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“With the perennial and emerging changes presented by today’s workforce, companies and managers will be challenged like never before. John’s speech provided clear direction and a compelling purpose about the coming workplace over the next decade. It was the kind of speech every employer needs to hear.”

Crystal Cedro, The Mundy Companies


John Grubbs is on target in identifying coming changes in the workplace and what your organization needs to be implementing TODAY to compete and attract the best talent. He's an engaging speaker, and you'll have better direction as a leader after attending one of John's presentations.

Jane Allison, Greater Shreveport Chamber of Commerce

GCI Leadership Blog

Clueless Supervisors
Attracting and retaining good employees is getting more difficult. In fact, in rural parts of the country, it is not uncommon for larger employers to have reached “talent saturation”. This condition happens when large employers have “hired and fired” or “hired and lost” potential employees in a given population. Once talent saturation occurs, the organization begins to lessen the qualifications for entry as well as increase the requirements for dismissal. And so begins the slippery slope towards the utilization of the “Mirror Test” for candidate selection. If they can pass a drug screen and fog up a mirror with their breath, welcome aboard.

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Surviving the Talent Eodus

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The Learning Spotlight

Lady On Laptop

Leading the Lazy

By John Grubbs


First of all, lazy is a strong term that creates an emotional response.  It is the term Baby Boomers (1946-1963) use first when asked to describe Generation Y, a.k.a. Millennials (1981-2000).  While I don’t think it is fair to use one word to describe an entire generation, there are certainly reasons for the vast difference between these two significant groups of American workers.  In case you are wondering, there is a generation of Americans in the middle known as Generation X (1964-1980) but this group is not large enough to be significant. And sadly, it just so happens to be my generation.

A short review of the generational reality reveals three distinct groups of American workers.  Baby Boomers were born between 1946 and 1963.  They were influenced mostly by what their parents lived through called the Great Depression.  Consequently, they were taught to be loyal to a job and remain steadfast no matter how bad their current supervisor.  Most of us know very loyal Boomers that have remained in the same company or organization for thirty or more years. This generation would simply outlast bad management.  It is estimated that we have as many as 90 million baby boomers in the United States.

Generation Xers were born between 1964 and 1980.  They are known as the skeptical generation because the saw parents lose what were promised as “life time” jobs in the late 1970’s and early 1980’s.  Consequently, their average tenure with an organization is around five years.  Xers have a simple philosophy that they were looking for a job when they found the one they currently occupy and their resume is always ready.  Unfortunately, Generation Xersare not significant since they only number a mere 40 million Americans

Generation Y (Millennials) were born between 1981 and 2000.  We call this generation the information generation since most of them cannot remember the world before the internet.  Consider the remarkable period in human history that is represented by this generation.  Not since the 1400s, when Gutenberg invented the printing press, have human’s access to information been so remarkably changed.  This generation has access to more information on their smart phone thanall of historical humanity combined.  The average tenure of Generation Yer is as short as sixteen (16) months on the job and with upwards of 70 million in this generation, organizations are certainly going to take notice.

By the year 2020, as much as 50% of all American workers will be Generation Y.  Since January 1, 2011, we are losing 12,000 Baby Boomers to retirement each day.  Since there is not enough Generation Xers to fill the void, guess who is the future of every employer?  That is correct, Generation Y.  And while some may call them lazy, we are learning and adapting to their influence already. 

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Leading the Lazy book cover

Watch for my new book later this year!

2014 Game Plan?

Do You Have a Written Talent Strategy? Use a Competency-Based Approach in 2014!

Most companies are struggling with high turnover and it is going to get worse in 2014.

At GCI our competency-based approach includes:

1)  Develop a written strategy to attract and keep the best talent

2)  Calculate a talent score for your organization by area and department

3)  Implement a talent bootcamp for your supervisors and managers

2 Day Talent Boot Camp

Are your supervisors and managers ready?  How will they attract and keep the best and brightest as the jobs return?

Battle Ready?

Book our 2-Day Intensive Talent Boot Camp 
at your organization for up to 30 leaders in each session. Get 
your leaders ready for the coming battle. Our proven 
methodology will help your teams keep the best and 
brightest while attracting new talent for your organization. 

You will learn:
  1. Why the workplace is going to war for talent
  2. How to survive the coming storm for knowledge
  3. Why most managers are clueless
  4. Ten fatal trends that can cause you to fail
  5. How to develop a written talent strategy
  6. How to win the war for the best talent

Call (903) 295-7400 today! Our 2014 Calendar is filling fast!