Bruce Tulgan is internationally recognized as the leading expert on young people in the workplace and one of the leading experts on leadership and management. Bruce is a best-selling author, an adviser to business leaders all over the world, and a sought-after keynote speaker and management trainer. Bruce’s most recently published book is Bridging the Soft Skills Gap: How to Teach the Missing Basics to Today’s Young Talent. Bruce lectures at the Yale Graduate School of Management and his writing appears regularly in human resources, staffing, and management journals, including a regular column in TRAINING Magazine called “Sticky Notes” and a regular column in the Huffington Post. Bruce is a dynamic speaker who consistently leaves audiences appreciative and inspired.
Fight the Under-Management Epidemic: How to Build a Culture of Strong Leadership
Undermanagement is rampant in the modern workplace. A full 90% of all leaders and managers do not
provide their direct-reports with sufficient guidance, support and coaching. And the costs are astronomical!
Bring in Bruce Tulgan to present the latest research from Rainmaker-inking’s ongoing Undermanagement
- What are the costs of undermanagement? HINT: There are eight costs that lead right to the bottom line.
- What are the principal causes of undermanagement? HINT: Seven common myths prevent most leaders and managers from taking a more highly-engaged approach to leadership.
- What challenges are leaders and managers facing in the real world today? HINT: The workplace is more high-pressure than ever and the workforce more high-maintenance.
- What are the best-practices followed by the most effective leaders and managers today? HINT: Regular high-structure, high-substance, coaching style management.
- What are the most effective ways to help leaders and managers learn, embrace, and adopt these best practices? HINT: Training, support, and real accountability.
- What are the best organizations doing to move their organizational cultures toward strong highly-engaged leadership? HINT: Making a systematic commitment to proven best-practices at every level.
Based on ongoing research since 1993, as well as Bruce’s best-selling books, It’s Okay to Be the Boss and
The 27 Challenges Managers Face, Bruce provides laugh-out-loud stories, poignant insights, and concrete takeaways for leaders at all levels. Bring in Bruce Tulgan to present our latest research and start fighting the undermanagement epidemic in your organization!
How to Be a Strong Leader: Learn the Proven Best Practices of Highly-Engaged Leadership
Since 1993, RainmakerThinking, Inc. has conducted ongoing in-depth research on the real challenges faced by real leaders, managers, and supervisors in the workplace. Managing people has always been hard, but it’s harder now than ever before. There’s no room for downtime, waste, or inefficiency. Everyone has to do more with less. And employees have become more and more high-maintenance.
Too many managers today tell us they…
- …don’t have enough time to manage their people.
- …too often avoid interacting with “difficult” employees.
- …struggle to hold employees accountable.
- …often wait to have important conversations until they are frustrated or angry.
- …struggle to retain the really great employees.
What are managers to do? Bring in Bruce Tulgan to share the latest from our decades of
research on the proven best-practices of the most effective leaders today. Bruce helps
managers confront their own sub-optimal management habits and learn to practice the eight steps back to the “fundamentals” of strong, highly-engaged leadership:
- Step one- Get in the habit of managing people every day in structured team meetings and one-on-ones.
- Step two- Build a custom one-on-one dialogue with every person who reports to you.
- Step three- Learn to talk like a coach or a teacher.
- Step four- Make accountability a process, not a slogan.
- Step five- Make expectations clear every step of the way.
- Step six- Track performance every step of the way.
- Step seven- Solve small problems before they turn into big ones.
- Step eight- Reward performance and only performance…and do more for people when they go the extra mile.
Based on our ongoing research since 1993, as well as Bruce’s best-selling books It’s Okay to Be the Boss (2nd edition, 2014) and 27 Challenges Managers Face (2015), Bruce provides laugh-out-loud stories, poignant insights, and concrete takeaways for leaders at all levels.
Managing Millennials: How to Bring Out the Best in Today’s Young Talent
Learn from the most up-to-date research on the Millennial workforce. Since 1993, RainmakerThinking, has been tracking generational change in the workplace and studying the ever newer “new” young workforce. Now the “second-wave” of Millennials (born 1990-2000) are the young people flooding into the workplace, while the oldest Baby Boomers are exiting. By 2020, second-wave Millennials will make up 24% of the Western workforce, while Baby Boomers will be less than 20%.
What are today’s managers saying about these second-wave Millennials?
- “They may have a lot of the latest and greatest tools and techniques, but they lack a lot of the old-fashioned basics!”
- “Their expectations are unrealistic.”
- “They lack good work habits.”
- “They lack good interpersonal skills.”
- “They don’t want to pay their dues and climb the ladder.”
- “They walk in the door with seventeen things they want to change about the company.”
- “They only want to do the best tasks.”
- “If you don’t supervise them closely, they go off in their own direction.”
- “It’s very hard to give them negative feedback without crushing their morale.”
- “They think everybody is going to get a trophy in the real world, just like they did growing up.”
Based on decades of research, Bruce Tulgan separates the facts from the myths about today’s young workers. Bring in Bruce to share the latest research from RainmakerThinking:
- Millennials are NOT a bunch of delicate, lazy, disrespectful, inappropriate slackers with short attention spans.
- Millennials – at least those worth hiring – want leaders who take them seriously at work and set them up for success in the real world, not leaders who try to humor them.
- Millennials want strong, highly-engaged managers who establish clear structure and boundaries and provide regular guidance, direction, support and coaching.
- Millennials need clear expectations and real-time performance-tracking.
- Millennials need to understand the quid-pro-quo of work every step of the way.
Based on our continuing research since 1993 and his best-selling book Not Everyone Gets a Trophy: How to Manage the Millennials (2016), Bruce provides laugh-out-loud stories and poignant insights, as well as concrete takeaways for leaders at all levels to better recruit, train, engage, develop, motivate and retain today’s best young talent.