The Decline of Drive in Today's Workforce.
In an era where opportunity knocks more frequently than ever, I have observed a troubling trend among many in the workforce, especially those under 40. ?There seems to be a diminishing drive for professional and personal improvement, a waning hunger for success that was once the lifeblood of ambition and career growth.
A prevalent mindset among many employees today is that success is something owed to them, a right rather than a privilege earned through diligence and commitment. ?This mindset is not only perplexing but also detrimental to both individual growth and organizational progress. ?Success – however one defines it – is seldom a gift; it's earned through hard work, perseverance, and a relentless pursuit of self-improvement.
Having employed hundreds of people over the past two and a half decades, I have noted a critical decline in professional etiquette and basic skills. ?The art of dressing appropriately, writing effectively, and understanding the subtleties of professional interactions seem to be fading. ?At one point in history, these skills were once ordinary expectations. ?Today, if you are fortunate to find an employee capable of stringing more than two sentences together to form a coherent thought, they are celebrated as if they had just won the Superbowl.?These skills are not just niceties but essential tools for anyone looking to advance in their career.? How does one expect success if one is unable to communicate at even a basic level?
In my humble opinion, this decline can be largely attributed to the imposed tolerance of texting and instant messaging. ?While efficient, the brevity and informality of these methods have eroded the art of articulate and thoughtful communication, once a cornerstone of professional interaction.
At Omnium, we provide unlimited, free training opportunities to our team. ?Sadly, only a handful of employees seize these chances. ?Those who do, however, show remarkable growth both within and outside the organization. This isn't just about climbing the corporate ladder; it's about enhancing financial stability, improving quality of life, and setting a positive example for future generations. ?Personal development has far-reaching effects. ?It can elevate a person's sense of self-worth, inspire their families, and motivate colleagues. ?It's about being a role model, showing that with each step towards self-improvement, one can make a significant impact on their surroundings.
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I often ponder - what have individuals done today to be better than they were yesterday? ?In many cases, the answer is disheartening. ?However, embracing the 'One Percent Rule' - improving a little bit every day - can lead to substantial growth over time
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The path to success, whether personal or professional, is paved with the bricks of dedication, continuous learning, and a deep understanding of the value of self-improvement. ?It's time to reignite the spark of ambition and professionalism in today's workforce.
What are your thoughts?? I am interested in hearing them.?
Gerard Boniello, CPP, PSP, CCAP, is the founder and President of Omnium Protection Group, a global provider of executive security services. With a career spanning over thirty years, he has founded several enterprises in the security and fitness industries and nonprofit organizations.
For more information, please visit Omnium Protection Group
President at Advanced Driving & Security Inc. and GIG Motorsports, LTD
10 个月Technology has taken a quantum leap from gen X to Z. Students search for online classes and our in classroom classes are all technology driven. Us professors are told without being told that allow and encourage Ai for idea generation and research because it is the future. When these Z’s enter the work force and have a gen X. Boss who believes in one way of accomplishing set tasks but these younger people can get the answer ten times quicker they look at us as slow and we look at them as shallow with no depth of knowledge or ability to communicate. But we need to remember we as a whole, created and allowed this ability to solve problems thru technology and not brainstorming and discussion. Gerry do an experiment take your employees into a room separate them into groups by generation and give them a problem to solve. The z’s won’t talk in person but a chat group will be set up and the problem will be solved probably the quickest. It may not be the best answer you want but it will be solved using technology. Us X gen’s will have five meetings to talk about the meetings but good brainstorming and problem solving will take place. What’s better? What we perceive is better or what the world is becoming without us.
Vice President Enterprise Programs at Crisis24
10 个月I generally feel the same way and I think it’s a bi- product of the post covid world. One caveat is that the security industry as a whole provides very little opportunity for equity. I feel like the lack of this type of benefit is driving two things - 1. There are more small companies doing EP than ever before because this is the easiest way to gain equity. 2. People in the industry are often dabbling versus seizing a career, which leads to a lack of investment in themselves.
Operations Director Optimal Risk Group Ltd. Speaker at NMP LIVE
10 个月Work ethic starts in the home and we are now on the 3rd generation of kids who have never seen there parents go to work or aspire for better education. The now generation need to be taught that work days now involve all 7 days of the week, just as you can now go to shops who open all seven days and some even 24 hours a day so you need to be prepared to work on any day of the week in any 24 hours. We older professionals need to install discipline and a work ethic, help them want to do better and progress in our profession. Explain the digital world can sometimes go down and therefore we must teach them the basics. Be enthusiastic and put yourself out to help them see the benefits of CPD. Talk to them about what they want to achieve and show them what is possible with hard work and education.
Modern Intelligence and Investigations
10 个月In my local area there have been two major shifts in the last six years; The middle-management market pool has been inundated by 41-55yr old LE/Fed retirees in the peak of their career. They tend to stick with what they know, they hire often ppl that “look and feel” like they do, and work hard to wait for other people to pull the trigger first. This has lead the younger locals 25-35yrs in my area to have very few places to make an actual career, and even fewer people helping them do so. Rather than lament “texting culture” and “attention spans” - I think the issue is more of a systemic affection of nobody showing someone a future. As far as communication goes, that is all learned patterns of behavior. Watch the difference between a young person w their family, versus with a pastor. The great mentors are dying, and nobody is filling the gaps. Nobody taught them how, and most have never had to.