5 Interview Hacks #Millennials Need To Know...

5 Things Millennials Need to Know When Being Interviewed by a Baby Boomer.

Todd Cherches invited me on Hired Guns as a guest blogger.

"One of the hottest topics out there right now is the subject of generational differences in the workplace.

As discussed in my recent post entitled, “Spanning the Decades: Career Advice for Every Age and Every Stage,” four generations – Traditionalists, Baby Boomers, Gen X, and Millennials/GenY – currently work together…leading to a variety of commonly-recognized workplace issues and complications.

One of the most common and challenging examples of this is when these different generations cross paths in the job interviewing process. So I am often asked by my clients and my students for tips on how to navigate this treacherous terrain.

But rather than taking on this daunting challenge all by myself, I decided to turn to one of the most prominent experts in the field of generational differences in the workplace: my friend, Brad Szollose, the author of “Liquid Leadership: From Woodstock to Wikipedia – Multigenerational Management Ideas That Are Changing the Way We Run Things.”

This post will be the first in a series of co-authored articles on this topic of interviewing across generational lines.

One note to keep in mind before we start: We never want to stereotype people based on their age or generational affiliation (as there are always exceptions to every rule). But, from personal experience and much recent industry research, there are certain trends and patterns that we find out there — and, thus, advice we can offer – that might help you to more successfully bridge the generational divide.

And, as this is just two Baby Boomers talking, if you have any additional thoughts on the subject, we’d love to hear insights from ALL generations, so please feel free to dive into the discussion by contributing to the comments section below. With that said, here we go…

Five Things Millennials Need to Know When Being Interviewed by a Baby Boomer

#1: Not all Boomers are NOOBS

In video game lingo, those who have played for years are considered Elite or ‘Lites. Those who are new and, therefore, tend to make a lot of mistakes are called Newbies or NOOBS. The mistake many Millennials make is assuming that all Boomers are not as tech-savvy as they are, often resulting in the appearance of being arrogant or condescending towards the more experienced interviewer.

So it’s best to err on the side of caution and assume that the Boomer knows as much as you do. And, if it turns out that they don’t, then take that opportunity to explain things and show what you know and what you can do. But do so respectfully. There’s a fine line between being smart and being a smart-ass — and being a smart-ass won’t get you the job. Remember, some pretty cool Boomers invented most of the digital devices you are currently using.

#2: If you want a Boomer to understand something, show them the benefits

Chris, was a young software salesman in his late 20s who was getting nowhere with a Baby Boomer prospect. After two years of knocking on this guy’s door, Chris finally called me out of desperation. My advice to him was this: “You can’t just tell him why this new software is so valuable; you need to show him.” Two hours later, Chris had in his hand a $10,000 deposit check and a signed two-year contract.

Boomers tend not to respond to just a discussion – especially when it comes to new technologies. We’ve seen so many tech fads come and go that we tend not to be the early adopters that Millennials often are. After having to decide between Beta and VHS, followed by throwing out all our 8-Track tapes and cassettes, we’ve learned that lesson the hard way, having been burned too many times.

We’re the generation that was taught to wait until a technology has been proven and established before we commit to it. And we may not speak the latest language (“Wait, explain to me what a ‘hashtag’ is again…”). In order to gain our buy-in, we need to understand how a new technology works, why it’s better than what we have now, and how we can either make money, save money, or gain a competitive advantage from it.

Similarly, when it comes to interviewing with a Boomer, you need to not just tell us how great you are, but show us. Keep in mind that no matter what your GPA was or what university you went to, you do not have the life or professional experience that the Boomer has gained from his years of attending the “School of Hard Knocks.” So you will need to find a way to demonstrate your strengths and the value that you bring to the table.

#3: Boomers respect hierarchy and the time it took to get there

Back in the day, here’s what was expected of a Boomer on the first day of his or her new job: Show up on time, sit down, shut up, listen to your boss, and do your work. The formula for our career trajectory was: Age + Time + Experience + Knowledge Hoarding = Status + Salary. A normal career path was starting in the mailroom and aspiring, over the course of 30 long years, to a Corner Office…followed by a gold watch at your retirement party.

Our boss was often (usually) mean, and didn’t care about our input…and he (bosses were typically a “he”) certainly didn’t care about our feelings. One of Todd’s first of many horrible bosses actually responded to one of his productive suggestions with (quote), “I don’t pay you to think; I pay you to work. So just get back to your desk.” No one was seeking our advice when we were 25. And we wouldn’t ever dare speak to an executive without being spoken to first. And whether you were or not, it was important to look busy; no slacking off…even as we stared at the wall clock counting the minutes til five o’clock rolled around.

Fast forward 35 years later and we have a generation raised by parents who treated them like friends and asked for their opinions. Hierarchies became flattened, and informality ruled, as parents became mentors and teachers were being addressed by their first names. Encouraged to speak up, speak out, and collaborate, feelings mattered, there was no one right way to approach a problem, and you were told you could be anything you wanted to be when you grew up.

So, knowing that Boomers value hierarchy, formality, and respect, when being interviewed by one you may want to keep all this in mind. Despite what you were taught growing up, this person who has worked 25 years to get to where they are is not your peer. Not yet, anyway. Their status, title, and experience from paying their dues warrants respect. Give it to them. And they’ll be more likely to give it to you in return.

#4: To a Boomer, experience trumps your college degree

Similarly, not only did it take your Baby Boomer interviewer 20+ years to work his or her way up the corporate ladder, but they’ve had to navigate two decades of office politics and economic roller coasters…not to mention manual typewriters, carbon paper, fax machines, the transition from DOS to Windows, and are lucky to still have any hearing left after years of listening to that screeching sound made by AOL dial-up trying to connect via a 56K modem.

Boomers have been in the workforce long before having a college degree was mandatory for employment. Back then, being eager and willing to learn (and maybe having an uncle in the business) was all you needed to get your foot in the door. But in today’s work environment, a bachelors’ and, in some cases, even a masters’ degree is the price of admission just to be considered for an interview.

So when you are fresh out of college, with a bachelors or MBA, with little-to-no real-world work experience no matter how tech-savvy you are, it’s valuable to let the interviewer know that you respect the process, that you are willing to learn and pay your dues, and that no job is beneath you. At this point in your career, look at every experience – including internships, temp work, project work, or entry level positions – as a growth opportunity. That’s how the Boomer interviewer probably started out, so they will respect you for being humble and open to the idea of starting at the bottom and working your way up.

#5: Boomers are not slow, they are diligent

Millennials were raised to leap in, learn as you go, fail fast, and collaborate. Mistakes are just a natural part of the process: no big deal, and no judgments. This “ship now, and fix it later” mentality is consistent with their growing up playing video games where new software versions and getting knocked back to the finish line are just part of the experience of growing up in a digital world.

Boomers, on the other hand, grew up in an analog world where childhood board games were linear, rules were rules, and one mistake or violating the chain of command at work could get you fired. So they value process, hierarchy, respect, and doing things in a linear, methodical fashion with a “do it right the first time” mentality.

To a Millennial, Boomers may appear to be slow and ruled by process and bureaucracy, but it is more about efficiency and effectiveness: the values we were brought up on. We have little tolerance for careless mistakes and wasting time doing things over again. “Do you want it done right, or do you want it done right now?” is not an either-or question you want to ask of a Baby Boomer: we want and require both. Handing in work on time, but filled with grammatical errors, typos, programming bugs, or inaccuracies is as bad as not handing in your work at all.

Boomers care about appearance (including how you dress) because we feel it reflects your work ethic, values, and professionalism. And attention to detail reflects competence and an “I care” attitude. So if you want to be taken seriously as a candidate, don’t send a Boomer a resume filled with typos or a cover letter filled with grammatical mistakes. Even though the business world is spinning faster than ever, Baby Boomers still believe that slow and steady wins the race. You may not agree, but in this scenario wherein they are the ones holding the keys to your possible dream job, it’s to your benefit to learn and play by their rules.

So those are five of our top tips for Millennials interviewing with Boomers. Again, these are broad generalities, but to us they are commonalities based on our experience with current realities. Do you agree or disagree with them? We’d love to hear from you!

After that, we’ll turn the tables to talk about the increasingly common scenario of: Millennials and Gen X interviewing Baby Boomers…and what all parties need to know. Boomers…this will be YOUR wake-up call. Stay tuned.

Much thanks to Brad for his tremendous contributions to this series on job interviewing across the generations!"

____________________________________________________________________

Todd Cherches  | Bio
____________________________________________________________________

 

Todd Cherches is the co-founder and CEO of BigBlueGumball,
an NYC-based management and leadership consulting, training,
and executive coaching firm.

With their motto “We make training entertaining” as their foundation, Todd and his brother Steve are on a mission to make the world a better place by ridding the planet of bad bosses — and painful PowerPoint — through their cutting-edge, visual thinking-based approach.  Follow @toddcherches.
____________________________________________________________________


THANK YOU Todd for having me....

Brad Szollose
Global Management Consultant

Cross Generational Leadership Development & Workforce Performance Strategies

Executive Coach

Brad Szollose (pronounced zolis), is a globally recognized Management Consultant and the foremost authority on Millennials and Cross-Generational Leadership Development Strategies.

TEDX Speaker, Web pioneer and the author of the award-winning, bestseller Liquid Leadership: From Woodstock to Wikipedia, Brad is a former C-level executive of a publicly traded company that he cofounded that went from entrepreneurial start-up to IPO in three years; the first Dot Com Agency to go public on NASDAQ. His company K2 Design, experienced 425% hyper-growth, due in part to a unique management style that won his company the Arthur Andersen NY Enterprise Award for Best Practices in Fostering Innovation.

 

Today the world’s leading business publications seek out Brad’s insights on Millennials, and he has been featured in Forbes, The Huffington Post, New York Magazine, Inc., Advertising Age, The International Business Times, and The Hindu BusinessLine to name a few, along with television, radio and podcast appearances on CBS and other media outlets. 
 

Brad's programs have transformed a new generation of business leaders, helping them maximize their corporate culture, expectations, productivity, and sales growth in The Information Age. 

Pick Up Brad's new book...

Journeys to Success: The Millennial Edition. 

#1 Bestseller on Amazon in Hot New Releases!!!

What Happens When Millennials Are In Charge?

Here are 5 Things Boomers Need to Think About When Being Interviewed by a Millennial

Todd Cherches invited me on Hired Guns as a guest blogger.

"Let’s flip the traditional hierarchy on its head and discuss the increasingly common occurrence of how (and why) Baby Boomers and Gen Xers need to think, and act, a little bit differently when it is a Millennial who is in charge.

In the old days, positions in the organizational hierarchy were based mainly on seniority and experience, but as we all know, it’s a whole new world out there wherein age and years of experience no longer matter when it comes to who reports to whom.

Last year, I was quoted in this Forbes article entitled When A Millennial Is The Boss, but before Boomers and Gen Xers can even get to the point where you have a younger boss, you need to make it through the interviewing process. And you need to realize that a lot has changed since you first started out.

So with that goal in mind, here are five things that generational expert Brad Szollose and I agree that Boomers and Gen Xers need to think about when being interviewed by a Millennial:

1. Your years’ experience is not necessarily
something to brag about

It goes without saying that the longer you work, the more knowledge and experience you accrue. In the past, longevity was a huge advantage. Age + time + experience = status, salary, and, ultimately, the corner office. Knowledge was power and knowledge-hording was a common and effective strategy to protect your career and make yourself indispensable. Getting ahead was a long journey that required time, experience, playing the corporate game, building a track record of success…and patience.

But today, as we know, that paradigm no longer holds up. When a brand new, game-changing technology comes along (e.g., Twitter), it doesn’t matter whether you have 25 years of work experience or none, everyone and everything goes back to zero. In fact, having more experience rather than less may actually be a disadvantage when it comes to unlearning old habits and adopting ever-changing new ones.

Before 1984, it was not until you graduated from college and entered the workforce that you were first introduced to, and got your hands on, the latest technologies. Baby Boomers and even some Gen Xers remember that moment when they saw and actually touched a computer for the very first time. You were in your late 20s or 30-something, right? In fact, you might even have taken a typing class (yes, a typing class!) at some point to learn how to use the latest IBM Selectric typewriter. Millennials – who grew up in a digital world with a keyboard in their cribs, a microchip in their toys, and a personal computer in their homes – can barely imagine this.

So, what we’re saying is that Millennials grew up with a very different mindset, and set of expectations, than did Boomers. The fact that you have 25-30 years’ of experience is typically not seen by a Millennial hiring manager as an awesome strength, but as a potential weakness. While you are telling war stories about the day you made the difficult transition from DOS to Windows (yes, Todd confesses that he was forced to make that traumatic change at his job in 1998 while kicking and screaming), the Millennial is thinking, “I wonder if this guy even knows what The Cloud is?” And while you think you are impressing your Millennial interviewer with your 5-page resume in 8-point font, he or she is wondering why you don’t have a LinkedIn profile or a Twitter account.

In short, being up on the latest technologies and being able to speak the new language of business is now the minimum, entry-level requirement for you to get into the game. It’s about quality of relevant experience, not quantity of years spent working. So rather than emphasizing your length of experience, Boomers and Gen Xers would be better off demonstrating your up-to-date capabilities, your willingness to adapt, and your ability to produce results in today’s fast-paced, ever-changing business environment. Your key competitive advantage might be the wisdom you bring to the table, but keep in mind the saying that “Wisdom is where knowledge and experience meet.”

2. Your loyalty to a previous company
can actually backfire on you

A close friend of mine was at the same company for almost a quarter of a century; then he was laid off on the ubiquitous Friday afternoon at 3:00. This wasn’t sudden; he had warning signs for years that his time was coming to an end. Yet he didn’t bother to prepare for the inevitable. Every couple of months his department shrank one person at a time, while his own workload increased. Eventually he was the entire department.

While commendable, the first thing the company-assigned headhunter inquired about while reviewing his resume was, “Why were you at the company – and in that role – for so long? Weren’t you confident in your ability to move onward and upward?” When he responded about loyalty to his employer, the headhunter shook her head and burst out laughing.

While you were proving your dedication and loyalty for the past 25 years by staying put, the Millennial interviewer is wondering why you weren’t more ambitious or willing to take some risks. Or deeper still, he or she may be more concerned about whether or not you have the flexibility to adapt to a new, fast-paced work environment. As Darwin famously said, “It is not the strongest of the species that survives, nor the most intelligent, but the one that is most adaptable to change.” So how adaptable to change are you?

No longer perceived negatively as job-hopping, having four different positions at four different companies within a decade is actually considered a good thing in this day and age. It means you are ambitious, adventurous, unwilling to settle for the status quo, and believe in your potential to take risks and to grow. So while loyalty is an admirable quality, don’t let it backfire on you by creating a perception of complacency.

If you have been in the same company or in the same role for a while, you probably want to try to turn that perceived negative into a positive by reframing your background in a way that the interviewer might appreciate and admire. You stayed because you were challenged every day and worked directly on some of the most dynamic projects of your career…so you actually developed and advanced while within that role. You loved working with your boss and being a core part of the team.

You had many chances to leave, and chose to stay, but NOW you are ready and excited to take this next step in your career journey. The key thing is that you don’t want to be seen as a dinosaur, which you are not.

3. Brush up on your technology
and social media savvy

If you think that “email” is the latest and greatest communication technology ever invented (and it was, in its time), you may be surprised (even shocked) by what else is going on out there. Just for one example, this recent, thought-provoking article from INC. explores and explains “Why Email Will Be Obsolete By 2020.” Whether that is true or not, it is definitely a possibility worth pondering so as to avoid being caught completely off guard if/when it does happen.

Think social media is a fad? That Facebook is just for posting family photos, and that Twitter is just for keeping up with the Kardashians? Well, think again. Businesses are using social media in ways that many never envisioned. And is there an app that could come along and forever alter your industry and how you do what you do? Think Uber and Airbnb.

Do you feel that the business world is becoming too social and too casual for your comfort level? Do you think that addressing your CEO by his/her first name rather than Mr. ___ is a sign of disrespect, or that friending your boss is inappropriate? Do you object to the fact that “friending” is even a word? Well, Millennials don’t have an issue with any of these things. So you probably shouldn’t either.

When a Millennial manager in one of Todd’s recent leadership workshops commented that he “felt weird interviewing someone who could have been my mother,” that really reinforced once again how the natural order of things has been flipped on its head. So when being interviewed by someone in their 20s or 30s, hard as it may be, we Boomers need to leave our egos at the door, and get rid of some of our outdated preconceptions of “the boss as parent figure.” We need to consider, and communicate with, Millennials as equals, and to know enough about the job, the company, the industry, and the new world of business to speak their language.

If you don’t already, make it a point to understand the business applications of LinkedIn, Facebook, Twitter, etc. Eliminate any doubt and put their Millennial mind at ease by demonstrating that you know what a hashtag is and what the @ sign means. And if you don’t already, then go ahead and look it up. We’ll wait.

One more note: Millennials hate inefficiency and ineffectiveness, and have no patience for bureaucracy or outmoded technologies. If you remember this and work on staying a step ahead of the curve, you will be able to eliminate any doubt and show that you fit in.

4. Become an Influencer!

When was the last time you saw an amazing, industry-specific article that was spot on? Chances are you found it on Linkedin or Twitter. Did you pass it on to a prospect or a colleague, expecting nothing in return, except good will? Well guess what? THAT is just one way to use social media for business. And chances are, you find these consistent gems all the time from the same five people in your network. So why can’t YOU be the leader in your own group?

Todd and I are constantly supporting each other’s work by passing the latest articles on to each other from Forbes, Fast Company, The New York Times, etc. I have set up a Google alert that specifically looks for articles with key words in the title like: “Millennial,” “Companies in Trouble,” “Holocracy,” “Workforce Culture,” etc.

So start re-posting articles you like. Write a few yourself on LinkedIn, and tweet them out on Twitter. Start blogging about your industry, and don’t hesitate to jump into discussions on LinkedIn groups. Express your opinions, share resources. Provide solutions that are innovative or counter-intuitive. Seek to help others, with no expectation of return, and you may just find that what goes around comes around.

THAT is how you become a thought leader, an “influencer,” and start being seen as an “SME” (“Subject Matter Expert”) in your field. Know that when you leave the interview (or, perhaps even before you get there), count on the interviewer googling you to see what comes up. What do you want them to find? Blogging, posting, and re-posting articles you find relevant will allow you to control your digital footprint and will impress anyone who is interviewing you – especially a Millennial.

After the interview, sending the interviewer a thank you email with a link to a blog post you wrote is a great way to boost your credibility, demonstrate your knowledge, skills, and value, and reinforce the notion that you are up on things and the right person for the job.

5. Dress for success…whatever that means

Many years ago when this whole generational divide issue was new, I presented in front of a group of financial services professionals: financial planners, insurance agents, underwriters, etc., and I purposely didn’t wear a tie. Oh I had on an amazing Hugo Boss suit, with a silk handkerchief and a Calvin Klein shirt with cuff links…you know, the works. Twenty minutes into my presentation I looked over at the owner and knew that something was seriously wrong.

So I confronted him: “Sal, what is the matter?” He exploded, “You didn’t wear a tie!!!” “I did that on purpose,” I said. He physically slumped down in his chair. “You did that on purpose?” He was clearly confused.

Many Baby Boomers and even many Gen Xers, wouldn’t even think of going on a job interview without a suit and tie. And yet, to many Millennials (depending, of course, on the culture of the industry and company), wearing this traditional business uniform – even if it’s a $2,000 Brooks Brother’s suit – might end up backfiring on you, eliminating you from contention. Why? One is the perception that you might (literally) be too “buttoned-up,” old-fashioned, and out of touch, and another concern is your ability to read signals and adapt to a culture where being comfortable and casual is more important than dressing like a politician.

The reality is – Boomers and Gen Xers — whether you accept it or not, the world has changed. That doesn’t mean you wear flip-flops, shorts, and your 1978 Ramones concert t-shirt to an interview, but what it does mean is this: Millennials are the generation raised to believe you are to be judged on your work and knowledge, NOT on what you wear. They don’t have the formality and restrictive rules in their heads that we grew up with.

So while some companies and industries (e.g., banking, law firms) might still expect traditional business attire (especially for an interview), other, more cutting-edge companies and industries have less formal expectations wherein wearing jeans, a button-down shirt (and, perhaps a blazer) might be considered perfectly acceptable. And it’s fine walking in carrying a $50 nylon backpack rather than a $500 leather briefcase. Yes, it may feel to you like it’s too casual, but as we discussed in our last post, that’s the world Millennials grew up in…and the way they like it and want it. To Millennials, it’s not about putting on a business suit and playing the role of a businessperson; it’s about bringing your true self to work, being authentic, building relationships, and making a difference. And you don’t need to wear a tie in order to do that.

So dress sharp. Dress well. And wear something that fits YOU, and makes you stand out in a dynamic, personalized, businesslike way. I always wear a silk handkerchief in my breast pocket, no matter if I have on a suit or a sport coat with jeans and cowboy boots. Make a statement that says you are hip and cool. But be authentic and don’t try too hard. That yellow Wall Street power tie you got in 1986 will actually make you look less, rather than more, powerful in the eye of the Millennial who is more interested in what comes out of your mouth than what you have on.

Dale Carnegie wrote that people judge you by four things: What you say; How you say it; How you look; and How you act. Unlike a lot of other, more external, factors, these four things are all within your control. So if you remember who your audience is, and what you are trying to achieve (i.e., getting hired) you can – while still staying true and authentic to yourself – make the modifications you need to succeed in this brave new world of work.

This was part three of our four-part series on generational issues in the workplace. Our next and final post in this series will focus on the often-overlooked group known as “Generation X.” While most of the conversations going on out there tend to focus on Baby Boomers and Millennials, Gen Xers are often thinking, “Hey…what about us!”…leading to the question: Is Generation X the “Jan Brady” of the generations?

For more on this hot topic, check out Brad’s “Liquid Leadership” blog for numerous articles on how to bridge the generational divide."

____________________________________________________________________

Todd Cherches  | Bio
____________________________________________________________________

 

Todd Cherches is the co-founder and CEO of BigBlueGumball,
an NYC-based management and leadership consulting, training,
and executive coaching firm.

With their motto “We make training entertaining” as their foundation, Todd and his brother Steve are on a mission to make the world a better place by ridding the planet of bad bosses — and painful PowerPoint — through their cutting-edge, visual thinking-based approach.  Follow @toddcherches.
____________________________________________________________________


THANK YOU Todd for having me....

Brad Szollose
Global Management Consultant

Cross Generational Leadership Development & Workforce Performance Strategies

Executive Coach

Brad Szollose (pronounced zolis), is a globally recognized Management Consultant and the foremost authority on Millennials and Cross-Generational Leadership Development Strategies.

TEDX Speaker, Web pioneer and the author of the award-winning, bestseller Liquid Leadership: From Woodstock to Wikipedia, Brad is a former C-level executive of a publicly traded company that he cofounded that went from entrepreneurial start-up to IPO in three years; the first Dot Com Agency to go public on NASDAQ. His company K2 Design, experienced 425% hyper-growth, due in part to a unique management style that won his company the Arthur Andersen NY Enterprise Award for Best Practices in Fostering Innovation.

 

Today the world’s leading business publications seek out Brad’s insights on Millennials, and he has been featured in Forbes, The Huffington Post, New York Magazine, Inc., Advertising Age, The International Business Times, and The Hindu BusinessLine to name a few, along with television, radio and podcast appearances on CBS and other media outlets. 
 

Brad's programs have transformed a new generation of business leaders, helping them maximize their corporate culture, expectations, productivity, and sales growth in The Information Age. 

Pick Up Brad's new book...

Journeys to Success: The Millennial Edition. 

#1 Bestseller on Amazon in Hot New Releases!!!

Improving My Gratitude Attitude

What can I say? It appears that the world is going to hell in a hand basket. None of us need to look very far for disturbing reports of economic meltdowns, unemployment and war. I am no fortune-teller but the writing is on the wall. I AM a prognosticator...but not today.

We are about to celebrate Thanksgiving Day here in The United States of America. It is a day to give thanks, celebrate the gifts we have, even making it up so we can feel good for just one day. It's not how much we have materially, but the people and events that we have been blessed with throughout the year.

I have an amazing amount to be thankful for on the outer; contracts signed, word of mouth marketing is happening, recognition from the AMA, I signed with a speakers bureau last week, finishing up my second book, my keynote work and workshops on Millennials and generational issues is paying off.

 I was even featured in Forbes last month:

How to Sell Your Ideas to Millennials.

Life is good outwardly. Inwardly though, I am grateful, scared, on edge and filled with excitement...all rolled into one big ball of feelings. This is the time on this journey to reflect and prepare for going big, or going home. As Malcolm Gladwell calls it, I am at The Tipping Point for my career; when all the hard work, and effort begin to pay off.

So, when I tell you I am looking forward to a day off with family and good food, that is an understatement. I know deep down inside that my life is about to get intense.

Now I could go on and on with my own gratitude list and bore you. Instead, I'd like to share with you, the great work, and the people I am grateful for.

First up, Todd Cherches

Seven Simple Ways to
Make This Thanksgiving a
“Thinks-Giving” Celebration

Todd has become an astounding advocate of my work. We did a fantastic blog series this summer that covered the generational issues of interviewing and building your career. ALL from a generational perspective.

Here is a recap of our four-part series on generational issues in the workplace: 

1: Five Things Millennials Need to Know When Being Interviewed
    by a Baby Boomer. 

2: Five Myths About Millennials That Boomers and Gen Xers
    Need to Let Go Of. 

3: When the Tables Are Turned: 5 Things Boomers and Gen X Need to Think
    About When Being Interviewed By a Millennial.

4: Is Gen X The Jan Brady of The Generations?

Todd is doing some AMAZING work himself and I can't wait to introduce you to the things he is doing in the coming year.

Todd's company is Big Blue Gumball. They make training entertaining.

Second, is Judy Carter

Author, speech coach, and comedy guru Judy Carter knows the power of personal stories and teaches how to use them to get laughs, connect with clients, promote businesses, and discover the message of you. I suggest you pick up her books and take her workshops. 

Here is her latest TEDxBayArea Talk:
 

Your M-E-S-S is Your Message.

And now a shout out to Susie Miller: The Better Relationship Coach for our Blab Series on Boomers Unederstanding Millennials and Millennials Understanding Boomers.

Here is our introductory episode:

Or you can watch the shows on Blab: 

Episode 1: The Baby Boomer Parents Guide to Millennials & The Next Generation

Epsiode 9: Boomers &Millennials: Understanding Each Other--Millennials as Parents! This second to last episode was so popular —600 attendees— that we did a part 2. Enjoy.

Last but not least, Denise Griffitts & Tony Rubleski.

Denise Griffitts is the host of Your Partners In Success and has interviewed some pretty famous entrepreneurs (including me). Tony Rubleski is the author of the MindCapture book series and marketing, coaching company of the same name. His latest book Trailblazers is the FOURTH in the series and delves DEEPLY into 12 entrepreneurs who beat the odds.

Listen in as my 2 friends discuss some amazing people...

Leadership Lessons from 10 Trailblazers
Who Beat the Odds & Influenced Millions

Now I've been on the show 4 times but this is an EPIC interview...
2 of my favorite people did a great interview. Listen in.

 

Thank you everyone for reading this far, and taking an interest in my work...

Enjoy your day of thanksgiving. And enjoy enjoy the blogs, interviews and videos;-) I find that what I surround myself with, shifts my attitude.


Surround yourself with positivity my friends. A hard thing in this day and age...or perhaps, easier than we may think.

Brad Szollose

Global Business Adviser and Consultant
on Millennials and Workforce Performance Strategies

Brad Szollose is a global business adviser and the foremost authority on Generational Issues and Workforce Engagement Strategies.

Author of the award-winning, bestseller Liquid Leadership: From Woodstock to Wikipedia, Brad is a former C-level executive of a publicly traded company that he cofounded that went from entrepreneurial start-up to IPO in three years; the first Dot Com Agency to go public on NASDAQ. His company K2 Design, experienced 425% hyper-growth, due in part to a unique management style that won his company the Arthur Andersen NY Enterprise Award for Best Practices in Fostering Innovation.

Known for his humorous and thought-provoking presentations, Brad’s keynotes and workshops are highly interactive, heart-warming, and filled with high-content information that challenge assumptions and help leaders and managers create a better work environment for innovation to thrive.

Today, Brad helps smart companies like Dell and MasterCard, understand just how much technology has transformed a new generation, and how that impacts corporate culture, management interaction, expectations, productivity and sales in The Information Age. 

* 2011 Axiom Business Book silver medal winner in the leadership

* #1 Amazon Best-Selling Author

"I just had my mind blown..." - A.S., Vistage, New York

Liquid Leadership by Brad Szollose is available at all major bookstores and for Kindle, Nook, iPad and Sony ereaders. Internationally published in India and S. Korea.