You can’t solve a problem without understanding it. The complexity and the nuance of the #greatresignation phenomena is significant. The world is dynamic, and our society and the trends we see have increased the complexity to levels no one can wrap their head around. 

It is impossible to solve a problem that you’re angry that you have; especially if you didn’t create it. That is the first step to adjusting to the new world: accept that its not the old world. Every generation is annoyed by the previous one. Being a cliche isn’t where you want to be. 

We aren’t going to solve the #greatresignation problem, because maybe it isn’t a problem with the world. We have to solve the problem for the people and organization that is right in front of us. But that requires working hard and humbly to understand what the new dynamic is, and how to adjust ourselves to play well moving forward. To quit playing yesterdays game, so we can win tomorrow’s. 

Nice sales pitch. But how? With something this hairy, no wonder most organizations and leaders are paralyzed. But the worst thing to do is nothing. 

What is the common denominator between the past and the future for sales organizations? It will always be about people. That is where everything starts and ends. While we don’t throw the baby out with the bathwater, we do need to make proper adjustments to ways that were created for different people at a different time. 

But that goes back to my question at the top of this post. Can we understand the new world well enough to transition from our old ways to new and improved ways? To do that, we must understand how the world has changed in ways that directly effect the people and how they participate in our organization. Then make the adjustments to align incentives. 

Over the next several weeks I will be posting about the changes, and the adjustments needed to help the person have the best chance at success.  

jw@jeffwennberg.com

The great resignation is real, and the job hopping data for millennial’s working especially in sales is real. This trend is obvious, but what can be done about it? 

There is a danger that comes from the audacity and arrogance required to believe that anything can be done about it. By wanting or believing I can help, I may actually disqualify myself. So that is the first trick, and the hardest step. Can you approach the phenomenon with a humble and open heart? 

The second difficult task making a difference for each individual millennial employee and their employers. That is something challenging enough to keep me interested. 

The great resignation describes a double sided issue. The data is clear about the turnover in this demographic and why the moniker of the #greatresignation was created. But that same hashtag could be used to describe many companies response to it, because it is such a difficult issue that many feel resigned to the effects of it. 

If I can move the needle a little, and in that way can contribute to a better career path and a better bottomline then it will be a worthwhile endeavor. 

Through this site I will start laying out a framework and foundational assumptions for engagement and coaching. I intend my involvement to be as a consultant and a coach. 

Stay tuned, and please feel free to reach out to me if you want to talk!

Jeff Wennberg

jw@jeffwennberg.com