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Executives

Gen Y Personal Development Group Workshop
Gen Y Coaching and Mentoring 1 on 1
Gen Y Retention and Employer Understanding

A key, strategy to sustainable profitability in business is the retention of key staff. When key people leave an organisation, they not only lose the talent but on many occasion other important assets including;

Key customer relationships
Intellectual Property
Key operational knowledge
Years of experience which is irreplaceable
Key networking relationships
Business or project momentum

Generation Y are the sector of the workforce with the highest departures from organisations. GenY are those individuals born between the late 70’s and before 1992.

They are indeed a spirited group with such characterisitics such as;

Increased use and familiarity with communications, media, and digital technologies.
Peer-oriented due to easier facilitation of communication through technology and the rise of instant communication technologies, such as email, texting, and IM and new media used through websites like YouTube and social networking sites like Facebook, Myspace, and Twitter.
Living with their parents for longer than recent generations who push the acceptable boundaries for full adulthood from their mid 20's to early 30's. Many members of Generation Y have chosen to live at home, remain without a family or children, and delay a full career longer than any generation before them.
Tend to be competitive sports and life where 'no one loses' and everyone gets a 'Thanks for Participating' trophy and symbolizing a perceived sense of entitlement.
Possess great expectations from the workplace and desire to shape their jobs to fit their lives rather than adapt their lives to the workplace.
They push for more feedback, responsibility, and involvement in decision making and after the performance discuss and debate the generational differences they have seen.
Many employers say Gen-Ys are short on skills, demanding, impatient and far from loyal.
Employers recognise their talent but a deep ambivalence towards Gen-Ys poor spelling and grammar, a failure to understand what constitutes appropriate corporate behaviour and poor communication skills are the biggest bugbears.
Gen-Ys either don’t know or don’t care about their employers’ lack of enthusiasm for what they have to offer.
They are more demanding than other workers when it comes to advancing their careers, and are more likely to ask for a pay rise.
If they don’t receive either, they simply leave.
Gen Y have the talent and employers want to retain this talent.
Employers are bound by salary structures and are loath to upset the relativity.

Sound familiar, then here is a solution that suits both employer and Gen Y emerging executive.

The solution is the Careernav three course plan to retain high talent and grow tomorrows manager.

Gen Y Personal Development two day workshop
Gen Y 1 on 1 three month personalised coaching and mentoring program
Gen Y Employer Understanding and Management Course for one day.

Personal Development Workshop - $1499

A two day group course delivered by industry experts talking to Gen Y’s in their own language. Show them you’re in touch with their needs.

Addresses a broad spectrum of personal development topics including;

Realistic goals and timeframes
How to best manage a Gen Y - their perspective
Self awareness and impact on others
Individual strengths, weaknesses & areas of development
Working in groups
Communication skills written and formal
Problem solving
Psychometric assessment
Salary relativity
How to successfully manage up
The value of patience and cost of career changes
Avoiding career derailment
Groups of 12

Click here to purchase

Coaching & Mentoring for Gen Y’s - $3499

A 1 on 1 three month personalised coach and mentoring program;

Delivered by experienced commercial executives who are excellent coaches and mentors
Who possess wisdom, personal judgement and commercial judgement.
2 hours per month for 3 months
Confidential discussion with no feedback to superiors.
Review the month that was – successes, failures, frustrations, feelings
Address issues they struggle with, coping mechanisms, seek alternate ways of handling it.
Conflict resolution methods
Expressing success without irritating peers
Commercial judgements in the ‘grey areas’
People types
People management
People and situational leadership
Single style management verses a good chameleon
How to build leadership gravitas
The value of high morals , ethics and values