disappoint. Excellent…fantastic…superb…informative…are just a few comments from attendees. His program on positive developmental leadership is especially relevant for leaders navigating in today’s multi-generational workforce. His presentation style is warm, humorous and engaging. I guarantee you won’t be disappointed.”
Mary Kathryn Robinson
Program Manager, Business Relations, Valley Health System
“Yours was the best presentation I have ever viewed at any conference during my career. Your content was factual, comprehensive and thought-provoking. Your slides were clear and attractive. Your delivery was smart and punchy. Your sense of humor was amazing. Your connection to the audience was masterful.”
Lawrence Center
leadership coach and former Assistant Dean, Georgetown Law
“The program on the multigenerational workplace Dr. Taylor presented was right on the money for our state wide economic development conference. He clearly understands the generational issues in the workforce, from the statewide level all the way to day-to-day interactions. His suggestions will help a lot of our attendees in recruitment, retention and management.”
Jessica L. Craig
Executive Director, Economic Development, Sedalia – Pettis County, Missouri
“Dr. Taylor’s program on the multigenerational workplace was right on target for our Chamber members. It was well researched and totally up to date. Everyone loved how he kept participants engaged and provided super valuable content and suggestions. His humor really helped break down barriers and people were able relate the ideas to their own lives. I highly recommend for any Chamber.”
Tina H. Combs, IOM
President and CEO, Mountainsburg-Berkley County (WV) Chamber of Commerce
Personal happiness and positivity have declined precipitously in recent years with record levels of stress, anxiety, depression reported across employees at all levels. Research in the fields of positive psychology and happiness studies offer powerful insights into the abilities of people to live happier and more meaningful lives. They also offer implications for helping create an organizational climate most conducive to worker engagement and retention, teamwork and for promoting positive mental health. While these ideas and practices will not totally replace traditional counseling, mental health, and EAP services, they can augment those approaches and can help many people recover and cope. This session will offer an overview of the research based principles of positive psychology and happiness studies with implications for personal living, healthier interaction, positive leadership and in creating a positive workplace environment.
Research in the fields of positive psychology and happiness studies offer powerful insights into the abilities of people to live happier and more meaningful lives, with implications for leadership. Personal happiness and social positivity have declined precipitously during the pandemic disturbances with record levels of stress, anxiety, depression and unhappiness being reported and clearly evident now in most workplaces as. When positivity is combined with a growth perspective, the result is improved quality of life for workers and improved workplace outcomes across many dimensions, ranging from productivity to retention. This program will offer an overview of the research based principles of positive psychology and happiness studies with implications for personal living, management and leadership.
While understanding typical generational influences, values, traits, preferences and styles can improve our self-understanding, leadership and personal effectiveness across a variety of social roles, without appreciation of generational variations across dimensions of diversity, that understanding is very limited. This program will offer an overview of generational issues and dynamics, with specific emphasis on how minority and oppressed peoples have experienced these impacts and manifested the typical generational traits, and on how members of the generational cohorts have viewed and acted on issues of diversity, equity and inclusion, with some tentative predictions for the future of equity and inclusion in the USA.
Today’s workplace can be an exciting, though not always harmonious, mixture of generational cohorts including Baby Boomers, Gen Xers, Generation NeXt (Millennials) and Generation Z. Successfully navigating, managing, and leading requires being able to understand, relate to and communicate with everyone, from each generational group. Understanding typical generational values, traits, preferences and styles can improve recruitment, worker effectiveness and workplace harmony, employee satisfaction and retention. This program will address the generational issues and dynamics with specific, immediately applicable suggestions for being an co-worker and leader, and for developing the most productive, positive and effective work setting for everyone’s benefit.
Today’s younger workers from Generation NeXt (about 23 to 36) and Generation Z (under 23) are entering the workforce with characteristics and expectations that present unique challenges to those responsible for recruiting, orienting and initiating them into the professional world, as well as those supervising, managing and retaining them once they get there. This session will provide attendees with a better understanding of the development and predictable issues of these cohorts, in generational perspective, and describe what organizations and managers can do to recruit and help them transition into and be successful in the professional workplace.
Leaders and managers often encounter times in the workplace where bad feelings, interpersonal disagreements, and various conflicts escalate into situations with the possibility for negative outcomes for the employees, the manager or the organization. It is possible that, in the course of offering supervision and criticism, managers creates this situation themselves! The consequences of poorly managed conflicts can include decreased leadership ability on the part of the manager, inability of the employee to continue, or even violence and physical harm. The ability to successfully manage an escalating situation can be an important set of management and leadership skills. This workshop will help managers understand the dynamics of potential and real crisis situations, and help them develop skills that they can apply to deescalate crisis to reduce the likelihood of negative consequences to the employee, themselves or the organization.
Managers are frequently called upon to help employees solve personal problems, especially when these problems are revealed in the course of supervision and are impacting work performance. Though managers are not (or should not be) expected to be professional counselors, knowing how to effectively listen and respond can help managers bring employees to improve workplace performance by separating work and personal issues and even helping them resolve their personal concerns. This workshop will help managers understand the principles of effective listening and peer (non-professional) helping, and help them develop a set of skills they can apply to listen to and assist their employees in the most appropriate and effective ways.
Generation NeXt goes to work: issues in workplace readiness and performance from the 2007 higher learning commission collection of papers.
Click the link below to download the PDF of this april 2007 article on improving the workplace readiness of gen next.
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