Generation-Y Thriving with Your Business Growth

Last week, I wrote about Indonesia’s consistent economic growth and the affects it has on many businesses (Growth of Economy, Your Business and Human Capital Challenge). One needs to be vigilant that albeit business growth is required, but so is the quality of its people. I spoke to the CEO of a major real estate developer company recently, he told me that his human capital size have grown 200% in the past 2 years. Their problem is the development aspect of the people is not going linear as the size. His other concern was the new young hires have difficulties catching up to match the standards.

Is academic excellence enough when hiring fresh graduates?

In order to anticipate a rapid growth in business, many large companies set up a fast track program for young, bright and talented individuals, typically fresh university graduates, in order to groom them to become managers in a relatively short time of a year or two (known as Management Trainee programs). Some challenges these companies face with the new recruits, other than their lack of knowledge about (the) business is their mentality. Their young age, lack of life experience and skills require a lot of growing and maturing on their part. So think about the role you play, the money and time you need to put in to mature them.

Facts of Gen-Y Life

Studies have shown that Gen-Y-ers (those who were born in the late 1980s up to mid 90s) excel in academics and knowledge of technology. They were practically born with a cellphone in their hands. Communication was made super easy by gadgets. Thinking processes have also been made more practical, short cut and almost automated, thanks to these devices. Yes, kudos to these technological evolutions, our lives are faster and easier – exactly like our 2-minute instant cup noodles. All this is great of course, except for the downsides. Studies show that this generation lack in resilience when faced with adversity. I remember less than 10 years ago, we had to go to the library, and get books just to research and obtain information. Back then, more effort had to be put in to something so simple. Nowadays, information can be accessed from your fingertips. Fighting spirit may very well have a different meaning to this generation than the previous generations altogether. Getting around or getting things done may seem effortless for the gen-Y.

So the dilemma is this, when these gen-Y-ers just graduated from university and apply to your company, they may most likely carry this “fast and easy” mindset. A bright straight A student from a reputable university, applying for a managerial position, expecting a nice office, good pay, easy going boss, easy going colleagues, easy going work, in other words an easy going life. It doesn’t work that way, does it!

The Uphill Battle to Win the War: Developing the Gen-Y!

Many of our clients come to us due to this exact problem. People expect performance from putting in a mediocre effort, and when push comes to shove, they crack under pressure. The cardinal rule being in order to be ahead of competition, the people need to own a winning attitude and outstanding talent.

As I mentioned earlier, in a management trainee program, these “green” talents are prepped and groomed to be the next future leader. They have the skills and knowledge, but what about their mental attitude – or lack thereof? Don’t be disheartened, mental attitude can be detected and measured and it surely can be improved.

5 key ingredients when you’re developing the Gen Y’s winning attitude:

1. Coachability In the selection and recruitment stage, it’s imperative to select those who are not only talented and bright, but coachable. Coachability is an vital attribute to have for someone who’s inexperienced and expected to climb the corporate ladder in a short time. Humility, willingness and passion to learn is key to progress.
2. Fighting spirit & Resilience Test and observe how they perform under pressure. Their fighting spirit will get your company to new heights; their ability to beat the odds and be resilient during crisis. Never stop challenging your people.
3. Shine under pressure Empower your people to discover and use their potential. When you push your people to their limits, there’s only 2 possible outcomes, they will either break or shine. The shiners are keepers. Never cease to demand excellence from your people, that’s the only way they will grow.
4. Personal management Develop their maturity, personal values, emotional control and self-discipline. Their level of maturity and emotional control will help ease their transition to leadership position.
5. Leadership & Relationship Building The two attributes must go hand in hand because effective leadership happens when relationships are built. Successful leaders are those who can be role models and able to communicate well with others.

When you’re hiring and developing the gen-Y-ers, there’s going to be pluses and minuses. Highlight their strong points, and help them improve on the weak points. Remember that people are resilient, if you hire the right people, they will able to adapt to and embrace the changes you want them to conform into.

Growth of Economy, Your Business and Human Capital

The Revolution of Management Training in Indonesia

When the brand and license of Outward Bound was first brought to Indonesia in 1990, the idea was so alien. The concept of a management training program that would involve activities outdoors was baffling and quite outrageous “Why would my employees need to do Boy Scout activities for management training?” The conventional training programs had always been conducted inside a classroom with a trainer lecturing the material. In many ways, Outward Bound Indonesia (OBI) revolutionized a new model of teaching and learning in Indonesia.

Interactive and Engaged Learning

OBI’s classrooms were the great outdoors, the learning medium was adventure and the method was interactive, engaged learning. The philosophy behind this is that the more a person overcomes challenges, the more resilient they become. The more a group of people overcome challenges, the more solid they become as a team. Even though Outward Bound’s concept seemed strange for many, a few believed it to be a worth-while solution to develop the soft skills of their human capital, something other conventional trainings couldn’t provide.

Outward Bound came to Indonesia with a focused vision to support building the character of its people. Values such as positive mental attitude, relentless fighting spirit, and heart and compassion for others were in a dire state in the country – these are the values that Outward Bound concentrated on instilling. Even now, character building and attitude development movements are still very much needed in various areas of life in Indonesia.

 Fantastic Economic Growth versus Human Capital

In 2012, Asian economies are growing, particularly Indonesia’s. We’re looking at an expected 6% growth in Indonesia. We have reached a tipping point of GDP per capita at over USD 3000. This translates to growth in buying power, which translates to growth in business, in turn, translating to growth in human capital needs. Companies will need more people, more talent and more achievers to match their growth. This, to an extent, is impacting our business very positively.

In business, top talents who exhibit excellent competency as well as relationship building capacity are highly desired even more in this day and age – but alas they are like diamonds in the rough. We need them in all levels and all areas of business. Companies recruit and hire new entries and many are overwhelmed with the amount of training, coaching and mentoring they need. A lack of leadership qualities within employees is another uphill challenge companies are facing.

 Growth, New Recruits and its Challenge

Many large companies set up a fast track program for young, bright and talented individuals, typically fresh university graduates, in order to groom them to become managers in a relatively short time of a year or two (Management Trainee programs). Some challenges these companies face with the new recruits, other than their lack of knowledge about (the) business is their attitude. Their young age, lack of life experience and skills require a lot of growing and maturing on their part.

A lack of determination and resilience in facing the pressures of business is a common problem found in many organisations. OBI’s expertise in soft skills and attitude development is highly relevant in tackling these issues. We’ve designed a training program specifically for young management trainees where we develop their fighting spirit, positive attitude, communication skills, leadership and compassion for others.

Growth, Leadership and its Challenge

On the other hand, existing employees also need coaching and empowerment on a continuous basis. Leadership is the captain of a ship, and leadership determines which direction and how the ship will take its course. In business, leadership determines the success of an organisation. A clear vision and being able to communicate it well are important ingredients of a great leader. Unfortunately these things don’t come as naturally as we’d like. It’s a learned skill that needs practice and commitment. Succession planning, and therefore leadership grooming, mentoring and coaching is an important part of an organisational success.

2012 is a bright year for Indonesia’s economic growth and I sincerely hope that we all take the opportunity to grow together. Business performance is driven by people. Ensure that your people are reaching their best potential and ready for the big challenge.