I’m hearing the same lament from a lot of managers these days; the words and circumstances are different, but it boils down to the same thing—s/he has the knowledge, but doesn’t do anything.

It’s not just younger workers, but all ages.

The current term is “unengaged” and the problem is rampant.

Most managers who call don’t use that term, they complain that people just don’t care. They don’t care about doing more than the minimum; they don’t care about doing great work, instead of just adequate; they don’t care how the company is doing; the list of ‘they don’t care’ goes on and on.

They all see this as a problem with the people they hire.

They ask me where to source good candidates; how to better interview, so they can hire “people who give a damn.”

Some complain that the so-called entitled attitude of Millennials has spread to all ages.

These managers are a disparate group; they come from different industries and range from management newbies to senior executives, but they all have one thing in common.

None of them sees “not giving a damn” as a result of the way they manage, but 98% of the time it is.

So the next time someone you know (or you) complains about people not caring, suggest they ask the only person who really knows the answer—the one they will find in the mirror.

Flickr image credit: antkriz

How ’bout that; the Fourth had the courtesy to fall on the first Monday of July, so along with your beer, buddies and BBQ you can enjoy the 2011 July Leadership Development Carnival.

My best wishes for a safe and happy holiday!

Flickr image credit: Daniel Morris, mastermaq and delgaudm

See all mY generation posts here.

There are hundreds of sites that highlight Independence Day with stories, articles, quotes, etc., so I didn’t feel the necessity of augmenting them. However, I did like the idea of finding some interesting quotes on the subject of independence.

Applying the freedoms recognized by the Declaration of Impendence to woman was a radical idea when Leland Stanford said, “I am in favor of carrying out the Declaration of Independence to women as well as men. Women having to suffer the burdens of society and government should have their equal rights in it. They do not receive their rights in full proportion.”

But it was Susan B. Anthony who recognized that true freedom comes from being able to take care of oneself. “I think the girl who is able to earn her own living and pay her own way should be as happy as anybody on earth. The sense of independence and security is very sweet.”

It was Henry Ford who recognized that money itself wasn’t the key to independence, “If money is your hope for independence you will never have it. The only real security that a man will have in this world is a reserve of knowledge, experience, and ability.

Henry Van Dyke saw independence as a first step only, “In the progress of personality, first comes a declaration of independence, then a recognition of interdependence.”

Where as Marianne Moore celebrated impatience in the quest for independence, “Impatience is the mark of independence, not of bondage.”

The thought of bondage is what kept Samuel Dash out of politics, “I’ve always wanted to be my own person and stand by the things I believe in and I thought I might lose that independence if I ran for political office.”

Alexis de Tocqueville made this comment back in the first half of the Nineteenth Century; sadly, it’s just as true, if not more so, today. “I know of no country in which there is so little independence of mind and real freedom of discussion as in America.”

Personal independence has great value, just as it offers great satisfaction to those who achieve it, but, as Stephen Breyer warns, “Independence doesn’t mean you decide the way you want.”

I would phrase it a bit differently; your independence doesn’t give you the right to interfere with someone else’s.

Flickr image credit: http://www.flickr.com/photos/andrewbain/8065537/

Do you lie? Do your colleagues, bosses, friends, family lie? Before you hotly say an emphatic NO, storm off in a huff or write a snarky comment read Geoffrey James thoughtful take on how/why everybody lies.

The lies to which James refers are the lies that move and smooth human interaction and move things forward, but, as we all know, there are many other lies that aren’t benign. Why? Why do so many find it necessary to lie, especially at work?

As dozens of studies have proved, corporate culture is the best way to ensure that there’s no reason for the ‘real’ lies and minimize even the social lubricant lies. Once you have good culture the real challenge is how to keep it.

That said, at times culture does need to change. Change is also needed as markets, technology and the economy changes and to this end change agents are some of the most valued, albeit uncomfortable, employees any company has. (Be sure to grab a copy of the ebook with the full study.)

Image credit:  MykReeve on flickr

A Friday series exploring Startups and the people who make them go. Read all If the Shoe Fits posts here

Team and culture are a startup’s bedrock for success, but culture takes priority because it is culture that attracts a great team.

Founders talk constantly about ‘the team’ and those listening, investors, media and employees, assume that “team” refers to all the company’s employees—not just a select few.

However, some founders have two teams, the one about which they talk and the team that exists covertly in their minds.

Mental teams consist of direct reports and pets, who are often close personal friends; public teams encompass everyone.

But it’s the mental team that takes priority and stays front and center in all decisions.

Having two teams is akin to having two sets of books—one reflecting reality, the other for show and tell—and, like a second set of books, mental teams trash cultural touchstones such as transparency, authenticity and trust.

Over the years an entire vocabulary has developed to talk about teams. When it’s used by founders who buy it, own it and mean it that language is enormously empowering; for the others it is pap—good for keeping all those not on the ‘real’ team in line.

One would think that trashing those touchstones would wreak more havoc with younger workers, who are considered more demanding, but in actuality older workers are just as turned off.

The exceptions, of course, being those who don’t see a problem, since they do the same thing.

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Image Credit: Bun in a Can