"When guests are angry, validate their emotions by saying, 'I can see/hear how angry this makes you.'" Wrong!
This is the idea that no matter what bad things happens in the world in which you make your living, you always revert to a single tactic to survive the happening.
Veer from your values and you find yourself in the weeds.
Headlines continue to read "Fast Food Workers Demand $15 An Hour"
This is what you do when your internal growth processes are so broken, you can't grow enough people to meet the demand for these roles.
Thinking in the aggregate about people born roughly 15 years apart is an inane exercise - a marketing construct of the dumbest order.
In talking about recalibrating your business to achieve a higher level of success, what's your answer to this?
Other than 'newness' and a lack of 'legacy' what do they have that people crave?
You hire people to achieve outcomes – namely growth. You don’t just hire them to create/manage inputs.
Dr Rae Baum shared this list on LinkedIn from “Training Culture vs. Learning Culture” by Stephen J. Gill and I thought it was a great start and added to it. How else are the differences defined?