The Performance Pro

Monday, March 24, 2008


Wow, I am relieved. I have finally decided who it is that I am voting for! How about Brett Favre for President? While that might seem a little bizarre, it certainly does give one food for thought. Brett has most of the personal attributes that I would hope for in a President. He has a superior performance record. He’s proven himself to be trustworthy, ethical man of integrity with a humble character and a heart and soul that is unquestionablely all-American. He’s charismatic and a leader while at the same time he is does not shirk from challenges. He’s not easily intimidated and he’s a competitor who is committed to victory and fairness.

In this time of uncertainty and questions in the political race for President, there are days when I think our country’s best chances for survival, as we know it, might just be with Brett.

In any event, if you haven’t seen this wonderful YouTube tribute to
Brett for all the years that he’s been our Packer Hero, just go to:

Click here: YouTube - We Love Brett Favre

Wednesday, March 05, 2008


Boomers hold experience and business knowledge that is like ‘gold’ in the workplace issues facing today’s organizations. The smart organizations are figuring out plans to promote internal knowledge transfer and promote intergenerational learning. Many businesses are getting creative. Here are a few ideas used:

1. Mentoring programs have been found to be a beneficial tool for training and passing on the boomer gold. Mentoring programs will take a mature worker and match him/her with a small group of proteges’. They meet regularly to discuss business issues with the mature serving acting as a sounding board for the younger employees.

2. Increase retiree recruiting efforts to bring back as needed for projects.

3. Provide generational/people skills training to give managers the tools to increase retention of baby boomers. What I am hearing from the business organizations I speak to, that many of the mature workers are feeling ignored in the workplace. Rather than younger manager soliciting their wisdom, they look right past them – as if they have already retired and left –and carry on conversations with the other younger workers. The inexperience of management is recreating a ‘clique’ like scenario which rather than promotes boomer retentions, actually discourages it.

4. Increase the number of job share positions.

What can you add to this list? How do you recognize your boomer workers and their contributions? We would love to hear your comments.