The Perna Syndicate - Motivation & Careers: Recent Episodes
Mark C. Perna
Experience the paradigm-shifting power of The Perna Syndicate—your weekday micro-podcast on education, careers and workforce development, hosted by performance expert Mark C. Perna.
Episode: 825
Episode Title: Allowing AI in the Classroom
Educators have a valuable chance to help young people use AI tools while boosting their learning along the way. Here’s what I mean by this, next on The Perna Syndicate.
Ep 825 show:
This is The Perna Syndicate, and I’m glad you are here! As we continue our conversation about AI, I wanted to share a couple ways educators can leverage their influence with students as they use this rising technology.
The first is to be clear about expectations around AI. On the first day of class, there should be no question about how AI should and shouldn’t be used to complete assignments. Part of this is teaching students how to cite AI. The temptation to plagiarize can be lessened if students know to include AI as a source if it’s used in their work.
Another strategy is to focus on quality over quantity. It’s more important to produce a really compelling essay of five pages than to turn in a 10-page paper padded out with filler. In light of how easy AI can make it to include all that fluff, maybe we reconsider length requirements and instead focus on the technical merits of the work.
And lastly, we should create moments where students must show their work on the spot and demonstrate they understand the process.
I believe educators are our best hope of making AI tools an aid to learning, rather than a replacement for it. Students who use AI can and should be held to a different standard. It’s up to us to help them perform at a higher level, both today in their education and, someday, in their future careers.
Thank you for tuning in to The Perna Syndicate this week! I’m your host Mark Perna, and I look forward to seeing you back here next week for more on the classroom and workforce of the future. Take care!
The post 825-Allowing AI in the Classroom appeared first on Mark C. Perna.
Episode: 824
Episode Title: Limitations of AI
How far should we trust AI-generated content? Not as far as you might think. Here’s a cautionary tale, coming up next on The Perna Syndicate.
Ep 824 show:
Hello and welcome to The Perna Syndicate today! While it may feel like AI can do anything and everything for us, it can’t. AI can only generate content based on existing content; it cannot make ethical judgments, or ‘create’ anything in the purest sense of the word. It can only generate based on what is already out there.
Not to mention that sometimes, AI “hallucinates” and makes up fake sources to generate content—which can be a real issue. Two lawyers in Manhattan, New York recently learned this the hard way when they used AI to search for cases that set a precedent they were looking for. AI literally made up its own cases and presented them as true. The lawyers took the supposed findings at face value, without digging any deeper, and today they’re in a heap of trouble for it.
The point is, you still need a human to understand what’s real and what isn’t. AI just can’t do it.
I believe that in the near future, we will come up against the limits of AI. And it will remind us that no matter how shiny and impressive the technology is, it can never replace the human factor. We will always have something AI doesn’t.
This is a prime teaching moment for students who may think AI is the shortcut that eliminates all their effort. It doesn’t—but it will redirect where that effort is expended.
Thank you for tuning in to The Perna Syndicate today! Tomorrow we will discuss different ways that educators can use AI to their advantage in their classrooms. With this, students will be better equipped for their educational and professional journey. I will see you then!
The post 824-Limitations of AI appeared first on Mark C. Perna.
Episode: 823
Episode Title: No AI? You’re Behind
If educators don’t embrace the power of AI in the classroom, students are going to find themselves behind. Here’s why, next on The Perna Syndicate.
Ep 823 show:
You’re now in The Perna Syndicate—welcome! One of the roles of education is to prepare the student for a successful future. But an education devoid of any training in current technology will fail to do that.
When young people enter the workforce, it will be assumed that they know how to use AI effectively. In fact, new skills like “prompt engineering” will be in high demand by the time these students hit the workforce.
We do students no favors by trying to pretend AI-generated content doesn’t exist. If they can’t use it by the time they launch their careers, they are already behind. The world will not stop developing or turn away new technology. We need to adjust to a new way of learning.
That’s why equitable access to tools like ChatGPT, GrammarlyGO, and others is so vital. If AI is not going away, we need to equip young people of all backgrounds and walks of life to use it well in their future careers.
We should never try to turn young people away from learning how to use new tech. AI-generated content is far from perfect, and still requires significant skill to produce the desired result.
And that’s all the more reason that using AI effectively is a new skill set that should be embraced, not feared.
Tomorrow on The Perna Syndicate, we’ll be talking about the limitations of AI and why the human component is still absolutely vital. I will see you then!
The post 823-No AI? You’re Behind appeared first on Mark C. Perna.
Episode: 822
Episode Title: AI: Tool and Teacher
If technology can do something for you, why do you need to learn how to do it? The rise of AI is making this an important question—next on The Perna Syndicate.
Ep 822 show:
Welcome back to The Perna Syndicate and thanks for being here! I think we would all agree that while calculators have a role in higher-level math, they do not teach that math. Calculators cannot tell us how or why an answer is correct; they simply provide it. Does that mean we stop using them in higher-level math courses? No.
The same argument could be made for the spreadsheet. If you really consider what it can do, it’s an amazing piece of software and a valuable tool. But it’s how it’s deployed that makes it useful.
Both the calculator and spreadsheet are tools that increase efficiency, but we must first understand what we need them to do before we can use them effectively. We still have to problem-solve.
Are AI content generators all that different? To use AI to write an effective essay, the student must know the point they want to make and why it matters. Then, once the initial content is generated, they must verify the sources, correct any errors, and produce a human-checked piece of work to hand in.
I don’t know about you, but to me that still sounds like significant work on the student’s part—with a lot of learning happening along the way.
Similarly, students who use AI to solve a math problem won’t just get the answer. They will be shown every bit of the work, with reasons and explanations at every step. In essence, it teaches you HOW to get the answer—and isn’t that what we want students to learn?
Thank you for tuning in today! Tomorrow on The Perna Syndicate, join me for a discussion on how AI is essential for the careers of future generations. Until then, take care!
The post 822-AI: Tool and Teacher appeared first on Mark C. Perna.
Episode: 821
Episode Title: AI in Education
Are AI content generators the end of our ability to think and write—or a tool to take these skills further? Let’s talk about it, next on The Perna Syndicate.
Ep 821 show:
Welcome to a new week on The Perna Syndicate! I’m your host Mark Perna, and today we’re going to talk about something every industry and individual is going to have to deal with in the near future: artificial intelligence.
AI-generated content, produced with tools like ChatGPT, GrammarlyGO, and a host of others, is here. And it’s not going away. (Though for the record, it was not used to write this episode.)
Content generated by AI is a hot-button topic, especially in the realm of education. In the workplace there appears to be a cautious welcome for it. It can increase efficiency, analyze information, and make data usable again.
But education is tasked not with merely getting things done efficiently, but with teaching skills like critical thinking, research, and composition, to name a few. Many people worry that AI will eventually devalue these skills by doing the hard work for the student.
These are legitimate concerns, but there’s also a case for leaning into AI rather than banning it. Because, of course, it won’t be banned.
Practically speaking, we will not be able to prevent young people from using AI to write their book reports, do their math homework, and generate all kinds of content—including the resumes and cover letters they will use to land their first job.
So how do we navigate this swift wave of technological change? We will be covering that and more this week on The Perna Syndicate. Thank you as always for tuning in, and I’ll see you back here tomorrow for more. Take care!
The post 821-AI in Education appeared first on Mark C. Perna.
Episode: 820
Episode Title: Tips for Productive Jargon
How can we make workplace jargon inclusive rather than exclusive? Here are some easy strategies, next on The Perna Syndicate.
Ep 820 show:
Hello and welcome to The Perna Syndicate today! If we’re being realistic, we need to admit it’s unlikely that we will ever eradicate jargon from the workplace entirely. But simple awareness of the downsides of such jargon can help us use more accessible language.
As humans, we’re prone to unconscious bias against those who speak ‘differently’ from ourselves. This can lead to exclusionary behaviors and even discrimination in the workplace.
But it doesn’t have to be that way. Instead, we can all take two actions to make workplace jargon a tool of inclusion rather than exclusion.
First, we can ask what jargon means when we don’t understand it. Lots of people find workplace jargon confusing, so don’t be afraid to ask clarifying questions. Our co-workers are the best resource to pick up workplace jargon.
Secondly, we can all pay more attention to the jargon we may be falling into and ask ourselves if everyone listening can understand it. Not all professionals come from the same background. Being mindful of this simple fact can help workers at all levels to feel included.
After all, the goal of communication is to understand and to be understood. If jargon gets in the way of that goal, it’s time to reevaluate both how and why we’re using it.
Thank you for tuning in this week! I hope you have a fresh perspective on workplace jargon and how it can help or hurt us at work. I’m Mark Perna and I’ll see you back here next week for more on The Perna Syndicate!
The post 820-Tips for Productive Jargon appeared first on Mark C. Perna.
Episode: 819
Episode Title: The Upsides of Jargon
It’s your first day at a new job, you’re being shown around—and you don’t have a clue what anyone is talking about. It’s jargon in action and we’re going to talk about it, next on The Perna Syndicate.
Ep 819 show:
Welcome back to The Perna Syndicate! Whether intentionally or not, the use of workplace jargon can cause a new person to feel like their colleagues are speaking a language they don’t understand. This can be especially tough for those who speak English as a second language.
Jargon often stands in as a shortcut for complex and business-specific ideas. That’s why it can be quite hard to decode what the jargon means from the words alone. But to be fair, the use of jargon is not all bad.
Jargon can create efficiencies, and recent research shows that many people believe that having a better grasp on workplace jargon will help them get ahead at work. However, this comes with a warning: using jargon you only half-understand can backfire on you.
Or say you’re using a piece of jargon that isn’t in your colleague’s repertoire. You may unintentionally be making them feel like an outsider. But by being sensitive in our use of jargon—and maybe taking a minute to restate any jargon we do use in layman’s terms—we can be sure that everything we want to communicate is understood.
What’s more, our coworker will feel like they can succeed as a part of the professional circle as well. It’s a win for everyone to understand—and to be understood.
Thank you for tuning in today! I hope to see you back tomorrow to wrap up our jargon week on The Perna Syndicate.
The post 819-The Upsides of Jargon appeared first on Mark C. Perna.
Episode: 818
Episode Title: Origins of Jargon
Where does workplace jargon come from—and why is it still used today? Let’s talk about it, next on The Perna Syndicate.
Ep 818 show:
You’re now in The Perna Syndicate—thanks for tuning in! In work culture, jargon typically starts out as a metaphor or anecdote. Sports are a particularly rich source for corporate jargon. This is where terms like “hit it out of the park” or “fumble the ball” come from.
Once a word or phrase is used in this way, it must be spread by people with social clout, who then are imitated by others. A lot of jargon spreads from the C-Suite. The social power of executives gives jargon a lot of momentum. These terms can have incredible staying power, sticking around and evolving for decades.
As newcomers to the workforce, Generation Z is not a fan of language they don’t understand. Yet at the same time, nearly 85% of Gen Z workers in the U.S. admit to using workplace jargon themselves. Of all the generations, they’re struggling the most with making sense of jargon at work. But they’re also bringing their own terms to the workplace, along with a less formal communication style.
Gen Z employees are more junior, and so the jargon they bring to the workplace is going to have less social capital behind it compared to the jargon used by the more-senior Millennial, Gen X, and Boomer employees they work with.
Give it a few decades, and Gen Z jargon will be dominating the workplace. Jargon is never really going to go away, just change and evolve as new generations arrive on the scene. But is this really such a bad thing?
Next time on the show, we’re going to change gears and talk about some of the upsides of using workplace jargon. See you next time on The Perna Syndicate!
The post 818-Origins of Jargon appeared first on Mark C. Perna.
Episode: 817
Episode Title: Rise of Jargon
For some workers, using jargon is a way to show expertise. But for others, it can be a way to exclude people from their professional circle. Let’s talk about it, next on The Perna Syndicate.
Ep 817 show:
This is The Perna Syndicate—hello and welcome! I’ll be the first to admit I sometimes use jargon; it’s become a mental shorthand for expressing feelings and describing situations quickly. And that’s fine—as long as the person on the other end of the conversation is familiar with the terms. But that’s exactly where the overuse of jargon can become a problem.
One-third of working Americans think jargon is used because it makes people feel like they’re part of the team. But jargon can have a dark side. While likely not intentional, overuse of jargon in the workplace can actually exclude those without a grasp on the terms, while favoring those who are initiated into the mysteries of workplace jargon.
People use language (both consciously and unconsciously) to project the persona they see as appropriate to the situation they’re in. By using jargon, an employee can show that they know the language of their professional circle. This can legitimately demonstrate expertise and a long history of belonging to the professional community.
Of course, this is not a bad thing—unless it turns into a tool for exclusion. When a person is surrounded by language they don’t understand, they will feel like they don’t belong. Even if those using jargon don’t mean to be exclusive, the person who doesn’t understand the terms will feel like an outsider to the professional circle. And none of us wants to feel that.
Tomorrow on the show: How did jargon get into the workplace to begin with and why is it still around? See you next time for that conversation on The Perna Syndicate!
The post 817-Rise of Jargon appeared first on Mark C. Perna.
Episode: 816
Episode Title: Workplace Jargon
According to new research, jargon at work can have a negative impact on company culture—and your career. Let’s talk about it, next on The Perna Syndicate.
Ep 816 show:
Welcome back to a new week on The Perna Syndicate—I’m Mark Perna and I’m glad you’re here! Workplace jargon—defined as “terms that are non-transparent, require explanation and are specific to the corporate world”—is the subject of a new study co-sponsored by LinkedIn and Duolingo.
This research uncovered the most common jargon used in U.S. workplaces, the terms that people find most confusing, and which phrases are the most cringeworthy.
The survey also showed that 58% of workers feel jargon is overused in their workplace. Almost half wish jargon would go away altogether. That is a significant number of people!
At the same time, many of these same respondents admit they use jargon themselves. So it seems we only dislike that jargon when it’s something we ourselves don’t understand.
To better understand the concept of workplace jargon and its effects on company culture, I talked to LinkedIn and Duolingo about the survey results. I wanted to know: Why do we use jargon? How is jargon created? Why can jargon be so confusing? And, do we have to ditch jargon completely to create an inclusive workplace?
We will cover all of those questions and more this week on The Perna Syndicate. Thank you as always for tuning in today. We’ll see you back here tomorrow for a working definition of jargon and why we all use it. Until then, take care!
The post 816-Workplace Jargon appeared first on Mark C. Perna.
Episode: 815
Episode Title: The Power of Advocacy
How can self-advocacy change the academic and professional outcomes for neurodiverse people? Let’s talk about it, next on The Perna Syndicate.
Ep 815 show:
It’s Friday on The Perna Syndicate and today we are talking about the story of Cymeria Robshaw, an Eye to Eye chapter leader and a young person with learning disabilities. I interviewed Cymeria to find out how a neurodiverse person can learn to self-advocate for what they need in the professional world.
Like my own son, Cymeria has ADHD. Before her diagnosis, she considered dropping out during her sophomore year of college. She struggled to keep up with the reading requirements, paying attention in lectures, and finishing exams on time.
“Overall,” says Cymeria, “the college education system is not tailored to meet the needs of individuals who learn differently.” She recognized that if she was going to graduate, she needed to ask for help.
It was through the Eye to Eye mentoring program that she learned the power of self-advocacy and speaking up for herself. She was able to adopt new habits and tools that improved her efficiency and helped her graduate college as an A student.
Cymeria’s advice to neurodiverse students and workers like herself is not to be afraid to share your story. She says, quote, “People who have learning disabilities can share what works for them. And sharing with those who don’t have disabilities creates allyship but also a greater understanding of how easy and necessary accommodations are.”
I think we can all take this advice to heart for a future where every classroom and workplace embraces neurodiversity as an asset, not a liability.
Thank you for tuning in to The Perna Syndicate this week. I look forward to having you back next week for more insights and inspiration. Until then, take care!
The post 815-The Power of Advocacy appeared first on Mark C. Perna.
Episode: 814
Episode Title: To Share Or Not To Share
Opening up about your struggles can be difficult for anyone, and especially for neurodiverse people. More on that, next on The Perna Syndicate.
Ep 814 show:
You’re now in The Perna Syndicate—welcome! Should you tell the people you work with that you’re neurodiverse? This is a very personal decision and every situation is different. That said, there are some definite upsides to being open about the fact that you learn differently.
When it comes to opening up about learning difficulties, neurodiversity advocate David Flink suggests sharing as much or as little as you feel comfortable doing. If you do share, it may be helpful to also talk about some of the resources or tools that have helped you succeed with your learning difference.
Flink says that, quote, “for those of us who are neurodiverse, our learning differences are gifts that allow us to see the world differently and find solutions to complex problems. We are an asset to potential employers.” End quote.
I’d like to underline Flink’s point by adding that any organization that overlooks the potential talent of someone with a learning difficulty is shooting itself in the foot. In fact, I’d like to see more organizations think about how they can actively recruit neurodiverse talent, as well as encourage more of their employees to open up about their challenges in this area.
Neurodiverse people have a different view of the world, and they can provide insights that we might otherwise miss. A workplace where people feel safe sharing their struggles sounds like a great work environment for everybody.
I appreciate you tuning in for another day on The Perna Syndicate! Join me again tomorrow as we wrap up the conversation with the story of a neurodiverse individual who overcame her challenges in higher education. See you then!
The post 814-To Share Or Not To Share appeared first on Mark C. Perna.
Episode: 813
Episode Title: Accommodation for Achievement
Providing accommodations to neurodiverse employees doesn’t have to be expensive. In fact, it can save you from losing a valuable employee. Here’s how, next on The Perna Syndicate.
Ep 813 show:
Welcome back to a new day on The Perna Syndicate! Eye to Eye is an organization that empowers neurodiverse individuals to ask and advocate for accommodations in the classroom, and ultimately, in the workplace.
CEO David Flink says that, quote, “employers should be thoughtful when assessing what needs to be done and work with the employee to reach the same level of excellence at the same speed.” End quote. He also says that individual education plans, or IEPs, that are used in classrooms can also be implemented in the workplace.
Employers should invite employees to outline what accommodations help them work better. Leaders must also understand that certain accommodations may need to be adjusted depending on the task.
In Flink’s opinion, developing this aspect of your human resource program can also be appealing to those who don’t have learning differences. All employees can contribute more efficiently and productively by advocating for reasonable adjustments that help us work better. By inviting employees to share their needs, managers build trust.
Accommodations can lead to greater employee retention, enhanced productivity, increased morale, and a truly inclusive workplace. And who doesn’t want that?
Tomorrow: Should neurodiverse people be open about their struggles with teachers and employers? We’ll discuss that question next time on The Perna Syndicate See you then!
The post 813-Accommodation for Achievement appeared first on Mark C. Perna.
Episode: 812
Episode Title: Demystifying Neurodiversity
As a father to a neurodiverse individual, I understand the stigma that can come with this diagnosis—and why it’s flat-out wrong. Let’s talk about it, next on The Perna Syndicate.
Ep 812 show:
Welcome back to The Perna Syndicate—I’m glad you are here! Our topic this week is neurodiversity at school and work, but what exactly does that term mean? As neurodiversity advocate David Flink explains, neurodiverse people simply learn differently.
He says, quote, “what sets [neurodiverse people] apart is that they may access or process information in an atypical way. So these can be people with dyslexia, ADHD, or other issues that lead to challenges in learning.” End quote.
Flink, who is himself neurodiverse, was a student at Brown University when he became frustrated with the lack of support for young people working to overcome their learning challenges. That’s why he started his organization, Eye to Eye.
Today, Eye to Eye connects middle school kids with students who are in high school or college so that younger students can learn from older ones and see that there are others who also learn differently and still succeed.
With programs like these, we are moving in the right direction to destigmatize neurodiverse individuals. As a result, they will be more likely to ask for accommodations when needed in their schools and workplaces.
The ultimate goal, says Flink, is to give the mentees and their mentors the confidence they need to navigate a system not designed for them. To do that, they will need to advocate for the community-wide changes to help them achieve at a higher level.
That’s what we will be talking about tomorrow on The Perna Syndicate. Take care and I’ll see you next time for the conversation!
The post 812-Demystifying Neurodiversity appeared first on Mark C. Perna.
Episode: 811
Episode Title: Neurodiversity: Asset, Not Liability
One in five adult Americans is neurodiverse, which means they learn differently. And that’s okay. Let’s talk about how to meet them where they’re at, next on The Perna Syndicate.
Ep 811 show:
Welcome back to a new week on The Perna Syndicate! I’m your host, Mark Perna. While it’s true that the “Great Resignation” has eased somewhat, I don’t totally buy that we’ve transitioned into what some are calling the “Great Stay.” Regardless, organizations of all kinds are still on the hunt for talented people.
That’s why it’s time for these companies to acknowledge an elephant in the room: how common learning differences are in the American workforce.
I was stunned to learn that 20% of adult Americans have some form of learning and attention issue. That’s some 65.6 million members of the workforce, according to data from the U.S. Census Bureau. This means that it’s highly likely that one out of every five members of your organization is a neurodiverse individual. And they might be struggling if they’re treated like everyone else.
I have experience with neurodiversity as a dad to a son diagnosed at age 12 with ADHD, but I wanted to learn more about this growing dynamic. So I connected with David Flink, CEO and co-founder of Eye to Eye, a non-profit organization that works with neurodiverse kids and their schools all across the country.
We covered a lot of ground about how organizations can adapt to better serve people with learning differences. This week, I’ll be sharing the highlights of our conversation and one very important takeaway: that neurodiversity is an asset—not a liability.
Thank you for tuning in today! Tomorrow we will look at different ways to demystify neurodiversity and create a better learning and work environment for everyone. See you next time on The Perna Syndicate!
The post 811-Neurodiversity: Asset, Not Liability appeared first on Mark C. Perna.
Episode: 810
Episode Title: Bringing Passion to Work
While it might seem counterintuitive at first, smart employers will support the side hustles of their employees. Here’s why, next on The Perna Syndicate.
Ep 810 show:
It’s Friday on The Perna Syndicate, and I’m glad you’re here! We need to encourage young people to pursue new skills and projects on their own time. Side passions can help prevent pitfalls like burnout and exhaustion. Not to mention that younger workers will appreciate employers who actively express support for their aspirations beyond the 9 to 5.
I know that several of the younger members of my staff pursue side hustles—and I’m proud of them. As much as we’re all invested in our organization’s mission, it’s not all there is to life. I hope they always feel supported in whatever side hustles and passions they want to pursue.
Unlike how organizations have been run in the past, where employees have been expected to dedicate themselves wholly to their employer, the dynamic is different today. Employees are essentially free agents. It’s up to you as an employer to create the incentives for young people to want to work with you—and find meaning in the work they do.
And if you can support them in pursuing something they’re passionate about, outside of work hours, you might even find that they bring more energy to the work they do for you as well. How’s that for a true win-win scenario?
Thank you for tuning in to The Perna Syndicate this week. As always, I’m your host Mark Perna, and I hope you will join me again next week for more insights and inspiration. Take care and I’ll see you then!
The post 810-Bringing Passion to Work appeared first on Mark C. Perna.
Episode: 809
Episode Title: Side Hustles by Generation
Both younger and older generations love to pursue their side passions, but there’s one big difference in how far they take it. Here’s what it is, next on The Perna Syndicate.
Ep 809 show:
Hello and welcome back to The Perna Syndicate! I recently asked TAPFIN executive Jim Love about whether younger people today think differently about side hustles than their counterparts from older generations. I found it interesting that he doesn’t think there is actually that big of a gap in our mindsets.
He said that, quote, “all humans have passions regardless of age. The major difference now is the absence of fear and relative surplus of time to pursue those passions.” End quote.
One factor in this is that many young people these days are generally starting families later in life than older generations did. This makes the potential financial setbacks of starting a side hustle much less consequential, compared to someone who needs to play it financially safer.
Young people are hungry and eager to pursue their passions, especially when doing so can bring more flexibility to their life and work. In the end, younger workers are not much different from older generations in how they pursue new skills and abilities outside their day jobs.
The main difference is how technology has provided more opportunities and platforms for young people to pursue their passions. While older generations tended to define themselves by their full-time work, young people are turning that around—and making their side hustles a bigger part of their personal identity.
I appreciate you joining me for this conversation today! I hope to have you back here again tomorrow as we wrap up our week on The Perna Syndicate.
The post 809-Side Hustles by Generation appeared first on Mark C. Perna.
Episode: 806
Episode Title: Gen Z Side Hustles
The younger generations are looking outside their day jobs to make extra money and pursue their passions—and here’s why that’s a good thing, next on The Perna Syndicate.
Ep 806 show:
Welcome back to a new week on The Perna Syndicate! I’m your host, Mark Perna. When it comes to today’s job market, there’s good news and bad news. Here’s the good news: companies are still aggressively hiring. The not-so-good news is that wage growth is beginning to slow.
In other words, while employers continue to fight the war for talent, they’ve reached a limit of how much they’re willing to pay to recruit or retain people.
One of the outcomes of this economic convergence is that more and more people, especially those in the younger generations, are exploring side hustles. And while the money is definitely a big factor, the side hustles young people are pursuing tend to involve something they are truly passionate about. The side hustles that “stick” aren’t just ‘gig’ jobs, like driving for Uber.
Jim Love, Director of Client Solutions at TAPFIN, says that, quote, “the typical ‘9–5’ job is not cutting it. Young people need an opportunity to explore their passions in a real way. We see this trend only continuing as side hustles prove worthy of their time in a multitude of ways.” End quote.
Essentially, more and more young people are pursuing passion projects as side hustles—both to make ends meet and to expand their interests. From an employer’s perspective, is this a good thing or not? We’ll spend the rest of this week discussing that question.
Thank you for tuning in to The Perna Syndicate today. I’ll see you back here tomorrow for what differentiates a ‘side hustle’ from a ‘gig’ job. Until then, take care!
The post 806-Gen Z Side Hustles appeared first on Mark C. Perna.
Episode: 805
Episode Title: Why I’m Optimistic About Gen Z
When I look at Gen Z, I see a lot of reasons to be optimistic about the future. Here’s a few of them, coming up next on The Perna Syndicate.
Ep 805 show:
Hello and welcome to The Perna Syndicate today! Rather than looking at the members of Gen Z as some kind of challenge to deal with, we should recognize how this generation can make us feel optimistic about the future.
Gen Z is the most entrepreneurial generation to date, making them creative and self-motivated. As consumers, they prioritize sustainability when making purchasing decisions, which demonstrates their commitment to environmental responsibility.
Members of the younger generations also actively advocate for mental health awareness and support, which is helping more people get the help they need. Destigmatizing mental health challenges is something that bodes well for future generations, who will reap the benefit of these priorities.
Finally, Gen Z is very committed to leveling up their skills at work. They’re the generation most likely to engage in skills training outside the workplace so they can advance their careers. And they are confident in their ability to get better at what they do.
I firmly believe that in Gen Z, we are looking at the next greatest generation. It’s time to stop focusing on how they’re so different from those of us from the older generations, and start celebrating how they are leading the charge to a better and brighter future.
Thanks for being part of The Perna Syndicate this week! I’ve enjoyed this discussion and I hope you’ve had some good takeaways. I’m your host, Mark Perna, and we’ll see you back here next week for more insights and inspiration. Take care!
The post 805-Why I’m Optimistic About Gen Z appeared first on Mark C. Perna.
Episode: 804
Episode Title: Owning the Results
Whenever my company is facing a challenge, my team and I collaborate until we come up with a solution that everyone can own. Here’s why this works, next on The Perna Syndicate.
Ep 804 show:
This is The Perna Syndicate—so let’s jump in! According to the study by Deloitte Digital that we’ve been looking at this week, Gen Z and their older-generation bosses see the world in very different ways. That shouldn’t surprise us, but it is something we need to address if we want our workplace to run smoothly and productively.
We can start bridging the generational gap by first cultivating curiosity about what makes each generation unique. We can lean into these differences through mentoring relationships, where the teaching and learning go both ways. And, as we’ll discuss today, we can be intentional about creating solutions together.
The Deloitte study notes that more than any other generation, Gen Z wants to have their voices heard. They want agency to create a future that they find meaningful. And that’s why it makes so much sense to enlist their energy and problem-solving skills.
Whenever my company is facing a challenge, I toss it on the table for discussion. I then sit back and listen as the ideas to solve it come rolling in. Of course I came to the discussion with my own thoughts and opinions and solutions, but I like to hold them back until everyone has had a chance to grapple with the issue.
Most of the time, we land on a solution that everyone has contributed to. Because when everyone on the team has a voice in the solution, we can all own the results.
Next time on The Perna Syndicate: How can we see Gen Z’s unique traits as an asset to the future of work? We’ll talk about that and more tomorrow on the show. Take care and we’ll see you then!
The post 804-Owning the Results appeared first on Mark C. Perna.
Episode: 803
Episode Title: It Goes Both Ways
As older-generation bosses, we have a lot to teach our younger coworkers. But we have to remember: it works both ways. More on that, next on The Perna Syndicate.
Ep 803 show:
You’re now in The Perna Syndicate—welcome! If you’ve ever found yourself at odds with an older or younger coworker, generational differences may be playing a role in the argument. Instead of pulling away from the source of conflict, I’d like to suggest a different approach: lean in.
Generational differences are more pervasive than we might think, as a recent study by Deloitte Digital has pointed out. Even in seemingly benign areas, like how people want to be recognized and rewarded, there can be significant differences based on the individual’s generation.
That’s why I think we need to lean into these differences and find ways to understand one another. Mentoring relationships are great for this, as long as we remember that they always work both ways.
Whenever I have mentored someone in my professional life, I have always found myself learning more than they probably did. There’s so much talent and creativity and passion in young people, and I can learn from that. Maybe you can, too.
Mentoring goes both ways and while those of us in older generations can share our hard-earned wisdom and experience, our younger-gen coworkers can bring a fresh perspective to the challenges we deal with every day.
We’re different, and that’s a good thing. If we can lean into those differences instead of pulling away, we can start bridging the gaps that divide us.
Next time on The Perna Syndicate: Another way to capitalize on different generational strengths is to create solutions together. Join me tomorrow for what that means…we’ll see you then!
The post 803-It Goes Both Ways appeared first on Mark C. Perna.
Episode: 802
Episode Title: Curious Enough
How can we start bridging the generational gaps that are becoming apparent in the workplace? Cultivating curiosity is one place to start, next on The Perna Syndicate.
Ep 802 show:
Welcome to The Perna Syndicate today! Lately we’ve been talking about the areas where younger and older coworkers are facing a disconnect. We have to bridge these gaps, as 36% of the workforce is currently comprised of Gen Z and millennials. And of course, this number will only increase with time.
So how can those of us in older generations start forging a better human connection with our younger colleagues? It’s the same thing I tell every audience: we have to make sure they feel seen, heard, and valued. If we fail in any of these areas, people will check out. This is true at home, at school, and of course, in the workplace.
When we can forge a human connection with coworkers, no matter what their age, that’s where we will really start to bridge the gaps that are making workplace relationships harder than they need to be.
In addition to this, I think it’s helpful to cultivate curiosity. The fact that you’re listening to this podcast is a great start! While I would never speak for the younger generations, I find them fascinating and would encourage all of us to learn more about them.
As an older-generation manager, I think it’s a privilege to work with millennials and Gen Z. They are incredibly talented and intelligent. In fact, we can gain a lot of insight from them—if we’re curious enough.
On tomorrow’s show: What’s another way we can bridge the generational gap at work? We’ll cover that and more on the next episode of The Perna Syndicate. See you then!
The post 802-Curious Enough appeared first on Mark C. Perna.
Episode: 801
Episode Title: Why We’re Disconnected
There are four big reasons that Gen Z and their older-generation bosses see the world so differently. Here’s what they are, next on The Perna Syndicate.
Ep 801 show:
Hi, I’m Mark Perna and this is The Perna Syndicate! Deloitte Digital recently did some research on how Gen Z and their older-generation bosses are misaligned in areas like rewards, mental health, and personal identity. Today I want to analyze why these gaps exist.
Many Gen Z workers launched their careers in a remote environment, without the benefit of existing workplace relationships. Sometimes older bosses might assume young people already know things they just haven’t had a chance to learn yet, because of this dynamic.
Another source of the disconnect is that these young people have had access to a platform since they were old enough to be online. They’re used to sharing their unfiltered opinions, and this can be disconcerting for older-gen leaders who entered the workforce with a very different perspective.
Thirdly, Gen Z has grown up in an era of growing awareness of mental health. They have an entire vocabulary around mental health that just didn’t exist when the older generations were coming of age, and they’re very vocal about it.
A fourth factor is that the technology Gen Z has grown up with has dramatically influenced how they see the world. For instance, most college graduates by 2025 will have written their essays, cover letters, and resumes almost entirely with generative AI—an experience current leaders have not had.
When you look at the gaps this way, it becomes easier to see why Gen Z might not see their bosses as empathetic or supportive of their well-being. But, we can do better.
Join me the rest of this week on The Perna Syndicate to find out how. See you then!
The post 801-Why We’re Disconnected appeared first on Mark C. Perna.
Episode: 800
Episode Title: Work and Personal Identity
Does your work play a big role in your personal identity? Here’s how older and younger generations answer that question, next on The Perna Syndicate.
Ep 800 show:
It’s a great day on The Perna Syndicate—thanks for joining me! All week, we’ve been talking about four areas at work where Gen Z and older generations don’t see eye to eye.
Number one, they don’t value empathy the same way. Number two, they have different perspectives on how work affects mental health. And number three, they don’t even want to be rewarded the same way.
The fourth area is what we’re discussing today, and that is the importance of work to personal identity. The recent study by Deloitte Digital found that 86% of older bosses tend to define themselves by the work they do. This is only true for 61% of Gen Z workers.
This highlights one of the key differences between older and younger generations, where older folks often live to work, while younger people work to live. In other words, work is less important to their sense of personal identity and self-worth than it is for those who come from older generations.
This would make it hard for an older boss to understand why his or her younger workers don’t approach work the same way they do. And I can see younger workers being frustrated with bosses who might take their team’s level of personal investment for granted.
It’s definitely a disconnect, and one that companies must address if they want to engage and retain a younger workforce.
I appreciate you tuning into The Perna Syndicate this week! Next week we’re going to mine several more insights from this research, so don’t forget to subscribe if you haven’t already. See you then!
The post 800-Work and Personal Identity appeared first on Mark C. Perna.
Episode: 737
Episode Title: An Optimistic Workforce
The American workforce is highly optimistic about their future careers, but employers need to understand why—coming up next on The Perna Syndicate.
Ep 737 show:
Thanks for tuning into The Perna Syndicate today! Despite the instability we’re seeing in the economy, a study by the University of Phoenix indicates that we are still in a free-agent labor market. This simply means an environment in which the workforce feels confident in the opportunities available to them. Free-agent workers are willing to pursue new paths to achieve both their career goals and better work-life balance.
John Woods of the University of Phoenix says that in three years of conducting this study, the optimism of the American worker has been the one constant element. Employees have sought, and will continue to seek, fulfilling careers—because they’re confident they can find one.
More than just a moment in time, the Great Resignation was a turning point that called for meaningful, sustained, ongoing efforts from employers to understand what the workforce needs. Meeting those individual needs will positively impact their business and fuel organizational growth.
In other words, the Great Resignation has never really gone away—and nor will it. With this free-agent employee mindset comes the challenge (and the opportunity) for employers to rethink the resources, benefits, and support they offer to address the needs of today’s workforce.
In general, free agents don’t operate from an innate sense of loyalty. And that’s why it’s so vital for employers to listen to their people—and take action on what they say.
Tomorrow: Are transactional perks enough to keep workers engaged? Not anymore, and that’s what we’re talking about next time on The Perna Syndicate. Tune in and we’ll see you then!
The post 737-An Optimistic Workforce appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 736
Episode Title: I’m A Free Agent
The rapid changes in the job market have given rise to a mindset among workers that they’re totally free agents. Here’s why, next on The Perna Syndicate.
Ep 736 show:
It’s a new week on The Perna Syndicate and I’m your host, Mark Perna. Nowadays, things are changing rapidly in the employment market. And yet, according to a new survey, American workers are increasingly confident in their career prospects.
According to a study conducted by the University of Phoenix, some 80% of employees remain hopeful for the future of their careers. But this optimism comes with a catch: 22% report that they are dissatisfied in their current jobs.
Despite the uncertainty in the economy, more than half of respondents said they are currently actively looking for a new job or expect to do so in the next 6 months.
Remarkably, 30% said they would quit their job without having another lined up, while 46% would walk away from their job with a severance package worth three months’ pay.
I connected with John Woods, Chief Academic Officer at the University of Phoenix, to discuss these findings. He believes that employees across America continue to feel empowered to channel a ‘free agent’ mindset. This means they’re confident in their ability to advance their own career, on their terms, even if that means leaving their current employer for a better opportunity elsewhere.
Workers are sending their employers a clear message: I’m a free agent. With some 74% of employers concerned about turnover, there’s clearly a disconnect between what employees want and what employers are delivering.
This week, I want to talk about why so many employees are seeing themselves as free agents, and the three actions employers can take to attract and retain them. Tune in tomorrow on The Perna Syndicate as we dive in. See you then!
The post 736-I’m A Free Agent appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 735
Episode Name: Conservation Is More Than Cool
For young people today, a career in conservation could be the ticket to a fulfilling and purpose-driven life. Here’s how, next on The Perna Syndicate.
Ep 735 show:Thanks for tuning into The Perna Syndicate! A recent study by Carhartt found that 74% of Gen Z and Millennials feel that climate change and the environment are top concerns for their generation and future generations. On top of that, 92% of respondents across all generations agreed that preserving America’s national parks is important.
Carhartt president Linda Hubbard, whom I interviewed about these findings, says that it all comes down to the deep need to live a life of purpose that is fulfilling. Because the environment is an issue that young Americans feel needs to be addressed, they’re looking at careers and companies that will help them make a difference in this area.
91% of respondents also agreed that having more young people in nature conservation or the outdoors workforce would have a positive impact on society. Another 80% felt that working in conservation-related jobs would be beneficial to their career.
While it’s worth saying that not every young person may want to pursue a job working outdoors, the reality is that there are hundreds of jobs available for those who don’t see college as their best fit. For these young people, conservation is more than cool—it could be a career.
Today’s younger workers will move forward only when they discover their own personal light at the end of the tunnel. This means the lifestyle they want to live, the purpose they want to pursue, and the career that makes it possible.
Thanks for being part of The Perna Syndicate this week—it’s been a great conversation. As always, I’m your host, Mark Perna, and we’ll see you back here next week for more insights and inspiration. Take care!
The post 735-Conservation Is More Than Cool appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 734
Episode Name: Instead of College
Young people are changing their mind about the value of college. Here’s what they’re considering instead, coming up next on The Perna Syndicate.
Ep 734 show:This is The Perna Syndicate—hello and welcome! All week we’ve been discussing a recent survey by Carhartt that found that a majority of young workers are open to outdoor careers. It also found that their attitudes about college are changing.
According to this research, 3 out of 4 Gen Z and Millennials agree that more young Americans should consider a vocational and technical education over a 4-year college degree.
Why is this? Well, it’s not too hard to understand when we consider that over the years, the younger generations have either witnessed or experienced first-hand the enormous student loans that often accompany a 4-year college degree.
For many people, this debt creates a crushing burden that it can take a lifetime to overcome. Often, student loan debt is responsible for forcing many people to delay milestones like owning a home, getting married, and starting a family. It’s sad.
While college can be a great choice for some people, it’s true that pursuing a technical education usually involves less financial investment. This paves the way for young people to start making a living wage sooner and escape student loan debt. In some fields, you can even earn a living wage while you’re still learning!
When it comes to college versus other pathways, it’s vital that young people make decisions based on their own unique interests, talents, and abilities. And they can only do that when all their options are on the table.
Tomorrow: What type of purpose do young people see in conservation careers? We’ll cover that and more next time on The Perna Syndicate. See you then!
The post 734-Instead of College appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 733
Episode Name: Tangible Purpose
Careers in conservation or the skilled trades often come with a tangible sense of purpose that is attractive to many young people. More on that, next on The Perna Syndicate.
Ep 733 show:You’re now in The Perna Syndicate—thanks for tuning in! When I chatted recently with Carhartt and the National Parks Foundation, one of the questions that came up was why so many young people are yearning to escape the traditional office environment.
Of course, the pandemic is a big factor. Many of us adjusted well to working remotely, but think of the young people who started their careers during that time. Some may have zero experience working in an office. As a result, they might feel confined now that they’ve entered the in-person workplace.
Linda Hubbard of Carhartt says that working from home and hybrid office models have accelerated this realization for young people. They spent a lot of time in front of their computer screen during the pandemic. But it’s human nature to want to move and explore the world around us in a tangible way.
Hubbard urges young people who feel that way to explore the possibility of working outside, whether that means with the Service Corps or skilled trades.
Especially in the skilled trades, you’re often working on different job sites from week to week.
Hubbard points out that many of these jobs serve the critical needs of everyday people, whether you’re building the next highway that connects cities or performing electrical work to power an entire neighborhood. In the case of the Service Corps, you might be building trails and contributing to the preservation of historical sites to keep our national parks beautiful. It all has tangible purpose.
Next time on The Perna Syndicate, how are young people feeling about college versus other training opportunities after high school? See you tomorrow for the latest research on that question. Take care!
The post 733-Tangible Purpose appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 732
Episode Name: The Outdoor Office
Outdoor careers in conservation or the skilled trades can be a great option for young people to pursue. Here’s why, next on The Perna Syndicate.
Ep 732 show:Welcome to The Perna Syndicate! A recent study found that 85% of Gen Z and Millennials are fairly open to a job in nature conservation or the outdoors. The traditional office environment has some distinct downsides for them, with almost half saying they don’t like sitting at a desk for 8 hours a day and another quarter saying that office jobs lack fresh air and a sense of purpose.
In response to this trend, Carhartt has partnered with the National Park Foundation to launch a new public awareness campaign called “Outdoor Office.” This campaign spotlights Service Corps job opportunities that preserve and protect national parks for present and future generations.
Just to be clear, I’m not advocating that outdoor jobs are better than indoor jobs. If you follow me at all, you know my mantra is that all viable, living-wage opportunities should be on the table. They are equal in value and we need them all!
By focusing on outdoor jobs on the show this week, I just want to bring this type of work into the conversation so young people can weigh all their options and make the best choice for themselves.
That said, I do believe that working in a local Service Corps is a way that young people can gain valuable work experience. And along the way, they’ll contribute meaningfully to the ability of the National Park Service to maintain parks and to improve the visitor experience. For purpose-minded young workers, this is an option that is definitely worth looking into.
Tomorrow: Why are so many young people questioning if they want to pursue white-collar careers? The pandemic played a big role in that, as we’ll discuss next time on The Perna Syndicate. See you then!
The post 732-The Outdoor Office appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 731
Episode Name: Stuck At A Desk
Would young people rather work in a traditional office, or explore a career in the great outdoors? Here’s what the research says, next on The Perna Syndicate.
Ep 731 show:Welcome to a new week on The Perna Syndicate! I’m your host, Mark Perna. According to a recent survey of more than 1,000 Millennial and Gen-Z young people conducted by Carhartt, nearly half of the respondents expressed uncertainty about their future career paths. 44% reported that “finding a job that aligns with my values” was their top challenge in today’s job market.
That same survey also revealed another insight into young people’s career mindsets: 85% of Gen Z and Millennials are at least somewhat open to a job in nature conservation or the outdoors. 46% said that being stuck at a desk for 8 hours every day was the biggest downside of a traditional office environment. The lack of fresh air and the lack of adventure were also pain points for about a quarter of the young people surveyed.
Carhartt president Linda Hubbard, whom I interviewed about these findings, believes that younger workers are becoming disillusioned with the office, where it can be easy to feel like just a number.
Additionally, many young people were delayed in entering the workforce due to the pandemic. So they aren’t as acclimated to the traditional 9 to 5 schedule.
Time spent at work takes up a third of our lives—possibly more if we’re working more than 8 hours a day. That’s why many purpose-driven young people are looking at that time investment and questioning how their work contributes to the greater good.
This week, I want to talk about why outdoor jobs in conservation, as well as careers in the trades, might be the right fit for many younger workers who just aren’t feeling it in the office. We’ll see you next time on The Perna Syndicate for that conversation!
The post 731-Stuck At A Desk appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 730
Episode Title: Upskilling For Everyone
Who needs to upskill more—young workers or those with years of experience under their belt? Here’s why we all need to skill up, next on The Perna Syndicate.
Ep 730 show:
Hello and happy Friday on The Perna Syndicate! As we discussed this week on the show, lifelong learning is now a must in the workplace. And it’s not just for young people. Professionals from all levels, backgrounds, experience, and industries can benefit from skilling up.
For those workers who have been in the workforce for decades, a strong L&D program can open up new opportunities as they fine-tune their skills and stay up to date in their industry. Their years of experience already make them leaders—and the best leaders never stop learning.
Of course, for those just launching their careers, a focus on learning more is a perfect fit. The majority of the workforce in the coming years will be composed of members of Generation Z, who are already known for their desire to gain new skills. More than any generation before them, Gen Z wants employers to provide the kind of upskilling and reskilling that could just shrink our huge skills gap.
When every employee has the opportunity to tap into and take advantage of upskilling opportunities, this creates a company culture where such learning is normalized.
Employees who want skills, and a skills gap that needs shrinking: the beautiful thing is that the solution for both of these needs is right in front of us. Giving people the training and education they want through robust upskilling is truly a win-win for everyone.
Thanks for being part of The Perna Syndicate this week! As always, feel free to drop me a comment any time at MarkCPerna.com. Take care and we’ll see you back here next week!
The post 730-Upskilling For Everyone appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 729
Episode Title: Upskill For Job Security
Upskilling is important—so what areas should we focus on? Let’s talk about the skills that artificial intelligence can’t replicate, next on The Perna Syndicate.
Ep 729 show:
This is The Perna Syndicate—welcome! All week we’ve been talking about the critical need for upskilling programs in the workplace. Learning is no longer something you achieve but rather, an approach to life that never ends. So if upskilling is so vital, how can organizations and individuals determine what skills to focus on?
As with most things in life, there is no ‘one-size-fits all’ approach. The key is to identify where new technical, cultural, and behavioral norms are emerging, what new skills will be needed to meet them, and how you can map those abilities back to how they will uniquely impact a particular industry.
Of course, there are some key markers we can use to guide our L&D efforts. According to one survey, skill areas like artificial intelligence, leadership, and business analytics were ranked as the highest upskilling needs among teams and organizations.
It’s clear: the most important skills to focus on are the ones that AI can’t do—the traits, intuition, and deeper thinking that make us uniquely human. These are the things that will allow individual contributors, as well as companies, to confidently navigate a fast-changing landscape.
An organization that can upskill its workforce in these areas will build a bright future—and a team with a stronger sense of job security and success.
Tomorrow: Why is upskilling a perfect fit for the up-and-coming Gen Z workforce? Let’s dive into that topic on the next episode of The Perna Syndicate. Stay tuned and we’ll see you then!
The post 729-Upskill For Job Security appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 728
Episode Title: From Satisfied to Engaged
Engaged employees are 44% more productive than those who feel just satisfied. Here’s how to move more people from satisfied to engaged, next on The Perna Syndicate.
Ep 728 show:
You’re now in The Perna Syndicate—hello and welcome! When companies perceive a skills gap in their workforce, most of the time their default is to hire new talent to plug the gap rather than teach their existing workforce new skills.
Too often, companies view upskilling programs as a line item on the budget, something that costs a pretty penny without much tangible return. But this is backwards. The truth is, engaged employees are 44% more productive than workers who feel just satisfied.
Now, forward-thinking organizations are looking at ways to invest in existing talent so they can hire fewer people that serve in similar roles. Closing the skills gap doesn’t just mean that new roles need to be filled. It also means that existing roles need to evolve to include new skills, tools, and resources.
With the current rate of change and disruption, upskilling is not a cost but an investment. Organizations need to zoom out and look at the long-term ROI for both the company and its people—including the impact it will have on culture, engagement, and retention.
Employees who are actively engaged and invested in the company will bring fresh energy and ideas to the table. And what’s more, they’ll stay at the table because they care. This can prevent the costs associated with turnover.
In the end, robust learning and development programs pay for themselves in the deeper engagement of a motivated and skilled workforce.
So, upskilling is necessary—but in what areas is it most crucial? We’ll tackle that question next time on The Perna Syndicate. Until then, take care!
The post 728-From Satisfied to Engaged appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 727
Episode Title: The Recipe for a Skills Gap
What are the basic ingredients that create a skills gap? Let’s talk about it, coming up next on The Perna Syndicate.
Ep 727 show:
Welcome to The Perna Syndicate! What’s the recipe for a skills gap? Of course, there’s a lot that goes into it. But in a nutshell, society shifts. In response to cultural trends, new ideas, and advancing technologies, people start prioritizing different things. This leads to a demand for new and different products and services. So the change in what needs to be produced means a change in how the workforce operates to produce it.
Complicating this scenario is a larger cultural shift away from hands-on work and toward “knowledge work.” People want and need these new products and services, but often don’t honor the labor force that produces them. So we have a bigger demand, PLUS a smaller number of people who are motivated to enter these careers.
So basically, as society shifts, so too does the job market and the skill sets required to meet these changes. That’s the recipe for creating a skills gap, which a majority of companies are now facing.
That’s why upskilling is such a vital part of success today. When companies fail to upskill their workforce, they will lack the skills to meet future or rising demands. A better way forward is to proactively invest in upskilling to avoid skills gaps, rather than respond to a gap that’s getting bigger by the day.
And this means lifelong learning and development. In today’s workforce, none of us should ever think that we’ve arrived. Maybe it used to be possible, but society is now shifting far too quickly for that to ever be true again.
Tomorrow: Should companies spend more on hiring new people or training the ones they’ve already got? It’s a question we’ll cover next time on The Perna Syndicate. See you then!
The post 727-The Recipe for a Skills Gap appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 726
Episode Title: The L&D Investment
Today’s workers want to upskill, but employers must embrace a mindset shift if it’s going to happen on a large scale. Here’s why, next on The Perna Syndicate.
Ep 726 show:
This is the Perna Syndicate and I’m your host, Mark Perna. Thanks for tuning in! As a nation, we find ourselves in a bit of a pickle. On one hand, employers are struggling to fill jobs that require skills increasingly difficult to find. At the same time, once they do find the right talent, retaining them for the long term is a major challenge.
It turns out, there may be a way to overcome both challenges at once: investing in upskilling and reskilling employees through vibrant learning and development (or L&D) programs. This also allows us to take a step toward closing the skills gap while we improve workforce retention.
It really is a win-win, because today’s workers want to upskill. Artificial intelligence and increasing automation have many people worried about their future job security. The best way forward is to expand your skills that machines can’t replicate. People want to skill up.
Not only does it keep them competitive, but the company will reap the benefits of a skilled and current workforce that is pursuing excellence. Additionally, upskilling programs make hiring easier by contributing to a stronger brand. This will attract new hires who are culturally aligned and driven by long-term professional growth.
For upskilling to take root as a cultural norm in your organization, the leadership must embrace a mindset shift. Lifelong learning isn’t just a cost, but rather, an investment.
Tomorrow: What forces create a skills gap—and how can we beat it? We’ll talk about that next time on The Perna Syndicate. Stay tuned and we’ll see you then!
The post 726-The L&D Investment appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 725
Episode Title: Remote Work 101
Remote work, remote worker burnout, and what’s truly non-negotiable—it’s a lot to think about! Let’s talk about the highlights, next on The Perna Syndicate.
Ep 725 show:
This is The Perna Syndicate—hello and welcome! For the last 2 weeks we’ve been talking about all the factors that go into a healthy virtual workplace. Today, we’re going to recap all of that in a 2-minute crash course. So let’s go!
Remote work is relatively new, and it’s up to the employer to challenge the stigmas around it. By utilizing the strengths of your team and making true connections, you can provide the tools that make remote work fulfilling.
Remote work comes with three non-negotiables. Number one is leading with intentionality. What is important above all else? Prioritize that and be intentional in implementing change. Number two is building trust with your team. Let go and trust that your employees know how they work best. Number three is respecting their autonomy. I believe the more freedom you create for your people, the more initiative they will take, leading to better results all around.
Burnout can be a problem in the virtual workplace. By replacing an urgent mindset with an asynchronous one, people feel less pressure. The best thing is to set explicit expectations and streamline as much as possible. Then, people have the time they need to get things done.
You should also have small, regular check-ins with your people to establish what their baseline is. Then, you can use that as a benchmark to know when they’re struggling and need extra support.
By creating a functional, asynchronous workplace, you will attract a young and passionate workforce that can put you ahead. I wish you the best in building your remote team into a power to be reckoned with!
Thanks for being part of The Perna Syndicate this week. I’m your host, Mark Perna, and we’ll see you back here next week for more insights and inspiration. Take care!
The post 725-Remote Work 101 appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 724
Episode Title: Working into the Future
It’s no secret that younger generations are more set on having flexible jobs. Here’s how to use that to your advantage, next on The Perna Syndicate.
Ep 724 show:
Hello and welcome to The Perna Syndicate! One thing we know about workers from the younger generations is that if they aren’t satisfied, they’ll keep looking until they find an employer who gives them what they need. Oftentimes, topping this list is the freedom and flexibility that remote work offers.
By having a virtual or semi-virtual workplace, your organization can market itself to an entirely new subset of talent. Alongside flexibility, remote work can also offer other major advantages like a boost in creativity, performance, and yes, even engagement.
With the right approach to remote work, even your employee retention rate can blossom. It’s been shown that 54% of employees say they would change jobs for one that offered them more flexibility. This also leads to an average of 12% reduction in turnover. That is major—and even more so now, when the high cost of employee churn is hurting companies big time.
If you think the younger workforce is different from previous generations, it’s because they are. They grew up with the internet and see it as a resource to take their careers further. To work into the future, we have to adapt to this new dynamic.
Good enough is no longer good enough. If your organization wants to remain an employer of choice, you need to make sure your approach to remote work is serving everyone well. That’s one thing that is truly non-negotiable.
Tomorrow: We’ll recap the conversation about remote work and the biggest takeaways on how to make it work for everyone. See you next time on The Perna Syndicate!
The post 724-Working into the Future appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 723
Episode Name: On the Lookout for Burnout
The best time to address burnout is before it happens. Here’s how you can spot the warning signs, next on The Perna Syndicate.
Ep 723 show:
You’re now in The Perna Syndicate—and I’m glad you’re here! There’s no way around the fact that, as a leader, it’s challenging to keep tabs on the mental health of remote workers. I’m right there with you. But that doesn’t mean that we can neglect the signs of remote burnout, in others OR in ourselves. It just means we need to be on the lookout.
The best way to spot burnout before it takes root is to establish a baseline of behaviors. Use natural benchmarks to check in with your employees.
For example, if you have a chatty coworker who has recently been quiet in meetings or on Slack channels, it’s a clue that something might be up. Take a minute to reach out to them.
Sometimes, people just dialing in to meetings, instead of turning on their video, could mean burnout is approaching. Even something as simple as a steady employee appearing disorganized and forgetful is a warning sign.
Creating checkpoints to talk about the emotions behind the work can be an easy way to start a culture of checking in. Just make sure you don’t invalidate the check-in by moving to another topic in the same conversation. As I’ve said before, check in—and then walk away. Let the check-in stand by itself, because that’s how people know you don’t have an ulterior motive for checking in.
These checkpoints are vital to create a baseline and keep communication open. Then you know when something’s off. Being proactive about burnout is the best way to prevent it.
Tomorrow: How can offering a remote workplace give companies an edge with Gen Z employees? We’ll discuss that question next time on The Perna Syndicate. See you then!
The post 723-On the Lookout for Burnout appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 722
Episode Name: 5 Tips for Remote Communication
Do you ever wish you had a list on exactly how to make remote communication easier? Let’s talk about it, next on The Perna Syndicate.
Ep 722 show:
Hello and welcome to a new day on The Perna Syndicate. Like many people, I work remotely with my team. And that means I’ve had to learn how to communicate effectively in the virtual world. I’m not perfect by any means, but here are 5 tips I’ve picked up along the way.
Number 1: Make it known who is directly responsible for communicating on a project. If you expect someone to communicate, but they don’t know that, what good does it do? Setting expectations upfront can clear up frustration on both ends.
Number 2: Define what a deliverable looks like and when a response is needed. Similarly, people can only do what you expect of them if they know what you expect.
Number 3: Proactively explain what will happen if the communication goes unanswered. Knowing what to expect can prevent confusion down the road.
Number 4: Use templates when internal communication is repetitive. Streamlining the process, when possible, allows people to focus their energy on more pressing tasks.
Number 5: Build a centralized and easy-to-navigate knowledge base so teammates don’t have to waste time looking for critical information. Having information easily accessible saves so much time (and so many emails)!
These are the hacks I use. Which of these 5 tips would make communication smoother for your team?
Tomorrow: just because your team is highly responsive doesn’t mean they’re safe from burnout. We’ll talk about that next time on The Perna Syndicate…See you then!
The post 722-5 Tips for Remote Communication appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 721
Episode Name: Asynchronous Autonomy
If your remote work culture expects instant responses from everyone, every time, you could be on the high road to burnout. Here’s why, next on The Perna Syndicate.
Ep 721 show:Welcome to a new week on The Perna Syndicate! I’m your host, Mark Perna, and today we are continuing the conversation about remote work. Specifically, I want to look at how we can build a culture that proactively prevents burnout before it starts for employees who work from home.
How companies communicate is a key component of a good workplace, but it’s going to look a lot different remotely. Today, organizations need to embrace what’s called “asynchronous” communication. This means that, due to different time zones and work schedules, people will naturally be communicating at different times of day and night.
And that’s why we can’t expect an immediate response to every question, email, or comment. If we do, and this urgent mindset becomes the norm, we risk burnout for everyone. Things sometimes take a little more time in the virtual workspace, and that’s okay.
Some companies incorporate apps like Slack to replace immediate responses in person, but embracing asynchronous communication is more than that. These apps aren’t effective if employees feel pressured to bend over backwards every time they hear a notification ping.
Asynchronous workplaces are different from the traditional office, and they should be treated as such. Giving your team the autonomy over their response times is a big step toward preventing burnout all around.
On tomorrow’s show, we’re going to cover 5 ways you can better communicate with your coworkers remotely. We’ll see you next time for that conversation on The Perna Syndicate. Until then, take care!
The post 721-Asynchronous Autonomy appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 720
Episode Title: Managers: Let Go!
Feeling a sense of ownership over your work style can increase your performance. Here’s why it matters so much, next on The Perna Syndicate.
Ep 720 show:
It’s Friday on The Perna Syndicate, and that means we’re wrapping up our series on the three essential elements of a strong remote team. Intentionality and trust were the first two, and today it’s all about respecting employees’ autonomy.
As backward as it may seem, managers need to let go more! The more room they make for their people, the more initiative these people can take. This is the missing piece to creating a self-motivated team.
Autonomy, or the freedom to make your own choices, is a core motivator. To be able to work according to your own strengths, in your own way, can be such a game changer.
Over the past few years, workers have discovered just how empowering it can be to control their own workflow. Let them decide how to best use their strengths. It will produce better results. They know what works best for them, you just need to give them the freedom and flexibility.
I’ll say it again: let go! It’s how I lead my team, and it always produces better results than if I attempted to micromanage them.
If you missed the last couple episodes on trust and intentionality, feel free to go back and give them a listen. All of these components work hand in hand to build a truly unstoppable remote workforce.
Thank you for tuning in to The Perna Syndicate this week! Next week we are continuing the conversation on how to make remote work not just okay, but actually incredible. I can’t wait to see you then—take care!
The post 720-Managers: Let Go! appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 719
Episode Title: Allowing Employees to Be Trustworthy
Using tools to monitor remote workers is making your work culture worse. Let’s talk about it, next on The Perna Syndicate.
Ep 719 show:
You’ve tuned into The Perna Syndicate—welcome! Along with being intentional, building good trust is vital in leading a remote team. Without trust, especially remotely, it’s all too easy to lose that personal connection with coworkers.
In the present day, there are infinite tools and trackers that can be used to monitor remote workers. While it may seem like a good business practice to keep productivity up, there’s a dark side. Tracking people so minutely will destroy any sense of trust. You’re basically telling your employees that they cannot decide how to do their best work, which kind of hurts.
Some make the argument that they need these tools to hold people accountable. In the physical office everyone is being visually monitored, so how is it different online?
The reality is, even if workers are physically present, they’re not always getting work done! Merely sitting at a desk in the office doesn’t mean you’re actually working.
The truth is, you have to trust your people if you want to build a rockstar team. A remote culture without a sense of trust is just demoralizing. Employees can’t be trustworthy until you allow them that freedom.
Rally your team, and trust them as much as you want them to trust you.
There’s no doubt that trust is vital in building a remote team. Yesterday we talked about how intentionality is just as important. So what is the last piece needed? Find out tomorrow on The Perna Syndicate. See you then!
The post 719-Allowing Employees to Be Trustworthy appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 718
Episode Title: Intentional Leadership
How can you be more intentional as a leader in the remote work environment? Let’s talk about it, next on The Perna Syndicate.
Ep 718 show:
You’re now in The Perna Syndicate—and I’m glad you’re here! All week we’ve been talking about remote work, and how employers can better understand their people. I recently got the chance to talk to authors Ali Greene and Tamara Sanderson, who say that there are three building blocks to making the virtual model work.
The very first point they make is for managers to lead with intentionality. Let’s dive a little deeper into what they mean.
To be intentional with your leadership, especially in the remote work space, you need to know exactly what you want the end goal to be. What is the end game, the outcome that matters most? How do you want decisions to be made? What do you want your work culture to look like? What is important above all else?
Once you can answer these questions, be intentional in implementing them. The virtual distance of remote work acts as a magnifying glass. It really makes you think about the details, and that’s why having a clearly defined plan, ahead of time, helps foster intentionality.
When you make your remote work culture happen by design rather than by accident, you can lead your team to greater productivity, connection, and overall job satisfaction. What it takes is a dose of deliberate, goal-driven planning—in a word, intentionality.
Tomorrow: There’s one more non-negotiable in remote-work leadership that we have to talk about. Take care and we’ll see you next time on The Perna Syndicate!
The post 718-Intentional Leadership appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 717
Episode Title: The Mythical Remote Worker
If we want to succeed as remote workers, we have to confront the myths that persist about this model. Here are two big ones, next on The Perna Syndicate.
Ep 717 show:
You’re now in The Perna Syndicate—welcome! In a world full of negative messages and conflicting opinions, we know that not everything we see and hear is true. Remote work is one area where this is evident, with a whole set of negative myths that just won’t go away.
It’s a myth that people have to be supervised in the office in order to be productive. In reality, it’s more about how people approach work than where. Am I right? If you can build a team that leans into their natural ability, they will achieve beyond expectation—regardless of where they’re located.
There’s another common myth that all remote workers are isolated and lonely. But the truth is, these are emotions that can be felt in any office, not just virtual ones. Building meaningful human connections can help minimize these feelings, both in person and remotely.
Myths like these persist because many times, employees lack the information and coaching to make remote work as fulfilling as it can be.
It’s up to employers to challenge the stigmas of remote work. If they utilize the strengths of their team and forge real connections, they are providing tools to make remote work fulfilling.
This is the kind of culture where myths are dispelled and doors are opened to both you—and your people.
That’s all for today—thanks for tuning in! Tomorrow on The Perna Syndicate, we’ll talk about 3 non-negotiables that make remote work, well, work! Take care and I’ll see you then!
The post 717-The Mythical Remote Worker appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 716
Episode Title: Remote Work Is a State of Mind
When the pandemic hit, it forced all of us to rethink the way we worked together. Let’s talk about this huge cultural shift, next on The Perna Syndicate.
Ep 716 show:
This is The Perna Syndicate and I’m your host, Mark Perna. Thanks for tuning in! For the next 2 weeks, we’re going to be talking about remote work in the post-pandemic world. Companies have embraced this model because workers have demanded the flexibility it brings.
Whether you like it or not, working remotely is here to stay.
Even though we’ve largely settled into this new way of working, there’s still a problem that organizations might be overlooking. Simply put, the old way of office management does not directly translate into the virtual office. To be an effective manager, you really need to have a remote work state of mind.
Sure, basic project management skills are important, but they are supersized when combined with people skills. Building a positive relationship with your remote team is the secret to building their passion for the contribution they make.
Though remote work is now the norm for many, we’ve got to remember it’s still pretty new. And it requires a new approach, different from the old office model we’ve been used to.
Remote work needs to be more than just a logistical solution. It needs to be a state of mind that everyone can embrace.
When you think of remote work, is it a positive or negative topic? Let’s dispute some myths about working from home tomorrow on The Perna Syndicate! I’ll catch you then.
The post 716-Remote Work Is a State of Mind appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 715
Episode Title: The Art of Self-Discipline
On a scale of 1 to 10, how self-disciplined are you? Turns out, this is a highly prized skill in the workplace today. More on that, next on The Perna Syndicate.
Ep 715 show:
Hello and welcome to a new day on The Perna Syndicate! As we wrap up our discussion on the soft skills most valued in the tech industry (and really, every other field as well), we have to touch on one that is often overlooked. I’m talking about reliability and self-discipline. Yep, we’re going there today!
We have to, because this is the trait that rounds out the five soft skills most desired by tech employers today. Creativity, critical thinking, leadership, and problem-solving also made the list, but I would argue that they don’t carry much weight unless you combine them with being a reliable and self-disciplined individual.
Reliability is a commitment to follow through, a respect for yourself and others that leads you to do whatever it takes to get the job done. Reliability means consistently delivering a high level of work—even when it’s hard to do so.
And of course, it goes hand in hand with self-discipline, because we can’t be reliable unless we’re able to manage our own emotions, thoughts, and actions. Self-discipline involves the ability to tell ourselves “no” when we feel or want something that our reason tells us is not what’s best right now.
In our culture of instant gratification, cultivating the art of self-discipline can be an uphill battle. It took me way too many years to apply this to my own life, but I reached the point where I could grow no further as a person and a professional until I did. I made it happen—and so can you.
If it was easy, everyone would do it. Those who practice these qualities in their everyday work will stand out as true professionals—in the workplace and beyond.
Thanks for being part of The Perna Syndicate this week! As always, feel free to drop me a comment any time at MarkCPerna.com. Take care and we’ll see you back here next week!
The post 715-The Art of Self-Discipline appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 714
Episode Title: Are You A Problem-Solver?
Compared to soft skills, tech skills are easy to teach. Next on The Perna Syndicate, that’s why workers who bring soft skills to the table have a distinct advantage.
Ep 714 show:
This is The Perna Syndicate—hello and welcome! The tech skills gap is challenging employers to find workers who have more than just the ability to code. In today’s ever-changing labor market, tech workers have to bring more to the table. And that’s where soft skills come in.
According to a recent study by the ManpowerGroup, tech employers are looking for five key professional skills in the people they hire. We’ve talked about creativity, critical thinking, and leadership already this week. Today, it’s all about the fourth skill: reasoning and problem solving.
The ability to reason is closely linked to critical thinking, and they both require a certain level of mental acuity. To be a reasoning person, you must be able to put two and two together and come up with the right answer. This is problem solving in its most basic form.
Technology solves a lot of problems, and it can be easy to just let it do that for us all the time. But we have to retain this ability to reason things out for ourselves and troubleshoot the challenges that come our way. There’s a measure of self-reliance that comes with the ability to reason and problem-solve in our everyday life.
Professional skills like reasoning are notoriously hard to teach. You can learn to code without grasping the logical thinking or reasoning skills that allow you to apply your technical smarts wisely.
Workers who come to the role already possessing these abilities have a distinct edge in today’s job market. Technical skills are the how, but professional skills are often the why.
Join me tomorrow for one last professional skill that we should all strive to develop. Thanks for tuning in and we’ll see you next time on The Perna Syndicate!
The post 714-Are You A Problem-Solver? appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 713
Episode Title: Leading Means Connecting
In our digital world, leaders who can truly connect with people on a human level are in high demand. Let’s talk about it, coming up next on The Perna Syndicate.
Ep 713 show:
Welcome to The Perna Syndicate! Today, your professional skills are becoming just as important as your technical abilities—maybe even more so in some industries.
This is borne out by recent research in the tech sector, where employers indicated the top five soft skills they want in new hires. We’ve covered the first two, creativity and critical thinking, and today we’re looking at number three: leadership and social influence.
Clearly, this is another thing that computers can’t do. Leadership is essentially human and involves the ability to both see a vision and convince others to follow you as you pursue it. That’s probably why the researchers at the ManpowerGroup titled this skill “leadership and social influence” rather than just “leadership.”
I believe that so many soft skills tie into our ability to forge a human connection with others. Everyone wants to feel seen, heard, and valued—that’s where a genuine human connection starts. And it’s something every leader has to be able to do.
I’d argue that human connection is even more vital in the tech industry, where it may be easy to hide behind a screen. But leaders will always seek to connect with people on their journey, because they want to help others reach their own greatness. They care about the people around them, and it shows.
People with the ability to influence and lead others are in high demand—not just in tech, but in every field.
Tomorrow on The Perna Syndicate, what’s another important professional skill that can make or break your career? We’ll see you back here for that conversation next time. Take care!
The post 713-Leading Means Connecting appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 712
Episode Title: Wanted: Critical Thinkers
If we have AI, why do we need critical thinking in the human workforce? Let’s talk about it, next on The Perna Syndicate.
Ep 712 show:
You’re now in The Perna Syndicate—thanks for tuning in! As fast as the world is changing these days, it’s vital to stay current in the skills your industry requires. But the secret to your ultimate success might depend on an entirely different set of skills—soft ones.
Nowhere is this more counterintuitive than in the tech industry, where we might assume that technical skills alone are king. Of course you’ve got to have them, but new research indicates that they’re not the only thing that tech employers are looking for.
A recent study found that there are five soft skills that tech leaders want in their workforce. As we discussed yesterday, creativity and originality topped the list. Coming in a close second is critical thinking and analysis. So what exactly is that?
Like the other soft skills we will explore this week, critical thinking is something that the robots can’t yet do—or rather, can only do as well as the humans who make them.
Critical thinking is the ability to look at the big picture and form an intelligent, sometimes even intuitive conclusion that drives the work forward. Critical thinkers are aware of their own limitations and biases, and seek reliable information to form a valid judgment.
Yes, computers can analyze all day for us. But there is a human element in true critical thinking that goes beyond data. And that’s why the tech industry—and every other industry—need their people to have it.
Next time, we’re looking at the third most-coveted soft skill in the tech space: leadership and social influence. See you for that conversation tomorrow on The Perna Syndicate!
The post 712-Wanted: Critical Thinkers appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 711
Episode Title: Why Tech Demands Creativity
The tech industry has a skills gap, and it’s not just in coding skills. Here’s why soft skills are gaining steam as a must-have—next on The Perna Syndicate.
Ep 711 show:
It’s a new week on The Perna Syndicate and I’m your host, Mark Perna. Last week we talked about how tech companies are trying to bridge the skills gap. It turns out that this gap isn’t just in technical abilities, but also in soft skills (or what I call professional skills).
Research by Experis and the ManpowerGroup uncovered the top five professional skills that tech employers are looking for. And in my opinion, they also apply to almost every other industry out there.
According to the study, the number-one, most in-demand professional skill sought by tech companies is creativity and originality. They can’t find enough people who have the innate ability to think—and work—outside the box.
I wonder why this is. It seems like our education and training programs are all about teaching young people the skills to do today’s work. It’s tough to get beyond that and give students and trainees the next-level art of imagining what tomorrow’s work could look like.
But this is just where I think young people can excel, if we let them. They’re always questioning if there’s a better way to do things. They want to know the why, so that they can improve the how. Sadly, this creative impulse is too often suffocated when we assume they’re just asking why to be subversive or defiant.
In tech especially, creativity and originality are traits we can’t afford to stifle. I say we let them ask why—and give them real answers they can use to make things better.
Tomorrow on The Perna Syndicate, we’ll talk about another professional skill that tech employees have to have. Take care and we’ll see you then!
The post 711-Why Tech Demands Creativity appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 710
Episode Title: The Soft Skills Gap
The tech industry is struggling with a skills gap, but it’s not just in hard skills like coding. There’s a gap in soft skills, too. Let’s talk about it, next on The Perna Syndicate.
Ep 710 show:
Welcome to The Perna Syndicate today! Though tech layoffs have made the news lately, the bigger picture is significantly more positive. A majority of tech companies reported plans to hire during the first quarter, presenting a much better employment outlook than many people might think.
But even as demand for tech workers stays strong, companies simply can’t find enough people with the skills they need. That’s led to more employers looking at ways to help new hires cross this skills gap.
Some now offer reimbursement for training and certifications that a new hire brings to the company. That’s great news for tech workers, who can take advantage of companies like the ManpowerGroup and others that offer free training opportunities for candidates and consultants to upskill at no charge.
In their quest for skilled workers, organizations are also partnering with colleges to provide internships and activities such as hack-a-thons or coding contests to identify emerging talent.
What’s counterintuitive, though, is that the skills gap isn’t just about tech skills. 78% of employers report difficulty finding employees with the right combination of hard and soft skills, which I like to call professional skills. As we said earlier this week, a strong set of professional skills can make or break your career—even in a technical role.
Next week on the show, we’re going to dive into the top five professional skills that tech employers (and really, employers in any industry) are looking for. Tune in to find out how your skills stack up in the new employment landscape. That’s all for now—thanks for being part of The Perna Syndicate!
The post 710-The Soft Skills Gap appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 709
Episode Title: If You’re Laid Off
Are you worried about being laid off? Now is the moment to make a plan so that you can use that downtime to your best advantage. Here’s how, next on The Perna Syndicate.
Ep 709 show:
You’re now in The Perna Syndicate—hello! The recent layoffs in the tech industry have made a lot of current and prospective tech workers nervous. So, what if you find yourself in the position of being laid off? What should you do next?
Well, it’s never fun when your employment situation changes unexpectedly. So it’s okay to feel all the emotions that come with that. But don’t stay there. Set yourself a goal to use this time wisely. It can be a tremendous opportunity to assess your skills and use the downtime to take advantage of new training and skilling pathways.
You should also use this time to reach out to your professional and personal networks to help make connections to new organizations and opportunities.
Finally, being laid off could be the right time to embrace a new flexibility in your career. If you’ve never considered working with a staffing agency or consulting company, this might be the moment to try it. Such work may not have the security of the traditional 9 to 5 job, but it comes with its own benefits.
These include the ability to work with a variety of top companies, learn new skills, gain exposure to different work cultures, and build connections with an array of projects and teams. Try to focus on what you can gain rather than what you lost.
Who knows? Maybe you’ll discover a fresh career direction that will turn out to be a better path for where you’re at in your life. Don’t give up hope. Being laid off is not just an ending—it’s also a new beginning.
Tomorrow on The Perna Syndicate, is there a soft skills gap in tech? Join me next time for that conversation—we’ll see you then!
The post 709-If You’re Laid Off appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 708
Episode Title: Future-Proofing Your Career
Is it possible to really “future-proof” your career? While no one knows what lies ahead, there are steps you can take to be ready—next on The Perna Syndicate.
Ep 708 show:
You’re now in The Perna Syndicate—I’m glad you’re here! In light of the high-profile tech company layoffs of recent months, many younger workers might be concerned about losing their job. No one really knows what is coming next. So how can they—and the rest of us—prepare for an unknown future?
Workers in any field can take the first step toward future-proofing their careers by staying on top of trends. Spend the time now to ensure you’re skilled in the areas that are projected to grow. This should be an ongoing investment that you make in your future—taking the initiative outside working hours to stay current.
The second step to future-proof your career is to actively seek out opportunities for new experiences. Whether it’s an internship, independent hands-on learning, or even a volunteer opportunity, the skills you learn by doing can never be taken away from you. Not to mention how great they look on your resume when you’re interviewing with prospective employers.
Thirdly, and perhaps most importantly, we need to give attention to our professional skills. Often called soft skills, these types of leadership, communication, and interpersonal skills are just as critical as the technical competency required by the role.
Your professional skills could be the deciding factor in your ability to land the job, keep it, and move up the ranks. And the best news? You don’t have to wait till you’re employed to develop your professional skills. They are the currency of a future-proof career.
Next time, what if you do lose your job? What do you do next? We’ll offer three pieces of advice tomorrow on The Perna Syndicate—stay tuned!
The post 708-Future-Proofing Your Career appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 707
Episode Title: Why Tech Isn’t Going Away
The field of technology is always changing, but tech workers concerned about their job security shouldn’t worry too much. Here’s why, next on The Perna Syndicate.
Ep 707 show:
This is The Perna Syndicate—hello and welcome! Recent layoffs and uncertainty in the technology sector have a lot of people worried—especially younger workers who may have just launched their careers in this field.
It’s true that the threat of a recession has caused more than a few companies to slow the pace of their hiring overall. However, when it comes to tech-related jobs, the net employment outlook remains strong. According to a recent survey, 64% of employers in the IT industry planned to increase their staff during the first quarter of 2023.
Employment prospects look even brighter long term. By 2025, it’s projected that some 149 million new digital jobs will be created in areas such as Privacy and Trust, Cybersecurity, Data Analysis, Machine Learning and AI, Cloud, Data and Software Development.
That’s a lot of new jobs! And this is why I believe tech will remain a viable career choice for young people. In short, tech is not going away.
Like any industry, technology has seen its ups and downs. All of this feels bigger and more intense nowadays because it’s happening so fast. But when you look at the trajectory of our culture and how integrated technology will continue to be, it’s hard to imagine that tech is not going to need the best and brightest talent it can get.
In the foreseeable future, tech jobs across just about every industry will remain hot and in-demand. Tech isn’t going away any time soon.
Tomorrow, we’re going to talk about how tech workers (and the rest of us) can future-proof our careers in a changing world. Join me next time on The Perna Syndicate—see you then!
The post 707-Why Tech Isn’t Going Away appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 706
Episode Title: What’s Next For Tech Careers
If you’ve heard about the recent tech industry layoffs, things might not be as bleak as the headlines indicate. More on that, next on The Perna Syndicate.
Ep 706 show:
You’re now listening to The Perna Syndicate! I’m your host, Mark Perna, and today I want to talk about the ever-changing field of technology. Specifically, the recent layoffs at multiple big-name tech companies have gotten a lot of press lately. The uncertainty in the economy is no doubt contributing to these adjustments.
Naturally, this has caused ripples of concern among job seekers—especially members of the younger generations who might have recently started their careers or who soon will be. Suddenly, young people might be wondering whether they made a mistake in pursuing a job in tech.
Of course, they’re not the first generation to feel this way. I think back on the dot-com crash in the early 2000s that my generation experienced. The labor market has always been liable to shift at the drop of a hat.
But the good news today is that, according to research by Experis and the ManpowerGroup, many IT tech companies are still looking to hire. 64% of employers in the IT industry planned to hire in the first quarter of 2023, while 78% reported difficulty finding the talent to fill these roles. And that data doesn’t even include opportunities for IT roles at companies outside the IT industry itself.
The high-profile layoffs of recent months are just one part of the story. This week, we’re going to look at how workers in all fields, but especially tech, can pivot and adapt as things continue to change.
Tomorrow, stay tuned for a conversation on why tech workers will always be in demand. We’ll see you back here next time on The Perna Syndicate!
The post 706- What’s Next For Tech Careers appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 705
Episode Title: When Students’ Flame is Kindled
When we kindle the flame of learning for students, they don’t just accept the filling of the vessel with information—they want it. Here’s why, next on The Perna Syndicate.
Ep 705 show:
Hello and welcome to The Perna Syndicate today! All week we’ve been talking about a one-liner from the Greek philosopher Plutarch, who stated that “The mind is not a vessel to be filled, but a fire to be kindled.”
Unfortunately, that’s not how our current education system is operating. All too often, students are treated like passive recipients of learning, instead of active agents in their own education.
I find it ironic that we focus so much on filling the vessel rather than kindling the flame for young people, because once their interest is piqued, teaching becomes easy. At that point they don’t just accept the filling of the vessel—they want it.
Once they care about the subject and know the person teaching it has a human connection with them, it seems their vessels develop limitless capacity for learning. Isn’t that what we all want for our students? To love to learn, and to learn to their fullest potential?
Students whose flame has been kindled don’t have trouble getting to class on time. Somehow, they manage to get their homework done. No one has to babysit them or stand over them to make sure they’re doing the work. They take that responsibility upon themselves, because they see learning as relevant and interesting. It matters.
Just remember: for Gen Z, we must kindle the flame before we ever try to fill their vessel. And once we do kindle that flame, filling the vessel will take care of itself.
That’s all for this week on The Perna Syndicate. Be sure to subscribe if you’re not already, and we’ll see you back here next time for more quick-hit insights and inspiration. I’m Mark Perna—thanks for tuning in!
The post 705-When Students’ Flame is Kindled appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 704
Episode Title: Kindling the Minds of Students
How can we kindle students with the excitement of learning? The secret is to forge a human connection with them. More on that, next on The Perna Syndicate.
Ep 704 show:
This is The Perna Syndicate—hello and welcome! As we’ve been discussing all week, both vessel-filling and flame-kindling are essential in education. The trick is, for Generation Z it’s crucial that they be in the right order. If we kindle the minds of students with curiosity about the topic, they will then be open to the information we want to impart. We have to kindle their flame before we can fill their vessel.
So how do we practically kindle that flame? The best way to inspire students to love learning is through the conduit of a human connection.
A human connection stands or falls on three questions that every young person is silently asking. Whether they even realize it themselves or not, they all want to know: Do you see me? Do you hear me? And do I, in fact, matter?
If young people feel that the answer to any of these questions is no, we’ve lost them. No human connection will be forged. No flame will be kindled. No vessel will be filled.
On the other hand, if they do feel seen, heard, and valued, they will welcome that interaction and give you a voice to speak into their lives. And they’ll listen.
Taking the time to connect with students, to show them that they’re not just a number—well, it’s the only way that I know to kindle their minds with the fire of learning. They don’t want instruction from someone who doesn’t care about them. Would you?
Next time, we’re going to talk about what happens when we first kindle the flame and then fill the vessel for Gen Z. Spoiler alert: it’s a good outcome. We’ll see you next time on The Perna Syndicate!
The post 704-Kindling the Minds of Students appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 703
Episode Title: Closed Vessels
Gen Z is the first generation that demands that we kindle their flame before they will let us fill their vessel. Here’s what that means, next on The Perna Syndicate.
Ep 703 show:
You’re now in The Perna Syndicate—welcome! What does a first-century Greek philosopher have to say about education today? Quite a bit, actually. Writing in the first century, Plutarch made the fascinating observation that “The mind is not a vessel to be filled, but a fire to be kindled.”
Yesterday we talked about how Plutarch’s point was probably more about the student being active rather than passive in their education. So yes, vessel-filling is needed—but there’s a very stark difference in how today’s young people respond to vessel-filling versus every other generation.
In the past, teachers could fill the vessel without much time dedicated to kindling the flame. Education wasn’t expected to be all that exciting in order for young people to give it their best effort. They understood that they needed to learn what they needed to learn, and they accepted it as it was given. By and large, you could fill their vessel with information.
But all of that is different now. Generation Z is the first generation in history that requires you to inspire their interest and passion before they will allow you to teach them the subject. We have to kindle their flame before we attempt to fill their vessel.
To take the analogy one step further, if we fail to kindle the flame of learning, they’ll put the lid on their vessel. On a closed vessel, everything we try to pour in just slides off. That’s not helping anyone—teacher or student.
Tomorrow on The Perna Syndicate, let’s get practical about how we can actually kindle the flame of learning for students, so that they will let us fill their vessel with knowledge. Take care and we’ll see you then!
The post 703-Closed Vessels appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 702
Episode Title: We Still Need to Fill Vessels
If you had to choose between filling students with information or kindling their fire for learning, what would you pick? More on that, next on The Perna Syndicate.
Ep 702 show:
Welcome to The Perna Syndicate! Yesterday we talked about the first-century Greek philosopher Plutarch, who famously said, “The mind is not a vessel to be filled, but a fire to be kindled.”
While there is a lot of truth to this, I believe that the vessel-filling aspect of education is still important. Children are not born knowing everything they need to know merely by instinct. We have to impart that knowledge.
And you know, I don’t think Plutarch was arguing that education shouldn’t include any vessel-filling. He was most likely just pushing back against an educational model that treated students like docile recipients of information, when really, they should be so much more.
Treating the mind like a vessel to be filled puts all the agency on the teacher. The teacher is the one doing all the work; the student is merely receiving what is being taught. That’s really passive.
But a fire has agency of its own, doesn’t it? With the right fuel, it burns bright and strong. It doesn’t need to be told what to do. Once that flame is kindled, it is self sustaining.
This is a much more active model of education. We don’t have to choose between filling the vessel and kindling the flame. To be truly effective, education needs both.
Tomorrow: Gen Z is the first generation in history that won’t let you fill the vessel until you first kindle the flame. Join me next time on The Perna Syndicate for more on that topic. See you then!
The post 702-We Still Need to Fill Vessels appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 701
Episode Title: Plutarch on Education Today
Our educational system has focused on just one imperative for far too long. Here’s what it is and why it needs to change, next on The Perna Syndicate.
Ep 701 show:
This is the Perna Syndicate and I’m your host, Mark Perna. Thanks for tuning in! Way back in the first century, a Greek philosopher named Plutarch made an interesting observation about how people learn. So interesting, in fact, that it’s still resonating today. In his view, “The mind is not a vessel to be filled but a fire to be kindled.”
People haven’t changed all that much in the past two thousand years. If students’ minds aren’t just passive vessels to be pumped full of information, but rather fires that need to be kindled—well, how are we doing?
Are we inspiring the kind of voracious appetite for learning that, like a fire, is never satisfied? Are we fanning the flames of curiosity? Are our classrooms and labs places where creativity thrives?
Unfortunately, I believe we’ve inherited a model of education that is predicated on vessel-filling rather than flame-kindling. Our testing-driven educational culture is one symptom of this underlying view. Cram the kids with data, hone their test-taking skills, push them through to get a decent score, and our job is done—right?
While high test scores are nice to see, they should never displace the value of experiential, passion-driven, hands-on learning where students can actively engage with the content and skills being presented.
And you know what’s really sad? If we try to replace flame-kindling with vessel-filling, neither will take place.
So, it’s important to kindle the flame for students to really learn. Does that mean there’s no place for vessel-filling at all? We’ll talk about that next time on The Perna Syndicate. Stay tuned and we’ll see you then!
The post 701-Plutarch on Education Today appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 700
Episode Title: A Culture of Feedback
Feedback—does the very word make you cringe? Here’s why we need to broaden our definition of this workplace dynamic, next on The Perna Syndicate.
Ep 700 show:
Thanks for tuning into The Perna Syndicate today! As we talk about retaining the younger-gen workforce this week, we need to bring up a topic that many people dread: giving and receiving feedback at work.
I get it: the very idea of feedback can have negative connotations, especially for anyone who has experienced ‘old-school’ people management. But it doesn’t have to be that way today. As organizations move toward a more talent-centric focus, feedback can actually become a positive tool for growth and professional development.
For example, did you know feedback doesn’t have to be about something you’re doing wrong? Every time you compliment someone on their work, you’re providing feedback to that person.
The goal is to reach the point where it feels safe to both give feedback and to hear it. Done right, positive and constructive feedback should encourage the growth of your team, not just point out poor performance.
This broader understanding of feedback allows us all to welcome rather than fear that conversation. For younger workers especially, feedback of all kinds can become a powerful tool for career and skill development.
A culture of feedback is a place where it’s ok to talk about what could be better, as well as what is going great. We need to have both conversations.
Thanks for being part of The Perna Syndicate this week! I’m your host, Mark Perna, and we’ll see you back here next week for more insights and inspiration. Take care!
The post 700-A Culture of Feedback appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 699
Episode Title: More Money or More Balance?
What’s more important to workers today, a bigger paycheck or a better work-life balance? Let’s talk about it, coming up next on The Perna Syndicate.
Ep 699 show:
Thanks for tuning into The Perna Syndicate today! According to research recently conducted by Leapsome, there are two top reasons that employees plan to change jobs.
The first, shared by 76% of respondents, is that they want a better compensation and benefits package. That’s not surprising. But this is closely followed by a desire for better work-life balance, a reason cited by 74% of the people surveyed.
That means that to most people, more money is almost equally important as better boundaries between their personal and professional lives.
This is good news for employers, especially in a challenging economic climate where significant pay increases may not always be possible. Instead, organizations should look beyond raises for ways to improve the employee experience. Perks like flexibility, autonomy, and accommodations can help them better balance their responsibilities.
Other areas to invest in could include more mental health support, building a sense of community with in-person events, complimentary access to facilities or tools that promote healthy living, and other perks. Instead of more money in the paycheck, these types of benefits add more value to the daily experience.
Employee satisfaction isn’t just about the money. And that’s why it’s not always the biggest payroll that will win the War for Talent.
If you’re not already, be sure to subscribe to The Perna Syndicate now on your favorite platform so you don’t miss anything. Thanks and we’ll see you back here tomorrow for more!
The post 699-More Money or More Balance? appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 698
Episode Title: Success On Their Own Terms
Not everyone wants to grow their career by moving into management. That’s why one-size-fits-all career development doesn’t work. More on that, next on The Perna Syndicate.
Ep 698 show:
This is The Perna Syndicate—I’m glad you’re here! We’ve talked a lot lately about how younger workers want to grow their skills and see a clear career path within the organization. But does that mean they all want to move into management and leadership roles?
The short answer is no. A desire for development doesn’t necessarily mean that every employee is seeking a promotion up the corporate ladder.
Managing people isn’t everyone’s definition of success. Some employees want to advance professionally by expanding their current role or making a lateral move into another department. Career growth should be defined by the individual, not by a predetermined pathway of what success should look like.
That means we can’t create a vanilla, one-size-fits-all employee development program. Taking a more personalized approach will help retain top performers, which is critical to maintaining a competitive advantage and driving business productivity.
It’s also worth considering ways to fast-track certain people to ensure they are rewarded for their skills and effort. The goal is to help each employee create their own path through their career. If their contribution is valuable to the organization, they need the freedom to define career success on their own terms.
Tomorrow: What’s more important to younger workers, higher compensation or better work-life boundaries? The answer might surprise you, next time on The Perna Syndicate. Take care and we’ll see you then!
The post 698-Success On Their Own Terms appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 697
Episode Title: Build Skills, Build Retention
How do you stay in demand if the labor market shifts? It’s all about skill development and younger workers know it. Here’s why, next on The Perna Syndicate.
Ep 697 show:
Hello and welcome to The Perna Syndicate! Yesterday we talked about how younger-gen workers are continuing to change jobs in search of the right fit, even with an economic downturn looming ahead.
It’s very likely these workers will remain in demand even as market conditions shift. Many younger workers possess skills like computer science and digital marketing that are highly valued in the labor market. Of course, this is part of the reason that it’s fairly easy for them to job-shop.
I’m a firm believer that regardless of what happens with the economy, those employees who develop the right skills will always be in demand. This is especially true as older employees continue to age out of the labor market.
The question then becomes how employers can put programs in place to keep their top talent. Part of the answer is to help these high-potential employees build more skills.
The recent Amazon survey showed us that the younger generations place huge value on working for employers who will invest in developing their talents. So, a first step is to create individualized development plans where employees can direct their own learning.
They’ll invest in the company if the company will invest in them. It’s as simple as that.
Tomorrow: Younger workers are ambitious to grow their skills, but does that mean they all want to take on leadership roles? We’ll cover that and more next time on The Perna Syndicate…see you then!
The post 697-Build Skills, Build Retention appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 696
Episode Title: Why Younger Workers Job-Shop
I’ll invest in you if you’ll invest in me: that’s the message that more and more young people are sending to their employers. Here’s what this means, next on The Perna Syndicate.
Ep 696 show:
This is The Perna Syndicate and I’m your host, Mark Perna. After more than a year of employers vacuuming up every employee they could find, we’re seeing a shift in the labor market. Unemployment has recently hit historic lows, but that may change with the economic turbulence on the horizon.
A recent survey commissioned by Amazon found that 74% of Gen Z-ers and Millennials are contemplating a career change in the next 12 months. Why? Because they lack career mobility and skills development options in their current roles.
That’s right—despite the threat of a recession or layoff, younger workers still prioritize working for employers who offer the perks they want. Things like career development, positive company culture, flexibility, and good compensation and benefits are all very important to this generation.
As a generational cohort, younger-gen workers are inherently more focused on personal development and continuous growth. And true to form, instead of hunkering down to wait out the economic storm, they’re still shopping for the right fit.
Even if it’s harder to land the right job, they still feel it’s normal to stay open to new opportunities. So how can companies engage and retain these talented workers so they don’t go job shopping elsewhere? It’s simple: invest in them.
That’s our topic this week. Stay tuned and we’ll see you back here tomorrow for more on The Perna Syndicate!
The post 696-Why Younger Workers Job-Shop appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 695
Episode Title: Mental Health Support That Workers Want
When it comes to improving mental health in the workplace, it’s crucial to offer benefits that serve everyone. Listen in for why this matters, next on The Perna Syndicate.
Ep 695 show:
Hello and welcome to a new day on The Perna Syndicate! The challenge for employers is clear: if you want to gain an edge in the war for talent, finding ways to meet the mental health needs of your employees is critical.
Offering benefits that reach the range of employees, regardless of where they are in their lives and careers, is now essential.
Young people have shown more interest in employers who support their mental health. But to make these investments pay off, companies must think beyond serving just young people. Everyone inside the organization should benefit from the programs that are implemented.
Of course, creating these wellbeing programs should be more than just checking off a box. Employers should be building these strategic offerings with input from everyone, based what their people want and need.
That also means embracing a mindset shift. We can’t think of these programs simply as expensive changes. We should see them as essential investments that will return far more value to the organization than they cost.
While it might seem simplistic, the truth is that all of us, at our core, want to be seen, heard, and valued at work. That’s the thrust of the mental health support that employees want—and it’s what being human is all about.
That’s all for this week! Thank you for tuning in and making The Perna Syndicate a part of your day. If you have a minute, I invite you to check out my new website at MarkCPerna.com. We’ll see you next week for more on The Perna Syndicate!
The post 695-Mental Health Support That Workers Want appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 694
Episode Title: Destigmatizing Mental Health
Compared to older generations, young people today are more willing to talk about the mental health hurdles they face. Here’s why this is needed, next on The Perna Syndicate.
Ep 694 show:
Welcome to The Perna Syndicate today! This week we’ve been talking about the ever-present topic of mental health in the workplace and how we can support young people in their desire to normalize this discussion.
Unfortunately, struggling with your mental health still comes with a bit of stigma. But young people are ready to change that. The ability to be open about struggles and search for solutions to their stressors is one of their key traits.
Remote work has only increased the need to normalize mental health solutions, as people struggle to balance their personal and professional lives.
Case in point: a recent study by TalentLMS and BambooHR reported that 82% of Gen Z employees find it important to have mental health days. Another half want mental health training as well.
The task of helping people feel supported in this area is increasingly falling onto employers. It takes more than just making mental health resources available through the company. We also need to destigmatize the need for such services.
This is a big factor in retaining employees, especially younger ones. Mental health is fast becoming one of their most important priorities. Normalizing these types of conversations only improves the environment of a workplace—and moves you closer to a culture where people feel safe and secure.
Tomorrow: How can we see the shift toward a mentally healthy workforce as an investment, not just an expense? We’ll answer this and more, next time on The Perna Syndicate. See you then!
The post 694-Destigmatizing Mental Health appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 693
Episode Title: What’s Stressing Young Workers Out
Younger generations may be struggling with their mental health more than their older peers. Here’s what employers need to keep in mind, next on The Perna Syndicate.
Ep 693 show:
You’re now in The Perna Syndicate—welcome! As we know, young people today are highly connected to technology, especially compared to other age groups. As a result, they have the idea that they need to always be online and connected—which leads to increased stress and burnout.
Employees from the younger generations may perceive a higher pressure to perform in the workplace. At the same time, they are likely grappling with financial challenges as well. These often stem from student loan debt, higher housing costs, and lower job security.
They also face other stressors that members of older generations didn’t face when they entered the workforce. These include the current economic downturn, the fallout of the pandemic, and social media peer pressure, to name a few.
With all this, it is easy to see why members of the younger generation might feel inadequate or out of balance in their lives.
This sounds bleak, but it’s actually a fantastic opportunity for employers to step into the breach and show their younger employees that they care. Offering mental health resources, flexible work arrangements, and a positive work culture will help you become an employer of choice—both now and into the future.
Tomorrow: What’s one more way that employers can help address the generation-specific issue of mental health? We’ll tackle that question on the next episode of The Perna Syndicate. See you then!
The post 693-What’s Stressing Young Workers Out appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 692
Episode Title: Convincing Them That You Care
Employees need a work environment where they feel mentally healthy. Here’s how organizations can start creating that kind of culture, next on The Perna Syndicate.
Ep 692 show:
Thanks for joining the Perna Syndicate today! This week we’re talking about mental health in the workplace, specifically how employers can play a role in supporting their people’s mental wellbeing.
Today, burnout is on the rise as individuals grapple with a challenging economy and increased pressure at work. The current talent shortages are putting additional burdens on the existing workforce. It’s been rough all around.
To help employees deal with all this stress, employers must convince their people that they care. Showing that you’re invested in their wellbeing starts with making meaningful support accessible. Every employee should have access to mental health counseling and telehealth services as a standard benefit.
It’s been shown again and again—when employees feel like a company cares about their wellbeing, they perform better. That means that to stay competitive, organizations need to put their employees’ wellbeing at the core of their business strategy. Failing to make this a priority can impact profits, customer support, sales, and safety—that’s huge!
The bottom line is, mental health matters. The sooner the business world embraces that reality, the sooner we can move forward toward a healthier future.
Tomorrow: Are young people more stressed and burned out than their older peers? It’s worth asking. Let’s talk about it next time on The Perna Syndicate. See you then!
The post 692-Convincing Them That You Care appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 691
Episode Title: The Mental Health Priority
Why are so many people fearful to be honest about their mental wellbeing with their employers? Here’s the scoop, next on The Perna Syndicate.
Ep 691 show:
This is the Perna Syndicate and I’m your host, Mark Perna. Thanks for tuning in! In a rapidly changing world, it’s easy to fall behind on good mental health practices. When we don’t feel mentally strong, we’re not able to be our best selves, at home or at work. If we don’t feel a sense of support, especially at work, leaving to find a more supportive atmosphere starts to sound like a pretty good idea.
A recent study by Pew Research has shown that nearly 40% of employees want to discuss mental health in the workplace. Younger generations especially view these conversations as meaningful support. But at the same time, very few feel comfortable bringing up these topics themselves.
We all know it can be difficult to be vulnerable with people, especially in a professional setting. In fact, only 1 in 5 employees feel comfortable bringing up mental health concerns with their HR teams.
They may feel that this level of honesty can be viewed as a vulnerability, increasing their chances of being laid off or making them less likely to receive a promotion.
But just because we don’t talk about our mental health challenges doesn’t mean they’ll go away. In fact, the opposite is often true—which makes mental health conversations a new priority in today’s workplace.
Tomorrow: What can employers do to create an environment where people feel comfortable having these tough conversations? We’ll cover that and more tomorrow on The Perna Syndicate. See you then!
The post 691-The Mental Health Priority appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 690
Episode Title: How to Develop Leaders
There are lots of reasons why we need to develop new leaders. Here’s a little more on how to do it, coming up next on The Perna Syndicate.
Ep 690 show:
You’ve tuned into The Perna Syndicate—welcome! We’ve talked a lot this week about why we need to develop young workers into leaders. Now, I want to wrap up with a conversation on how.
The first step is to have conversations with those employees. They need to know they’re valued and that they have a career path at the company. In fact, understanding their career path makes leaders four times more likely to find meaning and purpose in their jobs, which increases their likelihood of staying at the company.
High-potential leaders also need two kind of development experiences: feedback from internal and external coaches, and regular assessment to diagnose their strengths and areas for improvement.
Assessment is an often-overlooked piece of the development puzzle. Before people can grow, they have to know where they’re lacking. An objective look at what they are truly skilled in and what they may struggle with is extremely helpful.
With that knowledge in hand, tailored programs can be developed. Ideally, these programs should include interactive learning experiences with peers, as that is the preferred learning method for the majority of current managers.
Whether we like it or not, young people today will be the leaders of tomorrow. Influencing their development is a powerful way to make a positive difference and fill the leadership talent shortage.
Thanks for being part of The Perna Syndicate this week! I’m your host, Mark Perna, and we’ll see you back here next week for more insights and inspiration. Take care!
The post 690-How to Develop Leaders appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 689
Episode Title: 5 Critical Leadership Skills
What are the top five leadership skills that young people need to develop? Let’s talk about it, coming up next on The Perna Syndicate.
Ep 689 show:
This is The Perna Syndicate—let’s get going! We’ve been talking about leadership this week, and recent research has uncovered five critical skills that every up-and-coming leader needs to master.
First is the ability to identify and develop future talent. Leaders are able to see the potential in others and follow through with coaching, feedback, and development opportunities to bring that talent to fruition.
The second skill is strategic thinking, or the ability to anticipate and respond to changes in the market. This allows leaders to effectively compete and navigate the business environment and to prioritize the work that is most important.
Third, being able to manage change successfully is a crucial skill. This means identifying necessary changes, communicating about change effectively, and leading others through the transition in a positive way.
The fourth leadership skill young people need to develop is decision-making and prioritization. This means having a clear grasp of the situation and being able to identify the most important goals and actions to take.
Finally, leaders need to be able to influence others. This skill involves understanding others’ needs and motivations, while being able to persuade others to support your own ideas.
Leaders of any age can benefit from developing these five skills. And the best part? Unlike many other skills today, these will never become obsolete.
Tomorrow: what are some practical ways that organizations can start training up the next generation of leaders? Catch me next time on The Perna Syndicate for more on that. See you there!
The post 689-5 Critical Leadership Skills appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 688
Episode Title: Letting Young Leaders Shine
Why aren’t companies developing younger leaders? Are they falling for the negative stereotypes about Gen Z? Let’s talk about it, next on The Perna Syndicate.
Ep 688 show:
Hello and welcome to The Perna Syndicate! According to recent research, effective leaders are one major asset that many companies are missing. Yesterday we talked about how we need to stop looking for leaders and instead, start developing younger employees to step into these vital roles. So why aren’t more companies doing this?
To be fair, some are. And the research indicates that the younger workers at such organizations are much more engaged and likely to stay long-term than their peers at other companies.
But sadly, all too many organizations would rather bring in an experienced leader than take the time to develop a new one. Maybe they’ve bought into the negative stereotypes about young people today—they’re lazy, entitled, unmotivated, etc. This is sad, because young people are our future and they will be what we help them to become.
As I travel across the country speaking to audiences, I’ve found that one of my roles is to dispel the misconceptions about today’s younger generations—especially when it comes to their viability as valued employees.
The research shows that what young people really want is the chance to grow, develop their skills, and yes, lead. And guess what? Organizations need leaders to step up from the younger generations more than ever. The good news is that they’re ready for the opportunity. Are we ready to let them shine?
Tomorrow on The Perna Syndicate, what are the five critical skills that young people need to become effective leaders? We’ll cover that next time…see you then!
The post 688-Letting Young Leaders Shine appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 687
Episode Title: Want More Leaders? Create Them
Companies are facing a leadership shortage. Is it time to stop looking for leaders and instead start creating them? Let’s talk about it, next on The Perna Syndicate.
Ep 687 show:
You’re now in The Perna Syndicate—and I’m glad you’re here! There’s a major leadership shortage at organizations everywhere, with only 12% of companies saying they have enough effective leaders. It begs the questions: where are all the leaders?
I’d suggest that the leaders we need are there already. They just need the training and development to reach their full potential. But many companies are failing to offer leadership development opportunities to younger workers—which is why many of these high-value employees quit.
DDI’s research shows that more than 85% of young workers want more coaching. Leaders who received quality coaching from their managers were one and a half times less likely to leave for another company to advance their careers. Coaching gives these up-and-coming leaders a clear path to grow within the organization.
Additionally, only 5% of high-potential employees who received leadership development experiences reported they plan to leave their companies within the year. 50% reported having a stronger sense of purpose at work as a result of receiving these development opportunities.
Leadership is a set of skills that can be learned like any other. It’s time for organizations to stop looking for leaders and instead—start creating them.
Tomorrow: Why aren’t organizations investing more deeply in their future leaders? Are they buying into the negative stereotypes about this generation? We’ll see you next time on The Perna Syndicate for that conversation!
The post 687-Want More Leaders? Create Them appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 686
Episode Title: The Leadership Shortage
Only 12% of companies have the leaders they need to compete in a fast-changing world. So, where are all the leaders? Let’s talk about it, next on The Perna Syndicate.
Ep 686 show:
Welcome to a new week on The Perna Syndicate! I’m your host, Mark Perna. Talent shortages have been in the news a lot lately as we grapple with a historically tight labor market. But one shortage we haven’t heard as much about is the leadership shortage.
According to the recent Global Leadership Forecast conducted by DDI, only 12% of companies say they have the leaders they need to fill critical roles. As a result, existing leaders are getting burned out faster, with almost three-quarters saying they feel used up at the end of the day.
This, of course, only leads to more turnover and exacerbates the leadership shortage that so many organizations are facing.
On the other hand, companies that have strong benches of leaders experience a very different reality. They’re six times more likely to engage and retain top talent. They’re five times more prepared to prevent employee burnout. And they’re three times more likely to be among top financial-performing organizations in their industry, compared to their counterparts with weaker leadership.
In these fast-changing times, the stakes are high. So how can organizations fill this shortage with strong, prepared, and effective leaders?
The secret lies in tapping the immense leadership potential of the next generation.
On the next episode of The Perna Syndicate, we’ll look at why companies need to stop looking for leaders and instead, start creating them. Join me for that conversation next time. We’ll see you then!
The post 686-The Leadership Shortage appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 685
Episode Title: The Daily Thank You
“Thank you” is one of the simplest things you can say—but it’s foundational to a culture where people feel valued every day. Here’s why, next on The Perna Syndicate.
Ep 685 show:
Welcome to The Perna Syndicate! This week we’ve been covering the topic of employee appreciation and how it needs to be observed every day, not just on the official holiday.
Taking the time to forge a human connection with your team is the first step. Supporting their healthy work-life boundaries makes them feel valued for who they are, not just for their work. And giving them the ability to make a positive difference can be incredibly meaningful.
Of course, a true sense of being appreciated comes from the overarching company culture. And that starts with expressing gratitude every single day. The goal is to make appreciation a part of the fabric of the organization—a built-in and genuine norm that is never just a one-time experience.
This doesn’t have to be complicated. Just say “thank you”—and mean it. Make gratitude a part of every interaction with your team, even when it’s for something that seems small.
Never underestimate the power of “thank you.” Employees who feel appreciated on a daily basis will contribute their best work toward the mission of the organization.
They will stay where they feel valued and connected, and they will recommend their workplace to others. This has never been truer than in our current employment landscape.
Thanks for being part of The Perna Syndicate this week. Be sure to subscribe to the show if you’re not already, and I’ll be back next week with more insights and inspiration for your career journey. Until then, take care!
The post 685-The Daily Thank You appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 684
Episode Title: Purpose and Appreciation
One thing employees will appreciate is the ability to make a positive difference in the world. Here’s one way leaders can provide that, next on The Perna Syndicate.
Ep 684 show:
You’re now in The Perna Syndicate—thanks for tuning in! All week we’ve been talking about what makes employees feel appreciated at work. And one big piece of that puzzle is purpose.
Yes, we all want to be profitable. The paycheck for what we do is nice. But purpose is what gets us excited to do what we do. Purpose is especially vital to younger-gen employees, who deeply desire that their work would help make the world a better place.
We’ve talked before about how giving employees the chance to support the charities they care about is a great way to keep them engaged. One way I do this annually is to designate company funds simply for charitable giving. There is no tracking or reporting on how my employees choose to use this money; it is completely discretionary.
They can pay for the groceries of the person behind them in the checkout line. They can give it to a neighbor who lost their job. They can donate it to a charity that is important to them. Whatever they choose to do, I simply ask them to do it in a way that is meaningful to them and their family.
In today’s world, there are so many needs that can be met if we just take the time to look around and see them. Empowering your employees to do this is a wonderful way to bring a world-bettering purpose to the work you do together—and make them feel appreciated in the process.
On tomorrow’s show, there is one more strategy to help employees feel appreciated, and it’s probably the easiest of all. We’ll see you next time for that conversation on The Perna Syndicate. Until then, take care!
The post 684-Purpose and Appreciation appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 683
Episode Title: Valued For More Than Their Work
To feel appreciated, employees need to know they are valued for more than the work they produce. Here’s how to support that, next on The Perna Syndicate.
Ep 683 show:
Hello and welcome to The Perna Syndicate today! This year’s Employee Appreciation Day was the first Friday in March, but it’s not the type of thing that we should observe for just one day.
As a leader, one of the ways I show my team how much I appreciate them is by encouraging healthy work-life boundaries. In fact, we might as well call it quiet quitting—my team does. And they’re empowered to do it.
Whatever lines they need to draw between work and life, whatever accommodations they need in order to make their personal and professional responsibilities manageable, that’s what we do.
I have to note that sometimes, this isn’t the most convenient arrangement for me. At times, the accommodations my employees need don’t always accommodate my immediate preferences. But I value these team members far too much to place my convenience over their needs.
And it’s mutual. Together we have created a culture where both sides try to go that extra mile to make it easier for the other.
If employees feel secure and supported in setting healthy work-life boundaries, they know they are appreciated for who they are, not just what they can do. It’s just one more reason that employee appreciation isn’t a box to check, but a culture to build.
On tomorrow’s show, just how important is a sense of purpose to the employee experience? Very important, as it turns out. Join me next time for that conversation on The Perna Syndicate. See you then!
The post 683-Valued For More Than Their Work appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 682
Episode Title: The Human Connection With My Team
The human connection is where any sense of employee appreciation must start. Here’s how leaders can make sure they build it, next on The Perna Syndicate.
Ep 682 show:
This is The Perna Syndicate—hello and welcome! This year’s Employee Appreciation Day has come and gone, but the topic has never been more top of mind with business leaders everywhere.
As a CEO of my own company, I have been asking myself several questions about how I show my team that I honor and appreciate their contribution to our shared journey. The first question is this: Do I have a human connection with my team?
A genuine human connection starts with three vital questions that all of us are asking, whether we know it or not. They are: do you see me? Do you hear me? And do I, in fact, matter?
Everyone, in every personal and professional relationship, wants to feel that the answer to all of these is yes. If we somehow indicate a negative or apathetic response to any of these unspoken questions, we’ve lost that person.
Sure, they may go along for awhile and do what we ask, get the work done, but ten to one their heart won’t be in it. And if their heart’s not there, they won’t be there for long either.
Eye to eye, belly to belly, we must take the time to show our team that we do, in fact, see them as more than producers of work. We hear what they have to say, and we value their contribution to the mission. Feeling seen, heard, and valued means feeling appreciated. And this type of employee experience is at the heart of any truly great work culture.
Tomorrow: how does setting healthy work-life boundaries make people feel valued? We’ll talk about that and more next time on The Perna Syndicate. See you then!
The post 682-The Human Connection With My Team appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 681
Episode Title: The Employee Appreciation Culture
Employee appreciation is not a holiday. It’s a culture—and one that every leader should be working to build. Here’s why, next on The Perna Syndicate.
Ep 681 show:
It’s a new week on The Perna Syndicate and I’m your host, Mark Perna. Earlier this month—on the first Friday of March, to be exact—we celebrated Employee Appreciation Day.
We’ve probably all heard the sentiment that Employee Appreciation Day should be every day, not just once a year. Clichéd as that might be, it does hold an element of truth.
In our historically tight labor market, the current lack of human connection in the workplace is cause for alarm. On a relational level, people aren’t feeling valued, appreciated, or connected to their coworkers. And they’re increasingly willing to look elsewhere to find that elusive sense of human connection—where they feel seen, heard, and valued.
Appreciation can no longer be treated as a one-and-done event that comes around once a year, that we can then check off for the next 364 days. Nor do people want their boss to mark the day with cheap gifts that will most likely end in a landfill.
People are looking for more from their employers; they want a culture of appreciation where they feel safe to be themselves and bring their best effort every day. It ties back to being talent centric, and it’s absolutely vital for organizations that want to compete in the War for Talent.
So that’s our topic this week on The Perna Syndicate—the Employee Appreciation culture and how we can build it. Stay tuned and we’ll see you back here next time on The Perna Syndicate.
The post 681-The Employee Appreciation Culture appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 680
Episode Title: If Mentoring Goes Sour
What do you do if you’re in a mentoring relationship that isn’t quite working out? Let’s talk about it, next on The Perna Syndicate.
Ep 680 show:
Welcome to The Perna Syndicate! In any meaningful mentoring relationship, there needs to be equal commitment from both parties. Unfortunately, there are situations when time commitments and expectations don’t align, or there’s just a plain old personality clash.
To prevent losing trust in the relationship due to misunderstandings or misalignments, the mentor and mentee need to find ways to reassign priorities and agree on how best to proceed.
Of course, it all starts with open and honest communication about where each individual stands, what they’re hoping to get out of the relationship, and what progress is being made.
Maybe both parties need a break, or maybe they just aren’t the right fit. The important thing to salvage from a malfunctioning mentorship experience is how to act like a professional even when things are awkward or challenging.
After all, isn’t that how a lot of interactions go in the world of work? Being able to handle yourself with composure and grace is a valuable skill that will serve you well in any context.
In any case, whether you’re a mentor or mentee, don’t give up on mentoring altogether. In a fast-changing world, mentorship moves individuals and organizations forward by giving both the company and its employees space to grow.
Thanks for being part of The Perna Syndicate this week! I’m your host, Mark Perna, and we’ll see you back here next week for more insights and inspiration. Take care!
The post 670-If Mentoring Goes Sour appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 679
Episode Title: What It Takes To Mentor
Have you got what it takes to mentor a coworker? Let’s talk about it, next on The Perna Syndicate.
Ep 679 show:
Thanks for joining me on The Perna Syndicate today! Many believe that mentors must be experienced senior leaders. But that’s not necessarily always true.
A short checklist of what it takes to be a good mentor includes traits like wisdom, technical knowledge, a desire to help someone reach their potential, shared experiences, active listening skills, and the ability to provide actionable feedback.
Notice that none of these requirements mention your seniority or tenure. True mentoring is more about ability than age.
If you’re considering becoming a mentor, it’s helpful to define your “what” and “why.” Ask yourself: What is my purpose in mentoring others? Why is this important to me?
Embarking on your mentoring journey with clear goals will lead to a more positive and successful experience, both for you and your mentees.
I can say from experience that mentoring others, and seeing them develop to their full professional capacity, is highly rewarding. As a mentor, I benefit from the experience just as much as the person I’m mentoring.
The bottom line is, if you care about your coworkers and have knowledge and experience that can benefit them, you have what it takes to be a mentor.
Next time on The Perna Syndicate: what if a mentor and mentee have a disagreement or personality clash? Can something like that be salvaged? Let’s talk about it on tomorrow’s show. See you then!
The post 679-What It Takes To Mentor appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 678
Episode Title: Sourcing a Mentor
How do you find a mentor who can influence your growth as a professional? Let’s talk about it, next on The Perna Syndicate.
Ep 678 show:
You’re now in The Perna Syndicate—hello and welcome! Mentoring is a great idea, you want to learn and grow—so how do you get started? How do you actually find a mentor?
Mentors can come in many forms and many places, but you need to be intentional about seeking out that kind of relationship. Especially in our remote world, it’s critically important to attend meetings and conferences, follow new people on LinkedIn, and look for other opportunities to build your professional network. Current and past colleagues can also make for strong mentors that last a lifetime.
The key is to be patient and keep putting yourself in situations where you can engage with potential mentors. When it’s the right fit, you’ll know.
In the meantime, you can look to public figures that you admire to be inspirational mentors. You may never meet them or interact with them personally, but the content they put out can have a big impact on your mindset and development.
What if you’re not a younger-gen worker, but you feel you could benefit from being mentored? I want to give you permission, validation, whatever you need to feel that is okay.
Find someone who can help you grow. Maybe you can do reverse mentoring with a younger coworker, where you are basically both mentoring each other in your respective areas of strength.
Mentoring is valuable, no matter where you are in your career journey.
Next time on The Perna Syndicate: Is it time for you to become a mentor? How do you take that step? Join me tomorrow for that conversation. See you then!
The post 678-Sourcing a Mentor appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 677
Episode Title: Letting Young People Mentor
Mentoring is a give-and-take relationship. So let’s let younger workers give back in their areas of expertise. More on that, next on The Perna Syndicate.
Ep 677 show:
Welcome to The Perna Syndicate today! If you keep tabs on workforce trends at all, you’ve probably noticed that younger employees in particular are seeking more from their employers.
Last week on the show, I covered the top five things Gen Z workers are looking for: more learning and development options, mental health support, financial wellness training, human connection, and purpose beyond the paycheck.
The good news is that all of these things can be fostered through meaningful mentoring relationships at work. Other benefits include a positive impact on mental health and well-being, increased emotional intelligence and self-awareness, improved leadership skills, and personal and professional development.
Of course, mentoring benefits both the mentee and the mentor. Reverse mentoring basically turns young people into experts, allowing them to operate as leaders and teachers in their areas of expertise. Often they’re well versed in the latest tech and workplace trends, and their coworkers can benefit from that knowledge.
The truth is, young people want to give back as well as learn from others. A smart mentoring program will leave plenty of space for their contribution—helping to create a sense of value and belonging.
Letting young people be mentors, as well as be mentored, is crucial for mentoring to take off in your organization.
Next time on The Perna Syndicate: how do you find a mentor? Is it okay to be mentored if you’re not technically a younger worker? We’ll talk about that and more tomorrow…see you then!
The post 677-Letting Young People Mentor appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 676
Episode Title: Mentoring in a Remote World
Much of the workforce is still remote, so how can people stay connected and advance their careers? Mentoring is the answer, next on The Perna Syndicate.
Ep 676 show:
This is The Perna Syndicate and I’m your host, Mark Perna. Thanks for tuning in! Despite the steady trend of people heading back to the office, remote and hybrid work are here to stay. Today’s workforce demands the flexibility that these options afford.
But there’s a catch when employees, especially those from the younger generations, work from home exclusively. They’re limited in their ability to build the peer-to-peer relationships that produce valuable insights and propel their careers.
Even younger employees, who were raised in a digital world, can find themselves coping with feelings of isolation and disconnection—especially at a time when there is so much uncertainty.
The good news is that there’s a win-win solution that both addresses the need for flexibility in where and how employees work, while also helping them feel connected to their peers. This solution is an effective mentorship program.
Mentoring can keep employees connected while empowering them to unlock their full potential—especially young people just starting out in their careers.
And that will be our topic this week. Whatever side of the mentoring relationship you’re on, I’ll be sharing the latest insights on how you can make mentoring matter in your journey. Join me next time on The Perna Syndicate for more!
The post 676-Mentoring in a Remote World appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 675
Episode Title: Purpose in the Daily Grind
Every generation performs better at work when they see purpose in what they do, but for Gen Z, purpose is imperative. Here’s why, next on The Perna Syndicate.
Ep 675 show:
Thanks for tuning into The Perna Syndicate today! All week we’ve been talking about the top five things that Gen Z (and really, every other generation) wants at work. To recap, they want robust learning and development, mental health support, financial wellness training, human connection, and—last but not least—purpose.
Gen Z is known for their activism in the causes that matter to them. They combine the hardheaded practicality of their Baby Boomer forebears with the idealism and passion typical of youth.
Thus, they want a job that pays the bills, fits their life, and contributes to the betterment of the world in some way. In other words, they want their work to have purpose that is bigger than just the paycheck.
Like the Millennials, Gen Z has to have a reason behind everything they do. Whether they ask them aloud or not, younger workers want to know: Why do we do it this way? What’s the reason behind this responsibility? Why does my work matter? What’s the purpose?
The ‘why’ is what motivates these young workers—and honestly, workers from all generations—to put forth their best effort. When their employer inspires them with a world-bettering vision for the daily grind, that daily grind becomes a place to excel.
That’s it for The Perna Syndicate this week. Thanks for tuning in! We’ll see you next week for more on careers, education, and the multigenerational workforce. Until then, take care!
The post 675- Purpose in the Daily Grind appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 674
Episode Title: Connected Humans Work Better
Most generations can do okay without feeling a genuine human connection at work. But it’s different for Gen Z and here’s why—next on The Perna Syndicate.
Ep 674 show:
Hello and welcome to The Perna Syndicate! While the overnight switch to remote work was jarring for everyone, it was especially tricky for young people just starting their careers. Imagine navigating new coworker relationships and trying to learn the ropes without any face-to-face context whatsoever.
Human connection is on Gen Z’s top five list of what they want at work—but it can be hard to find. In a study by Airspeed, 95% of C-suite respondents admitted that their company culture and sense of connection are poor. Three-quarters believe that their employees would make significant sacrifices to work for another company where they would feel a deeper connection with their teammates.
A human connection depends on three vital questions: Do you see me? Do you hear me? And do I, in fact, matter? If a Gen Z worker feels the answer to any of these questions is a no, you’ve lost them. They will not move forward with you or bring their best contribution to the work at hand. Why should they?
Though other generations can mostly do okay without a genuine human connection, there is no question that taking the time to forge that connection yields significantly better outcomes in the workplace. Connected humans work better.
So much of effective leadership is simply connecting with people on a meaningful level. No matter what generation they’re from, they will respond positively to feeling seen, heard, and valued.
On tomorrow’s show, we’ll talk about the fifth and final piece of the Gen Z puzzle at work: purpose. Be sure to subscribe to The Perna Syndicate on your favorite platform, and we’ll see you next time!
The post 674-Connected Humans Work Better appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 673
Episode Title: Financial Wellness at Work
It’s known that Gen Z struggles with mental health, but how much of that is related to their financial health? Let’s talk about it, next on The Perna Syndicate.
Ep 673 show:
You are now in The Perna Syndicate—hello! Money is a topic that comes up a lot with the younger generations, often because they don’t feel equipped to handle it wisely or stay out of debt. Adulting is hard—and in a tough economy, it’s even harder.
As we talk about the top five things Gen Z wants from their employer this week, number three on the list is financial wellness training. All the practical stuff they missed in high school, they now realize they need to learn.
Financial wellness training is a benefit that goes hand in hand with mental health support, since financial pressures can have a significant adverse effect on a person’s mental health.
That’s one reason that financial wellness training is gaining steam as a benefit of choice this year. Not only does it benefit workers of all ages who need guidance in this area, but it also has advantages for the organization.
Employees who are stressed with their financial situation are not only distracted from their work, but also more likely to jump ship if they can get a higher offer somewhere else.
Showing employees you care about all aspects of their health—physical, mental, and even financial—can proactively address these issues, as well as contribute to a culture of overall employee satisfaction and wellbeing.
Next up: Gen Z demands a human connection or they won’t move forward. Join me tomorrow on The Perna Syndicate for how this plays out in the workforce. See you then!
The post 673-Financial Wellness at Work appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 672
Episode Title: Mental Health Matters
Mental health is a big challenge for many employees today, especially the younger ones. Here’s how they want employers to respond, next on The Perna Syndicate.
Ep 672 show:
Welcome to The Perna Syndicate today! Even before the pandemic fully struck the U.S., younger workers were looking for better mental health support from their employers. Then Covid-19 entered the picture, forever changing how we work and live.
The pandemic was hard on everyone’s mental health, but Gen Z felt it in unique ways. Those who were students at the time found themselves missing once-in-a-lifetime events like graduation, extracurricular activities, and other milestone moments.
For those Gen Z already working, 46% experienced a decline in their mental health due to the pandemic, according to a study by Alight. Today, many of these younger workers are still finding it harder to stay mentally healthy.
Unsurprisingly, employers that offer mental health support benefits tend to inspire deeper loyalty on the part of employees. One study found that 30% of respondents whose employers provided ample mental health resources also said that their ability to manage stress improved during the pandemic. One-third noted that their loyalty to their employer increased.
The takeaway? Mental health matters to this generation. And workers of all ages will appreciate an employer who offers meaningful support to tackle these issues productively.
Next time: do young people want to become more financially literate? You bet they do. Join me tomorrow on The Perna Syndicate for that conversation. See you then!
The post 672-Mental Health Matters appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 671
Episode Title: L and D for Gen Z
One of the biggest things Gen Z wants at work is meaningful learning and development. More on that, next on The Perna Syndicate.
Ep 671 show:
Welcome to a new week on The Perna Syndicate! I’m your host, Mark Perna. Gen Z, born approximately between 1997 and 2012, are beginning to make an impact in the workforce. And in many ways, they’re a benchmark generation. What they’re asking for at work is often what other generations are thinking, but just not saying out loud.
This week I want to look at 5 areas where Gen Z (and every other working generation) want to see changes for the better at work.
The first is opportunities for more robust learning and development, or L&D. Gen Z is already known as a generation highly committed to advancing their skills and careers. According to LinkedIn, 76% of Gen Z workers see learning as the key to their advancement. As a generation, they log 50% more hours watching online courses than learners of any other age.
These younger workers’ desire to learn, grow, and upskill is likely intensified by the challenging economic conditions of the moment. There’s nothing like an economic downturn to sharpen your focus on becoming more marketable.
The best L&D cultures are those where the content to be mastered is not mandated from the top down. Training that is experienced as a benefit, instead of as a chore, is where employees can self-direct what they want to learn.
A buffet of valuable training opportunities can inspire workers of all ages to skill up—and stay put.
On the next episode of The Perna Syndicate, we’ll look at the mental health support that younger employees want at work. Take care and we’ll see you then!
The post 671-L and D for Gen Z appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 670
Episode Title: Don’t Go It Alone
Whether you’re working multiple jobs or just feel like you are, sharing the load can really help. Here’s why you don’t have to go it alone, next on The Perna Syndicate.
Ep 670 show:
Welcome to The Perna Syndicate today! If you’ve ever worked more than one job at a time, you know how it can drain your mental and physical energy. Add to that all the ordinary pressures of life, the logistics of any family or home responsibilities, and it’s a recipe for exhaustion.
Yesterday I shared 4 quick reminders to keep burnout at bay. Today, I’ve got one more, and it’s simple: don’t go it alone.
Don’t be afraid to seek support. If you are feeling overwhelmed or struggling with your mental health, you need to find someone to help, whether that’s friends, family, or a mental health professional.
Being independent and strong is great, but we can all overdo it sometimes. When you’re stretched too thin, it’s time to enlist the people in your life to come alongside and help.
Everyone needs a support network, and there are times when you need to lean on it more heavily than others. Just be sure, when your workload changes, to pay forward the support you were given. It’s a great feeling when someone can pick up your slack—and an even better feeling when you are in a position to give someone else a helping hand.
Whether you’re working multiple jobs or just feel like you are, sharing the load can be a big help. Take it from me: you don’t have to go it alone.
Thanks for being part of The Perna Syndicate this week! I’m your host, Mark Perna, and we’ll see you back here next week for more insights and inspiration. Take care!
The post 670-Don’t Go It Alone appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 669
Episode Title: Beating Burnout When You Work Two Jobs
If you’re feeling like burnout is on your horizon, these 4 reminders can help head it off. Stay tuned for more, next on The Perna Syndicate.
Ep 669 show:
You’re now in The Perna Syndicate—thanks for coming by! All week, we’ve been talking about the 7.7 million U.S. workers who are working multiple jobs. Maybe you’re one of them, or are thinking about taking on another role to make ends meet in this challenging economy.
Whether you’re working two jobs or just one that feels like two, there’s a few things you can do to beat burnout before it starts. Life is stressful, work is demanding, and we can all use reminders like this to safeguard our mental health.
First, set some boundaries. If at all possible, draw some lines between your work and personal life—and try to stick to them.
Second, take breaks. Even short breaks throughout the day can refresh your mind and help you stay focused.
Third, get enough sleep. Ok, this one’s hard, but staying well-rested is essential for you to bring your best to work every day.
Finally, have a little fun. Carve out a window of time every week where you can engage in activities that you enjoy with the people you care about.
While I just work one job, sometimes it feels like more than that! Coming back to these four basics really helps me re-center and stay focused on what matters—at work and at home.
Tomorrow, I’ve got one more strategy to manage the pressure of holding multiple jobs. Join me next time on The Perna Syndicate! We’ll see you then.
The post 669-Beating Burnout When You Work Two Jobs appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 668
Episode Title: A Little Flexibility
For people working two jobs, flexibility is often the biggest accommodation they want. But can it benefit their employer, too? Let’s talk about it, next on The Perna Syndicate.
Ep 668 show:
Hello and welcome to The Perna Syndicate! Generally speaking, it’s not an employer’s business to know if an employee is working another job. As long as the employee is able to fulfill their responsibilities and is not violating any company policies, it’s really up to the employee whether or not they share their situation.
But if your second job is starting to interfere with your performance at your first job, it might be time to talk to your boss about accommodations that could make things better all around.
Flexible scheduling is probably the biggest accommodation that can help you balance multiple jobs without losing your mind. And thanks to the upheaval of the past couple years, flexibility is a lot more possible today than it used to be.
Maybe you’re an employer who is now wondering how many of your people are working another job. It’s worth considering how being more flexible can benefit not just them, but also your business.
For many organizations, being more flexible contributes to increased employee satisfaction and retention. It gives the worker a sense of autonomy and control over their own schedule that is very empowering. And it can support an employee’s mental health by allowing them to make the most of their workday—whatever time of day that might be.
Sometimes, a little flexibility is all we need to make it work—for everyone.
Next time on the show, I’m going to share a few reminders that can save your sanity if you find yourself stretched too thin at work. Stay tuned and we’ll see you tomorrow on The Perna Syndicate!
The post 668-A Little Flexibility appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 667
Episode Title: Telling Your Boss About Your Second Job
If you find yourself in a position where you need to work a second job, should you tell your employer? Let’s talk about it, next on The Perna Syndicate.
Ep 667 show:
This is The Perna Syndicate—welcome! Around 7.7 million people in the U.S. are currently working two or more jobs. It can be very challenging, especially if their roles have conflicting schedules and demands.
The stress of meeting all these expectations can take a toll on a person’s mental health. It can also lead to fatigue and burnout, which can affect performance at both jobs. Productivity could go down, and the risk of errors or accidents could go up. It’s tough, but I get it: sometimes it’s what you’ve got to do.
If you’re considering working multiple jobs, or already do so, should you tell your main employer about it? Well, it all depends. What kind of relationship do you have with your manager? Are you meeting deadlines and completing your work? What’s your track record like?
If you feel secure and valued at work, it can be good to communicate with your employers about your situation. There may be accommodations they can make to help you manage your workload.
If you do approach your employer about such accommodations, do it with a plan that clearly outlines what you need and how the company will benefit from the adjustments. Any changes to your schedule or workload need to be a win-win for both parties, or they won’t be sustainable.
Tomorrow on The Perna Syndicate, we’ll talk more about how the accommodations you request can be framed as a benefit not just to you, but to your employer. Take care and we’ll see you then!
The post 667-Telling Your Boss About Your Second Job appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 666
Episode Title: Too Much Month at the End of the Money
7.7 million Americans are finding themselves with too much month at the end of the money. Here’s what they’re doing about it, next on The Perna Syndicate.
Ep 666 show:
It’s a new week on The Perna Syndicate and I’m your host, Mark Perna. According to the Bureau of Labor Statistics, more than 400,000 Americans work two full-time jobs. When you include those who hold a full-time job plus one or more part-time jobs, that number leaps to over 7.7 million workers.
From rents and mortgages to interest rates and grocery bills, the cost of living is on the rise. And while we are all feeling the pinch, I would guess that many of the 7.7 million people working multiple jobs are on the younger side.
I’ve lived the life where there’s always too much month left at the end of the money. And it’s rough. Unfortunately, as the economy continues to struggle, more people will find themselves in that situation.
The good news is that the chronic staff shortages in retail and hospitality mean there are still a lot of part-time jobs available. Taking a second job can remove some of the stress around making ends meet. But of course, it comes with its own set of pressures.
It can be tough to balance work, home, and everything else when you’re working two jobs. So how can you keep your sanity if you’ve got to bring in extra income?
That’s our topic this week on The Perna Syndicate. Tomorrow we’ll ask the question: should you tell your employer if you decide to take on a second job? Stay tuned and we’ll see you back here next time on The Perna Syndicate.
The post 666-Too Much Month at the End of the Money appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 665
Episode Title: What’s In It For Me?
What’s in it for me? To shrink the skills gap, we have to answer this question for students, educators, and employers alike. Here’s why, next on The Perna Syndicate.
Ep 665 show:
Hello and welcome to The Perna Syndicate today! All week we’ve been talking about the skills gap and what it’s going to take to shrink it. We have to let go of the idea that college is for everyone, while at the same time, better aligning college courses with the practical skills needed at work.
We also need education and employment to start talking to each other. If we can break through the siloes that separate the workforce from the education system, communities everywhere can really start connecting these dots.
But this will only happen when we answer the question, “what’s in it for me”? We have to answer it for students—what’s in it for them if they pursue the kinds of real-world skills that employers are looking for?
And educators—what’s in it for them? Why should they make the effort to keep pace with the changing world of work? Employers, too—what’s in it for them to invest in a genuine partnership with education, at a whole new level?
The answers may differ depending on the unique context, but if we don’t answer the “what’s in it for me” question, it will be hard to gain traction.
Real progress toward a smaller skills gap will only come when we can connect the dots, shift the education and employment paradigm, and align the interests of everyone—employers, educators, and young people alike.
Thanks for listening to The Perna Syndicate this week! I’m your host, Mark Perna, and we’ll see you back here next week for more on The Perna Syndicate. Take care!
The post 665-What’s In It For Me? appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 664
Episode Title: Time to Team Up
Teamwork is the only way we’re going to cross the skills gap and create a viable future for everyone. Here’s what it will take, next on The Perna Syndicate.
Ep 664 show:
This is The Perna Syndicate—I’m glad you’re here! Solving the skills gap is going to require a multi-pronged approach—and unprecedented cooperation between our education and employment sectors.
First, we can start removing barriers to higher education and encourage more enrollment through the expansion of dual credit programs. Such programs cut the time and cost needed for students to achieve a degree.
At the same time, universities and colleges can work to better align their courses with workforce skills—so that the degree remains an asset worth achieving.
We can also promote other pathways, such as apprenticeship, with the same enthusiasm and respect we give to the college choice. Real-world experience gives these learners an incredible competitive advantage in the workplace. In the end, it doesn’t matter how you gain your skills as long as you get them.
Outside the educational sphere, companies can also offer skills training programs to draw in candidates and give them the tools to be successful in their respective industry.
All of this really means that schools and employers need to team up in new ways to train the younger generations in the skills of the future. More than ever, we need to connect the dots between school and work—because far too many people are getting lost in the middle.
Tomorrow on The Perna Syndicate, what’s the biggest motivator for students, educators, and employers to close the skills gap? Stay tuned and be sure to subscribe so you don’t miss a thing. See you next time on The Perna Syndicate!
The post 664- Time to Team Up appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 663
Episode Title: An Alignment Problem
The skills gap boils down to a lack of alignment between education and employment. Here’s why this matters, next on The Perna Syndicate.
Ep 663 show:
You’re now in The Perna Syndicate—welcome! The skills gap could have an outsized effect on the economy. I’m talking to the tune of some $8.5 trillion in lost revenue by 2030, if Korn Ferry’s estimates are correct.
This is obviously a big deal, but it’s not the only negative outcome. We have a serious alignment problem between education and employment. Gen Z is projected to become the most educated generation in history. But if what they’re learning has no practical application or skills for the fast-changing workplace, they will not be able to step into the breach.
As a country we are working so hard to get students into college, but what if colleges aren’t aligned with what the job market demands? In this case, someday having a college degree could be more of a liability than an asset.
I know that the world of work is a moving target. Terms like “lifelong learner,” “upskilling,” and “reskilling” have become part of our everyday lingo because technology and labor needs are changing so quickly. It’s hard for higher education to keep pace. I get it.
This is why I advocate for professional skills to be taught at every level of education and training. Professional skills are simply the traits and abilities that a person needs to thrive as a professional in the workplace.
Leadership, communication, punctuality, critical thinking, and so many more…these professional skills don’t expire, they’re timeless and universal. We’ve got to start teaching these skills if we want to make the skills gap a thing of the past.
Tomorrow on The Perna Syndicate, what are some of the solutions to the skills gap? We’ll share those next time. See you then!
The post 663- An Alignment Problem appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 662
Episode Title: A Brief History of the Skills Gap
The skills gap didn’t happen overnight. Here’s some of the history behind the labor shortages we see today, next on The Perna Syndicate.
Ep 662 show:
Welcome to The Perna Syndicate! As we examine the skills gap this week, it’s helpful to look back to understand how we got here. It all started when the U.S. economy began booming after World War II.
This boom happened because demographics were changing rapidly, with birth and immigration rates skyrocketing. At the same time, greater educational opportunities were becoming available for more people.
The U.S. economy has since grown rapidly, especially over the past two decades, which created a considerable number of highly skilled jobs, specifically in the tech sector. The college degree has become more prevalent than ever.
This all sounds great, but there’s a catch. While the percentage of the U.S. population with advanced degrees has increased, not all these degrees now provide the skills that the market actually needs. There’s a growing mismatch.
Another major factor is the aging of the Boomer generation, who are retiring and leaving a multitude of highly skilled jobs that younger generations have not yet had the training to fill. By 2030, forecasts predict that all Boomers will have exited the job market—leaving some 85 million open jobs. The lost revenue could be as much as $8.5 trillion.
We need to write a new chapter in the history of the skills gap—where these numbers never materialize.
Tomorrow on The Perna Syndicate, is there a future in which having a college degree will be a liability rather than an asset? Let’s talk about that and more next time. See you then!
The post 662-A Brief History of the Skills Gap appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 661
Episode Title: A Gap in Our Awareness
The skills gap starts with a gap in our awareness. And it’s time we came together to bridge it with purpose-driven learning. Stay tuned for more, next on The Perna Syndicate.
Ep 661 show:
Welcome to a new week on The Perna Syndicate! I’m your host, Mark Perna.
I’m not breaking any news by saying that we have a big skills gap here in the U.S. In fact my book, Answering Why, highlights how the core issue is really an “Awareness Gap.” The younger generations aren’t always made aware of the lucrative and fulfilling career paths that exist outside of the standard college pathway.
This Awareness Gap continues to loom as a threat to the growth of the economy. According to research by Gartner, the skills gap has grown to now include a severe shortage of young professionals with IT skills. In particular, recent grads lack an understanding of areas like AI, quantum computing, and cybersecurity.
All of this casts some doubt on the future of technology and its ability to improve our lives. Some experts even believe that we will hit a technological stopping point because young people in general just aren’t equipped to step into these roles.
In many cases, our curriculum has not yet caught up to our lofty future tech goals. Nor has the “college for all” mantra been updated to embrace the many new and diverse pathways young people can take to get the skills they need.
Purpose-driven education, at all levels of learning and experience, can be the ticket to a bright future—if we’re deliberate about closing the skills gap so that young people can achieve it.
On the next episode of The Perna Syndicate, we’ll look at the history of the skills gap and how we’ve reached the point where we are today. Take care and we’ll see you then!
The post 661-A Gap in Our Awareness appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 660
Episode Title: Becoming Talent Centric
If your organization isn’t fully talent-centric yet, here’s the first step on that journey—coming up next on The Perna Syndicate.
Ep 660 show:
Thanks for tuning into The Perna Syndicate today! This week, we’ve been talking about talent-centric organizations, or TCOs, and why they’re winning in a tight labor market.
If you can’t honestly claim to be a TCO yet, how can you begin the process of transformation from the inside out? Leadership advisor Carol Schultz encourages all founders and CEOs to set up an all-hands-on-deck discovery conversation to ask the following questions:
How does our leadership team describe the company’s vision and goals?
Is everyone on the same page?
What do team members feel should be done differently?
What does employee turnover look like in the company and each department?
What’s causing employees to leave?
Why do our people think the company isn’t achieving its goals?
Through this conversation, any gaps in alignment can be shared in an objective and nonjudgmental way. And then, of course, you have to act on the insights gained. Be open to the possibility of doing things in a different way than you’ve considered in the past. You’ll find this process to be authentic, eye-opening, and valuable, says Schultz.
Finally, don’t lose sight of the reason you want to become a TCO: it’s the people. As Schultz says, valuing the human experience is what a TCO is all about.
That’s all for this week on The Perna Syndicate. Thanks for making the show a part of your day. We’ll see you back here next week for more insights and inspiration from The Perna Syndicate. Until then, take care!
The post 660- Becoming Talent Centric appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 659
Episode Title: Traditional Hiring, Only Better
Traditional job descriptions aren’t doing your organization any favors. Here’s how to make them better, coming up next on The Perna Syndicate.
Ep 659 show:
You’re now in The Perna Syndicate—welcome! All week we’ve been talking about what makes talent-centric organizations, or TCOs, so different from your normal workplace. In addition to vibrant L&D programs, TCOs are also smarter about who leads the hiring and how they craft job descriptions.
Carol Schultz, a leadership advisor and author, says that roughly 98% of HR professionals have zero experience in recruiting. So why do most companies put HR in charge of recruiting the best talent?
Instead, Schultz argues, hiring should be led by the chief talent officer. This person should report directly to the CEO, whose job it is to ensure the company’s success.
Schultz also takes a dim view of traditional job descriptions which she says are filled with fluff, extraneous bullet points, and sometimes unreasonable demands. Instead, TCOs write position descriptions that approach job roles in a holistic way. They see these descriptions as a sales pitch for the organization—an opportunity to explain why someone would want to work there in the first place.
These descriptions proactively answer questions about the team, the expectations, the company’s culture and track record, career and growth opportunities, and next steps.
Great position descriptions help build TCOs because they remove the ambiguity that leads to bad hires and high turnover, asserts Schultz. They allow the company, recruiter, and candidate to all start on the same footing. In other words, it’s like traditional hiring—only better.
Tomorrow: we’ll share the essential questions that can help your organization move closer to becoming a TCO. Join me next time on The Perna Syndicate for that conversation. We’ll see you then!
The post 659-Traditional Hiring, Only Better appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 658
Episode Title: Serious About Learning and Development
What’s the secret to retaining top talent? In a talent-centric organization, it’s the culture of learning and development. Here’s why, next on The Perna Syndicate.
Ep 658 show:
This is The Perna Syndicate—I’m glad you’re here! Companies that weathered the Great Resignation best are those that already had a strong culture of valuing employees.
Such talent-centric organizations, or TCOs, are very intentional about retaining the talent they attract. One of the main features of the interview is a simple question: what do you want and need in an organization that will keep you here for X number of years?
Usually, a robust learning and development experience is at the top of candidates’ wish lists—giving TCOs a strong advantage. By their very nature, TCOs are deeply committed to employee training and development, says talent expert Carol Schultz.
Gen Z in particular is very focused on advancing their skills through learning and development—so focused that they will pursue growth on their own, if their employer doesn’t offer what they need. So when a company is truly serious about employee development, it’s a huge draw.
What if an employee wants to move up internally but lacks the skills to do so? In a TCO, this employee will be provided with the training and coaching to get them to that level. Then, says Schultz, if the employee turns out not to be a long-term fit, TCOs will be straightforward about it and help the employee exit the company in search of the right role.
That’s the kind of talent-centric culture that people won’t want to resign from in the first place.
Tomorrow: TCOs also hire differently than other companies. Next time on The Perna Syndicate, we’ll explore two things that set them apart in the hiring arena. See you then!
The post 658-Serious About Learning and Development appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 657
Episode Title: Happier People, Higher Returns
Putting employees first can be costly, but you know what costs more in the long run? Not doing so. Let’s talk about it, next on The Perna Syndicate.
Ep 657 show:
Hello and welcome to The Perna Syndicate! I recently connected with leadership expert and author Carol Schultz to talk about what she calls “talent-centric organizations,” or TCOs. Such organizations put the employee experience at the heart of everything they do—even at the cost of immediate profit.
From the outside, a TCO’s heavy emphasis on empowering its workforce might seem, well, pretty expensive to sustain long term. But there’s a resulting return on investment that is, in Schultz’s word, “huge.” One example is a study by IBM that found TCOs generate 32% more revenue than traditional organizations over a five-year period.
Of course, not being talent-centered is costly, too. Schultz compares non-TCOs with meat grinders, watching employees churn in and out. Replacing workers is expensive, and growth is difficult when you’re always tracking backward to fill the same positions. Schultz also points out that TCOs, being more agile, can bring products to market twice as fast.
Happier employees mean higher returns, and nowhere is this clearer than at an organization centered on its talent. Though the upfront cost of satisfying employees might seem high for TCOs, it’s actually the more sustainable model over the long term.
The question is not, can your organization afford to be talent-centric—but rather, can it afford not to?
Tomorrow: TCOs aren’t immune to the Great Resignation, but it hasn’t crippled their operations. Next time on The Perna Syndicate, we’ll talk about why. See you then!
The post 657-Happier People, Higher Returns appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 656
Episode Title: The Talent-Centric Organization
Talent-centric organizations don’t scramble to retain employees when the market gets tight, because retention is already built in. More on this, next on The Perna Syndicate.
Ep 656 show:
This is The Perna Syndicate and I’m your host, Mark Perna. Thanks for tuning in! With the Great Resignation on one hand and a looming recession on the other, change appears to be the only constant. Every day, it seems there are new tactics to stay competitive in a fast-changing world—and many companies are struggling to keep up.
I recently connected with Carol Schultz, a leadership advisor and author, about what she calls “talent-centric organizations,” or TCOs. What sets a TCO apart from the crowd is how they don’t have to frantically change gears every time the job market does. They have a very simple and unwavering focus: the people that power the business.
Schultz says that TCOs put great employee experiences front and center, weaving their people’s needs into the very fabric of the company. The executive team is fully aligned regarding the organization’s vision, business strategy, and communication. And their talent strategy is built to support these needs.
In strong contrast to toxic work environments that people are fleeing in droves, TCOs have redefined success in terms of how satisfied their employees are, not just how big their profit margin is.
This week, I want to explore the three defining characteristics of talent-centric organizations, and maybe even spark some reflection for all of us about how we can support this type of culture in our workplace.
If you’re not already, be sure to subscribe to The Perna Syndicate now on your favorite platform so you don’t miss anything. Thanks and we’ll see you back here tomorrow for more!
The post 656-The Talent-Centric Organization appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 655
Episode Title: Giving Gives Back
What if you want to make a positive difference for a cause you believe in, but you just don’t have the funds? We’ll cover some creative ways to give, next on The Perna Syndicate.
Ep 655 show:
Hello and welcome to The Perna Syndicate today! All week we’ve been talking about the latest research on charitable giving. One thing that might be easy to overlook is how giving benefits the giver as well as the cause.
In addition to feeling gratitude for the work nonprofits do, donors feel like they’re part of a greater solution. They also report feeling good about themselves as a result of giving.
But what if you can’t give much? Are you excluded until your financial situation improves? Not necessarily. One way to make a big impact over time is to give small amounts on a regular basis, almost like a subscription model. This can allow you to better budget your expenses and ensure that you can continue to give back to a cause you believe in.
And of course, giving isn’t just about the money. Volunteers are an important part of many nonprofits, and there are many ways to plug in. Even just using your social media to raise awareness can give your favorite charity a big boost. And don’t forget to check with your employer about any charitable matching perks they may offer.
In an uncertain economy, people are still coming through for the causes they believe in. Whatever amount, time, or talent you can give, the act of giving gives back. And that’s something we can all feel good about.
Thanks for listening to The Perna Syndicate this week! I’m your host, Mark Perna, and we’ll see you back here next week for more on The Perna Syndicate. Take care!
The post 655- Giving Gives Back appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 654
Episode Title: Who Gives the Most?
Which generation is the most generous toward charitable causes? Let’s talk about what the research says, coming up next on The Perna Syndicate.
Ep 654 show:
This is The Perna Syndicate—welcome! As we talk about charitable giving this week, it’s interesting to look at how giving breaks down across generations. The Classy study defines two main demographics: traditional donors (Gen X and Baby Boomers) and next-gen donors (Gen Z and Millennials).
Traditional donors, established in their careers and with more discretionary spending capacity, are giving higher amounts to nonprofits. This is great, but not a big surprise.
What’s exciting is that even though their monetary donations tend to be smaller, next-gen donors are almost two and a half times as likely to increase their donations this year compared to last.
Gen Z is also the most likely to say they donate because they feel it’s just the right thing to do. They’re also giving in less traditional ways, such as to individuals and grassroots-type movements rather than just established charities. Last year, 43% gave to an individual’s personal cause on GoFundMe or a similar platform.
Younger donors are 38% more likely to have made significant changes to their lifestyle due to the economy. They’re also more likely to include donations in their budgeting plan.
When you come down to it, it almost doesn’t matter who is giving the highest amount. The important thing is that people, from all generations, are continuing to give generously—even when times are tough.
Tomorrow: what if you want to give, but you’re just too strapped? I’ll share a couple strategies to make a difference, even if money’s tight. Be sure to subscribe to The Perna Syndicate on your favorite platform, and we’ll see you next time!
The post 654-Who Gives the Most? appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 653
Episode Title: What Kind of Giver Are You?
There are two types of charitable donors in the world—and they’re both making a big difference. Find out what type you are, next on The Perna Syndicate.
Ep 653 show:
You’re now in The Perna Syndicate—thanks for dropping by! This week, we’re all about the state of charitable giving and how people are really coming through for the causes they support.
The recent study by fundraising platform Classy defined two distinct types of donors. First are the loyal donors. These individuals contributed to the same charitable organization at least three times over the past five years, or they make a recurring financial donation to a charitable organization.
The second type of donor is the passive kind. These individuals contributed to charitable organizations through one-off donations, but have not shown any consistent pattern of donating in the past five years.
This year, loyal donors are twice as likely to increase donations compared to passive donors and will give, on average, 4 times the amount. And apparently the habit of giving grows on you: loyal donors tend to be more open to supporting various causes, not only those they have supported in the past.
Passive donors may not give regularly, but they’re still an important part of the charitable landscape. For example, they’re more likely to give directly to an individual who needs assistance. There are needs all around us.
So what kind of donor are you? Whether you give regularly or not, it’s good to make a positive difference in the world.
Tomorrow: let’s get down to it: which generation gives the most? We’ll cover that and more next time on The Perna Syndicate—see you then!
The post 653- What Kind of Giver Are You? appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 652
Episode Title: 3 Motives to Give
A recent study uncovered three motives that play into a person’s decision to make a charitable donation. Here’s what they are, next on The Perna Syndicate.
Ep 652 show:
Hello and welcome to The Perna Syndicate! Classy, an online giving platform for fundraisers, recently released a study with encouraging news for the future of charitable giving. Even in this economy, 90% of respondents plan to give the same amount or more than they gave last year. And to do it, 39% are sacrificing some of their discretionary spending money so they can give.
The study found that there were three main factors in the decision to donate. The first is an increase in the donor’s passion for the cause. Something happens to spur them to greater commitment.
Second is an increase in the need for donations. If people can see the hardship becoming more prevalent, they’re moved to help.
The third factor in the decision to give is when there’s an increase in the relevance of the cause. 60% of donors give to new causes when they see a pressing need in the news or experience a timely appeal for donations.
Last year, the biggest events motivating people to donate were international human rights crises, climate change, healthcare issues, and disability rights.
You know what’s not on this list? Having more money to give. Somehow, that’s not a top reason for giving. It’s the want-to, how-to principle in action. Because they have the “want to give,” they figure out the “how to give.” It’s great to see.
Tomorrow: what kind of donor are you? The study uncovered two main donor profiles and how each of them make a difference. Join me next time on The Perna Syndicate—see you then!
The post 652- 3 Motives to Give appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 651
Episode Title: Giving When Times Are Tough
The economy is tough for everyone right now, but it’s not stopping people from giving to the causes they care about. More on that, next on The Perna Syndicate.
Ep 651 show:
Welcome to a new week on The Perna Syndicate! I’m your host, Mark Perna. Money is on everyone’s mind these days—how to stretch it, make more of it, and thrive even when economic conditions aren’t doing us any favors. You might not expect charitable giving to be top of mind during this time, but for a majority of people, it’s still a priority.
The fundraising platform Classy recently released its ‘Why America Gives’ report, that studied the giving habits of Americans of all ages. And the results might surprise you.
This year, almost half of respondents feel pessimistic about the economy. 77% have had to make changes to their financial habits. Yet despite all this, fully 90% plan to give the same or more to charitable causes. This is up 6% over 2021.
Overall, 53% of donors budget for donations in their spending plans. What’s more, 39% made sacrifices in their discretionary spending in order to have funds to give.
I don’t know about you, but I find this very encouraging. Even when they’re feeling the pinch, people are making it a priority to give to the causes that matter to them.
Next time you read a headline about how challenging the economy has become, remember the people who are giving up something so they can donate that money instead. It’s a beautiful thought and one I’d like to explore a little deeper this week.
On the next episode of The Perna Syndicate, we’ll look at the three main things that motivate people to give generously. Take care and we’ll see you then!
The post 651-Giving When Times Are Tough appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 650
Episode Title: Brainstorm Better
What goes into a better brainstorm? Let’s talk about what makes brainstorming effective, coming up next on The Perna Syndicate.
Ep 650 show:
This is The Perna Syndicate—hello and welcome! How’s your game when it comes to brainstorming at work? Does your team enjoy the process, or is it something they secretly dread?
According to the latest research by Coda, 58% of employees say that in-person meetings are the best way to brainstorm, followed by virtual meetings which are favored by 21%. Messaging platforms garner just 10% of the votes for the best brainstorming method, with group-editable documents coming in last at 5%.
It seems clear that the best ideas are generated when people can be inspired by the energy of others in a live setting. Creative, innovative thinking is most effective when done in real time with others, whether that’s in person or virtual.
Brainstorming can be fun, but only if everyone has a voice. Women were 15% more likely than men to say that their input was not considered during these meetings. For this demographic, feeling unheard (and thus unvalued) could be a big source of irritation.
That’s why it’s important to make sure everyone has a chance to share their thoughts. After all, collaborative creativity is the point of brainstorming. When everyone has a voice, everyone has a reason to bring their best ideas.
And that’s a recipe for a better brainstorm, every time.
Thanks for being part of The Perna Syndicate this week! As always, I welcome your comments and questions. Get in touch with me at MarkCPerna.com at any time. Until next time, I’m your host, Mark Perna. Take care!
The post 650- Brainstorm Better appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 649
Episode Title: Adjust Your Meetings
Are your meetings effective, or are they a secret time-waster eating up your team’s productivity? Let’s talk about the latest research, next on The Perna Syndicate.
Ep 649 show:
You’re now in The Perna Syndicate—and I’m glad you’re tuning in! We’ve all been there—sitting in a tedious meeting that does little to move the team forward on the objective at hand.
In a recent study by Coda, almost half of employees said the biggest problem with the meetings they attend is that too much time is spent on unimportant topics.
What else is wrong with our meetings? 21% feel that the next steps and decisions are unclear, while another 13% lament the lack of resources provided beforehand to make the meeting more productive.
These takeaways are clear: deal with any unimportant matters in private conversations before the meeting, be sure that the meeting is relevant to every person invited, and establish a clear plan for what actions need to be taken (and by whom) as a result.
When and how you schedule meetings is another point of contention. 54% prefer not to have meetings scheduled back to back, while 28% would rather have them all at once to get them done. This is another area to get team input on what scheduling approach works best for everyone.
Meetings are often necessary to move the team forward, but ineffective gatherings can be one of the biggest time-wasters at work today. The good news is, a few small adjustments can make your meetings more productive—and even enjoyable.
On the next episode of The Perna Syndicate, we’ll cover one more area you might not expect where employees could be feeling frustration. Stay tuned, subscribe if you’re not already, and we’ll see you next time on The Perna Syndicate!
The post 649- Adjust Your Meetings appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 648
Episode Title: Email is Not the Enemy
How many emails are currently sitting in your inbox? Too many? Here’s how to help your team get out from under the pile, next on The Perna Syndicate.
Ep 648 show:
Welcome to The Perna Syndicate! In a recent study by Coda, 84% of respondents said they have “many” emails sitting in their inbox. You can almost hear them add, “too many.”
Email is one of those areas that seem minor, but can actually be creating significant stress for your team. Maybe it’s causing you a bit of stress right now as you reflect on the number of emails currently sitting in your inbox!
Personally I’m a fan of email, but it has to work for you, not the other way around. Like many other workplace tools, how people manage their email is highly individual. Some use it efficiently as a working to-do list, others have a detailed filing system—and yes, some do tend to let it pile up.
Because everyone handles their email differently, the best way to make email better is to find out how much friction their inbox is causing for your team. If everyone’s satisfied with their current process, back away slowly and don’t change a thing.
But if people express a sense of overwhelm and discouragement at the number of emails, maybe it’s time for a change. Coda recommends using a messaging tool for everyday communication. Email can be reserved for things you’ll need to reference later: big-picture items, external messages, and longer-term outlines.
Bottom line: email is not the enemy if you use it right.
Tomorrow: another time-sucking part of the workday can be the constant meetings. On The Perna Syndicate next time, we’ll cover the little things that can make or break your meetings. See you then!
The post 648- Email is Not the Enemy appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 647
Episode Title: Don’t Waste Their Mornings
If you’re a morning person, you know the frustration of spending that productive time in daily meetings. Here’s why it should change, next on The Perna Syndicate.
Ep 647 show:
Hello and welcome to The Perna Syndicate! This week we’re talking about the small stuff at work that can quickly become big stuff—big enough to cause someone to quit. And one of those little things is how you do mornings.
If you’re a morning person, you know that that’s your clearest mental time of the day. And you’re not alone. According to recent research by Coda, 69% of respondents said they do their best, most focused work in the morning.
This begs the question: why are so many organizations interrupting that productive timeframe with daily check-in meetings? It’s like the day can’t officially start until we’ve all sat around and waited our turn to talk about what we’re going to get done that day. Meanwhile, the morning is ticking away.
Instead, Coda suggests, leaders should leave people alone in the morning to get their work done. Then, after that highly productive period, do a daily standup in the afternoon to talk through what’s needed for tomorrow.
But what if you’re not a morning person? The study found that 31% said that afternoons and evenings are their best times for focused work. So ultimately, the way your workday flows should be in tune with the team’s consensus in this area.
The big idea is to not waste people’s most productive times of the day in meetings and check-ins that could easily be done at other times. It’s a detail, sure—but one that could have an outsized impact on how your team experiences the workday.
Tomorrow: how much time do you waste sorting through email? On The Perna Syndicate next time, let’s talk about your inbox and how companies can make it better. See you then!
The post 647- Don’t Waste Their Mornings appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 646
Episode Title: The Devil in the Details
Many people quit not for one big reason, but because of a multitude of small annoyances that were allowed to build up. More on this, next on The Perna Syndicate.
Ep 646 show:
This is The Perna Syndicate and I’m your host, Mark Perna. Thanks for tuning in! Have you ever heard the phrase “the devil is in the details”? In other words, sometimes it’s the small and seemingly insignificant things that can make or break us. The message is that we need to pay attention to the small stuff before it turns into big stuff.
This is especially true in the workplace today. Regardless of whether we’re in a recession or a tight labor market, it makes sense to retain the talented workers you already have. In many cases, it’s the little details that can influence an employee’s decision to stay—or leave.
According to a recent report by Coda, many people leave their jobs not because of one big reason, but as a result of multiple annoyances throughout the workday.
The study flagged four significant areas of aggravation that we’ve probably all felt: mornings, email, meetings, and brainstorming. If the minor annoyances associated with these areas are allowed to pile up, they can have a major negative impact.
The good news? None of these things is really all that hard to adjust. Calibrating your process in these small areas can yield big wins to boost morale and retention.
The devil really can be in the details, so pay attention to the little things before they become big.
Tomorrow: are companies wasting their employees’ most productive times of the day? Subscribe to The Perna Syndicate now on your favorite platform so you don’t miss this topic and more, coming up this week. See you back here tomorrow!
The post 646- The Devil in the Details appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 645
Episode Title: Triple Their Success
A trifecta of workplace skills can enhance your child’s chances of success in a fast-changing workplace. Here’s how you can help, next on The Perna Syndicate.
Ep 645 show:
You’re now in The Perna Syndicate—and I’m glad you’re here! We’ve been talking this week about the dynamic competitive advantage that young people need in today’s workforce. It’s a trifecta of robust academic knowledge, strong technical competency, and valuable professional skills. So how can we empower kids to develop these skills?
First, we can help them explore earlier. At thousands of dollars per semester, college is not the best time to experiment. You can support your child’s career exploration in middle and high school by encouraging their participation in career-focused programs, internships, apprenticeships, and other hands-on experiences that give them a taste of the real thing. The sooner they explore their path, the further they can go.
Second, we should consider all postsecondary pathways. College can be a great option if your chosen career requires it, but it’s only one of many rewarding pathways available today. And, given the nation’s staggering student loan debt, it’s certainly not the best choice for everyone. All options should be on the table, without stigma or prejudice, to allow your child to make the choice that aligns with their career and lifestyle goals.
To succeed in the new, ever-changing workforce, your child will need a trifecta of robust academic knowledge, technical competency, and professional skills. And with your help, they can get it.
Thanks for tuning into The Perna Syndicate this week! As always, you can get in touch with me at MarkCPerna.com with any questions or comments. I always love to hear from you. That’s all for now…we’ll see you next week for more on The Perna Syndicate!
The post 645- Triple Their Success appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 644
Episode Title: The Competitive Trifecta: Professional Skills
Are soft skills as soft as they sound? Actually, they’re darn near the most important thing kids need today. More on that, coming up next on The Perna Syndicate.
Ep 644 show:
Thanks for tuning into The Perna Syndicate today! This week, we’ve been talking about the trifecta of abilities that give young people a competitive advantage: robust academics, technical competency, and professional skills (also known as soft skills). I prefer the term ‘professional skills’ over ‘soft skills’ because it better communicates the true importance and value of these abilities.
So, professional skills are simply the personal attributes and character to succeed in the workplace: work ethic, punctuality, communication, leadership, ability to accept feedback, integrity, critical thinking, problem-solving, stress management, and many more. They are universal across all levels, in all industries, at all times.
And they’re no longer taken for granted. According to a Wall Street Journal survey of more than 900 executives, fully 89% stated they have a very difficult or somewhat difficult time sourcing talent with these skills and traits.
Professional skills will never go out of date. These crucial character traits and values were essential yesterday and will continue to matter as the workforce evolves—perhaps becoming more important than ever.
When an individual has the academic and technical credentials, professional skills complete the package. Young people who focus on developing all three of these areas will create a dynamic competitive advantage in today’s uncertain job market. Recession or not, this is a trifecta that every company is looking for.
Tomorrow: So the trifecta is great, but how can parents help their kids develop each of these abilities? That’s exactly what we’re talking about on The Perna Syndicate next time. Tune in and we’ll see you then!
The post 644- The Competitive Trifecta: Professional Skills appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 643
Episode Title: The Competitive Trifecta: Technical Competency
A competitive advantage today is so more than good grades alone—you’ve got to be technically competent too. Here’s why, next on The Perna Syndicate.
Ep 643 show:
Hello and welcome to The Perna Syndicate! In the past, good grades were enough for a person to succeed in their career. But not anymore. Today’s competitive advantage has a little more to it—in fact, it’s a trifecta.
Young people still need academic knowledge, of course, but to really win long term, they also need technical competency and, perhaps most elusive of all, professional (or soft) skills.
Also known as hard skills, technical competency can be gained in a variety of ways, including career-focused programs, internships, apprenticeships, licensures, and more. Even part-time employment can deliver technical abilities to some degree.
As skills-based hiring takes hold, many employers are now looking at demonstrable skills and experience rather than degrees. They’re more interested in what the applicant can do, than in the education that person has accumulated.
Whether they’re college, career, or military bound, every young person can benefit from the challenge of mastering a technical ability. Participating in a career-focused program in high school doesn’t limit your career options; it actually expands them. Possessing a set of marketable, real-world skills can help young people earn an above-average wage as they fund the next step of their higher education.
It’s a win all around.
Add professional skills to the package and you’ve got a real competitive advantage, no matter what the economy is like. We’ll dive into professional skills tomorrow—so join me next time on The Perna Syndicate for more on that. Take care and we’ll see you then!
The post 643- The Competitive Trifecta: Technical Competency appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 642
Episode Title: The Competitive Trifecta: Academic Knowledge
A competitive advantage in today’s workforce is a trifecta. We’re covering the first piece you need, academic knowledge—next on The Perna Syndicate.
Ep 642 show:
This is The Perna Syndicate—thanks for tuning in! No one really knows what’s coming next for the economy. Are we going to struggle or will things turn around?
One thing we do know is that the next generation will need more skills and abilities than ever to thrive. As parents and educators, we can help them build a competitive advantage that will serve them over the course of their entire career.
First we have to understand what makes a worker valuable. Employees who combine robust academic knowledge, strong technical competency, and valuable professional skills are in high demand. That won’t change even when the economic landscape does.
Academic knowledge is the first piece of this trifecta, and it has never really been in question. Of course you need the smarts to be effective at work; every job requires some level of human intelligence and innovation.
But we can’t rely on academic knowledge alone anymore. It used to be enough to get good grades. Those who excelled in school could be fairly well assured of a viable, living-wage career awaiting them at the end of their higher education. It was a nice system—while it lasted.
Today, it’s no longer enough to excel only in the academic realm. Young people who truly want to get ahead must add two other critical attributes to their portfolio: technical competency and professional skills.
We’ll talk more about these critical abilities this week, so be sure you’re subscribed to The Perna Syndicate wherever you listen. Thanks for tuning in, and we’ll see you tomorrow!
The post 642- The Competitive Trifecta: Academic Knowledge appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 641
Episode Title: 5 Minutes to a Better Career
Gaining a competitive advantage at work doesn’t have to mean working crazy hours. Here’s one way I’ve always done it, coming up next on The Perna Syndicate.
Ep 641 show:
Welcome to a new week on The Perna Syndicate! I’m your host, Mark Perna. With a recession looming, everyone’s looking for a competitive advantage at work. I’ve got one for you today—and it’s not rocket science.
It’s this: Show up at least five minutes early, leave at least five minutes late, and care while you’re there. I call it “the 5-minute method.” It’s simple—but surprisingly profound.
The 5-minute method demonstrates commitment, engagement, focus, pride, and contribution to the cause and the organization—some of the foundational “soft skills” that 89% of employers are hungry to find, according to a Wall Street Journal survey. Employers are looking for people who “get it” and who genuinely want to move the company forward.
What about work-life balance? Well, work cannot, and should not, become your entire life. Regular unplugging is a healthy practice that actually enhances your performance. But investing just a little extra time and commitment at work can make a big difference in how you position yourself for success.
Show up at least five minutes early, leave at least five minutes late, and care while you’re there. This can set you apart from the crowd—and give you a competitive advantage for whatever lies ahead.
Tomorrow: What else do you need to build a dynamic competitive advantage in a fast-changing world? On the next episode of The Perna Syndicate, we’ll cover that and more. See you then!
The post 641- 5 Minutes to a Better Career appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 640
Episode Title: Apprenticeship or College: How To Choose
Price, personality, and pressure: these are three vital things to consider when choosing a career training pathway. Here’s why, next on The Perna Syndicate.
Ep 640 show:
Welcome to The Perna Syndicate today! Young people have a lot of choices when it comes to training for a great career. So how do they pick one?
College is the traditional choice, while apprenticeships are making a big comeback. There are pros and cons to each, which is why I recommend that each young person evaluate these options in light of three things: price, personality, and pressure. Here’s what I mean.
The first set of questions centers on price. How much will this option cost? Am I (or my family) ready to take on debt? If so, will the career at the end of this road pay enough to make it worthwhile? If not, what low or no-cost training options would work for me?
Next, young people can assess their own personality. Do I learn better through lectures or through hands-on experiences? What do I love to do? What gets me excited? What am I passionate about?
Finally, young people should understand any pressures they’re feeling from outside sources. Are they only considering college because their parents want them to go? Is apprenticeship on their radar only because a family member did one? Outside pressures shouldn’t make the decision for you.
Sometimes, it doesn’t have to be one or the other. Maybe your journey will take you both through an apprenticeship and into college, or vice versa. There is no bad option, as long as you go with purpose and have a viable plan to get it done—and make a living wage at the end of it.
Thanks for listening to The Perna Syndicate this week! I’m your host, Mark Perna, and we’ll see you back here next week for more on The Perna Syndicate. Take care!
The post 640- Apprenticeship or College: How To Choose appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 639
Episode Title: Apprenticeships: Too Good To Be True?
Get trained and get paid for it—that’s what apprenticeships are all about. Is it too good to be true? Let’s answer that question, next on The Perna Syndicate.
Ep 639 show:
You’re now in The Perna Syndicate! All week, we’ve been celebrating the fact that young people have more postsecondary training options than ever. College, great as it can be, is no longer the only way to win. Apprenticeships are quickly gaining ground as people weigh the costs of education against the earning potential of their future career.
But not everyone sees the value of these hands-on pathways yet. One of the most common barriers, says Sophie Ruddock of Multiverse, is that young adults think the tech apprenticeship model is too good to be true. Some even think it’s a scam.
Why might they think this? Of course, the biggest benefit is the ability to earn money from day one. Many apprentices earn salaries that range between fifty to seventy thousand. What’s more, 68% of apprentices are promoted or receive a raise during their apprenticeship.
In many cases there is zero cost for the apprentice. They earn a competitive salary while getting in-demand skills training. It’s little wonder that some think, ‘What’s the catch?’
Some of this is simply because we are still in a period of early adoption among employers. Nationwide, we need more companies to create opportunities for jobs and training for young adults. Organizations that lead the way in apprenticeships will position themselves, and their employees, for a successful future.
And no, it’s not too good to be true.
Next time: How can young people choose between college and other options like apprenticeships? We’ll share three big pointers, so be sure you’re subscribed to The Perna Syndicate on your platform of choice. Take care, and we’ll see you then!
The post 639- Apprenticeships: Too Good To Be True? appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 638
Episode Title: Make Apprenticeships Mainstream
When college is the only choice, young people may lose out on a great career. Here’s why this needs to change, next on The Perna Syndicate.
Ep 638 show:
Hello and welcome to The Perna Syndicate today! Pursuing a college degree has always been a time-honored path to achieving the American Dream. A recent Gallup study found that 54% of parents want their kids to enroll in college after high school. So what’s the problem with that?
In recent years, the cost of college tuition has ballooned out of control. In a time when inflation has made life harder for so many people, it’s just not clear if college offers a significant return on investment. Some college graduates, underemployed and burdened with student loans, will never break even on their education, much less profit from it. It’s sad.
Another challenge for colleges is that many times, the curriculum doesn’t evolve fast enough to keep up with employer demands. In a way, this is understandable—the world is changing faster than ever—but it’s still a downside for industries that are especially dependent on cutting-edge technology.
That’s one reason that apprenticeships are gaining ground. But for these pathways to become truly mainstream, we must put aside the bias that only people with degrees are worth interviewing. Screening applicants for a college degree disqualifies about two-thirds of Americans, and disproportionately excludes Black and Hispanic populations.
I talk about apprenticeships a lot, because we need a real paradigm shift here. At the end of the day, it doesn’t matter how you gain your skills if you can apply them effectively in the workplace.
Next time on The Perna Syndicate: are apprenticeships too good to be true? That’s what some kids ask when they hear about all the upsides of becoming an apprentice. Join me tomorrow for more on that…see you then!
The post 638- Make Apprenticeships Mainstream appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 637
Episode Title: Why Didn’t We Do This Sooner?
Not only can apprenticeships train new workers, they can also reskill the existing workforce. It’s a win-win and here’s why, next on The Perna Syndicate.
Ep 637 show:
Welcome to The Perna Syndicate today! In a time when the ROI of college is in serious question, young people need more options for where to go after high school. And I’m thrilled that today, they’re getting access to these choices in greater numbers than ever before.
Apprenticeships especially are seeing a resurgence as an affordable, effective way to prepare for the real world of work. Though apprenticeships have been around a long time for traditional fields like the trades, emerging industries like tech are now discovering the power of these pathways.
Hands-on, earn-while-you-learn training is a powerful incentive for new talent to join the field. Train me and pay me at the same time? Yes please!
Not to mention that apprenticeships have a role to play for existing employees, too. As fast as things are changing nowadays, employers need solutions to upskill their current employees. A thoughtful apprenticeship program can accomplish this with a laser focus on developing the skills employers actually need.
The employees gain the marketable skills they need to thrive, while the company gains highly qualified workers who can help the organization stay competitive.
When it comes to apprenticeships, the only question is, why didn’t we do this sooner?
Tomorrow on The Perna Syndicate, why isn’t college meeting the needs of every learner? We’ll cover that and more on the next episode…see you then!
The post 637- Why Didn’t We Do This Sooner? appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 636
Episode Title: Celebrating All The Choices
From tech to trades, apprenticeships are worth celebrating. Here’s why they’re becoming more and more popular, next on The Perna Syndicate.
Ep 636 show:
You’re now in The Perna Syndicate! I’m your host, Mark Perna. Thanks to inflation, all of us feel the sting of rising prices. Everything costs more than it used to, and we’re all forced to make difficult choices about where we spend our hard-earned money.
One big area where those choices are getting tougher is the price of a college education. According to Gates Foundation research, more and more people are questioning whether they can earn a positive return from such a big investment in higher education.
I’m a huge fan of the college degree, if that’s what your chosen career truly requires. But I’m also a huge fan of other options like apprenticeships. These on-the-job training programs have recently seen a revival as an affordable way for young people to pursue their career dreams.
The current education model, built the college degree, just isn’t viable for everyone. Not only does the cost make it harder for many to go (and graduate), but workforce leaders also believe there can be a disconnect between what colleges teach and what they need their workforce to know.
Sophie Ruddock, VP of Multiverse, says that students sitting in class for four years before they get to apply their learning to a job, simply doesn’t make sense. Often, this means that students will have to relearn a skill once they enter the workforce.
This week, we’re going to celebrate the fact that young people have choices when it comes to their career pathways. Join me on The Perna Syndicate tomorrow to start that conversation. See you there!
The post 636- Celebrating All The Choices appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode Title: Engagement is the Name of the Game
In 2023, keeping employees engaged is the name of the game. We’ll cover two more ways to do that, next on The Perna Syndicate.
Ep 635 show:
It’s a new day on The Perna Syndicate! What’s your organization doing to attract—and more importantly, retain—the talented people that keep it going?
New data from The Workforce Institute at UKG indicates that a lot of people are fed up with their work. Almost two-thirds would switch jobs right now if they could. They’re just looking for a way to make it happen.
I chatted with workforce leader Chris Mullen about these findings, along with six strategies companies need to implement right now to engage their workforce. If you missed the first four this week, you can replay those episodes. Today, we’re covering the last two. And they’re vital.
More than ever, leaders must give employees the opportunity to grow through learning and career development. Empowering people to set professional development goals can foster a sense of growth and hope in their career. It’s something to work toward that will not only benefit themselves, but also the organization.
Finally, be sure people have time off to disconnect and recharge. Some 85% of employees do not use all of their allotted time off, and this can be a big factor in burnout. It’s so important for all of us to unplug from work to beat stress and stay well.
This can be a great year for your company, but it won’t happen on its own. Keeping people engaged at work is the name of the game in 2023.
Thanks for being part of The Perna Syndicate this week, and thanks to everyone who has left a review. It’s a great way you can help us shift the paradigm in education, employment, and economic development. We’ll see you back here next week…take care!
The post 635- Engagement is the Name of the Game appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 634
Episode Title: Meaning and Voice
Can mundane work have meaning? Let’s talk about that question and why it matters, next on The Perna Syndicate.
Ep 634 show:
Hello and welcome to The Perna Syndicate today! Recently at Forbes, I had the chance to cover new research that revealed a highly disengaged workforce. Almost half the people surveyed wouldn’t wish their job on their worst enemy, nor would they recommend their career to any young person they cared about. Yikes!
Yesterday I shared the first two tips that workforce expert Chris Mullen had for companies to combat this. First, show people how their work benefits others, and second, help them find their personal why for what they do. Today, here are two more:
Leaders need to give meaning to everyday tasks by connecting them to the larger purpose of the company. Let’s be real, sometimes repetitive work can feel boring—no matter how necessary it is.
Showing how these tasks are critical to the business gives meaning to responsibilities that can indeed feel mundane. It all connects back to the idea of how your work makes the world a better place for other people.
Then, give employees the feeling of being heard. Without listening, how can we ever understand others’ needs, wants, and concerns? Leaders and managers who give employees a real voice can gain valuable insights to improve the employee experience.
Meaning and voice: these two elements are critical to a workplace that people actually want to be part of. I know I do!
Tomorrow: Don’t miss the last two tips for employers to become a workplace of choice in 2023. We’ll see you back here on the next episode of The Perna Syndicate. Until then, take care!
The post 634 - Meaning and Voice appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 633
Episode Title: How Your Work Benefits Others
To stay engaged at work, employees need to know how their work benefits others. Let’s talk about what this means, next on The Perna Syndicate.
Ep 633 show:
You’re now in The Perna Syndicate—welcome! A new study by The Workforce Institute at UKG found that 64% of workers would change jobs right now, 45% wouldn’t wish their job on their worst enemy, and 46% wouldn’t recommend their company to any young person they cared about.
When I connected with workforce expert Chris Mullen to talk about these findings, he agreed they were scary. But he also shared six ways that employers can overcome these negative feelings and keep their people from wanting to quit. Today, we’ll look at the first two.
Number one: Give employees an idea of how their work benefits others. It’s not enough to say “we make such-and-such product or offer such-and-such service.” Employees want to feel that what they’re doing makes the world a better place in some way. This should be talked about during onboarding, regular one-on-one check-ins, and performance reviews.
Number two: Give employees time to understand why they work. Of course, we all work for money to improve our lives, but there are so many additional reasons that play into each person’s individual mindset.
Employees who know their own why will have a better understanding of how their professional and personal lives contribute to each other. Work is no longer siloed and separate from the rest of life, so if it’s going to work, it all has to work together.
Tomorrow: Each employee has their personal “why,” but companies also need to provide meaning that is bigger than any one individual. We’ll cover that and more on the next episode of The Perna Syndicate. See you then!
The post 633 - How Your Work Benefits Others appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 632
Episode Title: Beyond the Transaction
61% of workers care about little at work besides the paycheck—but do they have the potential to care more? Let’s talk about it, next on The Perna Syndicate.
Ep 632 show:
Welcome to The Perna Syndicate! We’re looking at a new study this week that uncovered some sobering stats about people’s attitudes toward work. Chris Mullen, Executive Director at The Workforce Institute at UKG, agrees that most people today seem to have a transactional relationship with work.
Fully 61% admit they go to work just to collect a paycheck, clock out, and go home. They don’t care about much else at work, so long as the paycheck keeps coming.
Along similar lines, only about a quarter of employees say they’re in a career with specific goals and ambitions that they want to grow. Only 11% of workers feel that their job is their “calling.” No wonder so many people are itching to quit.
But Mullen also believes people do inherently want to work—if, and only if, companies can connect jobs with meaning and purpose. In other words, people might not hate their jobs so much if they felt their work had value beyond simply the money it brings in.
This is another reason I see Gen Z as a true benchmark for every other generation. They demand real purpose in their work, and meeting that demand will satisfy every other working generation as well.
I mean, who wouldn’t want their work to mean something? I sure do, and I bet you do, too.
Coming up the rest of this week, we’re going to look at six ways companies can move beyond just a transactional relationship—with Gen Z and every other generation at work today. We’ll see you back here tomorrow on The Perna Syndicate. Take care!
The post 632 - Beyond the Transaction appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 631
Episode Title: New Year, New Job?
If they could, 64% of employees would quit or switch jobs right now. Here’s the latest on how people are feeling about work, next on The Perna Syndicate.
Ep 631 show:
This is The Perna Syndicate and I’m your host, Mark Perna. Thanks for tuning in! As we start the New Year, many people are also in the market for a new job. Are you among them?
The pandemic continues to reshape how many of us think about where and how we work. For many, it’s been an opportunity to rethink their priorities and what matters most to them. That’s one reason why we’ve seen trends like quiet quitting emerge—which I happen to be a fan of.
But a new survey released by The Workforce Institute at UKG reveals a bleak picture. Nearly half of workers said they wouldn’t recommend their company—or their profession—to their children or any young person they care about.
Nearly two-thirds of employees would switch jobs right now if they could. Perhaps even more sobering, 45% of American employees said they wouldn’t wish their job on their worst enemy. It’s really that bad out there.
Finally, another 45% simply “don’t want to work anymore.” That would be nice…or would it really? Is a life devoid of work really what people want, or are they simply looking for work that has meaning?
This week, we’re going to take a closer look at some of these numbers and what they tell us about the current pulse of the workforce. Subscribe to The Perna Syndicate now on your favorite platform so you don’t miss a beat. Thanks, and we’ll see you back here tomorrow!
The post 631-New Year, New Job? appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 630
Episode Title: What’s Holding You Back?
Who’s the biggest obstacle between you and your goals? It might be the last person you expect. Here’s why, next on The Perna Syndicate.
Ep 630 show:
Welcome to a new day on The Perna Syndicate! Goals, resolutions, and good intentions—that’s what it’s all about as we start a new year. So today I just want to ask: what’s holding you back?
Plans and dreams for the future are top of mind for a lot of people right now. Maybe you’re dreaming big and have some huge goals you want to knock out this year. Or maybe, you’re unsure where to go from here and a for-now direction is a better fit for you.
Whatever your situation, it can be helpful to think about the obstacles that are standing in your way. Some, you can’t do much about, it’s true. But others are well within your control.
Usually, what’s holding me back from my full potential is the person I see when I look in the mirror. It’s me versus me.
You see, I’m not a finished product. I’m still a work in progress. Every day is a chance to grow past yesterday’s limits, to make the most of every moment, and have a positive impact on the world.
It’s actually encouraging to consider that I’m my own biggest obstacle—because I can do something about that. What about you? Are you stuck in negative thinking or habits that just aren’t moving you forward? How can you overcome those attitudes and patterns?
Don’t get in your own way…this can be your best year yet!
Thanks for tuning into to The Perna Syndicate! Make sure you subscribe so you don’t miss any of the great stuff lined up for 2023. It’s going to be a great year—let’s do it together!
The post 630 - What’s Holding You Back? appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 629
Episode Title: The For-Now Direction For You
File Name: the-for-now-direction-for-you
Helping young people find a for-now direction can keep them moving forward. But this strategy isn’t just for them. Here’s why, next on The Perna Syndicate.
Ep 629 show:
You’re now in The Perna Syndicate—welcome! I often talk about the for-now direction for young people picking a career. Often, they’re terrified of making a forever decision—but a for-now direction, they can change that at any time… it’s much less scary.
As we launch the new year, there can be a lot of pressure to set big goals. But not everyone is in a place to do that. And that’s why I believe the for-now direction is a valuable life strategy for everyone, not just students.
The for-now direction frees you up to take small steps toward small goals while you figure out what your ultimate goals are. The idea is that you don’t stand still and get stagnant, that you keep taking steps down the tunnel toward whatever your personal light may be. Even if we’re not 100% sure of where we want to end up, it’s important to keep moving forward.
Maybe you’re at a crossroads and you just don’t know which way to go. Think about what a for-now direction could mean to you—something to give you purpose even if it doesn’t turn out to be your ultimate destination.
There’s a saying that goes, “when you don’t know what to do, do the next right thing.” I find that very helpful when I need a for-now direction. What’s the next right thing for me to do, right now, in this moment?
We have to keep growing, through all the challenges that life throws our way. Very few decisions have to be forever. Some can be just for now—and that’s okay.
Tomorrow: What’s the biggest obstacle holding you back? I’ll share mine on the next episode of The Perna Syndicate. See you then!
The post 629 - The For-Now Direction For You appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 628
Episode Title: Have You Burned Your Ships?
As we start the new year, there’s never been a better time to burn your ships. Here’s what I mean by that, coming up next on The Perna Syndicate.
Ep 628 show:
This is The Perna Syndicate—I’m glad you’re here! Have you ever heard the phrase “burn your ships”? It basically means to get rid of your safety net, your backup plan, your escape route so that you have no choice but to move forward.
This idea originated hundreds of years ago—in 1519, to be exact. That year, a Spanish expedition led by Hernán Cortés landed in Mexico. Cortés knew his crew was already exhausted after the long journey, but he had to motivate them to succeed in this new land. So he ordered the scuttling of the ships they arrived in. The ships burned. No turning back now.
If the ships had been in sight, available for a hasty retreat, they would be the easy choice once the going got tough. By destroying the safety net, Cortés secured his crew’s motivation, dedication, and teamwork. With no ships to save them, each person had a vested interest in succeeding.
This is something to consider as you make New Year’s resolutions and goals. Sometimes when we make changes in our lives, we leave the safety net up…just in case. We give ourselves the option to go backward, to lose the ground we’ve made. I’d encourage you to consider if there are any ships you need to burn.
Success is not something we achieve once; it must be chosen every day of the year. And moving forward, not backward, is a lot easier when it’s the only choice we give ourselves.
Tomorrow: If you’re feeling stuck and not sure what goals to set this year, you’re not alone. On the next episode of The Perna Syndicate, we’ll talk about a strategy that might just help. See you then!
The post 628 - Have You Burned Your Ships? appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 627
Episode Title: Question Your Goals
Part of setting goals effectively is to ask yourself hard questions. Here’s how I do it, coming up next on The Perna Syndicate.
Ep 627 show:
Hello and welcome to The Perna Syndicate! January is a time when many people are making resolutions and plans for the coming year. I enjoy this process of setting goals!
First, I think deeply about the challenges and victories of last year. I consider what I want to achieve in the next 12 months. Then, I ask myself some hard questions about those goals, like:
- What is most valuable to me in my personal life? How can I support that?
- What is most important to me in my professional life?
- Am I on the right track to achieve it?
- What are my long-term goals?
- How can I break them into smaller steps that ladder up to the ultimate goal?
- What resources do I need to make these goals a reality?
- How will I stay motivated and keep doing the work when I hit a slump?
- Who can I share my goals with, so I can stay accountable?
- Who can I help to meet their own goals?
- Are my goals realistic and do-able, or just wishes that won’t come true?
I think of this process as “questioning my goals.” I’m not pulling them down or discouraging myself, but rather, I am proactively addressing potential roadblocks before they happen.
What about you? What questions do you ask in the goal-setting process? Now’s the time to ask these questions, so you can move forward in the new year with confidence.
Tomorrow: Burning your ships sounds pretty drastic—and it is. On The Perna Syndicate next time, we’ll talk about why you might need to burn yours to reach your goals. Take care and we’ll see you then!
The post 627 - Question Your Goals appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 626
Episode Title: Don’t Let Last Year Come Back To Haunt You
What kind of 2023 you have may depend on what you do with the challenges left over from 2022. More on that, coming up next on The Perna Syndicate.
Ep 626 show:
Happy New Year on The Perna Syndicate! I’m your host, Mark Perna. If you’re anything like me, you may be finding yourself starting the year with a to-do list that’s a mile long. New demands are always popping up, especially now that the holidays over and a new year upon us.
Sometimes it can feel like the only option is to put your head down and power through as best you can to get everything done. I totally get that feeling!
There’s a time and place for that. But today, instead of forging ahead with a plan for the new year, it might be wiser to first pause and assess how last year went. Is there anything you could, or should, have done differently in 2022?
If so, welcome to the club! But let’s not stay here. 2022 is in the past, but it may still have a lot to teach us. Any plan we make for the new year must take into account the challenges we experienced last year. An accurate assessment of where we’re at is essential to making a plan so that we can reach where we want to be.
Of course, don’t just focus on what went wrong last year. As you think back on this past year, don’t forget all the things that went right—the victories you won, the projects and tasks you nailed, and the growth you experienced as a person and a professional.
2022 is behind us, and 2023 promises to be quite a ride. So strap in, get set—and let’s make it a great one.
Tomorrow: If you’re setting goals, you might want to ask yourself some hard questions first. We’ll look at what they are next time on The Perna Syndicate. See you then!
The post 626 - Don’t Let Last Year Come Back To Haunt You appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 625
Episode Title: 4 Trust-Builders: Impact Week 2022
At home, at school, and at work, trust is essential. Here’s a fresh look at this high-impact episode from 2022 on The Perna Syndicate, coming up next!
Ep 625 show:
Welcome to today’s episode for Impact Week on The Perna Syndicate! We’re wrapping up 2022 with the most popular topics from this past year. Today’s show is all about trust and how we can build it (or rebuild it) with those around us.
There are four foundational attitudes that make trust possible. First, we have to hope. Believing the best about coworkers, kids, and the future is the only way to make that best a reality.
Second, we have to have an attitude of forgiveness. Dr. Shawn Bishop says we must forgive ourselves and those around us for any mistakes, bad days, and missteps of the past. Letting go of the past allows space for kindness, progress, and even laughter to make its way in.
Third, our attitude should focus on a common good. A great example of this is the calling most educators have in common, to make the world a better place through education. Even if we disagree on how this should be accomplished, we can build trust through our shared motives—and build from there.
Finally, we need to assume positive intent. Most leaders want all the best things for their staff and students. Perhaps at the moment they are just trying to survive. If we can assume that their intentions are positive, we can move forward together.
Maya Angelou once said: ‘Do the best you can until you know better. Then when you know better, do better.’” This is something we can all take that to heart.
I hope you’ve enjoyed these top 5 topics from the past year. Thanks for making The Perna Syndicate a part of your 2022. Take care, Happy New Year, and we’ll see you next year—right back here on The Perna Syndicate.
The post 625 - 4 Trust-Builders: Impact Week 2022 appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 624
Episode Title: The Trust Gap: Impact Week 2022
Does your organization have a trust gap? It’s Impact Week on The Perna Syndicate, so let’s take another look at this hugely popular topic from 2022!
Ep 624 show:
This is Impact Week on The Perna Syndicate—I’m glad you’re tuning in! Today’s top-ranking episode from 2022 is all about something sorely lacking in the workplace today: trust.
Sadly, there’s a huge trust gap right now between companies and the people they employ. In fact, some experts like Dr. Toby Travis believe that broken trust is at the root of the record talent shortage our country is dealing with.
Many people are hesitant to reenter the workforce because they don’t trust the company to look out for them. They’re afraid that understaffing will create conditions where they’re constantly overworked. They don’t believe that the employer will value them over the customer, and they’re tired of being thrown under that bus.
Trust is foundational to any meaningful relationship, and this is also true in the workplace. When the pandemic first started, I wrote an opinion piece at Forbes about why trust is the secret ingredient that makes remote work, work. Teams that aren’t together physically can’t collaborate well without a basic level of trust.
A new year is almost here and in many ways, it can be a fresh start. If trust within your organization has suffered, let’s get real about it. Bridging the trust gap will take time, but it’s essential in order to attract, engage, and retain talented employees and move forward productively.
Tomorrow, let’s get practical about how to build trust. On the next episode of The Perna Syndicate, we’ll cover 4 high-impact strategies to strengthen trust in your interactions. Take care and we’ll see you then!
The post 624 - The Trust Gap: Impact Week 2022 appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 623
Episode Title: What If Students Quit: Impact Week 2022
Across the country, teachers are thinking about quitting—but what if students are, too? Listen in for another high-impact episode from 2022 on the Perna Syndicate!
Ep 623 show:
Hello and welcome to Impact Week on The Perna Syndicate! We are circling back to 2022’s most downloaded episodes. Today it’s all about another possible consequence of the education crisis.
How long before students, unengaged in school and with no human connection there, realize that there are ways they can succeed without that diploma? The gig economy has a place for them. There’s always bitcoin. And no one will question their graduation status if they start their own business.
Skills, rather than diplomas and degrees, are coming to the forefront in the hiring process. Amid our record talent shortage, employers are frantic for workers and are trying to entice them by any and all means: higher wages, sign-on bonuses, flexible work arrangements, and more. How long before they relax their requirements to hire workers with the ability to do the job, even if they don’t have a diploma?
This highly entrepreneurial generation is savvy enough to realize they can start making a living now—and worry about getting their GED later. If they don’t feel that human connection at school, they’re checking out, and not just mentally.
This could happen in your community and in mine. Kids are kids—they don’t realize what it really means if they skip part of their education. We have got to forge a human connection with them so they see the relevance of school and how it will pay off for their future. And we’ve got to start now.
Tomorrow: One of the biggest things leaders needed to build in 2022 was trust. Next time on The Perna Syndicate, we’ll talk about the trust gap in the workplace and why it matters. See you then!
The post 623 - What If Students Quit: Impact Week 2022 appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 622
Episode Title: Free Up Teachers: Impact Week 2022
How can we free up teachers so they have the time to build a human connection with students? This top Perna Syndicate episode from 2022 is coming up next!
Ep 622 show:
It’s Impact Week on The Perna Syndicate, where we revisit the most popular episodes from this past year. This one’s vital: what can we take off teachers’ plates?
Understaffing has plagued education for years, but it has now become a truly massive problem. Something must change, before the exodus of resigning teachers cripples our education system beyond repair.
Previously, we’ve talked about asking educators what they need and not preaching self-care to them. Today, I want to propose another very simple strategy: we need to take stuff off teachers’ plates.
What happens if teachers don’t do all the busy work they’re supposed to do? I mean, what really happens? Will it change anything in the classroom experience?
In our current climate, it’s highly unlikely they’ll be fired for not checking all the boxes. So what if we take the busy work away and free teachers to focus solely on the mission-critical tasks?
Administrators need to be asking themselves, how can we lighten the load for teachers—effective immediately? What can we take off their plate to give them more time to focus on the all-important task of connecting with students?
Students will not move forward without a human connection with their teachers. Teachers need time and energy to forge that connection. As the pressure builds, something has to give—so let’s make it the non-essential tasks, rather than the teachers.
Tomorrow: What happens if students, not just teachers, decide to quit? Tune in next time on The Perna Syndicate for another high-impact episode. See you then!
The post 622 - Free Up Teachers: Impact Week 2022 appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 621
Episode Title: Open Letter To Students: Impact Week 2022
It’s Impact Week on The Perna Syndicate, where we round up the top 5 episodes from the past year. Up today: an open letter to every high school student.
Ep 621 show:
This is The Perna Syndicate and I’m your host, Mark Perna. Thanks for tuning in! To kick off our Impact Week, here’s an open letter to high school students that topped our downloads this year. If you’re a parent or educator, feel free to share this with the young people in your life.
Dear student: you don’t know me, but I’ve devoted my career to knowing you. I travel the country explaining to people what makes you tick, how you make decisions, and what motivates you to perform at your true potential.
I’m writing today because I want to tell you the real story of what happens when you graduate high school and head into the next chapter of your life. I want you to know what you’re up against, and how you can win at school, career, and just life in general.
First off, the world has changed—big time. To get ahead, you need a new competitive advantage built on three things: robust academic knowledge, strong technical competency, and valuable professional skills. A lot of people are good at one or two of these areas. But if you can master all three, you’re on the fast track to success.
The fastest way to gain this advantage is to get hands-on experiences like career and technical education in high school. It’s a myth that getting involved in a career program in high school locks you into that career forever and you can never do or be anything else.
Career programs don’t limit your options: they actually expand them. So don’t limit yourself. You are capable of so much.
Tomorrow: What can we take off teachers’ plates? Tune in next time for one of this year’s most impactful episodes. See you then on The Perna Syndicate!
The post 621 - Open Letter To Students: Impact Week 2022 appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 620
Episode Title: The Cost of Disconnecting
Employers are turning to tech platforms to help their workforce forge better connections. Here’s why that’s only part of the solution, next on The Perna Syndicate.
Ep 620 show:
This is The Perna Syndicate—I’m glad you’re here! Failing to forge a human connection with our coworkers can come at a high price. The current disconnect has contributed to a workforce that is fundamentally transactional—and therefore highly disengaged with the company vision.
More than half of the employees surveyed admitted that all they care about at work is the paycheck—to the point where 62% said they would accept another position for a sign-on bonus of just $1,000. Yikes!
Fortunately, the C-suite is recognizing how critical the situation is. 88% say that improving culture and connection is one of their top priorities. Among those who don’t offer a tech platform to support workplace connections, 83% have plans to do so. They believe a platform like this would improve people’s day-to-day work experience and make them more likely to stay with the company.
Of course, while effective tech tools for connection are important in our dispersed workforce, they’re hardly the whole game. Human connection is human. It’s the people, not the platform, that make it happen—or not.
No matter whether the environment is in person or virtual, a true human connection stands or falls by how we answer the three vital questions: do you see me? Do you hear me? And, do I matter?
Thanks for listening to The Perna Syndicate this week! As always, feel free to get in touch with me at MarkCPerna.com with any comments or questions. I’m your host, Mark Perna, and we’ll see you back here next week for more on The Perna Syndicate. Take care!
The post 620 - The Cost of Disconnecting appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 619
Episode Title: The Remote Human Connection
People are feeling more disconnected from one another than ever before. Is it all the fault of remote work? Here’s my take, next on The Perna Syndicate.
Ep 619 show:
Welcome to The Perna Syndicate today! This week we’re discussing a new study by Airspeed that uncovered serious challenges for the human connection at work. People want that connection, in fact they really need it to perform at peak potential, but somehow they’re just not getting it. Is remote work to blame?
As convenient and empowering as it can be, remote work may have a dark side when it comes to social connection. 72% of the workers polled said that they aren’t able to socialize enough when they’re remote. 33% expressed feelings of loneliness.
At the same time, many people love the freedom and flexibility of remote work. So what’s a leader to do?
I think it’s important to remember that all a human connection really requires is two people—one of whom wants to see, hear, and value the other. You can see, hear, and value another person face to face or screen to screen, because it’s not about the medium. It’s about the person.
Truly connecting with someone virtually may require different techniques than in person, but the core of a human connection remains the same. If you make people feel seen, heard, and valued, they will want to connect with you. Further interactions will only deepen that connection.
We can indeed forge a human connection when working remotely—if we’re willing to see, hear, and value the person on the screen.
Tomorrow: What’s going to happen if the workforce continues in a state of disconnect? It won’t be good. Join me on the next episode of The Perna Syndicate for more on that. Until then, take care!
The post 619 - The Remote Human Connection appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 618
Episode Title: Seen, Heard and Valued
Leaders have to realize that if people don’t feel seen, heard, and valued, no human connection will be forged. Here’s why not, next on The Perna Syndicate.
Ep 618 show:
You’re now in The Perna Syndicate—welcome! As we talk about human connection in the workplace this week, those of us who are leaders must understand that it’s up to us to set that tone.
I’m fortunate in that I lead a wonderful team of consummate professionals who not only do their work well, but also genuinely enjoy working together. Before we get down to business in our team meetings, we go around and share how we’re doing personally. Every person feels seen, heard, and valued.
And that’s the secret.
In your workplace, whether it’s spread out geographically or all together in the same building, people want to know:
- Do you see me? (Or is it all too easy to be invisible here?)
- Do you hear me? (Or has my voice been ignored so long that I don’t even speak up anymore?)
- And, do I matter? (Or am I just a means of producing work?)
If you’re a leader, you need to be answering these questions in a positive way for your team. When you deliberately choose to build habits of human connection, these behaviors will spill over into the culture. And people will start connecting.
Tomorrow: Is it possible to foster a human connection when working remotely? We’ll tackle that question on the next episode of The Perna Syndicate. See you then!
The post 618 - Seen, Heard and Valued appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 617
Episode Title: Human Connection Can’t Be Forced
Even though people need a human connection at work more than ever, it can’t be forced. Here’s why it has to happen naturally, next on The Perna Syndicate.
Ep 617 show:
Thanks for joining The Perna Syndicate today! This week we’re talking about human connection, and why so many people are missing it at work today.
What exactly do I mean by human connection? It’s a rapport that is forged when a person feels seen, heard, and valued by another individual. The strength of that connection is built over time, as ongoing interactions cement and deepen the original bond.
I use the term ‘human connection’ instead of ‘relationship’ for several reasons. Human connection emphasizes the moment of making contact, of being eye to eye and belly to belly. ‘Relationship’ sounds like a more demanding investment than simply connecting with someone.
A human connection cuts through the artificial, surface-level interactions that most people either endure or actively avoid. Gen Z especially has little time for people who strike them as inauthentic.
Of course, no one wants to be told to ‘play nice and be friends,’ as if they’re kids at a playdate arranged by their parents. And therein lies the rub for executives who want to help employees forge a human connection, but can’t mandate or dictate it.
A true human connection is essentially organic in that it happens naturally—or not at all. Job listings can request applicants who work well with others, but they can’t demand that you make eye contact with your teammates or display genuine interest in their lives.
Despite all this, employers can set the stage for people to connect on a real level. It all starts with leadership, and that’s what we’re discussing on the next episode of The Perna Syndicate. See you then!
The post 617 - Human Connection Can’t Be Forced appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 616
Episode Title: The Elusive Human Connection at Work
Whatever happened to having a meaningful connection with your coworkers? Here’s why it’s becoming so hard to find, next on The Perna Syndicate.
Ep 616 show:
This is The Perna Syndicate and I’m your host, Mark Perna. Thanks for tuning in! Human connection is one of those things we never knew we were taking for granted, until it was gone. A smile, a handshake, an honest ‘hey, how are you doing?’—these seemingly small social acknowledgments had a bigger impact on workplace culture than we realized.
A new study by Airspeed underscores just how challenging it has become for companies to foster a sense of community and connection among their post-pandemic workforce. Employees feeling disconnected is the #1 challenge cited by C-suite respondents. 95% acknowledge that their company culture and sense of connection need improvement.
Chillingly, 75% of these executives believe their employees would give up a lot of their current perks to work for another company where they could experience that elusive sense of connection with others.
Very few would argue that employees who feel connected with one another are more motivated to perform at a higher level of productivity. In fact, Airspeed found that 96% of the executives surveyed believe this.
So how can organizations encourage employee connection? First, we have to understand what workers are looking for. In a world that feels more fragmented than ever, they want to experience a true human connection. They want to feel seen, heard, and valued.
Tomorrow: If a human connection is so necessary at work, why is it so hard for employers to create? We’ll cover that and more tomorrow on The Perna Syndicate. See you then!
The post 616 - The Elusive Human Connection at Work appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 615
Episode Title: Skill Up For Job Security
Do you learn new skills to build your career, or just salvage it? Here’s why keeping your skills fresh is more than just a safety net, next on The Perna Syndicate.
Ep 615 show:
Hello and welcome to The Perna Syndicate! All week we’ve been talking about job security if the market goes south. Regardless of the economy, employers will always be on the hunt for candidates who can diversify beyond their core responsibilities to support the business.
Keeping an eye on what skills are trending and what capabilities are most in-demand is also a good way to target your learning. What are some in-demand skills you can brush up on? Things like digital and data literacy, emotional intelligence, and leadership skills are always vital in our fast-changing world.
To become a stronger candidate, you could also consider learning new technical skills outside of your current area of expertise. You could take on additional job responsibilities, or even transition to a new department or company entirely as demand ebbs and flows.
Skilling up isn’t just a safety net in case your job disappears. It’s also a great way to stay focused on building your career, rather than falling into the mindset that you’re just salvaging it.
In the big picture, economic downturns come and go. The market always moves in cycles. Even if we’re in for a tough time, it won’t last forever. No matter how secure you feel or don’t feel in your current role, constantly growing your skills set will put you in the best position for the right job, at the right time.
That’s it for this week! I’d like to thank everyone who has taken the time to leave a review for The Perna Syndicate on their favorite platform. It’s a big help to get the word out and continue shifting the paradigm in education, employment, and economic development. See you next week for more on The Perna Syndicate!
The post 615 - Skill Up For Job Security appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 614
Episode Title: Your Backup Plan
What are the basics of a backup plan in case you lose your job? Listen in for why your plan should be based on hope, not fear—next on The Perna Syndicate.
Ep 614 show:
Hello and welcome to a new day on The Perna Syndicate! Whether you’re worried about the security of your job or not, it’s always a good idea to have a backup plan.
It starts with an up-to-date resume, built out and ready to share. You never know when a new and exciting opportunity might come along. Don’t miss it because you’re not ready.
Plus, it never hurts to look at where you are in your career and decide what your ideal next opportunity would look like. Ask yourself questions like: Would I like to change industries? Relocate? Is there a different job I would like to position myself for?
It’s also important to prepare financially and set aside some money in savings every month if you can. You might also think about participating in the gig economy. Diversification isn’t just for investing; it’s also a great strategy for income.
Finally, your backup plan should be driven by hope and aspiration, not fear. It’s easy to get caught up in the what-ifs, but we have to stay grounded in what is true. Planning ahead like this is a far better approach to take control of our future than simply worrying over a potential job loss.
If you don’t have a backup plan, start one today. Hopefully you’ll never need it, but if you do—it will already be there.
Tomorrow: How can you ‘skill up’ to create a more secure career? We’ll talk about that and more on the next episode of The Perna Syndicate. See you then!
The post 614 - Your Backup Plan appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 613
Episode Title: Destigmatizing Tough Questions
Do you feel comfortable asking tough questions about a potential employer’s financials and past layoffs? Here’s why you should, next on The Perna Syndicate.
Ep 613 show:
You’re now in The Perna Syndicate—thanks for dropping by! While a job interview offers an employer a chance to ask questions and assess if a candidate will be a good fit, the reverse is also true. It’s an opportunity for candidates to see if the company is right for them.
If you’re on the hunt for a new job, you’ll want to go into an interview prepared with a list of questions to help you assess the company—and how ready they are for a recession.
You might ask questions like:
- What has the company’s retention rate been over the past year?
- How has the company been communicating to current employees about job security?
- Have they done layoffs in the past and, if so, how have they handled them?
- And, how has the company been meeting employees’ needs based on inflation, flexibility, and benefits that are important to them?
We need to de-stigmatize these types of tough questions. It’s normal to want this information, because any new job can bring a fear of the unknown, and will have an impact on the candidate’s life.
This is truer than ever with a potential recession on the horizon. Interviewers should expect these questions—and be ready to answer them honestly.
Tomorrow: What’s your backup plan if your job is not quite as secure as you’d like? We’ll talk about that and more on the next episode of The Perna Syndicate. Take care, and we’ll see you then!
The post 613 - Destigmatizing Tough Questions appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 612
Episode Title: Transparency is the Best Policy
When the economy is uncertain, it’s crucial to be transparent rather than hush-hush. Here’s how this can help the workforce, next on The Perna Syndicate.
Ep 612 show:
This is The Perna Syndicate—welcome! While some surprises are fun, nobody wants to lose their job unexpectedly. That’s why current employees have every right to address job security concerns with their managers if they’re fearful about a layoff.
Not only should managers be expecting this, but they should be addressing it proactively. Transparency and communication have been vital all through the pandemic, and that’s not about to change now.
Employers should be regularly communicating where the company stands in terms of financial performance, customer trends, and headcount plans—and yes, even the possibility of any layoffs.
Often times, fear of the unknown is worse than the actual reality. Like a scary movie that doesn’t show the monsters, but instead lets your imagination fill in the blanks, leaving employees to imagine the worst is a poor way to keep them engaged.
Instead, companies should talk about their plans should a recession come. Not only does this help set expectations, but it will increase employee confidence that leadership is thinking ahead and prepared.
Employees should feel empowered to schedule a meeting with their manager to discuss their concerns and ask questions that are top of mind for them. Here, as in so many areas, transparency is the best policy.
Tomorrow: If you’re interviewing for a new job, you’re interviewing the company at the same time. On the next episode of The Perna Syndicate, we’ll cover the questions you want to ask about job security. Take care, and we’ll see you then!
The post 612 - Transparency is the Best Policy appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 611
Episode Title: Security in a Recession
Are we going from a booming employment market to an economic recession? Let’s talk about it, next on The Perna Syndicate.
Ep 611 show:
Welcome to a new week on The Perna Syndicate! I’m your host, Mark Perna. While job openings remain at near record highs, recent layoffs and hiring freezes at some big-name companies have created anxiety, especially among people seeking new jobs.
According to a Joblist survey from earlier this year, 60% of job seekers feel a sense of urgency to find a job now before market conditions change for the worse. Almost half of those looking for work also think the market is going to get worse in the next six months.
Changing economic conditions have also shifted how job seekers assess potential employers. Candidates are now asking a lot more questions about the financial trajectory of companies, including whether they’ve had layoffs over the past couple years.
What these questions are really getting at, of course, is job security. If you’re a candidate, you want to feel assured that the role and organization are viable for the long term—even if a recession hits.
I wish I knew which way the economy is headed, but no one knows for sure. What I do know is that there are concrete steps to increase our sense of security at our current jobs—or at a new one.
That’s what we’ll be talking about all week on The Perna Syndicate. Tune in tomorrow for more…we’ll see you then!
The post 611 - Security in a Recession appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 610
Episode Title: We Are What We Think
How can leaders support their teams in clearer, deeper, more productive thinking? Here’s a few insights, coming up next on The Perna Syndicate.
Ep 610 show:
Thanks for tuning into The Perna Syndicate today! The thinking gap among younger workers is a worrying trend. By 2030, Millennials and Gen Z could comprise almost 75% of the workforce. Employees who cannot think beyond survival mode will be less innovative, less resilient, less collaborative, and less able to cope with the challenges of everyday work.
Lenovo’s recent study found that burnout and fatigue were among the top reasons that people could not think clearly, deeply, or productively. So what can organizations do about it?
Employees should be encouraged to balance their use of technology with the time and space to be alone with their thoughts. For in-person workplaces, quiet environments designated for thinking will demonstrate the organization’s commitment to a healthy thought life and encourage employees to make use of the space.
Leaders can also model a healthy balance of using technology and unplugging from it at regular intervals to clear their mind.
Of course, thinking is not just a solo endeavor. Collaborative thinking, such as brainstorming, is vital for new ideas to emerge and problems to be solved. Leaders should ensure that their teams are thinking together, rather than in siloes.
We are what we think—and the good news is, we all have the capacity to improve our level of thinking. It will take a little effort, but it’s worth it. In fact, the ability to think well is vital to our future.
Thanks for tuning in to The Perna Syndicate this week! I’m your host, Mark Perna, and we’ll see you back here next week for more insights on career and life. Until then, take care!
The post 610 - We Are What We Think appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 609
Episode Title: Strategies to Think Better
What helps you think clearly, deeply, and productively? Here are the strategies people are using to improve their thought lives, next on The Perna Syndicate.
Ep 609 show:
You’re now in The Perna Syndicate—hello there! All week, we’ve been talking about a new study on the state of thinking and how the quality of people’s thought lives has declined since the pandemic. Instead of clear, deep thinking, it seems that many of us have to spend most of our thinking in survival mode.
But people are aware of these challenges and have come up with strategies to engage in clearer, deeper, more productive thinking. These strategies range from conventional to perhaps a little unexpected.
In the U.S., the top four conventional strategies are to go to a quiet place, to listen to music, to be present, and to spend time in nature.
Some less conventional strategies that people were willing to try include improving posture, adding more greenery to their space, doodling, painting or drawing, cutting out sugar consumption, and even wearing clothing that helps motivate them.
“If it meant better thinking, how would you change your life?” People who were asked this question had a variety of answers. They would spend more time outside, read more, exercise more, meditate more, spend less time on social media, and (interestingly) look for technology to assist their quality of thinking.
What about you? Do you have a proven strategy to clear your mind and spend your thinking time productively?
If so, I’d love to hear it. Get in touch any time at MarkCPerna.com—I always enjoy hearing from you. Tomorrow, we’ll wrap up with a conversation on how leaders can help their teams think better. See you next time on The Perna Syndicate!
The post 609 - Strategies to Think Better appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 608
Episode Title: 4 Types of Thinking
There are four types of high-quality thinking that people wish they could engage in more often. Here’s what they are, next on The Perna Syndicate.
Ep 608 show:
Welcome to The Perna Syndicate today! Lenovo recently released a study on the state of thinking worldwide among younger workers. It found that ever since 2020, young people have seen a decline in their quality of thinking as they grapple with an ever-changing world.
Instead of survival thinking, there are four types of quality thinking that young people wish they could engage in more often.
Number one is critical thinking. This is the ability to evaluate facts from opinions and true information from false. And we need it today more than ever.
Number two is collaborative thinking. This too is extremely important nowadays, and simply means openly engaging with and building on the ideas of others. One example would be brainstorming.
The third type of quality thinking is reflective. This is introspective thinking, during which a person is aware of and evaluates themselves and their life. They also consider how their actions may impact others.
Finally, the fourth type of high-quality thinking is known as higher order thinking. It’s an active state of mind that results in clear, deep, productive thinking and in some ways, it’s the first three types of thinking combined.
What about you? Do you wish you had more time for these types of thinking? I think we all do!
Tomorrow on The Perna Syndicate, we’ll look at the strategies people are using to maximize the quality of their time spent in thought. See you then!
The post 608 - 4 Types of Thinking appeared first on Mark C. Perna - Generational Expert, Keynote Speaker, Bestselling Author..
Episode: 607
Episode Title: A Compromised Mindset
Young workers worldwide have had to sacrifice quality thinking for survival thinking, just to make it through the day. Here’s why, next on The Perna Syndicate.
Ep 607 show:
Hello and welcome to The Perna Syndicate! Lenovo’s Think Report study recently found that many young people find themselves stuck in survival thinking, just to make it through the day. It’s what the report defines as “a compromised mindset.”
Why is survival thinking on the rise? Fewer than 1 in 5 individuals today feel their life is getting easier. 4 in 5 feel their life is either getting harder or staying the same. Most respondents cited the pandemic and social unrest of the past several years as the main reason their thinking has been negatively impacted.
More than three quarters of U.S. respondents say that the ability to think quickly and multi-task is ‘extremely important.’ But while these abilities may sound positive, they’re actually antithetical to the kind of deep, meaningful thought that leads to the best results.
Other obstacles to clear, deep, productive thinking include having too many things on the mind, distractions, fatigue, burnout, and not feeling mentally healthy. U.S. respondents report losing over two and a half hours daily due to their inability to think effectively.
Another factor hampering the ability to think is the ‘tech clutter’ in the workplace, where people have a plethora of helpful tools, but little knowledge or preparation to use them effectively. This contributes to distraction and multitasking, both enemies of deep thinking.
So that’s the compromised mindset that many people are working with. Tomorrow on The Perna Syndicate, we’ll look at the four types of thinking people wish they could engage in instead. Take care and we’ll see you then!
The post 607 - A Compromised Mindset appeared first on Mark C. Perna.
Episode: 606
Episode Title: The Thinking Gap
A new study has found that many Millennial and Gen Z workers worldwide are struggling to think beyond survival mode. Here’s what that means, next on The Perna Syndicate.
Ep 606 show:
This is The Perna Syndicate and I’m your host, Mark Perna. Thanks for tuning in! The ability to think effectively is one of the most valuable professional skills in the workplace today—but it’s also one of the most endangered. Lenovo recently surveyed a global audience on the state of thinking, and the findings were worrisome.
While there is a sense of optimism around the power of thinking to help us make better decisions, be kinder, and problem-solve together, a significant ‘thinking gap’ has emerged among younger workers. Just 34% of respondents reported that they spend all or most of their thought life in clear and productive thinking.
Not surprisingly, people’s ability to think deeply and reflectively has declined over the past several years. The study, which focused on Millennial and Gen Z workers in the U.S., U.K., Germany, and Japan, found that many people are burned out, struggling to make ends meet, and just plain fatigued.
Because of this, their thought lives are revolving around these immediate challenges rather than the deeper, more meaningful types of thinking that can lead to better outcomes.
The big takeaway is that young people worldwide have had to make compromises in their thought lives in order to cope with the pressures of life. And sadly, these compromises don’t seem to be temporary. Rather, they represent a shift away from higher-order thinking in the workplace and beyond.
This week, we’re going to delve into the state of thinking among younger workers across the globe and in our own heads. We’ll see you back here tomorrow on The Perna Syndicate!
The post 606 - The Thinking Gap appeared first on Mark C. Perna.
Today, young people are starting their jobs with retirement already in their sights. Employers can leverage this insight to recruit and retain younger workers—here’s how, coming up next.
Hello and welcome to The Perna Syndicate! Yesterday we kicked off the week with some positive data about younger workers saving for retirement. Even amid the pandemic, most have been careful not to dip into their retirement funds. Growing up in a time of financial challenges hasn’t been easy, but it has certainly given them a better perspective on how to handle money.
Today, it’s clear that young people are starting their careers with retirement already in view. The future is on their mind—and employers should take note. Offering a robust retirement plan, complete with expert coaching and financial advice, is a fantastic perk that will get their attention in your recruiting efforts. They also appreciate employer-provided resources in the area of tax preparation.
Offering these types of valuable financial planning tools and knowledge will not only attract desirable potential hires, but also help your organization retain top talent for the long term. It positions you as a partner in each employee’s success. You’re on their side, you’re there to help them navigate potentially challenging things like finances, and you want them to succeed.
More and more young people are looking for a long-term position—a role where they can grow with the company. As young people get smarter about saving for retirement, employers should keep pace by offering the opportunity for them to make a meaningful contribution, both to the company and to their own future.
If you haven’t yet read my bestseller, Answering Why, check it out for a deeper dive into the mind of the younger generations. It’s available in hardcover, ebook, and audiobook on Amazon.com. We’ll see you back here tomorrow at the Syndicate!
Today’s younger generations get a lot of bad press. In general, Millennials and Generation Z are painted as entitled, self-focused, unmotivated, and all-around disappointing. This unflattering image has reached into the realm of employment, where managers bemoan the lackluster performance of what is now the largest generational cohort in the American workforce.
But what if the stereotypes are nothing more than a self-fulfilling prophecy?
I CEO my own company and, speaking as a Baby Boomer, I can confidently tell you that my Millennial employees are among the company’s most valuable assets. They’re innovative, they’re naturally conversant in technological solutions, and they’re always eager to upgrade their skills.
What makes them different from all the other Millennials out there? Nothing, because this entire generation can perform at a higher level—when they have a reason why.
The why is everything to this generation. When they ask why, they’re usually not being smart alecks…they want to know so they can rethink, innovate, and improve the process and outcome for everyone. They want to make things better.
That’s my team, and that’s why it’s a privilege to work alongside Millennials. When you get past the stereotypes and unleash what they’re really capable of, they’ll perform beyond expectations.
How do you view today’s younger generations, the Millennials and Generation Z? Are they a challenge to overcome—or a powerful asset to unleash?
Due to differing worldviews and values, older-gen parents, educators, and managers often find themselves viewing young people as a problem they have to solve. It hasn’t even crossed their minds that these same young people may actually have incredible potential, just waiting to be realized.
The negative stereotypes often surrounding today’s young people are far from the whole story. Millennials and Gen-Z are bursting with untapped promise. They’re smart, talented, and utterly tenacious in pursuing goals that they find personally compelling. They’re going to change the world—in fact, they already are.
The biggest challenge in navigating our multigenerational world is not young people. Rather, it’s overcoming the negative perspective that can stifle their creativity and potential, and frustrate everything we could be accomplishing.
Together, the Millennials and Gen Z are now the largest generational cohort in the American workforce. It’s imperative that we start viewing them as an asset to be unleashed—because only then can they deliver their fullest contribution.