They’re here. For the first time in history, you have four generations in your workplace and five generations as customers. Today you have to understand Traditionalists, Baby Boomers, Gen Xers, and Millennials just to write an email that won’t make someone angry. These generations think differently, vote differently, buy differently, and dress differently. Not understanding these differences creates conflicts and loses sales:

•What are the differences between generations?
•How do we market to the younger generations when they have a different focus than the Boomers did at their age?
•What issues do the differences create for teams or even families?

This popular session is full of laughter and insight. Come and see yourself, your customers, your colleagues, and your future. In this session you will …

1.Learn if you “get it.” You’ll discover if you are being unconsciously rude to other generations.
2.You will understand generational differences so you will know when you are taking another generation’s behavior too personally.
3.They’ll get specific ideas for how to adjust your approach so you can become a trusted advisor to each of the generations.

Change may be the new normal but the emotions it creates sure shakes up people. Just as the tsunami kills more people than the actual earthquake, people’s emotional reactions to change cause more problems than the change itself. This humorous presentation will help your people identify how they and their team mates or customers respond to change. Since people respond to change differently, understanding The Six Change Reactions will help them ride the change wave and to . . .
•improve their change readiness
•adjust to change with less frustration
•avoid conflicts
•increase their change skills
•avoid the three ways they could get trapped in negative change emotions
•find their own personal change resources
•disarm their “Light Eater” colleagues, the most dangerous of the change resistors
This fast-paced presentation goes beyond understanding and gives your people a practical approach for dealing with each of The Six Change Reactions. They’ll have new tools for helping their team members and customers move through the change wave. In addition, the presentation accelerates change by neutralizing your most resistant people in a way that will have everyone laughing.
The result: the presentation helps you speed up change by helping your people keep moving forward. They will never look at change or each other the same way again.

They’re here. For the first time in history, you have four generations in your workplace and five generations as customers. Today you have to understand Traditionalists, Baby Boomers, Gen Xers, and Millennials just to write an email that won’t make someone angry. These generations think differently, vote differently, buy differently, and dress differently. Not understanding these differences creates conflicts and loses sales:

•What are the differences among the generations?
•What issues do the differences create for organizations, teams, or even families?
•How must marketing approaches change to reach the younger generations?
•What attracts and keeps younger employees?
•How will these differences complicate the mass exodus on the Boomers from the full time workforce over the next decade?

This popular session is full of laughter and insight. Come and see yourself, your customers, your people, and your future and walk away with practical ideas and plans for increasing your ability to get things done across the generations.

In this time of global recession, the market could not be clearer. That's why a powerful global renaissance of trust has begun. Sparked by recent world events, business ethics, and the transparency of conversations enabled by the worldwide web; this call for a renaissance of high trust leadership is reverberating around the globe. Based on the New York Times bestselling book by the same title, and developed with the author, Stephen MR Covey, this keynote brings three breakthrough ideas: trust is not merely a social virtue, it is a business killer; trust is not genetic, you can do something about trust; and it's not the opposites of trust that kills us, it's the counterfeits. Quit complaining about trust, and learn what you can do about it.

The newest generation, the Millennails, are here and the Traditionalist, Baby Boomers, and Generation Xers only know one thing: it's not business as usual. From their flip flops to their smart phones, the text message generation has a different approach. Organizations that figure out how to attract them, adjust to them, and retain them now will jump far ahead of those that ignore them until five years later.

Eventually, every organization will have to learn to work with Millennials in the war for talent. According the the Bureau of Labor Statistics by 2013, Boomers will drop by almost 25% while Millennials will make up 25% of the workforce.

This presentation will explain how the Millennials are different, why Millennials are different, how to attract, train, lead, and retain the next generation.

You'll laugh, you'll cry, you'll walk out with use today ideas. In the words of a thirty year boomer employee, "Before this presentation, I resented the Millennials for wanting things now that took me years to work for. But now, I understand how different their world was than mine and I can't wait to understand them better so I can really enjoy working with them. Plus, this had really helped me understand my own kids. I'm going to talk with them differently tonight."

The phone rings, the email overwhelms, and the paperwork and conference calls never end. When do your sales people sell? This presentation pulls apart what keeps sales people from selling and gives them practical tools for making their number and making a difference.

We all struggle to keep up now that we live on the information high way. This presentation will help you get control back by helping you face your worst time management enemy, prioritize time in a new way, and learn to get the most important things done rather than stay buried in email and meetings.

Negative people are helpful, irritating or dangerous. But most leaders lump negatively oriented employees together and treat them the same. That is a big mistake. Managers make things worse by the way they lead negative employees:

1. they stall innovation by engaging the helpful negative people too late and too long;
2. they intensify the irritating negative people by ignoring them;
3. they strengthen the dangerous negative people by fighting them.
As a result, the negative people win and continue spreading their negativity into the team and organization.
This presentation uses laughter and unforgettable metaphors to teach executives, managers and project leaders how to tell the difference among the three types of negative employees—the Hound Dogs, the Yippers and Yappers and the Light Eaters. Then it provides simple and practical answers to the most popular questions hundreds of leaders have asked about turning negative situations around:
•How to keep negative people from taking over your team
•How to identify the helpful negative employees (and how to keep them from killing innovation)
•How to help negative people use their negativity to speed things up rather than bog them down
•How to separate the dangerously negative people from the merely irritating
•How associates can help their managers deal with the dangerous “Light Eaters”
•How to turn around positive people who are becoming negative
•How to raise the performance of everyone on the team
Get beyond the negativity and help your team have fun and get more done.

When they announce changes, leaders tell their people that change is now a fact of life. But there is another fact of life: people respond to change in six ways. When leaders and managers ignore the Six Change Reactions, they make change harder than it needs to be. But you and your leaders can create a change wave rather than struggle to push the change forward.

This humorous, fast paced session presents a breakthrough approach to change. You’ll understand The Six Change Reactions and . . .

•Why change programs backfire
•Why trying to help people change is keeping them from changing
•How to map your team or organization on the Six Change Reactions curve
•Why many change teams die a slow death after going in circles until the forward thinking people disengage
•How to set up a team for a quick start
•Why the sure fire change champions often burn out and disappoint us the quickest
•How to find and train change sales people who can convince the critical few that will move the change forward
•How to help the three negative reactors use their negativity to speed things up rather than bog them down
•How to deal with the one percent hard core resisters so they don’t ruin everything
•How to know when to be patient and when to push

You’ll never look at your people the same way again, and they will love you for it.

Negative People are helpful, irritiating or dangerous. Because negative employees make them nervous, managers make things worse by the way they lead negative employees: we kill our teams by engaging the helpful negative people too late and too long, we intensify the irritating negative people by ignoring them, and we strengthen the dangerous negative people by fighting them. As a result, the crabby people win, their influence pulls down the rest of the team or organization.

This presentation shows executives, managers and project leaders how to tell the difference among the different negative employees--the Dirt Spotters, the Yippers and Yappers and the Light Eaters.
Then it provides clear and practical ways to prevent your helpful negative employees from blocking change, neutralize your irritating employees, and send your dangerous employees to your competition.

In this unpredictable world, we need to deliver predictable results more than ever. It's not enough to preach execution and to teach people how to juggle priorities or better handle their email. Organizations invest in all this and more to increase productivity, but they are missing something—the leadership piece. We’ve been teaching people how to set priorities and manager their time, but we’ve not set organizational priorities. Sure we have organizational goals and annual plans, but they usually make things worse. Simply put, leaders who can help their people focus will get more done. FranklinCovey's ground breaking 4 Disciplines of Execution will show you how.