Poor leadership is costly.  People leave managers, not organizations. According to a recent Gallup poll the #1 reason people quit their jobs is a bad boss or supervisor. Career Builder reports that 56% of managers receive no leadership training. Does your organization have people equipped with leadership skills needed for the future? Every generation values leadership and younger generations are seeking opportunities to develop their leadership skills!

Providing good leadership development will set your organization apart! A commitment to leadership training allows you to attract, engage and retain the best people for your organization. Options for leadership development include customized workshops based on your organization’s requirements. It starts with a Leadership Discovery Assessment for each person involved. After reviewing the assessment, you can choose the format that works best for you:

  • Lunch and Learn
  • Half day training
  • Full day training
  • Masterminds
  • DISC Leadership Training (includes assessment)

Each of the options will include interactive “games” and discussion as well material for each participant to take with them.

Outcomes you should expect:

  • A clear understanding of the leadership strengths of each participant
  • Concise plan for continuing to grow emerging leaders
  • Creative problem solving at each level
  • Greater engagement; improved performance
  • Lower turnover
  • Higher engagement leading to greater momentum
  • Higher customer satisfaction

“Everything rises and falls on leadership.”

John Maxwell


“According to research, generational differences are most acutely experienced around communication issues. Eighty-one percent of today’s workers say the primary difference between generations in the workplace is communication styles…” (Lindsey Pollak) Despite generational differences, one thing everyone agrees about is the desire for clear and inclusive communication! Companies that intentionally seek to solve communication issues have a huge advantage!

The biggest reason that communication is more challenging now is because technology is changing so rapidly. However, it has never been more important to effectively communicate with everyone in your organization. According to Mindshare, 74% of employees say they miss on crucial company communication. The result is lower engagement and productivity. There are proven strategies for improving communication across generations throughout your organization. It all begins with understanding the expectations and communication skills for each person involved. Then we customize a plan that works for everyone. We look at what is working and what could be done in a better way. How to set and implement expectations for connecting more effectively.

Generational stereotypes cause communication break-down. Using the DISC behavioral analysis creates a common, non-threatening way to communicate about skills, strengths, and weaknesses. The DISC is generational neutral, and all behavioral styles are equal but different. DISC is also a great tool for communicating with customers.

Customized programs are available and include:

  • Lunch and Learns
  • Half-day training
  • Full day training
  • DISC Communication/Selling Methods

Outcomes you should expect:

  • Increased productivity
  • Frequent and efficient communication
  • Fewer costly errors
  • Inclusivity increases engagement
  • Creative problem solving
  • Decline in negative stereotypes

“Optimized communication will not only improve your culture, but you’ll also finally be fee from the rut of ambiguity so you can get laser focused on producing results.”

Michael Hyatt


Managers are struggling to appeal to the expectations of each generation in today’s workplace. Every generation brings their own set of expectations of the what the world of work should look like for them.   When these expectations aren’t met, there is disengagement, lower productivity and higher turnover.   Every generation wants “meaningful work” but they define that phrase differently. There are proven strategies that appeal to every generation.

Every generation wants the opportunity for career development. According to a report by the Work Institute 22% of employees voluntarily leave their jobs due to lack of growth and development opportunities. There are options for every size organization to provide these types of opportunities.

According to Gallup work people are 6 times more likely to be engaged when they work in their strength zone. Using the Clifton strengths finder assessment is the first step of determining what those strengths are. The second part is implementing a workplace strategy for using those strengths more effectively.   When people work in their strength zone, their energy increases and they are anxious to come to work.   It also increases creativity.

Other motivators play a part as well. People are not always motivated by money. Our Values motivator assessment eliminates the guesswork and helps to determine what really does motivate each person on your team. Just about everything depends on teamwork of some kind. Dysfunctional teams hurt morale and decrease motivation. People who enjoy working with the team will be more motivated and productive.

Below are some options for motivating and team building:

  • Team Building Lunch and Learn
  • Half day strengths finder workshop
  • DISC team building
  • Values Motivators assessment and training

Outcome you should expect:

  • Improved job fit for each employee
  • Better teams
  • Higher engagement
  • Improved understanding of what motivates each person

Have questions?

Reach out to Shawn by 843-618-0977Shawn@ShawnJohnsonSpeaks.com, or use the online email form on the contact page.

Contact Shawn