What is your learning style?

Sheryl Baumeister,
Human Resources Manager

With the next generation of funeral professionals slowly working their way into our offices, it can be difficult to work with the many differences in age groups. In the November issue of HR Magazine, I read an interesting article by Susan Milligan, a freelance writer based in Washington, D.C. called, “Wisdom of the Ages.” In this article, she asks us to acknowledge the different styles of learning to help ease tensions among different age groups in our workplace by identifying the four generations of employees.

Traditionalists (born 1922-1945) – These individuals have lived through the Great Depression and World War II. They have strong ideas about loyalty and hard work. They prefer a structured environment and dislike “being singled out.” They link learning with overall goals.

Baby Boomers (born 1946-1964) – They were shaped by the Vietnam War, a time of great social change and uncertainty. Loyalty among this group is to the team, not the organization or manager. They prefer interactive and/or group learning, and need time to practice applying new skills.

Generation X (born 1965-1980) – This generation were often growing up in homes where both parents worked or were divorced. They fended for themselves, which made them used to working independently. They prefer just-in-time learning using technology and learn by doing or getting involved.

Millennials (born 1981-2000) – These individuals were lavishly praised. Parents went from “my children are the most important thing in my life” to “my children are the only thing in my life.” As a result, many have their first job ever right out of college. They prefer teamwork and technology with “edutainment” or any content designed to educate as well as entertain.

Even though these are generalizations, they can help us tailor our way of understanding our differences, and ways of learning. Perhaps if we have a better understanding of each other, we will be able to better tolerate each other and possibly defuse conflicts in the future.
 

This article originally appeared in Modern Memorialization, Trigard Memorials' weekly electronic newsletter featuring information for the funeral industry. Sign up for your free subscription at http://www.trigard.com/thursdays.

Create a roadmap to success

Ryan Snyder,
Plant Manager

For many businesses, the concept of strategic planning often raises concern over how it might limit their flexibility. However, I would argue that having a well-defined strategic plan can actually make a company more flexible.

Without a defined plan, you stretch your resources so thin that when an important issue does come up, you have a hard time fitting it in - making you less flexible.

A well-defined strategic plan is like a road map. When planning a trip somewhere you have never been, you begin with the end in mind. This determines where you want to go. Then, you map out your route to get there. Along the way, you check off the mile markers of success as you get closer to your destination.

Occasionally, you may hit a detour that requires you to be flexible and modify the existing plan. But, you always know where you are going and how to get back to the original route because you have a well-defined plan.

The same is true for your business. To be sure it is successful, this plan needs to be communicated clearly to your employees. If you don't, you will be dealing with the proverbial "are we there yet?"

One of my favorite quotes is from Stephen Covey, author of "The Seven Habits of Highly Effective People." Covey said, "I am personally convinced that one person can be a change catalyst, a 'transformer' in any situation, any organization. Such an individual is yeast that can leaven an entire loaf. It requires vision, initiative, patience, respect, persistence, courage, and faith to be a transforming leader."

I encourage you to be a transforming leader for your company. Lay out the road map for your organization, and see how flexible you can become.


This article originally appeared in Modern Memorialization, Trigard Memorials' weekly electronic newsletter featuring information for the funeral industry. Sign up for your free subscription at http://www.trigard.com/thursdays.

Do morals and values still exist?

Donna Darby-Walthall,
Chief Financial Officer

I don’t know that I should admit this, but I am a huge reality TV fan. I loyally watch The Bachelor, The Voice and American Idol, but my favorite is Dancing with the Stars. This year, Sadie Robertson, member of the Duck Dynasty family, is a participant. I found it very interesting to learn that her father, Willie Robertson, approves her wardrobe before she performs, to make sure they are not too revealing. He even approves her dances beforehand to make sure they are appropriate for a teenage girl.

I am extremely impressed that he takes that strong of a role in his daughter’s life, and lets it be known openly on national TV. What impresses me the most is that Sadie also cares about what her dad thinks and sticks to his rules.

Often times, I worry about what the world will be like when my grand kids are grown. I hope they have role models like Willie and Sadie Robertson to help guide them along the way. I encourage you to all be good role models for the next generation coming into our industry.
 

This article originally appeared in Modern Memorialization, Trigard Memorials' weekly electronic newsletter featuring information for the funeral industry. Sign up for your free subscription at http://www.trigard.com/thursdays.