PBS’ Post

It's almost summer internship season - how much are you thinking about multigenerational communication? (non-spoiler, but there's a Sunpointe Investments angle on this because we spend so much time looking up and down the generational ladder with clients, that I'm always extra amused by how wide our age spread is in our small team. it's reflective. Mental note to ask Jack Dwyer, CFA, CAIA if expanding to 4 decades of thinking was on purpose.) BACK TO INTERNS, and multi-generational colleagues, and maybe even family. You know what's the worst? Coasting. And Lindsey Bell just told guy penn and I where it comes from. "Coasting" comes from a lack of identity. When you're miserable, when your identity isn't tied to "owning" your work, you coast. You step back, and you don't care what happens. Want good interns? Want good multigenerational relationships - at work or within your family? Don't coast. Don't let them coast. Don't let yourself coast. Own it. Own fostering fulfillment, purpose, and authenticity. Own the whole vibe around the proverbial table you're setting. Those summer interns deserve an amazing experience. So do those older and younger colleagues of yours. Figure out how to make tying some identity to the ownership of the experiences you share, on your way to making things better. (I have to share this clip. It's from "The Shifting Future of Work" episode of Just Press Record on the Cultish Creative YouTube channel)

If you aren't leveraging the power of internships to build your talent pipeline and expand your knowledge, what are you waiting for?! If you want to learn more, join our discussion! #talentpipeline #workculture #genz #interns #imternships #workforce #professionaldevelopment

I don’t care what industry you are in. Multigenerational communication is imperative. 👇 I’m not a financial advisor - my background and perspective is a healthy mix of my time in the military, researching insurgencies and security concerns in academia and for the State Department, and people operations and leadership development in the private sector. The lessons shared by Matt Zeigler and Lindsey Bell are crucial for leaders in ANY organization to understand. Building a sense of ownership is where identity comes from, because to the new generations (and the evolving attitude of mid to younger millennials), that is where authenticity lies. With the perception that so many institutions have failed or will fail them, why attach their identity to an organization that is just a means to an end? They aren’t trying to coast. They just don’t want to row without a purpose. Case in point: When I started the International Relations Organization at Virginia Tech, an academically peer-reviewed published group, the idea was for it to be a student run think tank. No credit. No payment. No reward. No institutional oversight. Just belief in themselves and their intuition, their voice. I was an average of 10 years older than the majority of the members, and I had to bridge that generational gap Matt speaks on. So what did I do? I gave them ownership. Nobody coasted because they all wanted to be there. 45 undergraduate Gen Z students. Putting in serious effort week after week after week. They accurately predicted how the failed coup of Venezuela in 2019 would go down, 5 weeks before it happened. They wargamed what long term involvement US involvement in the War in Yemen would lead to (results are actually quite eerie, considering that project was in 2020). They wanted to be there because they had ownership of the process and product.They knew their words had value, and they could be their authentic self. When the research was done, when they got recognized by the university for the level of community, by members of the State Department for the opportunity they forged for themselves, they could look at each other and not say “We did a good job because this is what we were told to do,” but rather “We did a good job, this is what WE do!” More than one have expressed to me in years since that it was one of the most empowering experiences they had ever had. Simply because they were allowed to have belief and ownership in themselves. And they still do. Not only did they survive the pandemic that shut most student-led organizations on campus down, they found a way to thrive - without my help. I haven’t lead the organization in over 4 years. But since then the younger generation has put even more work in, getting published, getting guest speakers, and the alumni of the think tank have gone on to succeed in NGOs, the intelligence and defense industries, and more. If you don’t find a way to forge multi-generational relationships, you are coasting.

Prudential Financial Prudential 🎉Celebrating our amazing interns at Prudential!🎉 Their energy, creativity, and dedication have brought fresh perspectives and innovative ideas to our firm. One of the highlights of this internship season has been the go-to-songs shared by our interns in their videos. Music has a way of bringing people together, and these songs have certainly added a fun and lively rhythm to their workdays! 🎵 #InternshipExperience #PrudentialInterns #FutureLeaders #CareerGrowth #ProfessionalDevelopment #Innovation #Teamwork #Leadership #InternshipOpportunities #CelebratingAchievements #WorkplaceCulture #LearningAndDevelopment #CareerJourney #NextGenerationLeaders #Empowerment #Success #GrowthMindset #Diversity #Inclusion #InternLife #InternGoals #NationalInternDay

Working with Anglin PR this summer has given me some valuable insight in the communications industry. One thing the firm stresses is to never stop learning. Read the article below to hear about what I’ve learned about post-grad growth in the marketing and PR world!

We were eager to know, what's been the biggest piece of information or skill our interns have learned so far this summer! 🤔 We think their responses were great!! Let us know what you think. #NationalInternDay

By effectively utilizing summer interns' skills and enthusiasm, you can achieve your campaign goals more effectively:

1.quick feedback on work 2.ask probing questions 3.twice per week 1:1 4.welcome propose ideas and solutions 5.provide ownership Good points!

Flinterns are coming... do you have your interns signed up yet? If not check out this article to learn about the impact of our program, then let's connect to get your interns signed up!

We have our summer intern already on week two. Every Friday he has to report on the project that he's responsible for. He makes us aware of urgent items and things needing action. We have different people on our team that work with him on different parts of his project. That way he's accountable for his work while getting exposure to working with everyone on our team including Grant La Bounty, Chris Vassilian and Jeannette Cano. That gives him experience from four different points of view. But ultimately, we make sure one person is responsible for his success and so that he knows who he can turn to when thinking about future direction without ambiguity. This will be the second year of working with other industry partners to collaborate on meetings together so that our interns get to meet their interns and make new contacts. How do you manage your summer interns? How do you make the most of the summer for them and for your team all at the same time?