by Todd Hudson

One of the best parts of my job is hearing stories about Gen Y new hires entering the workplace. No matter the industry, location or size company, these stories are fittingly, like their  subjects, digital. A 1 or a 0. Big success or head-shaking, pitiable failure. Most are the latter and theories abound about who or what to blame. Parents? Colleges? I’m going with reality TV.

An HR Director used this very term to describe the effect her Gen Y new hires were having on her company. Gossiping. Sharing inappropriate, sometimes very personal, information. Creating drama. Being confrontational. ‘Survivor’, ‘The Bachelorette’, ‘American Idol’ and ‘The Office’ (that’s pseudo-reality TV, I know) are infecting the workplace. Do young new hires actually believe that the behaviors on these shows are acceptable in this reality?

Obviously, they do and why wouldn’t they?  Reality TV puts bad behavior on a pedestal. The stars of these shows are the raunchiest, most pathological members of the cast. We get a thrill watching them flaunt social rules and cultural norms. Saying and doing things that we’d all like to say or do, but don’t.

The problem is these shows’ stars, in real life, are celebrities and rake in big bucks. Fame and fortune. The line between reality TV and reality is getting blurred and bad behavior is spilling over into the workplace even unconsciously a la “Screaming (or backstabbing or gossiping or crying) worked for ______________ <fill in reality star’s name here>; maybe it’ll work for me here.”

Employers need to confront this problem early (and I mean before you hire someone) and continuously reinforce this message. Tell your new hires straight up that reality TV is NOT reality here. That the behaviors they see on those shows are not appropriate in your company and will have strong negative consequences.

Most important, you need to fight ‘reality TV’ with reality TV style. Don’t even think about using classroom training. BOOOOOORRRRIIIINNNG! And forget your typical PowerPoint-style, e-learning course. New hires will probably complete these at home while watching ‘The Biggest Loser.’ And you’ll lose.

Video is a powerful medium to get your positive messages across. Short videos of positive, productive work behaviors paint a powerful picture of how you want your new hires (all your employees for that matter) to act. Interviews with respected managers and executives talking about how successful employees act and conduct themselves make it clear what your company, and customers, expect. And speaking of customers, their voice can be a powerful influence on behavior. Publicize what they’re saying about your company, good and bad, and use it to make your case.

Recognize, reward, compensate and elevate people who demonstrate the behaviors you want. And make it very clear to offenders early what their drama, gossiping and griping are costing them in compensation and opportunity. And if that doesn’t work, vote ‘em off the island.

Todd Hudson is a knowledge transfer expert whose work experience includes starting up and directing global operations for large high tech firms. He has personally onboarded hundreds of new hires. In 2004, he founded the Maverick Institute, a think tank for innovation in knowledge transfer that he still leads today. He also is creator of the Maverick Lean Learning System, which brings a whole new level of efficiency and effectiveness to training and knowledge transfer. In 2009, Todd co-founded OnBoard Yourself, whose mission is to help Gen Y new hires succeed in their first jobs by teaching them how to take charge of their own onboarding.

Todd Hudson’s Blog: OnBoard Yourself Blog

By Ashley Andrus and Linda Anderson

An April 2009 New York Times article confirmed that unemployed baby boomers are facing some steep odds in the current depressed job market. They noted, “workers ages 45 and over form a disproportionate share (pdf) of the hard-luck recession category, the long-term unemployed — those who have been out of work for six months or longer, according to the Bureau of Labor Statistics.” On the bright side, some seasoned workers have avoided layoffs as employers utilize a “last hired, first fired” practice to ensure they are avoiding age discrimination.

A May 2009 TIME article discusses age-based stereotyping and its impact on performance, and confirms that impact on older workers is real. Again on the flip side, the effect is offset when a positive stereotype or example is presented at the same time. Experience counts!

Job search advice runs the gamut from the obvious (“spell-check your resume”) to the creative (“think like a gourmet chef“). If your efforts have yet to produce the results you want, why not try something different? We’ve found several resources on the web to make your job search quicker and easier, with the following tips:

• KNOW WHAT YOU’RE LOOKING FOR: If you don’t know where you’re going, all roads will get you there…or none will. Many transitioning workers find this an ideal time to reassess their skills and employment objectives—maybe it’s time for a change. Resources like ONetCenter.org and CareerOneStop.org offer a mind-boggling array of career exploration tools, including self-assessments to determine your Ability Profile and Career Interest Profile, among others.
• THEY’RE FROM THE GOVERNMENT…AND THEY’RE HERE TO HELP: The Federal Government is getting into the act as well. CareerVoyages.Gov provides a run-down on “hot” industries and occupations. Opportunity.gov provides a wide variety of resources from the Department of Labor for displaced workers, including a portal that will allow you to research opportunities for transferring your skills between related occupations.
• KEEP YOUR SKILLS CURRENT: When you stop learning, you stop growing. What have you done lately to enhance both your resume and your mind? Public workshops abound on just about every topic you can imagine, and many classes are low- or no-cost. Find something you’ve always wanted to learn and jump in with both feet! You can see some workshops with Zoe instructors here, on everything from Project Management to Twitter, and opportunities abound at local community colleges, county workforce centers, and more.
• AVOID SCAMMERS & SPAMMERS: With unemployment on the rise, job-hunt scams have unfortunately been on the increase as well. See here for a rundown of “The Dirty Dozen Dangerous Online Job Search Assumptions” to help steer clear of the bad guys.

As the late Miles Kington summed it up: “Knowledge is knowing a tomato is a fruit. Wisdom is knowing not to put one in a fruit salad.” You’ve got the knowledge and the wisdom—figure out what kind of salad you’re looking for!

Ashley Andrus is President of Zoe Training & Consulting. Linda Anderson has served with Zoe Training in various roles over the past 14 years, and is currently webmaster and web content developer.

by Rosa Mazone

The “Aging of America” and the growing percentage of our population 65 and older, is a trend of undeniable consequence. While advances in medical knowledge and technology have increased our longevity, our culture’s historical view of old age and elders remains.

Many studies debunk myths including the common belief that genetics are destiny, and physical and mental deterioration are coded into our genes. In fact, the studies say, “the influence of genetics shrinks with the years, while lifestyle choices become increasingly important in shaping the quality of later life.” Among the most important lifestyle changes they recommend are engaging in activities and cultivating new friends. According to a recent study on successful aging, longevity, and vitality by the MacArthur Foundation, only 30 percent is genetic. The other 70 percent is attributable to disease avoidance, exercise of mind and body, and staying involved in life.

Current data demonstrates that older brains actually become more adaptive. One theory is that the brain is much more flexible than previously thought and rewires its functioning in order to compensate for losses in other areas. Brains can continue to adapt, evolve, and even grow new neurons and pathways in people age 70 and beyond. Those who engage in regular cognitive activities (such as attending educational seminars, discussion groups, or learning a new language) have higher levels of brain functioning and lower rates of Alzheimer’s disease, dementia, and other forms of cognitive impairment. Overall, the ability to index and manage information and extract meaning increases with age. Scientists believe this may be the result of more complex brain pathways built up over the years of collecting information.

In a village in the Ecuadorian Andes, where people have exceptionally long life spans, some elders exaggerate their age to gain greater respect. In India, men and women look forward to old age as a time to detach from the obligations of work and family life to seek knowledge of the inner self. The Japanese, who regard old age as a source of prestige, celebrate a national holiday called “Honor the Aged Day.” Native Americans think of their elders as wisdom keepers whose contemplative skills help safeguard tribal survival. Historically, it was well known that older people contributed and enriched their societies. Yet in our society, by contrast, older people are often exiled from the world of economic productivity and cut off from their historical role as elders of the tribe.

Take a new and bold approach. Substitute society’s attitudes, labels, stories and myths about aging with new concepts. Think for yourself and be responsible for the direction of your own life. Successful aging is founded on respect for intelligence, courage, imagination, creativity, desire, humor, energy, and aspirations. We can come to believe that life, activity, power, and vitality do not decrease with the passage of years. Life, with all its color and tone, is new each day. No matter what your age, there are life changes you can make right now that will provide you with a longer, healthier, richer, more vital life.

Rosa Mazone has been an acclaimed speaker, consultant, and educator since 1975. She is powerful and proficient in facilitating individuals and groups as they create insights and commit to self-discovery and empowerment.