http://www.buoyantlife.com/index.htmlNew Blog PostenBuoyant Life / Lauren StillCopyright 2008 Lauren Still2008-07-30T11:09:29-06:00 hourly 1 2000-01-01T12:00+00:00 Wed, 30 Jul 2008 11:30:03 -0600Buoyant Life / Lauren StillBrain Drain2008-07-30T11:09:29-06:00http://www.buoyantlife.com/blog/files/gen-x-respect-brain-drain.html#unique-entry-id-19http://www.buoyantlife.com/blog/files/gen-x-respect-brain-drain.html#unique-entry-id-19
When Gen X rolled off the educational conveyor belt and was deposited in the workforce, the Boomers held the reins and filled most of the jobs, certainly the "good" ones. And the economy wasn't cranking out a lot of new jobs either. So Gen Xers had to take what they could get and were given the message that they had to pay their dues before they could rise through the ranks. They have largely done that, though Gen X also longs for more work-life balance than the preceding generation. When Gen X asked for more flexible work arrangements, work-from-home capabilities, and such, to a large extent they were told to get back in their cubicles and be quiet. The Boomers didn't appreciate the requests, and since they were the leaders and power-holders by then, they could make the rules.

How annoying for Gen X then, to see Gen Y coming along in the workforce, demanding (not asking!) the flexibility that Gen X has always wanted, and lo and behold... they're starting to get it! Companies are concerned about the Brain Drain and are catering to the newest (and one of the largest) generations. In addition, Gen Y workers want to be CEO next week, and have no hesitancy about going around their manager and talking to the top brass, who are flattered that the young energy is seeking them out for their expertise. Gen X is left wondering whether those "dues" got them anything at all.

To make matters worse, even when one gets used to managing this new generation of employees, would you believe you also have to manage their parents? Yes, the parents of Gen Y have actually been known to call managers and complain about the performance review that Junior received.

Don't you just get the image of Rodney Dangerfield in your mind right about now?

But all is not lost for the poor Gen Xers. If we can get past the annoyance that the younger generation might get what we've been asking for, well, we can finally enjoy it too! And as the Boomers retire, there will be a real need for competent, experienced managers who can keep these youngsters engaged and motivated.]]>Buoyant Life / Lauren StillBrain Drain2008-07-21T11:00:27-06:00http://www.buoyantlife.com/blog/files/gen-y-millennial-tv-report.html#unique-entry-id-18http://www.buoyantlife.com/blog/files/gen-y-millennial-tv-report.html#unique-entry-id-18
Click here to view the video.]]>Buoyant Life / Lauren StillCareers2008-06-11T10:29:18-06:00http://www.buoyantlife.com/blog/files/work-from-home-career.html#unique-entry-id-17http://www.buoyantlife.com/blog/files/work-from-home-career.html#unique-entry-id-17
1) Is your job potentially at risk? If you fear your employer is planning to downsize it's workforce, then spend time in the office. Out of sight can mean out of mind, so the more opportunities you have to talk with people and show your value to the organization, the better.

2) How well set up are you to work from home? Do you have noise and distraction that could affect your productivity or your ability to participate in a conference call? Are there files or network ability that you won't have access to at home and will that impact your ability to do your job?

3) How much would you work from home? One day a week, or full-time? Does this fit with the needs of the company and the comfort level of your manager?

4) How long is your commute? What is the gain to you or the environment (eg., gas savings, reduced greenhouse gases, etc.)?

5) How "green" is your company? Would offering to work from home be something that the company would appreciate as part of their vision and mission?

If you're not getting the "green light" (pardon the pun) from your answers to these questions, perhaps you can meet your goals in other ways, such as biking to work, carpooling, negotiating to work four 10-hour days instead of five 8-hour days, and so on. Or you may decide that it is still something you'd like to do, but the timing is not quite right, and you can put it on the back burner until your situation stabilizes.]]>Buoyant Life / Lauren StillCareers2008-06-04T14:50:36-06:00http://www.buoyantlife.com/blog/files/job-security-career.html#unique-entry-id-16http://www.buoyantlife.com/blog/files/job-security-career.html#unique-entry-id-16
Here are a few tips to secure your job during a downturn or recession:

1) Show Your Value: Find out what your manager and the company needs and then provide it. Solve problems instead of finding them. Look for ways to save the company money or increase sales. Be a positive and low-maintenance employee. Multi-task.

2) Increase Your Visibility: Keep your manager informed on what you're doing, your progress and accomplishments. Get closer to him or her and understand the stresses and needs you can help with. If you are working from home or telecommuting, think about spending more time in the office to get "face time" with management and your peers.

3) Find Your Voice: Don't be afraid to "toot your own horn." Tout your accomplishments. Share ideas on how to make the company more profitable. Manage up the chain.

4) Volunteer: Take on additional work, especially those projects that benefit other departments or business units. Take some of the load off your manager.

5) Be a Vehicle of Change: If the company is challenged to deal with the economy, find out what the company is doing to survive and thrive, embrace the changes and support those efforts.

6) Image: Dress the part for the next level and act it whenever appropriate. Show that you should be moving up, not out.

7) Initiative: Keep your options open. Network. Dust off your resume. Think about industries or companies where your skill set is needed which might be in a stronger financial position.]]>Buoyant Life / Lauren StillBrain Drain2008-06-03T13:48:52-06:00http://www.buoyantlife.com/blog/files/solution-trade-positions-brain-drain.html#unique-entry-id-15http://www.buoyantlife.com/blog/files/solution-trade-positions-brain-drain.html#unique-entry-id-15
They have partnered with a local high school where the population historically takes up more trade-type positions after graduating, and has created a training/mentoring program for their students to learn the trades needed in the municipality. Brilliant!

This serves several purposes:
1) Proactively finding candidates for these positions ("pull" technique).
2) Creating a "push" to their organization from within this population as more students realize their opportunities by watching classmates.
3) Creating a community of young people in the organization by hiring friends and colleagues from the same population - with Gen Y this increases loyalty.
4) Ensuring that valuable expertise gained by those who have been in the job for years is passed on to the next generation.
5) Developing positive community connections by engaging the organization in helping the school and students to succeed in life.

This is exciting stuff and I can't wait to learn more ways that companies and people are solving these issues!]]>Buoyant Life / Lauren StillBrain Drain2008-05-16T15:13:43-06:00http://www.buoyantlife.com/blog/files/HR-Brain-Drain.html#unique-entry-id-14http://www.buoyantlife.com/blog/files/HR-Brain-Drain.html#unique-entry-id-14
My key take-aways:
1. The HR manager is active in various HR organizations and is well informed of the "brain drain." The company is already taking some steps to try to address the problem.
2. They are partnering new, younger employees with internal "mentors" who have a breadth and depth of experience to share. (This will really appeal to the Gen Yers!)
3. The company also offers part-time and flexible hours for many professional positions (albeit inconsistently based on the role and the manager's style).
4. The idea of more transparency in the hiring process was of interest to them - they do their own searches for employees rather than solicit resumes for specific job openings, so anything that can short-cut that process and let them find high-quality, qualified candidates is time and money in their pocket.
5. Technical engineering jobs are increasingly hard to fill as there is a shortage of graduates in some engineering programs. As the Boomers retire, the pool of technical engineers will continue to shrink.

I can't wait to talk to more HR professionals and see whether they're seeing and doing some of the same things!]]>Buoyant Life / Lauren StillCareers2008-05-14T13:12:24-06:00http://www.buoyantlife.com/blog/files/new-focus-career-brain-drain.html#unique-entry-id-13http://www.buoyantlife.com/blog/files/new-focus-career-brain-drain.html#unique-entry-id-13
As my practice is re-focusing on career issues for professionals, my Blog will re-focus on sharing my learning as I travel this path. I will share my insights, frustrations, confusion, and excitement as I delve into the subject of careers in the workplace of today. I have become so fascinated by the landscape in which jobseekers find themselves now, and even more so by how that landscape will change in the next 10-15 years. The Baby Boomers reaching retirement age, the much smaller Gen X workforce following them, the generational personality traits of Gen Y, the health care pressures, movement toward "green" living and working, and so much more! There are so many seismic shifts happening and about to happen which will inevitably change how jobseekers and employers interact; the question will be how each will adapt to this changing landscape and learn to enjoy the new scenery.

I hope you will come with me on this journey, enjoy the ride, and share with me your thoughts and experiences along the way. Let's roll!]]>Buoyant Life / Lauren StillBlog2008-02-06T20:41:49-07:00http://www.buoyantlife.com/blog/files/11536e4bc0ce2edc6ab02314d2c3e34f-12.html#unique-entry-id-12http://www.buoyantlife.com/blog/files/11536e4bc0ce2edc6ab02314d2c3e34f-12.html#unique-entry-id-12Week February 3 – 9! The purpose of this week is to continue to create awareness about
professional coaching and its value to society, and how it is helping individuals and
businesses reach their goals. It is also to acknowledge your participation and progress
made through the coaching process.

You are greatly appreciated for being a part of this growing community that is making a
difference in many people's lives, including your own. Thank you!

"Coaching is credited to reduce the cost of operations, improve quality of products and
services, and increase productivity and net revenue. Coaching has expanded from being
solely a one-on-one development tool to become an accepted and expected leadership
practice." This is a quote from a study conducted by Merrill C. Anderson, Ph.D. on "The
Utilization and Impact of Leadership Coaching in Organizations: Results from the
Second Annual Benchmark Study, 2007.

So...in recognition of International Coaching Week, I'd like to thank YOU for all your
HARD work! Coaching is so successful because of your hard efforts. May you continue
on your journey of personal growth!
]]>Buoyant Life / Lauren StillParenting2007-12-12T20:40:37-07:00http://www.buoyantlife.com/blog/files/87255fdfb5ef9f8973625d6c3a439753-11.html#unique-entry-id-11http://www.buoyantlife.com/blog/files/87255fdfb5ef9f8973625d6c3a439753-11.html#unique-entry-id-11There are moments in life when the physical world around you seems to be telling you loud and clear the truth that you sometimes don’t want to hear. Whatever step it is that you’re making, if you have half a thought of sticking your head in the sand and trying to ignore it, you sometimes have to work hard to pretend it isn’t imminent.

I’m currently struggling with a disappearing act happening in our house. Where there used to be play mats, rattles, and diaper changing supplies suddenly there are doll accessories, art supplies, and plastic miniature toilets. What finally got me though, was the long-awaited arrival of a “big girl bed.” Because the bed was assembled in my daughter’s room, we had to move several pieces of furniture out of the room to make space for it, namely her changing table and her crib. I walked into the room and looked around -- all evidence of my “baby” seemed to have vanished. In its place was a bed with sheets, pillows and a quilt and a little more space to play. I realized that the baby had left the building and there was now a little girl living in our midst.

Don’t get me wrong -- I love not having to change diapers anymore, and get a kick out of having my daughter walk out of her room fully dressed without any help. It is thrilling to see her using imagination to play for significant periods, and amazing to realize that at 2 1/2 years old her head reaches my waist already. I love seeing her sleeping in her big girl bed, seeing the girl she is growing into. These are some of the greatest joys of being a parent.

But the yang to the yin of seeing your child grow and develop is that there is a grieving process as a treasured time in your child’s life passes. They are two sides of the same coin and I actually love the dual feelings of elation and sorrow. Somehow they balance each other and make the other even sweeter.

I hope the next time you are passing through a transition in your life, you can see both the yin and the yang, the joy and the sorrow, and by doing so, live more fully in the moment.
]]>Buoyant Life / Lauren StillLife Balance2007-11-27T20:39:47-07:00http://www.buoyantlife.com/blog/files/ec30843daa997f4604d27ddda3dfab90-10.html#unique-entry-id-10http://www.buoyantlife.com/blog/files/ec30843daa997f4604d27ddda3dfab90-10.html#unique-entry-id-10The holidays can get hectic and stressful, as we all know. I think what gets us through and helps us enjoy through the pressure and madness is tradition and family (if not family of origin, then family of choice). But does continuing, creating or melding traditions just add more pressure?

It can be daunting if we have elaborate expectations of what holiday traditions we wish to embrace, or vastly different traditions combined in one household, or circumstances that make it difficult to realize your holiday expectations. If our parents decorated every inch of the house and baked mountains of goodies, we may feel pressure to create the same atmosphere in our own homes. With the pace of life today, that can be a daunting personal expectation! Equally, melded households mean a balancing act of combining traditions, choosing which will be continued with the next generation, or deciding to start anew and create fresh traditions.

In our home we have a Northern Hemisphere element and a Southern Hemisphere influence as well. My husband spent his childhood school vacations on a sailboat, so this time of year his feet get itchy to get out and see the world. I on the other hand spent most of my Christmases at home surrounded by friends and family, so I tend to want to turn inward and spend time at home. This year we’ve managed to strike the right balance -- we are traveling to San Francisco to spend the holidays with my sister, her husband and their new baby. My husband gets to feed the travel bug and I will have a wonderful time with my sister and her new family.

Whatever your circumstance or challenge around how you celebrate the season, the important things to remember are: decide what traditions are truly meaningful to you and give yourself permission to skip the rest, find things that are sustainable over time and can be done together, and make the season your own. Delightful!
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