Strickland Brothers 10 Minute Oil Change’s Post

This is an amazing time for organizations to take advantage of having as many as SIX generations in their workforce. The challenge — and the opportunity — is in developing a 6G strategy (and 6G talent pipeline) that leverages the richness and vibrancy that each generation will contribute to the culture, the efficiency, and ultimately the productivity and profitability of the business. In this HBR article by Nicholas Pearce, he offers five steps that senior leaders and executives can take to enhance their intergenerational workforce: 1) Develop a 6G organizational strategy 2) Manage both age-based differences and generational differences 3) Look at generations as cultures 4) Reimagine the 6G talent pipeline 5) Center PURPOSE as the great intergenerational unifier "Thinking in 6G requires organizations to undertake the hard work of figuring out how to become employers-of-choice for every generation (not just the younger ones), anchored by a compelling employer brand that is both authentic and attentive to each generation’s workplace needs and preferences.” And… not only does your organization become the employer of choice for each generation, it has a healthy impact on the success of the business. "In short, strategizing with a 6G mindset — and involving voices from all six generations — is just as important for marketplace impact as it is for workplace impact."

“Each of these five steps can help leaders build healthy 6G organizations that are designed for intergenerational sustainability in the workplace and the marketplace. Giving each generation — and, importantly, each individual — the opportunity to be seen, understood, valued, and leveraged in the workplace throughout the course of their career is essential for personal, social, and even societal well-being.”

Are you a millennial, thinking there has to be more to working than this? I am hiring by the way… Perhaps you are a CEO, grappling with the challenges of digital and cultural transformation? If you are either of those people, where is your "Shadow Board"? This harvard business review article, explores why 'companies struggle with two apparently unrelated problems: disengaged younger workers and a weak response to changing market conditions. A few companies have tackled both problems at the same time by creating a “shadow board” — a group of non-executive employees that works with senior executives on strategic initiatives. The purpose? To leverage the younger groups’ insights and to diversify the perspectives that executives are exposed to.' Gucci outperformed the Prada Group using the "Shadow Board" strategy. If you are that millennial I mentioned at the start of this post, is it time to go and talk to your CEO? What do you think? Do you agree with the concept? I’m hiring… https://lnkd.in/gYn_Usx #profit #strategicdirection #listening #differentiation #establishedbusiness #intrepreneurs #standout #career #brand #careerdevelopment #executive #strategicchange #successionplanning #disrupting #hbr #creativethinking #shadowboard #gucci #prada #newtothejob #mentoradvice #freshperspective #interns #paradigmshift

A little late to celebrate 200k... but we can do what we do because of you! ✨ We’ve helped 3,800+ consumer brands, manufacturers, and consumer-focused companies hire leadership, executives, board members, and top-tier talent. 🙌 Connected with more than 300K professionals across sales, marketing, operations, finance, HR, investment funds, global strategics, distribution, manufacturing, retail, Ecomm, and more. 💥 Expansion Alert! Our recruitment expertise now includes niches like wellness, lifestyle, luxury, and even celebrity engagements through CreatorForce! We stand out as the leading consumer talent partner offering end-to-end solutions for hiring across an entire organization - one at a time or all at once. ✅ Impactful Search® Search ( for C-suite and board members) ✅ Force Recruitment (or executives, directors, Senior Mgmt, and project work) ✅ CreatorForce (for celebrity and influencer matching) ✅ Consumer Job Board (entry-junior levels) 🤑 We’ve assisted 200+ companies recruit the right leadership talent *to sell* their companies to global strategics like Mondelez, Nestle, Diageo, Unilever, and Pepsi, to name a few 💴 We’ve worked with 100+ investment groups to place the right players at the right time. 👯♀️ In the past year, 41% of our executive placements were women, highlighting our commitment to female-forward leadership. Our own team is 82% female, and 50% of the C-suite at Force are women. 🌈 Beyond recruitment, we invest in our team's growth through executive coaching, DEI initiatives, and community involvement. ⚡ We've created an accessible, highly engaged consumer community of founders, investors, advisors, creators, executives, and emerging talent who thrive on helping others succeed. And finally, you may have noticed we’ve shortened our logo to Force. Why? We are a FORCE for the consumer economy. The FORCE to help people and companies grow up and to the right. Cheers to the Force team driving these connections in all of the different ways we do.

Executive transitions of any kind — advancement in leadership responsibility, new career track direction, or retirement from one's core career into 'what's next' — can bring about unrivaled opportunity and excitement, as well as feelings of challenge and uncertainty, even for the most seasoned professional. As an Executive Advisor with MyNextSeason (see below), I am privileged to support extraordinary professionals during their unique moments of growth and transition and help them enter their next chapter with increased confidence, readiness, and zeal. What's next for you? MyNextSeason #PioneeringBusinessLeadership #leadershipdevelopment #executiveadvising #executivecoaching #careertransitions

The current workplace landscape is experiencing a historic phenomenon with six generations coexisting, ranging from the Silent Generation (octogenarians) to Generation Alpha (teenagers). This diversity offers unique opportunities for organizational growth and intergenerational inclusion but also poses challenges that, if not properly managed, can lead to chaos and decline. To navigate this six-generation (6G) reality effectively, leaders are advised to take five strategic steps: 1. Develop a 6G Organizational Strategy: Incorporate 6G thinking into the core strategic plan of the organization. This involves creating a workplace culture that attracts and retains talent across all generations and considering the evolving needs of a diverse consumer base in the marketplace. 2. Manage Age-Based and Generational Differences: Understand and differentiate between age-based and generational diversity. It's essential to manage the unique challenges and opportunities each presents, moving beyond traditional diversity and inclusion frameworks to recognize and value the contributions of every generation. 3. View Generations as Cultures: Approach generational differences as cultural variations, promoting an environment of mutual respect, curiosity, and flexibility. This perspective helps in leveraging the distinct perspectives and skills of each generation to enhance teamwork and innovation. 4. Reimagine the 6G Talent Pipeline: Address the congestion in the talent pipeline by creating opportunities for seasoned workers to engage in post-executive roles and designing clear advancement paths for younger talent. Innovative strategies like Mitre Corporation’s “Reserves at the Ready” program can serve as models for effectively leveraging the expertise of retired employees. 5. Center Purpose as the Intergenerational Unifier: Recognize the universal desire for meaningful work across generations. By focusing on the organization’s purpose and how each individual’s work contributes to it, leaders can foster a sense of unity and motivation, transcending generational differences. https://lnkd.in/d57DJq2T

HBR's article on leading a six-generation #workforce is a treasure trove of strategies for thriving in today's diverse #workplace landscape. With #GenZ entering the workforce, it's important to understand and leverage the unique strengths and perspectives each generation brings. From embracing #technology to tapping into years of experience, this piece offers actionable insights for fostering #collaboration and creating an inclusive environment where everyone can contribute their best. By implementing these strategies, organizations can bridge generational divides, harness the collective wisdom of their teams, and drive #innovation. It's recognizing and celebrating the diversity of experiences and viewpoints within the workforce, ultimately leading to stronger, more resilient teams.

Our "Meet the Team" page has received a re-fresh. 🎉 Our team is evolving with new faces joining us, changing roles that reflect our growth, and a departmental restructuring aimed at enhancing our business. 👥 **New Faces**: We’re welcoming talented individuals who bring fresh perspectives and innovative ideas to our team. Get ready to meet our newest members who are eager to contribute to our mission! 🔄 **Changing Roles**: As we grow, so do our team members. Many of our talented staff are stepping into new roles, allowing us to leverage their strengths and expertise in exciting ways. 🏢 **Departmental Restructuring**: To better serve our clients and streamline our operations, we’ve restructured our departments. This strategic move will help us work more efficiently and foster collaboration across teams. Curious to see who’s who? Head over to our updated "Meet the Team" page and get to know the amazing people behind our success! 💼 👉 [https://hubs.li/Q02NWX4z0] Thank you for being a part of our journey. Here’s to new beginnings and continued growth! 🚀 Look out for new teams being added each quarter!👀 #MeetTheTeam #TeamUpdate #NewBeginnings #BusinessGrowth #EmployeeSpotlight

I used to think that getting my sh&t together would transform me into someone entirely different. Turns out, I'm still very much the woman I was 10 years ago. 🕯 I still doubt myself. 🕯 I still worry about things that don’t matter. 🕯 I still make mistakes. 🕯 But I’m also still creative, ambitious, and powerful beyond my wildest dreams. So what’s changed? I’ve taken Supernatural Leaps in my career. 🔮 What’s a Supernatural Leap? It’s everything and nothing all at once. 🔮 It’s saying yes to a skip-level promotion—not because you feel ready, but because you know you'll figure it out. 🔮 It’s building a relationship with the CEO—not because you’re on the executive team yet, but because you see yourself there in the future. 🔮 It’s having the courage to say no, knowing that just because you can do something doesn’t mean you should. You are capable of making Supernatural Leaps in your career. And to show you what’s possible, I’m celebrating 432 women who are landing the promotions they deserve this summer. So please join me in celebrating these corporate badasses who recently landed new roles: ✨ Srishti Bhatnagar on her promotion to Senior Consultant at FirstMeridian Business Services Limited ✨ Kathryn Baker on her promotion to Senior Director, Sales Enablement & Training at EF Education First ✨ 🔹Andrea Long on her promotion to Senior Manager, Internal Events at Vanta ✨ Anjudeep Badachha on her promotion to Digital Transformation Manager at Henry Boot ✨ Diane Rish on her promotion to Head of Operations at Talent Mobility Fund ✨ Crystelle Spinnler on her promotion to Senior Manager, Engineering Operations at Comcast ✨ Kate Eagleton on her promotion to Senior Paid Strategist at KlientBoost This is the 🔮 #SummerOfMagic2024. Celebrating 432 promotions this summer, even while we are on vacation. And it starts with YOUR next promotion. #WomenInLeadership #WomenLeaders #CareerGoals #WomenSupportingWomen #LeadershipDevelopment

Paying it forward