#the roots was from 2011 and the leaves was from 2016. and amongst all the plotlines this is the one it ends on

[yrlocalghost]

NOOOO i never realized that the little icon at the bottom of the cover for the leaves is a journal i;’m going to be sick

[wazafam]

K-dramas have a theme for about anything a viewer is looking for. There are suspense, dramas, thrillers, and highly popular love stories. Some may not want to admit it, but love stories involving falling in love with the boss is a guilty pleasure.

RELATED: 10 Best Time Travel K-Dramas, Ranked (According To IMDb)

Maybe it involves the shy new girl who catches the eye of the handsome and rich CEO. In some cases, the power play is reversed. Regardless, K-dramas have a way of hooking in audiences with their dynamic storylines. If looking for some new K-dramas to add to your roster of must-watch, look no further. Here's a list to get you started.

Updated on April 22nd, 2021, by Gabriela Silva: There's a storyline for every K-drama fan to enjoy from thrillers and the supernatural to unique romances. To add a level of intrigue to a love story what better way than to center it around the blossoming love of a worker and their boss. K-dramas are no stranger to the storyline theme and are quite popular. It's a fairytale story that fans wish happened in real life. 

15 Oh My Ghost (2015)

Oh My Ghost is one of the most recognized supernatural dramas. It focuses on three main characters and the main love story is between a young woman and her boss who's a famous chef. There's a catch. Na Bong-Sun (Park Bo-Young) is shy and timid and has a huge crush on her boss. She can also see spirits.

One day, she's possessed by a young lustful female spirit who believes the only way to go to the afterlife is by losing her virginity. Being the puppet of the ghost, Bong-Sun now becomes a firecracker and confident woman who catches her boss's eye.

14 Radiant Office (2017)

The 2017 drama, Radiant Office has multiple elements that make it a fun boss-employee storyline. Eun Ho-Won (Go Ah-Sung) is down on her luck looking for work and attempts suicide. At the hospital, she learns she terminally ill but succeeds at landing a job.

With a new purpose in life, Ho-Won takes on her new job with full force. Her superior and boss, Seo Woo-Jin (Ha Seok-Jin) thinks she's a huge pain in the neck and often bickers. Their odd relationship might just turn into something more.

13 Protect The Boss (2011)

This K-drama doesn't have the typical boss characteristics seen in other shows. Protect the Boss centers around Cha Ji-Heon (Ji Sung), a childish director at DN Group. He soon meets his match in his new secretary, Noh Eun-Seol (Choi Kang-Hee).

Eun-Seol is determined to not lose her first professional job and gives it her all. Her kind and spunky demeanor start to attract Ji-Heon. That's not all, the drama has a love triangle between Ji-Heon and his rival and cousin, Cha MuWwon (Kim Jae-Joong).

12 Master's Sun (2013)

Master's Sun is another K-drama with a supernatural base. Tae Kong-Shil (Gong Hyo-Jin) gains the ability to see ghosts after a bizarre accident. Her abilities leave her unable to keep a solid job. Kong-Shil works as a cleaning lady at Kingdom's, a conglomerate company, shopping mall.

She soon meets the company's cold and distant CEO, Joo Joong-Won (So Ji-Sub). In a turn of events, whenever Long-Shil touches Joong-Won, the ghosts disappear. After some begging, Joong-Won stays by her side in return for her help in recovering something stolen from him.

11 Jugglers (2017)

2017 was a good year to binge-watch multiple boss-employee relationship K-dramas. Jugglers followed the trend and revolved around a secretary and her cold as ice boss. Jwa Yoon-Yi (Baek Jin-Hee) is a devoted and diligent secretary whose put on hold when her boss's wife accuses her of having an affair with her husband.

On the other end, Nam Chi-Won (Daniel Choi) is assigned to be the managing director at Yoon-Yi's company. Yoon-Yi becomes his secretary. Chi-Won suffers from childhood trauma and is indifferent to socializing. After Yoon-Yi gets drunk at a dinner party, Chi-Won takes her home and realizes she lives in the place where his trauma originated. Seeing the 'tenant wanted' sign on her door, he becomes her neighbor to overcome his past.

10 My Secret Romance (2017)

What happens when you meet your one-night stand three years later? To make matters worse he happens to be your new boss. Lee Yoo-Mi (Song Ji-Eun) is insecure about herself but has to attend her mother's weddings. She meets Cha Jin-Wook (Sung Hoon). They're less than cordial with one another but soon start to feel an attraction and spend the night.

Yoo-mi is unaware of who he really is and flees the following morning. Years later she is hired to be his nutritionist. Jin-Wook changed his ways after that night and takes over his father's company and never forgot Yoo-mi. He tries to romance her and get to admit her feelings for him. Interwoven is a storyline involving Yoo-mi's baby brother that is blown out of proportion on who the father is.

9 Rich Man (2018)

Rich Man might also be known for its original Japanese television drama version, Rich Man, Poor Woman. The K-drama was a 2018 remake that did well on television. The show takes an interesting route with the main male character. The CEO of a popular IT company has a facial recognition disability.

This has caused him the inability to recognize his first love. At an employee recruitment meeting, he picks on a particular girl with photogenic memory. She stands up to the mean CEO and says something that catches his interest. She ends up working for the company and helping the CEO.

8 Strong Girl Bong-soon (2017)

Strong Girl Bong-Soon is a highly popular K-drama and has a lot of the same characteristics of an employee falling in love with their boss. A young girl is born with unexplainable superhuman strength. It's more of a family trait. This leads to an intriguing storyline.

After beating up some bullies, she is hired by a rich CEO of a gaming company. While having a crush on her friend, she starts to realize who she really has feelings for. All while protecting her CEO from a possible threat and kidnapper.

7 My Shy Boss (2017)

Sometimes opposites attract in the most bizarre way possible. My Shy Boss or Introverted Boss follows the tumultuous relationship between a CEO and his new employee. The CEO of a public relations firm is the exact opposite of what one expects.

RELATED: 10 Best K-Drama “Second Lead” Couples That Every Fan Rooted For

He's highly introverted, shy, sensitive, and can come off as cold. On the other hand, the company hires a new employee who is extroverted, loud, and not afraid to speak her mind. She takes an interest in the CEO and wants to uncover who he really is under his hood.

6 Lucky Romance (2016)

Audiences will surely have a good laugh with this K-drama with its peculiar antics. In Lucky Romance, a 26-year-old attractive woman is highly superstitious believing she was born unlucky. She follows every precaution possible and consults a shaman about her sister. The only way to save her? She has to sleep with a man born in the year of the tiger.

She soon meets a CEO and genius game developer. Who happens to fit her criteria. Their personalities clash, but Shim Bo-Nui (Hwang Jung-Eum) is determined to see save her sister even if it means wooing her boss.

5 Level Up (2019)

Level Up follows a lot of the typical boss-employee storyline details; mixed in with some drama. This CEO specializes in helping reconstruct failing companies. He takes on a company called Joybuster despite his previous childhood trauma with gaming.

As the new CEO of the company, he soon meets its head designer. A passionate and sweet young woman clashes heads with a cold and meticulous boss. Will they put their differences aside and complete their new game and maybe fall in love?

4  Hotel Del Luna (2019)

Hotel Del Luna is a fan favorite amongst K-dramas. It mixes the supernatural with some dramatic romance. Jang Man-Wol (Lee Ji-Eun) is moody and bad-tempered for having to run Hotel Del Luna for the past thousands of years. She must atone for her indiscretions and change her attitude.

The hotel is only visible to souls, ghosts, and humans at special times of the year. Things heat up when the hotel gets a new general manager due to a contract signed by his father. Gu Chan-sung (Yeo Jin-goo) is a stoic MBA graduate who has to confront his fear of ghosts. He soon changes his demeanor and helps melt Man-Wol's heart and keep her safe.

3 She Was Pretty (2015)

She Was Pretty is a fun roller coaster ride for anyone who watches. Fans of Parasite will recall the lead actor in this drama.  Two childhood friends grow up on the opposite ends of the spectrum for both success and looks. Kim Hye-jin (Hwang Jung-Eum) ended up having her father's red cheeks and frizzy hair, while Ji Sung-Joon (Park Seo-Joon) becomes a strikingly handsome man.

RELATED: 10 K-Dramas With A Vampire Storyline, Ranked (According To IMDb)

They decide to reconnect but Hye-jin backs out seeing how much they've changed. Instead, he mistakes her best friend for her creating a fake love story. Sung-Joon then becomes her boss at her magazine company unaware of who she really is. Will Sung-Joon recognize his first love and fall head over heels? Or will her co-worker woo her away?

2 What's Wrong With Secretary Kim (2018)

What's Wrong With Secretary Kim is at the top of the list and regarded as one of the best romance K-dramas when it comes to the employee-boss dynamic. Kim Mi-so (Park Min-young) has been Lee Young-Joon's (Park Seo-Joon) right-hand woman for years as his secretary. Her announcement of resignation doesn't sit well with her cold and professional boss.

He then starts to see her in a different light beyond the professional. There's jealousy, romantic gestures, and changing of heart in his drama. Not to mention there are some steamy kissing scenes. Young-Joon will do whatever he can to keep Mi-so in his life.

1 My Private Life (2019)

Park Min-Young is back as Sun Deok-Mi in My Private Life. The show is based on a popular Korean webtoon. Deok-Mi is a talented and highly regarded art curator who harbors a secret. She's an obsessed fangirl. Her secret can ruin her career at the museum. An acclaimed but retired artist, Ryan Gold (Kim Jae-Wook) becomes the museum's new boss.

After some rumors spread, Gold and Doek-Mi must pretend to date to stop scrutiny towards her favorite idol and new museum client. Fake dating soon starts to blossom into real love. Deok-Mi must try and let go of her secret fan page and obsession.

NEXT: The 10 Best K-Dramas With More Than One Season, Ranked (According To IMDb)

10 K-Dramas About Falling In Love With The Boss | ScreenRant from https://ift.tt/32fsvjl

[personalcoachingcenter]

Research Paper: Why Coaching Is A Better Strategy For Engaging And Retaining Millennial Employees

New Post has been published on https://personalcoachingcenter.com/research-paper-why-coaching-is-a-better-strategy-for-engaging-and-retaining-millennial-employees/

Research Paper: Why Coaching Is A Better Strategy For Engaging And Retaining Millennial Employees

Research Paper By Kathrine Anne Minzlaff (Young Professionals Coach, AUSTRIA)

Introduction

Today’s labor market is dynamic with a diversity of generations comprising the workforce. Born between 1981 and 1997 (Dimock, 2019), the millennial generation, also known as Generation Y, is the most recent and potentially largest generation to enter the workforce (Lancaster and Stillman, 2002). They represent a unique generation with different work values, beliefs, and career attitudes than previous generations (Campione, 2015). Millennials are technologically savvy and socially conscious(Brack and Kelly, 2012) as they have grown up in an era characterized by rapid technological advancements and increased globalization (Friedell et al., 2011).

With this background, they bring high achievements and even higher expectations to the workplace. Some of their attitudes, expectations, and preferences, which are vastly different from other generations, have sometimes been perceived negatively and caused a generational conflict in the workplace (Ng, 2012) and, consequently, decreased job satisfaction and increased turn over amongst these younger employees (Campione, 2015). This seemingly ongoing trend poses significant challenges for organizations as high millennial turnover rates mean enormous losses for them (Bogosian and Rousseau, 2017), both in financial terms and loss of talents, and potential gaps in leadership (Brack and Kelly, 2012).

Given these high turnover costs, many companies have focused on developing, packaging, and branding themselves in various ways to retain millennials (Campione, 2015). Despite these efforts, however, millennials have still emerged as the job-hopping generation (Friedell et al., 2011). Therefore, to address this issue more effectively, it has become necessary for organizational leaders to direct their attention on understanding how to motivate and interact with this population(Canedo et al., 2017) by learning more about their mindset, worldview, and satisfaction drivers (Bogosian and Rousseau, 2017). The underlying assumption is that by understanding the perceived motivational factors for millennials, organizations will increase workforce commitment, reduce turnover, and fill the leadership void (Calk and Patrick, 2017).

Joining the question of resolving this problem with high millennials turnovers, researchers have also focused their attention on investigating millennials’ motivations and expectations surrounding the nature of their jobs or careers. Based on their studies, many researchers suggest making organizational changes to adapt to millennial’s workplace motivations (Lancaster and Stillman, 2002) and desired work attributes (Overjijk, 2017). The alternative approach, which is recommended only by a few (e.g., Ng, 2012; Solomon and van Coller-Peter, 2019), is to use coaching as a tool for developing and retaining millennials. Though empirical research on coaching millennial professionals is scarce, this paper, drawing on the literature on millennials, coaching, and self-management aims to explain why coaching is the more effective strategy for engaging and retaining millennial professionals.

Millennials in the Workforce

Millennials are the fastest-growing workforce segment and the least understood (Calk and Patrick, 2017). This generation of new employees, who grew up during the emergence of the Digital age (Bolser and Gosciej, 2015), is defined and influenced by their acute relationships with technology. Often referred to as ‘digital natives’, they easily integrate technology into their daily lives and use it to solve problems, interact with others, and interpret the world (Calk and Patrick, 2017).

According to Brant and Castro (2019), the defining social influences of technology, communication, and globalization made it possible for millennials worldwide to share similar characteristics. It is also the main factor that has given rise to and shaped millennials’ work attitudes (Ng, 2012).

Millennials are described as open-minded, confident, self-expressive, liberal, upbeat, and receptive to new ideas and living practices(Appel-Muelenbroek et al., 2019). They are highly educated and well-skilled, which is crucial in the current global knowledge economy. The way millennials use communication networks and quickly gain knowledge also brings various innovative opportunities for companies (Brackand Kelly, 2012).

Aware of this generation’s unique competencies and perspective, businesses worldwide are continually looking for ways to harness their strengths and keep them engaged (e.g., Franco and Lyapina, 2016). Despite their efforts, however, they still struggle to retain them as these young individuals continue to leave their jobs whenever better opportunities arise elsewhere. For this reason, millennials have become known as”notorious job-hoppers” (Roebuck et al., 2013 as cited in Franco and Lyapina, 2016).

Based on the notion that millennials’ job dissatisfaction is the main trigger for their desire to change jobs, many academics have recommended various changes to the organizations to adapt to millennial worker’s wants and needs. Such changes include modifications to work practices (Bartz et al., 2017), policies (Brack and Kelly, 2012), and even the physical environment (Canedo et al., 2017). In line with Lazarus’strategiesfor addressing challenges (as cited in Cottrell, 2003), these suggested solutions are problem-focused because they solve the external aspect of the problem, thus its symptoms.

Additionally, as they are solely dependent on the companies to action, they are also out of the millennials’ realm of control. In contrast, coaching is an emotion-focused solution because it addresses the root cause of the problem by proposing to look inward at the millennials’ attitudes and emotions that impact their reactions to the situation. It presumes that this young group can create an environment that supports what they want to achieve. Examples of areas where coaching can help engage and retain millennials in organizations are depicted in the next section.

Where coaching can help

Millennial workers want their jobs to be meaningful and challenging, and its absence could impact their satisfaction in and intention to stay at their current position(Overdijk, 2017). Having this job criterion assumes that millennial workers already know what is meaningful or challenging for them. Nonetheless, because describing one’s work as “meaningful and challenging” is subjective, it raises the question “Do they all know what meaningful and challenging work is for them?”Surveys (e.g., Clark, 2018; Kalogeropoulos, 2020) show that millennials increasingly use social media, known for its strong influence and questionable credibility, as their primary source information.

Therefore, it is possible that what they think is meaningful and challenging work are ideas that they have picked up from this medium rather than that that align with their true selves. By bringing individuals on a self-discovery journey and retrospection through coaching, a coach can help them uncover their real values, interests, and strengths, and link them to work that they would personally find meaningful and challenging (Bogasian and Rousseau, 2017; Ng, 2012).

Furthermore, Friedell, Puskala, and Villa (2015) identified millennials’ lack of patience and perseverance as another plausible reason for their constant job change. They posit that instead of waiting for opportunities in their current employment, millennials prefer to fast-track their career advancement and salary raises through job-hopping. Ng (2012) attributes the impatience and impulsiveness of millennials to their desire for instant gratification. Since millennials are so accustomed to technology, which provides instantaneous feedback, they need to experience instant gratification. Interpreted by their managers and colleagues as an entitlement, this aversion to delayed gratification also affects their short-term work processes. They struggle with long projects, bureaucratic inefficiencies, and attention to detail and accuracy.

Unaware that they are inherently ill-equipped to deal with delayed gratification, the absence of instant reward can become extraordinarily frustrating for millennials. This frustration has a significant impact on job performance and job satisfaction, leading to low retention in some cases. It may also eventually lead to turnovers because the inability to delay gratification has significant consequences that result in poor decision-making and planning habits (Cheng et al., 2011). Having a possible negative impact on their long-term success and overall well-being (Mischel et al., 1989), it is, therefore, necessary for millennials to address this issue. Fortunately, delaying gratification is a skill that one can learn, and coaching can also support millennials acquire this skill.

Another crucial skill that millennial professionals could work on in coaching is communication. According to Calk and Patrick (2017), growing up in the world of social media has negatively impacted the way millennials communicate with others. They argue that though millennials are well educated, they have substandard communication skills that have contributed to the misunderstandings and miscommunications in the workplace.

Supporting this argument, Holmberg-Write, Hribar, and Tsegai (2017) also point out that having learned to communicate using technology, often millennials are unaware of their nonverbal cues which have often contributed to miscommunication between them and their coworkers and managers. Bolser and Gosciej (2015) therefore suggest that, as much as millennials want to be understood, it is necessary that they also learn how to understand and communicate with different generations. Coaching can facilitate this learning too. Additionally, millennials could take advantage of coaching to support them in learning how to better articulate and successfully negotiate their work goals and expectations with their employers (Campione, 2015).

What coaching is

Coaching is a problem solving, a solution-focused, and goal-setting structure designed to equip individuals with the tools and knowledge they need to develop and reach their desired professional and personal goals (Minzlaff, 2019). The role of coaching is to create for the client the conditions for learning and growing. A coach acts as a catalyst to facilitate the clients’ progress towards the defined goals by using skilled listening and questioning techniques.

Coaching is a partnership between a coach and a client and typically consists of a series of one-on-one sessions (Ng, 2012). A coaching session is a conversation focused on helping the client discover answers for themselves, which is critical because people are much more likely to engage with solutions that they generate themselves rather than those imposed on them. The coaching model that coaches apply to structure the sessions vary. Generally, however, most coaching adheres to the following process: discovery, creating awareness, designing actions, planning, and goal setting, and managing progress.

During the session, the coach employs a guided discovery technique, where the coach asks the client a series of questions that enable the individuals to become aware of their thinking (Minzlaff, 2019). The assumption is that by promoting awareness, coaching will help allow a more realistic and rational decision-making process to occur as it moves an individual from a self-limiting mode of thinking to a more adaptable system of identifying several problem-solving strategies.

How coaching can help

One of the first steps in successfully managing any situation is taking responsibility for oneself as an active, thinking, and creative agent within the process (Cottrell, 2003). This step means moving beyond the “blame” to find the most constructive outcome possible. In coaching, millennials learn to take responsibility for their work situation and the career they want to pursue by understanding their intrinsic motivations. Intrinsic motivation, which Ayodogmus (2018) describes as the positively valued experiences that individuals get directly from their tasks, is the key psychological component of employee empowerment. Through this lens, Ng (2012) believes that millennials would be able to make connections that would help broaden their focus and find meaning at work and enable them to become self-managing (Ayodogmus, 2018).

Self-managing vital because it helps enhance personal skills (such as delaying gratification and communication skills), work engagement, and self-goal setting (Ghali et al., 2018). By developing self-management skills, initially through coaching, millennials learn to oversee and screen their conduct and manage the choices they make. Once they possess these skills, they can consistently set their goals independently and take the initiative to achieve them. With this purposeful self-management, young professionals can direct their career trajectory and ensure they seek opportunities that get them closer to their goals.

Finally, another significant advantage of coaching for both the millennial employees and their employers is that it is based on a solution-focused approach (Minzlaff, 2019). The solution-focused model holds that focusing only on problems is not an effective way of solving them(Cottrell, 2003). Instead, this approach targets clients’ default solution patterns, evaluates them for efficacy, and modifies or replaces them with problem-solving techniques that work. Because this type of approach is often expected of those in managerial roles, millennials who aspire to enter jobs with managerial responsibilities can start developing this method through coaching.

Conclusion

With a workforce comprised of multiple generations of employees, organizations today struggle to motivate and retain talents from the millennial generation. The way millennials interact and communicate with other generations and the expectations they bring to their employment diverge from those of previous generations. In some cases, this has led to misunderstandings and conflicts among the different generations co-existing in the workplace and consequently decreased job satisfaction and increased turnovers among this young generation.

High millennial turnover for companies means knowledge and productivity loss, higher recruiting and training costs, and potential leadership voids. Therefore, given the unique nature of millennials’ workplace motivations, organizations are expected to shape and sustain a culture that attracts, engages, and successfully interacts with this population. While many researchers suggest various organizational changes to achieve this goal, only a few recommend coaching as a developmental and retention strategy. This paper advocate coaching as the more effective approach in engaging and retaining millennial professionals.

Unlike organizational changes, which focus on the external aspect or symptom of the problem, coaching addresses its root cause by focusing inward on the millennials’ attitudes and emotions that impact their reactions to the situation. Through coaching, millennials can acquire a higher level of self-knowledge and personal responsibility concerning a self-directed personal plan, which can be applied not only to their professional lives but also to their personal lives. Organizations, as a result, gain an engaged and committed pool of young and talented employees.

Bibliography

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Aydogmus, C. (2018). Millennials’ Career Attitudes: The roles of Career Anchors and Psychological Empowerment. International Journal of Academic Research in Business and Social Sciences, 8(6), 1–23.

Bartz, D., Thompson, K., & Rice, P. (2017). Maximizing the human capital of millennials through supervisors using performance management. International Journal of Management, Business, and Administration, 20(1), 1-9.

Bogosian, R, Rousseau, C (2017) How and why Millennials are shaking up organizational cultures. Rutgers Business Review 2(3): 386–394.

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Canedo, J. C., Graen, G., Grace, M. & Johnson, R. D. (2017). Navigating the New Workplace: Technology, Millennials, and Accelerating HR Innovation. AIS Transactions on Human-Computer Interaction 9(3): 243 – 259.

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Friedell, K., Puskala, K., Smith, M. & Villa, N. (2011). Hiring, Promotion, and Progress: Millennials. Expectations in the Workplace. St. Olaf College Working Paper.

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Original source: https://coachcampus.com/coach-portfolios/research-papers/kathrine-anne-minzlaff-why-coaching-is-a-better-strategy-for-engaging-and-retaining-millennial-employees/

[hetmusic]

Welcome to the Singles Era | HumanHuman

The single: it’s a staple format of the music industry and in recent years it has dominated our field of vision. For some, it’s the answer to all ailments. For others, the hit single becomes a haunting spectre to be unceremoniously played at every gig. However, for most, that special single is a game changer - a truly great hit can break an artist, define an era and win over a fan for a lifetime. We’ve noticed that the single is the modern music industry’s current obsession, and we’re asking where has this trend come from and what impact does this have on other areas of the business?

The first part of this discussion will focus on our historical love affair with the single. We’ll be tracing these roots back to the height of our obsession in the mid 20th century, then onto to the rise of the album in the late 60s and early 70s, and then to the subsequent switch in the age of the Internet. By looking back in this way, we might be able to make more sense of why our culture is so utterly fixated on the hit hingle. As Bob Stanley suggests “We have to know where music has come from in order to understand where it’s at and where it could be heading” (Yeah Yeah Yeah: The Story Of Modern Pop).

Bouncing straight off that prophetic quote and into Stanley’ great explanation of pop history, and specifically to a landmark moment he pinpoints - the launch of the first 45 rpm vinyl discs in November 1952 via EMI Records. The first year of the singles era was a sign of things to come as “by the end of 1953 EMI had issued close to three hundred 45 rpm titles.” Most notably, Billboard, one of the longest-running documenters of popular music, kept tabs on this revolution throughout the 1950s by publishing several singles charts, including Best Sellers in Stores, Most Played by Jockeys and Most Played in Jukeboxes. This variety was an indicator that singles were everywhere and by 1958 the Billboard Hot 100 chart was here to stay.

The singles trend then continued well into the following decade, and as one Rate Your Music compiler states:

“The point when album sales overtook 45 rpm single sales didn't occur until 1966 or 1967, roughly at the same the time the Beatles were working on Revolver and Sgt. Pepper's.”

“Voodoo Child” by the legendary Jimi Hendrix spans a heart-stopping fifteen minutes

Prior to that, what all of these influential tracks had in common was their format - the 45 rpm disc - and so artists felt obliged to keep their songs to an industry prescribed three minute mark. Lengthier titles were consequently pushed into the eaves of the LP. A few examples hand-picked by The Telegraph for their list ‘50 Greatest Album Tracks: the hits that never were’ could be Aretha Franklin’s “Ain’t No Way” (1968) at 4:12, Velvet Underground’s “Venus In Furs” (1967) at 5:12, or “Voodoo Child” (1968) by the legendary Jimi Hendrix which spans a heart-stopping fifteen minutes. That’s not to say these tracks weren’t popular, but rather they weren’t able to make an impact by chart standards. However, listeners were already voicing their frustration with the traditional audio options and the industry’s oppressive standardisation. Some argue that the turning point came with Bob Dylan’s memorable “Like A Rolling Stone”, first released in 1965 via Columbia Records. It was an unexpected hit that the label “didn’t have high hopes for [...] since it was six minutes long” (Rolling Stone) and CBS even tried to make the record more “radio-friendly” by spreading it over both sides of a seven-inch vinyl, which did not go down well with Dylan or his fans who demanded the song be played in its entirety on radio and be accommodated for on one side of vinyl (Greil Marcus, Like A Rolling Stone).

From the late 60s onwards consumers began moving further and further away from the single. In 1969, Billboard published a report on this cultural shift which showed that even in the face of changing sales, the label owners were reluctant to let go of the make-more-hits technique that had served them so well over the past few decades.There was clear uncertainty from vintage executives like Decca’s Colin Borland, EMI’s Ken East and Penny Farthing’s Larry Page who points out a sore point for the business: “Singles are far too costly at the moment: but if the whole prices structure for records were changed, then I believe there would be a swing back to singles.” Of course, Page and the other singles advocates had no idea what it would take to trigger such a “swing”. With the wonderful resource of hindsight we can now see that on the other side of the rising album wave waited a digital revolution that would simultaneously shatter the music industry and save the single.

Some suggest that the resurgence of the hit single obsession began with the emergence of the first digital music store iTunes, and some lay blame with the explosion of streaming services, but really it began much earlier with the rise and mass adoption of music piracy. Napster, LimeWire, Pirate Bay… whatever your poison was, it’s safe to say that everyone (especially those pesky millennials) did it. An interesting aspect of this underground movement was that even the groups responsible for leaking hundreds of thousands of tunes still considered the album to be the most valuable. The rest of us, on the other hand, that is the general consumer, seemed to prefer our pirated material in the single form, and there’s a few reasons for this. Firstly, in the early days of the MP3 it could take hours or even days to download a digital LP so spending only a few minutes on your absolute favourite track of the moment does seem much more attractive. Secondly, the advantage of exclusively downloading “hits” meant you could forget about the album filler. And thirdly, the chart toppers were relatively easy to find - a quick search and hey presto! music for your library, without the need to go searching for obscure b-sides or underwhelming bonus tracks. Thankfully, music piracy with it’s symptomatic sub-standard audio files and virus-filled downloads are now a thing of the past, but where technology has progressed, our consumer habits haven’t. The Guardian’s Eamonn Forde spells it out for us:

““In 2003 – before digital made an impact on legitimate sales – a total of 30.8m singles were sold in the UK [...] Fast forward to 2012 and the story is very different. A total of 188.5m singles were sold in the UK last year (of which 99.6% were digital)””

In direct correlation to this album sales came to 100 million in 2012, which was a depressing downturn of a third over the same period. The fact is the decline of the album as a consumer’s go-to choice of format has been a slow and continuing one, and in direct correlation the single has risen to take its place back on the sales throne.

We’ll leave off our adventure through music history with a nod to our relationship with the radio. Think about when you tune into your favourite station: what do you expect to hear? For most, the answer is a string of chart-toppers or only the best songs from their preferred genre(s), and that’s because hit singles are the staple diet of radio. We have been conditioned to expect, hope for and need a selection of Top 40 hits. Our behaviour towards music consumption is something we already linked to radio in our article ‘Is streaming the final destination?’, and so we could argue that our reliance on one of the music industry’s few stabilities - radio - has shaped the way we prioritise singles over albums. What’s more this trend only seems to be on the up.

Over the past year, the big stars of radio have made moves towards streaming. First in February 2015, Zane Lowe left BBC Radio 1 to run Beats1 for Apple Music, a move rumored to help Apple’s streaming service compete directly with Spotify. Then last December, George Ergatoudis left his position as Head of BBC Music to lead Spotify’s in-house music curation and content strategy. This is no coincidence as a year and a half ago, he tweeted:

“With very few exceptions, albums are edging closer to extinction. Playlists are the future.”— George Ergatoudis on Twitter

And since radio’s format has always been, in essence, the playlist, it’s no surprise to see these music influencers transition into the streaming industry with ease.

Skipping over the temporary trend of cassette mixtapes, the modern version of playlists really grew in popularity with credit to YouTube. In 2011, Forbes already reported music videos to be ranked amongst the highest of YouTube views and currently the Top 20 most viewed videos on the site are all music videos. The preference for singles on YouTube can also be mirrored with the growth of Majestic Casual, La Belle Musique and other music channels. These channels upload singles and often gain significantly more views than the original artist upload. Just take a look at Kygo’s “I See Fire” remix, which has 57+ millions plays on La Belle Musique’s channel compared to 42.4 million on his own SoundCloud. These channels have soon progressed to become serious contenders in the music industry, with Majestic Casual sitting in as a Resident DJ for Beats1 and La Belle Musique hosting their own one day music festival in Malta. It’s a career projection most musicians aspire to have in their lifetime, let alone within four years.

This trend brings a second wave in the music-tech industry that points towards “playlist startups.” Some have already been acquired, like Soundwave (by Spotify in January 2016) and Songza (by Google Play in July 2014). Other notable curators are 22tracks, a site with the sole purpose of promoting singles; ToneDen.io, which helps artists build their audience by allowing listeners to download singles in exchange for social follows; 8tracks, a playlist-centric site which has 8 million active users per month; and Playlists.net just released a new app called “Playlist a Day” which requires Spotify. The list expands even further when you include influencers on platforms like SoundCloud. For example, HumanHuman user Discobelle has a whopping 1.02 million followers on SoundCloud and Hillydilly has 11K followers, the latter of which recently joined the streaming game by releasing their own app, which has seen 5-10K installs on Google Play alone.

Variety in music curation appears to be most significant difference between the radio and streaming industries. Streaming requires a more expansive knowledge of music that caters beyond the Top 40s. Google Play is known for giving the “Susan Boyle” test, where curation applicants must create a playlist that a Susan Boyle fan will love. Offering a streaming service isn’t just about dishing out hits - it goes back to catering to individuals and retaining their attention.

What’s more, some of these playlisters are evolving into celebrities, much like household names Zane Lowe and Annie Mac. One newcomer to the limelight is Connor Franta, co-founder of Heardwell, a six-month old music label in Los Angeles. Recently recruited to join the The Recording Academy, this YouTuber has over 5.2 million subscribers, his reach is higher than most musicians in the business. It’s becoming more apparent that tastemakers in streaming and radio already influence the music industry more than the musicians themselves.

So, what does this unwavering focus on singles mean for the future of albums and their artists?

As George Ergatoudis said “...at a mass market level [the album] is already small and going to stay very small”. Groundbreaking numbers are more likely to only follow names of global powerhouses like Adele and Taylor Swift. It’s also worth noting that even way back before streaming took hold, iTunes counted how many times a song got played, not how many times an album gets played through. There’s no doubt that as digital sales continue to grow, the desire to play an album as a whole piece of work will decline.

A common counter argument to the lost album experience is the rise of vinyl sales. Since 2009, vinyl purchases have risen by 260% and the few start-ups who are in the business of distributing records have developed a solid following. There’s Vinyl Me, Please, a company that believes an album must be enjoyed as a complete work of art; vnyl, a subscription-based startup in the USA that sends you a new record each month; and Turntable Kitchen, which pairs food recipes and vinyls in a monthly subscription service. And unlike digital, there’s no way to track how many times these vinyls get played or if vinyls are just used for display. In the radio world, album supporters are even rarer. One San Franciscan radio show called “Deep Listening” from BFF.fm goes against the traditional “singles format” by playing music from same artist, band, album or theme for sixty minutes. However, it’s unlikely that the music industry will see a huge growth for this type of programme. Ultimately, the art of listening to an album in full is a niche market.

With the rise of playlists and compilation albums, it’s no doubt that singles will define an artist's career well before their debut album does. Technically, YouTube’s Rebecca Black foreshadowed this pattern of “one hit wonders” within streaming, but there are plenty more examples within the music industry. Thanks to tweets from celebrities like Hayley Williams from Paramore and Jessie Ware, obscure artist Ryn Weaver skyrocketed away from anonymity with her song “Octahate.” Alessia Cara’s “Here” peaked at #1 for American Billboard charts, and she was also longlisted for BBC’s Sound of 2016. Then there’s Rory Fresco, an unknown artist who has over 1 million plays on his song “LOWKEY” mostly because SoundCloud’s algorithm put his track after Kanye West’s new song “Real Friends.”

Another example is Gallant whose song “Weight in Gold” has been remixed enough times to be considered an album in itself and his SoundCloud remix playlist has well over 2 million plays. This single propelled Gallant in stardom and he has since gone on to tour with critically acclaimed Sufjan Stevens, and therefore opening up his music to a wildly different crowd than listeners of the “Weight in Gold” remixes. What this shows is by streaming singles new artists can achieve greater exposure and a more targeted audience. The downside is that it also means stretching artists thinly across multiple channels. Music acts may have to get their songs on SoundCloud, Spotify, Apple Music and Google Play to reach the audience they could get from one play on radio. In America alone, radio reach was 245 million in 2015. As for streaming, the numbers are on a global scale: SoundCloud has 250 million, Spotify has 75 million and Pandora has 81.5 million. As streaming services and music apps grow, along with better data plans for mobile, listeners will find ways to listen to singles as they please. This points towards a rise in playlists, a decline in listening to albums as a whole and even a higher value in music curation for radio and streaming.

If we look back at what we’ve learned through this journey so far, there are a few factors that come into play for the rise of the single: cost, format and culture. What has made the hit single so successful today is something of a perfect storm. With the rise in streaming services and free downloads the price of music has been drastically reduced, and for many it’s now seen as a commodity, whereas the full album is treated more as a luxury. This cost-cutting trend is also tied directly into the way we access music. As previously suggested, listening to music as part of the physical experience is now contained to a niche market with the majority of us belonging to a digital community of passive listeners. Where there was once a format war, there is now a streaming war with everyone from Spotify to Apple Music to SoundCloud to Bandcamp to Tidal to Deezer and many more all vying for our attention. The digitalization of the single isn’t solely a business issue, because it also facilitated a sharing culture, where making a connection with an artist’s latest release was no longer a solitary experience stopping at your front door, but a world-wide communal one. While all of this may make it more difficult for an artist set a place on the charts, it also widens the landscape for newer musicians to be heard. On the surface, the current business of making hits may seem like an over-congested, competitive atmosphere, but there are plenty of theorists who imply that competition is a sign of health, bringing about diversity, quality and growth. In other words: welcome to the single’s era and make yourselves comfortable because we may be here for a while.

Illustrations by Slip On The Rock

https://humanhuman.com/articles/welcome-to-the-singles-era

[gigayak]

The Destruction of the NHS: A Dialogue at Breaking Point

by Nima Ghadiri

Is the NHS at breaking point?

Yes, it really is. As things stand, it will not exist in five to ten years time, and different elements of our Health Service will be apportioned as Dialysis-Plus East Coast, CrossCancer, Virgin Maternity, or whatever other word-pasticcio the “brand positioner” regorges.

With consecutive governments in seemingly total denial about the state of the NHS, the phrase “crisis point” is an understatement. We need to do something now, every month which passes brings the death sentence closer.

Ok, just…. just chill out there for a second. Are things really THAT BAD?

Chucking about numbers is often a precursor to a well-known Disraeli quote, paraphrased by Mark Twain. Nevertheless, sometimes they are needed so people can grasp what is happening.

Since 2011, there has been a 504% increase in the number of patients waiting over four hours in A&E Departments across the country, forcing Secretary of State for Health Jeremy Hunt to ditch the target.   23 hospitals were simultaneously on black alert earlier this year, which means that they “are unable to guarantee life-saving emergency care”. This included Jeremy Hunt’s own local hospital The Royal Surrey, which had 27 patients urgently needing a bed but no space.

Waiting times for surgery have been getting much longer, and 4093 urgent operations were cancelled in 2016, an increase of 27% in just two years.  Knee and hip operations are now being rationed only for those who aren’t able to sleep because of agony, using bogus “pain tests” as a differentiator.

Cancer treatment targets have been missed for four consecutive years, and services are now failing.  Mental health services are being rationed, so people who suffer are dying in their homes, unable to care for themselves.

These are frightening figures, it’s no wonder the Red Cross (who stepped in early in the year to help with a shortage of ambulances) has declared the NHS a humanitarian crisis, as people are dying needlessly in the world’s fifth-richest country…

Stop, I get the idea, things are looking gloomy all round. Surely, we have the MONEY to stop this?

Source: BMA

Astonishingly, as demand has risen hugely, funding has been cut.  Our spending on the NHS as a percentage of our GDP has plummeted below 10%.  This is a lot less than France and Germany, and amongst the lowest in the developed world.

If our national health funding matched the average amount that Europe’s 10 leading economies spend on their healthcare, perhaps we could lose this uncoveted accolade:

Source: BMA

Yes, we need more NURSES and DOCTORS!

And we are getting far less.  Medical school applications have plummeted, the proportion of med school graduates who become first year doctors has gone down from 70% to 50%, with phrases such as “in droves” and “en masse” describing the number of junior doctors leaving the United Kingdom.  Enormous rota gaps are now ubiquitous, GP vacancies have skyrocketed from 2% in 2011 to 12.2% now, and 84% of general practitioners now say that their workload is affecting patient care.

Nursing applications have fallen by 23% over the last year, and the removal of bursary funding for student nurses and midwives has sent one clear message “We don’t value you”, underlined by years of below-inflation 0% and 1% pay rises.  By 2019, NHS workers will have seen their pay capped for nine consecutive years, and nurses will have seen their pay reduced by 12%.

To add salt into these raw and gaping wounds, the Secretary of State for Health massively over-estimated nurses’ average pay this month when he was asked why so many nurses are having to use food banks.

Source: British Medical Journal

So they want things to fail, is this all about PRIVATISATION?

We don’t need to speculate about this, it’s all there in numbers, contracts, even a book with Jeremy Hunt’s name on it, calling for the de-nationalisation of the NHS.  There has been an increase in spending on “independent sector providers” of a third between 2014 and 2016, and an estimated 500% more contracts have gone private since 2012.

Source: BMA

The plan for privatising the National Health Service isn’t exclusive to one party.  The groundwork was done by the previous government, with poorly conceived “public service reforms” leading to unfettered introduction of private corporations into commissioning. It has accelerated over recent years, however.

So what are the POLITICIANS saying?

Absolutely the wrong things. For a National Health Service which is quite visibly starving, Jeremy Hunt said: “The NHS needs to go on a 10-year diet”.

Theresa May also didn’t like the Red Cross assessment of the NHS, calling them “irresponsible” and “overblown”.

The BMA has identified five key issues for the future of the NHS, and it would indeed be “irresponsible” if politicians did not address these:

Source: BMA

Are you subtly telling me which way to VOTE?

No, it’s not for me to instruct you, and people don’t like being told what to do.  Nevertheless, it’s currently very easy for the mainstream media and tabloid press to distract the general population and report on fake scandals rather than one which is very real, and affects all of us.

As long as you are aware of what is happening and can make up your own mind, then that’s already very important. If you can spread the word to others, even better.  Over the next few months we will see an increase in grass-roots movements in social media and the streets, in support of the National Health Service.  There will be a nurses’ summer of protest activity, a show of anger against pay-rise caps and maltreatment which has left 40,000 posts unfilled.

Battling a Murdoch and Dacre Press which has vested interests against the NHS will be challenging, and no doubt lies will be spun which confuse and subvert.  Tabloid journalism had a pivotal role in the Junior Doctor contracts dispute, and may do so against the nurses too. It is crucial to appreciate that supporting our nurses means supporting our National Health Service.

[albarrandiana]

My voice in the background story: my PhD thesis preamble

[This section is the opening on my submitted PhD thesis, under examination atm] 

I am a woman and mother from the south, born and raised in the state of Chiapas, Mexico. Since childhood, my family and I have often visited San Cristóbal de las Casas, a picturesque city surrounded by hills, that maintains its Spanish colonial layout and architecture, with red tile rooves, cobblestone streets, and wrought iron balconies, often strewn with flowers. This city is still considered the culture capital of the state due to its history and Indigenous population.

Visiting the mercado (market) of Santo Domingo was an important part of our weekend trips. This outdoor market remains a colourful display of Indigenous crafts surrounding the beautiful eponymous church, and its side chapel Templo de la Caridad. The stalls are filled with creative and ancestral traditions such as textiles, embroidery, saddlery, basketry, jewellery, and stones. Over the years, I became consciously aware of how the motifs, colours and styling of the displayed garments were evolving. I also started to notice the emergence of crafts from other Latin American countries, now contrasting with mass-produced pieces from Mexico, Latin America and Asia. I started my studies as an industrial designer, and these changes became increasingly evident, further piquing my interest in the development, quality, making and meaning of crafts. It turned into an obsession. I regret not keeping all of the garments acquired since I was a child, or at least not taking pictures of them to retain a visual record of the evolution.

After graduating and working for a couple of years, I moved to Spain to do a master’s degree in design management and product development. In the coloniser’s land, I questioned many things about identity, race, ethnicity, gender roles, social inequalities, migration, and colonisation, amongst others; it was a face-to-face encounter with my “otherness”. Until that point, I had been a middle-class Mexican mestiza woman. Living in Europe made me discover that I was a Latina, a “Sudaca” (pejorative term for South Americans), and a migrant, and I had to unlearn the conditioned “pursuit of civility” and make a firm decision to root myself better in my own land and culture.

Back in Mexico, I got my first job in design education, married, and continued to “follow the script” for a woman of my age and socio-economic status. But I dreamt of collaborating with Indigenous communities to “help them improve” their work in things like quality, standardisation, and the creation of new products that were more suitable to a contemporary lifestyle. I was certain design could impact their crafts and communities in a positive way, and because of this, I wanted to co-ordinate designer-artisan collaborations around the world. This led me to apply for a Japan International Cooperation Agency (JICA) scholarship for the training programme in Modern Design and Traditional Craftsmanship in Japan, which I was fortunate to obtain. In 2009, I spent nine months under the tutorship of Yamamoto sensei from the Kyoto Institute of Technology, and was awed by the beauty of making Japanese crafts under such distinguished masters. The result of this programme was the creation of a design guide for artisans in Mexico in collaboration with my two fellow design kenshuin (trainee). We blended the Japanese learnings, observations, design, creativity, and ways of making crafts, with traditional Mexican games, to make the design process enjoyable, familiar and non-invasive.

Life continued on my return to Mexico, and my daughter was born in 2011. The same year, we moved to Singapore (where I could not legally work), for my former husband’s job, away from family and friends. I learned to be a mother, and an “ex-pat” wife, largely in isolation. There were multiple challenges in this new land, but travelling around South East Asia kept me afloat. In my disconnection from home, exploring culture and crafts became my focus and saviour. The contrast between Singapore’s affluence and the neighbouring “underdeveloped” countries further ignited my sense of social justice and fuelled a desire to walk alongside those communities. After three years in Singapore, fortunately, an opportunity to go to New Zealand emerged, and we moved again.

The many journeys through various countries, cultures, and identities, shifted my views of crafts, which, despite my conventional design training, I now considered as art. I was more interested in the artisanal communities, and their understandings and ways of embracing heterogeneity, rather than standardisation and universalisation, and the exploration of links between art-design-crafts to nature-culture, as well as the importance of creative-art practices to individual and collective well-being.

Life’s challenges continued.

In July 2015, I started a part-time lecturing position in the School of Art and Design at Auckland University of Technology, and in March 2016, I was accepted into a PhD programme. It was also the month my marriage ended. The support of Dr Amanda Bill, my manager and supervisor support, at that time was crucial. After a few months, I took leave from my PhD while I taught more hours to support myself and my daughter, and applied for a Vice-Chancellor’s scholarship, of which I was an incredibly blessed recipient. I restarted the research journey in January 2017. During my PhD years, institutional and life changes impacted my research, resulting in a change of faculty from Design and Creative Technologies to Te Ara Poutama – my current whare (house) - where I was warmly welcomed. I have had five official supervisors and one non-official one, due to my change of faculty. I have learned from the words and actions of all of them.

I have been fortunate to attend many Māori and Indigenous research and design events in Aotearoa-New Zealand, Australia, and Canada, sharing with other “mixed” Indigenous people like myself. From them I learned that mixed ancestry does not erase our Indigenous heritage, and one identity is not exclusive to the other, but rather, they co-exist.

Parallel to the PhD life, and ignited by life’s struggles as an “ethnic migrant solo mother”, I started to volunteer in community projects, particularly in the Latin American community. I was invited to be a board member for a non-for-profit organisation working with refugees and migrants using design and co-design; I participated in forums and conducting workshops; I returned to creative and activist practice through textiles; I co-founded the Buen Vivir women’s collective and joined the Sororidad Latina group, involving my daughter in everything. Using art and textiles, I joined public demonstrations against racism after the March 15th terrorist attack in Christchurch. I fought gender and diversity inequality in design, climate change, and denounced femicide in Latin America to mention only a few.

While the past four years have been transformational professionally and personally, I understand these are but a series of short cycles in a life-long journey. In some ways, I consider this PhD to be the formal approach to a topic that has always been an incredibly pivotal component of my heritage, and central to my life: namely, culture through art-design-crafts, particularly textiles. I am fortunate and grateful that this part of my identity can form the basis of PhD research. I have learned much about this from mis compañeras of Malacate Taller Experimental Textil (independent textile collective and research partners), Mayan artists and scholars, and their embodied experiences of knowing, doing and connecting. Bonding with these wise women who live/practise their ancestral knowledge has been a true privilege. Nevertheless, the lived experiences of being Indigenous and the onto-epistemic guidance from tangata whenua (people of the land) in Aotearoa, from my supervisor, and research and design whānau (family/community), all contributed significantly to this research.

Throughout these years, I have learned much about myself, to understand my processes as a primarily sentipensante being, and to accept, respect, balance, embrace, and use it positively. I could understand I am someone who feels first, strongly and deeply, needing to let the emotions emerge. However, dealing with people, balancing the emotions of the heart with the reasoning of the mind, to question, understand, and process my feelings, is paramount. I learned I must comprehend other peoples’ emotions, listen to their stories, make sense of their backgrounds, and establish connections from a place of empathy, from the heart. Most importantly, I learned that after the processes of feeling and thinking, the final decision needs to make sense, to have meaning, and for this, it needs to come from the heart. For me, being corazón is not the romantic view of love where everything is positive. Yollotl (corazón in Náhuatl, one of my ancestors’ languages) is emotions; anger, sadness, happiness, fear, to mention some, but it is also the source of courage, passion and peace.

Many transformations have happened in Aotearoa, Latin America and around the world, that have shifted old ways of knowing and doing, towards new possibilities. The Latin American movements in Bolivia, Ecuador, Colombia, Venezuela, Brazil, Chile, Haití, Argentina, and México, have inspired and triggered me to participate and contribute whenever and however I can.

At this point, I say I am a mother, a feminist, an activist, a researcher from the south (re)connecting with indigeneity. I am sentipensante, I am Yollotl, I am uno con el todo (one with the whole). This is my truth.

This work is dedicated to my sisters, brothers and third spirits in Cemanáhuac (the Americas), to weavers and anyone familiar with the language of the threads; to women, to mothers (especially solo mothers), to my feminist sisters, a mis hermanas de AbyaYala, a mis sororas… 

Con todo, si no, ¿pa´qué? (Give it everything, otherwise, what’s the point?)

(Feminist chant)

[getseriouser]

20 THOUGHTS: Smith’s crisp, Root buried

WHAT a wonderful time of year for crap weather? 

Footy has three weeks left with a lot still on the line and the Ashes is entrenched in prime time for the next four weeks.

Work from home, charge your phone only so you can use Menulog and just remember to rotate your couch cushions after each test match – no-one wants a sofa with permanent bum indentations, it’s unsightly.

 1.       We’ll get to the Ashes soon enough, but let’s cover off the air conveyance. And how the Swans were dudded. Well maybe not super much as they’re not making the finals any which way, but maybe Richmond or Brisbane, perhaps Collingwood or Essendon, by the massive missed free kick on Sam Reid in the dying seconds. The Giants lose that and their stranglehold on a double chance goes. Only one mistake, lets not crucify the umpire, but gee for ramifications it’s a doozy.

2.       Brisbane, looked like the Scraggers were some go for a while there last Sunday twilight, but once again those Lions chalked up another win and how bout their flag credentials they say? Yeah still not for me. They have the Gold Coast this week, wow, another game against a bottom ten team, and in Queensland. This team is in form, no doubt, but the validity of that form does not befit the record they have. It might be enough to win them some finals, sure, but this is not a premiership team.

3.       The Lions have had no injures, and have a league-high ten players who have played every game so far. Consistency at the selection table compared with teams like Richmond and Collingwood who have had periods without such luxuries, has been worth a win or two in itself for Brisbane, no question.

4.       Yeah, so Geelong. The record since the bye, for the position on the ladder they were in going into their week off, has to be amongst the worst in the comp relatively speaking. So when is a slump actually reflective of where you’re at? No-one would give them a show in a final against Richmond, so would need to somehow avoid them with GMHBA finals against interstate fodder and hope for a good run. For a team on top, 14-5 and 130%. Remarkable.

5.       Gold Coast, my Lord, this is supposed to be a team ten years past putting out teams not up to standard. At least back then it was ok, they were on the L plates, you knew they’d be super rubbish but it was all part of finding their feet. Now they’re just a middle-aged moron on the roads and you can’t give them an out for their shit driving, to maintain the metaphor. Remember, they lose their last three games, this season will equal their bad years of 2011 and 2012.

6.       Looks like we might be set for one South Australian team to finish eighth but without room for both. The Power’s upset over the Dons last Saturday probably gives them the advantage to take the final spot looking three weeks ahead, and at their cross-town rival’s expense. And if that’s the case, given the lopsided Showdown a few weeks ago, that eventuality probably seems about right.

7.       We haven’t had a draw yet, usually we’re good for one or two, other than 2016 we have always had a least one since 2014…. I didn’t say that all these thoughts had to be interesting, but at least this one is accurate.

8.       Blake Caracella to Essendon, that’s one or both of two things. Firstly, Caracella is a genius, his first year with Richmond was 2017, and look what happened to that coaching box, went from sackable to winning flags. So great bit of IP for the Bombers braintrust there. But also, could it be a little bit of what St Kilda did with Ratten last summer. If, and it’s a big “if”, you’re looking at reviewing your senior coach, why not get a talented assistant in early so such a replacement might already be under your roof. Almost like a succession plan, but unofficially.

9.       Adam Treloar was gutsy on Tuesday, just plain gutsy. Didn’t need to talk about his battles, and on such a public forum. But whilst it may have been therapeutic for him, the good it could do for so many other young men to accept, nor no longer dismiss, their struggles as human and to find ways to manage their wellbeing, was fantastic. Having a great year this year, and that’s not just on the field where he is looming large for the Copeland Trophy, but seemingly away from the field as well. Important stuff, won’t back down on that anytime soon. Keep talking.

10.   Some kudos to pot belly Jay Z Clark, who penned a very good angle on the Rising Star for 2019. Sam Walsh looks a runaway winner now, even myself a self-confessed Connor Rozee admirer acknowledges the Blue’s midfielder has it. But Clark points out that the Hawks’ James Worpel is only narrowly ineligible for this year’s award, and had he had played one fewer game in 2018 he’d be right in the frame for the gong this year. And it’s a good yarn, Worpel is having such an under the radar year, we know about Mitchell and O’Meara, but the kid from Bannockburn is a serious 200-plus games midfielder in the making.

11.   The Joe Daniher/Tom Harley thing stank a bit. It’s all come out now that its fine and nothing to see here, but yeah even so, it just stinks a bit. I know we’re all allowed to have mates and more often than not its nothing more than what it is, but sometimes when it looks a bit off it probably is. He isn’t leaving Essendon, but he ain’t as happy at Tullamarine as he could be, is my guess.

12.   Only one game, his first since Round 15, which was his first since Round 11, but 29 touches and five tackles for Bryce Gibbs on Saturday. He’ll be 31 at the start of next season, and who knows whether the Crows think they can get close again soon enough whilst the ex-Blue has something to offer, but clearly there’s still some value in him yet. This year has been strange but the game certainly hasn’t gone past him. Could be cheap if indeed Gibbs looks for a third club too, good value.

13.   Righto, some cricket. Steve Smith, well bugger me. 12 months out. We all saw that press conference at Sydney airport, that was a human being utterly broken. Not just an emotional guy but a sensitive sportsman, often had sleepless nights as captain such was the toll cricket had on him mentally. But to come out and hit 140 twice in the same match, first up, like seriously what the hell? Best since Bradman chatter can continue in the pub and that’s fine, but that was one of the most impressive batting displays you’ll ever be likely to see.

14.   So they’re coming for Cam Bancroft. I don’t buy it yet. Dave Warner did just as little, and sure, has the career to back up quite a few more chances, but unless you’re adamant Marcus Harris does any different you’re backing in the decision to go with Bancroft. Further, don’t forget the last red-ball hit out before the first test he looked a cut above anyone else, and that it is properly trying facing English quicks, in England, with a brand spanking new Duke. Not easy. He has another two tests for mine to get past 50, and I’m sure in four innings he can manage that.

15.   So the bowlers. Cummins is our best quick, he always plays, take him out of the dilemma. With a deck a little green, Pattinson was a great choice, and whilst he didn’t take a ton of wickets, he was only ever going to be a threat in the first innings and he did that. Siddle too, really impressive, I think he goes again at Lord’s. So Starc might get a look for Pattinson in the second test, but then third or fourth test, if we saw Hazlewood, it wouldn’t shock. Don’t think of the guys missing out as being dumped or dropped, think of our bowling options like your spice rack at home, and each test is like a different cuisine, requiring different flavour combinations.

16.   As for England, yep that top order stinks. And no matter how good a Bairstow or Stokes might be, any quality middle-order batsman will feel the pinch when they’re walking out at 3/30. And Rory Burns, nah, that’s the flukiest ton you’ll ever see. He isn’t quality. So unless someone pops outta County Cricket between now and breakfast, that’s a problem that will only continue to plague them throughout the series.

17.   And bowling, Jimmy Anderson wont play at least a couple more, for mine he is a ‘maybe, just maybe’ if its say 2-2 heading into the Oval. Otherwise nup. So in essence, get past Stuart Broad and that’s about it. Sure, Joffra Archer will play and look scary, but so is facing Shaun Tait, and look at how that Test career went. Great with the white pill, but in five-day cricket, let’s see.

18.   So Ben Simmons. The initial drawcard piece for the Australia-Team USA blockbuster. But to be honest he never was going to play. Its why the NHL doesn’t send players to the Winter Olympics, its why we don’t have State of Origin anymore in AFL and why it wouldn’t shock me to see proper NBA stars start forgoing Dream Team duties at Summer Olympics. But then he gets a squillion tax-payer dollars to promote Victoria whilst he is here, back home in the off-season. Can’t play basketball but can take a cheque for being here besides. Not great Ben, I do kinda get it, but its not great.

19.   As for Aussies to get behind, how did Nick Kyrgios get a mention so low down? Seriously, the tennis and personality he brought to the Washington Open was magnificent. Clearly a loose cannon, but when he is good, be it his on court form or his professionalism alongside it, he is very, very good. If your dog at home was the world’s best companion, but occasionally barked way too much and played up, would you keep it and work on those bad habits, or put it up for adoption? Kyrgios may never fulfill perfection, but I tell you what, there’s only five or so better chances for the US Open later this month. Don’t. Be. Surprised.

20.   And Fraser Anning has this month filed for bankruptcy. Nothing else to add, but worth a mention.

[infolibrary]

30 Facts About Bananas That Will Make You Go Bananas

New Post has been published on http://www.infolibrary.net/30-facts-about-bananas-that-will-make-you-go-bananas/

30 Facts About Bananas That Will Make You Go Bananas

The banana is a fruit many of us enjoy on a daily basis, whether it’s for breakfast, lunch, or just a snack. It has great versatility and such a complimentary flavor, that it’s used in a plethora of different cuisines and dishes, from curry to ice cream.

But how much do you know about the fruit salad favorite?

Here we’re going to look at 30 facts about the banana.

The banana made its name after it was sold wrapped in aluminum foil for 10 cents in the 1876 Philadelphia World Fair.

In Kalamazoo in 2011, the construction of a vehicle came to an end – this vehicle was an F-150 truck which became the “Big Banana Car.” At almost 23 feet (7 meters) long and 9.8 feet (3 meters) tall, this car has a top speed of around 85mph (136.8km/h).

If a person is allergic to bananas, or even avocados and chestnuts, they have an increased risk of being allergic to latex. There are some who say half of those allergic to latex are often allergic to bananas. This is due to the proteins within the banana.

The classic banana species we consumed was called the Gros Michel. It was a sweeter and creamier alternative to the modern banana, but due to a sweeping and catastrophic disease in 1965 across Central and Southern America, the farmers swapped to the modern variety.

If done daily, a wart can be removed in about 2 weeks by running the inner side of banana peel onto the infected area.

In 2016, a man from the U.K., Andrew Lawrence, ran 2 hours, 47 minutes and 41 seconds in a banana costume during the London marathon in order to secure the title of the fastest time to run a marathon whilst wearing a fruit costume.

The banana is scientifically a berry, whereas the strawberry is not. This comes down to the classification of a berry. A berry must contain seeds inside the flesh, not outside.

A U.S. study found that bananas can actually help lower your risk of stroke and heart attack due to the level of potassium they contain. They do this by lowering the risk of stiffness in the aorta and hardening in the arteries.

Singers Alicia Keys, Adele, and Katy Perry all have bananas as one of their backstage demands when performing.

A monkey peels a banana upside down when compared to our method, which is pinching the top and splitting the skin before peeling it down to reveal the fruit. This is an easier and less damaging method of peeling a banana.

Monsieur Mangetout was a Frenchman born in 1950, who was able to consume over 9 tons of metal in his life time but couldn’t stomach single banana, saying they made him feel sick.

The 1971 Woody Allen movie, “Bananas” made a whopping $11.8 million dollars, and appeared in numerous top hit lists including American Film Institute’s 2000 and AFI’s 100 years 100 laughs.

Around 0.074 lbs (33.57 g) of bananas per person per day are consumed in the U.S. alone. The largest consumer of bananas worldwide is Uganda where the average person consumes around 1‎⅓ lbs (605 g) of the fruit daily.

In 2015, a U.K. supermarket employee discovered five bags of class A drugs when unpacking a box of South American bananas, with a possible street value of over £1,000,000 (around $1.4 million) at the time.

The oils within the inside of a banana skin can actually help inflammation and itching caused by insect bites.

The perfect soil for growing bananas must contain a ph. of between 5.5 and 6.5 and must not be salty or too cold. One of the biggest problems for bananas is root rot which is caused by the soil being too cold, along with other factors.

A green banana has very high starch content – as the fruit yellows, this starch turns into sugars.

In 2010, an American man named Ashrita Furman took the title of “Most Bananas snapped in 1 minute” by breaking 99 of the yellow fruit with both hands in 60 seconds.

In 2012, a resident of Illinois managed to break a world record by peeling and consuming 8 whole bananas in 60 seconds.

In 2001, a bunch of bananas took the title of the “largest bunch of bananas.” It held 473 individual bananas or “fingers” and weighed a whopping 287lbs (130 kg). It was grown in the Canary Islands.

A banana is made of about 75% water, which isn’t very much compared to other healthy wonders like the cucumber or radish which has 96% and 95% respectively.

In 2018, a banana plant hidden in a Yorkshire van hire company’s office actually started to sprout fruit after being dormant for an entire decade.

The banana we all know and love is under threat from the same disease that struck the predecessor. Panama disease is rife amongst the Cavendish variety (the common variety) after being identified in Africa in the mid 2010’s.

The banana is produced asexually because it’s a sterile species, which makes it basically a clone of elder.

The Latin name for banana is “musa sapientum” which translates to fruit of the wise men.

A “Banana Republic” is a region that is solely sufficient on one single resource for its income.

Leather products like handbags or shoes can be polished with the inside of a banana skin, simply rub it on and wipe off with a rag.

The 2014, Ig Nobel Prize in Physics was won by a team who discovered the reason why bananas are so slippery. As it turns out, it is all down to the polysaccharide molecules in the peel, a substance also found in our joints.

We all know bananas flavoring tastes nothing like a real banana, but according to a Gros Michel cultivator (the original commercial banana), the artificial flavor does taste very similar to this variety.

In Cairo you can buy papyrus from market stalls which is most often built from banana leaves.

So there we have it, 30 facts to make you go bananas about, well… bananas. The humble curved fruit has an amazing array of health benefits and is actually invaluable in the hunt for the perfect prosthetic.

One thing is for certain, the lunchbox staple will now have a little more respect from me every day from now on.

Dan Lewis has worked in the tech sector for about 7 years and is qualified in most areas including networking, hardware, software & support. Enjoys writing about anything techy, nerdy or factually interesting.

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[mrjeremydylan]

My Favorite Album #228 - Ketch Secor (Old Crow Medicine Show) on Bob Dylan ‘Infidels’ (1983)

Old Crow Medicine Show frontman Ketch Secor joins me to relive his Bob Dylan awakening, as we delve into the underrated 1983 classic 'Infidels'.

Ketch explains how his 12 year old brain was primed to fall for the record, how it awakened new emotions in him when he didn't really understand the lyrics, why middle-aged Dylan was his epitome of cool, how 'Union Sundown' fits amongst the union song tradition, what it's like to co-write with Dylan twice in the same unconventional way and whether the next OCMS album will be their 'Infidels'.

Listen in the player above or download the episode by clicking here.

Subscribe to the podcast in Apple Podcasts here or search ‘My Favorite Album’ wherever you listen to podcasts.

My Favorite Album is a podcast on the impact great music has on our lives. Each episode features a guest on their favorite album of all time - why they love it, their history with the album and how it’s influenced them. Jeremy Dylan is a filmmaker, journalist, concert promoter and photographer. He directed the the feature music documentary Jim Lauderdale: The King of Broken Hearts (out now!) and the film Benjamin Sniddlegrass and the Cauldron of Penguins.

If you’ve got any feedback or suggestions, drop us a line at myfavoritealbumpodcast@gmail.com.

LINKS - Buy our album of the episode on iTunes here.

- Old Crow Medicine Show’s website, Twitter, Instagram, Facebook page and on iTunes.

- Jeremy Dylan’s website, Twitter, Instagram and Facebook page.

- Like the podcast on Facebook here.

- If you dig the show, please leave a rating or review of the show on iTunes here.

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[personalcoachingcenter]

Research Paper: Why Coaching Is A Better Strategy For Engaging And Retaining Millennial Employees

New Post has been published on https://personalcoachingcenter.com/research-paper-why-coaching-is-a-better-strategy-for-engaging-and-retaining-millennial-employees/

Research Paper: Why Coaching Is A Better Strategy For Engaging And Retaining Millennial Employees

Research Paper By Kathrine Anne Minzlaff (Young Professionals Coach, AUSTRIA)

Introduction

Today’s labor market is dynamic with a diversity of generations comprising the workforce. Born between 1981 and 1997 (Dimock, 2019), the millennial generation, also known as Generation Y, is the most recent and potentially largest generation to enter the workforce (Lancaster and Stillman, 2002). They represent a unique generation with different work values, beliefs, and career attitudes than previous generations (Campione, 2015). Millennials are technologically savvy and socially conscious(Brack and Kelly, 2012) as they have grown up in an era characterized by rapid technological advancements and increased globalization (Friedell et al., 2011).

With this background, they bring high achievements and even higher expectations to the workplace. Some of their attitudes, expectations, and preferences, which are vastly different from other generations, have sometimes been perceived negatively and caused a generational conflict in the workplace (Ng, 2012) and, consequently, decreased job satisfaction and increased turn over amongst these younger employees (Campione, 2015). This seemingly ongoing trend poses significant challenges for organizations as high millennial turnover rates mean enormous losses for them (Bogosian and Rousseau, 2017), both in financial terms and loss of talents, and potential gaps in leadership (Brack and Kelly, 2012).

Given these high turnover costs, many companies have focused on developing, packaging, and branding themselves in various ways to retain millennials (Campione, 2015). Despite these efforts, however, millennials have still emerged as the job-hopping generation (Friedell et al., 2011). Therefore, to address this issue more effectively, it has become necessary for organizational leaders to direct their attention on understanding how to motivate and interact with this population(Canedo et al., 2017) by learning more about their mindset, worldview, and satisfaction drivers (Bogosian and Rousseau, 2017). The underlying assumption is that by understanding the perceived motivational factors for millennials, organizations will increase workforce commitment, reduce turnover, and fill the leadership void (Calk and Patrick, 2017).

Joining the question of resolving this problem with high millennials turnovers, researchers have also focused their attention on investigating millennials’ motivations and expectations surrounding the nature of their jobs or careers. Based on their studies, many researchers suggest making organizational changes to adapt to millennial’s workplace motivations (Lancaster and Stillman, 2002) and desired work attributes (Overjijk, 2017). The alternative approach, which is recommended only by a few (e.g., Ng, 2012; Solomon and van Coller-Peter, 2019), is to use coaching as a tool for developing and retaining millennials. Though empirical research on coaching millennial professionals is scarce, this paper, drawing on the literature on millennials, coaching, and self-management aims to explain why coaching is the more effective strategy for engaging and retaining millennial professionals.

Millennials in the Workforce

Millennials are the fastest-growing workforce segment and the least understood (Calk and Patrick, 2017). This generation of new employees, who grew up during the emergence of the Digital age (Bolser and Gosciej, 2015), is defined and influenced by their acute relationships with technology. Often referred to as ‘digital natives’, they easily integrate technology into their daily lives and use it to solve problems, interact with others, and interpret the world (Calk and Patrick, 2017).

According to Brant and Castro (2019), the defining social influences of technology, communication, and globalization made it possible for millennials worldwide to share similar characteristics. It is also the main factor that has given rise to and shaped millennials’ work attitudes (Ng, 2012).

Millennials are described as open-minded, confident, self-expressive, liberal, upbeat, and receptive to new ideas and living practices(Appel-Muelenbroek et al., 2019). They are highly educated and well-skilled, which is crucial in the current global knowledge economy. The way millennials use communication networks and quickly gain knowledge also brings various innovative opportunities for companies (Brackand Kelly, 2012).

Aware of this generation’s unique competencies and perspective, businesses worldwide are continually looking for ways to harness their strengths and keep them engaged (e.g., Franco and Lyapina, 2016). Despite their efforts, however, they still struggle to retain them as these young individuals continue to leave their jobs whenever better opportunities arise elsewhere. For this reason, millennials have become known as”notorious job-hoppers” (Roebuck et al., 2013 as cited in Franco and Lyapina, 2016).

Based on the notion that millennials’ job dissatisfaction is the main trigger for their desire to change jobs, many academics have recommended various changes to the organizations to adapt to millennial worker’s wants and needs. Such changes include modifications to work practices (Bartz et al., 2017), policies (Brack and Kelly, 2012), and even the physical environment (Canedo et al., 2017). In line with Lazarus’strategiesfor addressing challenges (as cited in Cottrell, 2003), these suggested solutions are problem-focused because they solve the external aspect of the problem, thus its symptoms.

Additionally, as they are solely dependent on the companies to action, they are also out of the millennials’ realm of control. In contrast, coaching is an emotion-focused solution because it addresses the root cause of the problem by proposing to look inward at the millennials’ attitudes and emotions that impact their reactions to the situation. It presumes that this young group can create an environment that supports what they want to achieve. Examples of areas where coaching can help engage and retain millennials in organizations are depicted in the next section.

Where coaching can help

Millennial workers want their jobs to be meaningful and challenging, and its absence could impact their satisfaction in and intention to stay at their current position(Overdijk, 2017). Having this job criterion assumes that millennial workers already know what is meaningful or challenging for them. Nonetheless, because describing one’s work as “meaningful and challenging” is subjective, it raises the question “Do they all know what meaningful and challenging work is for them?”Surveys (e.g., Clark, 2018; Kalogeropoulos, 2020) show that millennials increasingly use social media, known for its strong influence and questionable credibility, as their primary source information.

Therefore, it is possible that what they think is meaningful and challenging work are ideas that they have picked up from this medium rather than that that align with their true selves. By bringing individuals on a self-discovery journey and retrospection through coaching, a coach can help them uncover their real values, interests, and strengths, and link them to work that they would personally find meaningful and challenging (Bogasian and Rousseau, 2017; Ng, 2012).

Furthermore, Friedell, Puskala, and Villa (2015) identified millennials’ lack of patience and perseverance as another plausible reason for their constant job change. They posit that instead of waiting for opportunities in their current employment, millennials prefer to fast-track their career advancement and salary raises through job-hopping. Ng (2012) attributes the impatience and impulsiveness of millennials to their desire for instant gratification. Since millennials are so accustomed to technology, which provides instantaneous feedback, they need to experience instant gratification. Interpreted by their managers and colleagues as an entitlement, this aversion to delayed gratification also affects their short-term work processes. They struggle with long projects, bureaucratic inefficiencies, and attention to detail and accuracy.

Unaware that they are inherently ill-equipped to deal with delayed gratification, the absence of instant reward can become extraordinarily frustrating for millennials. This frustration has a significant impact on job performance and job satisfaction, leading to low retention in some cases. It may also eventually lead to turnovers because the inability to delay gratification has significant consequences that result in poor decision-making and planning habits (Cheng et al., 2011). Having a possible negative impact on their long-term success and overall well-being (Mischel et al., 1989), it is, therefore, necessary for millennials to address this issue. Fortunately, delaying gratification is a skill that one can learn, and coaching can also support millennials acquire this skill.

Another crucial skill that millennial professionals could work on in coaching is communication. According to Calk and Patrick (2017), growing up in the world of social media has negatively impacted the way millennials communicate with others. They argue that though millennials are well educated, they have substandard communication skills that have contributed to the misunderstandings and miscommunications in the workplace.

Supporting this argument, Holmberg-Write, Hribar, and Tsegai (2017) also point out that having learned to communicate using technology, often millennials are unaware of their nonverbal cues which have often contributed to miscommunication between them and their coworkers and managers. Bolser and Gosciej (2015) therefore suggest that, as much as millennials want to be understood, it is necessary that they also learn how to understand and communicate with different generations. Coaching can facilitate this learning too. Additionally, millennials could take advantage of coaching to support them in learning how to better articulate and successfully negotiate their work goals and expectations with their employers (Campione, 2015).

What coaching is

Coaching is a problem solving, a solution-focused, and goal-setting structure designed to equip individuals with the tools and knowledge they need to develop and reach their desired professional and personal goals (Minzlaff, 2019). The role of coaching is to create for the client the conditions for learning and growing. A coach acts as a catalyst to facilitate the clients’ progress towards the defined goals by using skilled listening and questioning techniques.

Coaching is a partnership between a coach and a client and typically consists of a series of one-on-one sessions (Ng, 2012). A coaching session is a conversation focused on helping the client discover answers for themselves, which is critical because people are much more likely to engage with solutions that they generate themselves rather than those imposed on them. The coaching model that coaches apply to structure the sessions vary. Generally, however, most coaching adheres to the following process: discovery, creating awareness, designing actions, planning, and goal setting, and managing progress.

During the session, the coach employs a guided discovery technique, where the coach asks the client a series of questions that enable the individuals to become aware of their thinking (Minzlaff, 2019). The assumption is that by promoting awareness, coaching will help allow a more realistic and rational decision-making process to occur as it moves an individual from a self-limiting mode of thinking to a more adaptable system of identifying several problem-solving strategies.

How coaching can help

One of the first steps in successfully managing any situation is taking responsibility for oneself as an active, thinking, and creative agent within the process (Cottrell, 2003). This step means moving beyond the “blame” to find the most constructive outcome possible. In coaching, millennials learn to take responsibility for their work situation and the career they want to pursue by understanding their intrinsic motivations. Intrinsic motivation, which Ayodogmus (2018) describes as the positively valued experiences that individuals get directly from their tasks, is the key psychological component of employee empowerment. Through this lens, Ng (2012) believes that millennials would be able to make connections that would help broaden their focus and find meaning at work and enable them to become self-managing (Ayodogmus, 2018).

Self-managing vital because it helps enhance personal skills (such as delaying gratification and communication skills), work engagement, and self-goal setting (Ghali et al., 2018). By developing self-management skills, initially through coaching, millennials learn to oversee and screen their conduct and manage the choices they make. Once they possess these skills, they can consistently set their goals independently and take the initiative to achieve them. With this purposeful self-management, young professionals can direct their career trajectory and ensure they seek opportunities that get them closer to their goals.

Finally, another significant advantage of coaching for both the millennial employees and their employers is that it is based on a solution-focused approach (Minzlaff, 2019). The solution-focused model holds that focusing only on problems is not an effective way of solving them(Cottrell, 2003). Instead, this approach targets clients’ default solution patterns, evaluates them for efficacy, and modifies or replaces them with problem-solving techniques that work. Because this type of approach is often expected of those in managerial roles, millennials who aspire to enter jobs with managerial responsibilities can start developing this method through coaching.

Conclusion

With a workforce comprised of multiple generations of employees, organizations today struggle to motivate and retain talents from the millennial generation. The way millennials interact and communicate with other generations and the expectations they bring to their employment diverge from those of previous generations. In some cases, this has led to misunderstandings and conflicts among the different generations co-existing in the workplace and consequently decreased job satisfaction and increased turnovers among this young generation.

High millennial turnover for companies means knowledge and productivity loss, higher recruiting and training costs, and potential leadership voids. Therefore, given the unique nature of millennials’ workplace motivations, organizations are expected to shape and sustain a culture that attracts, engages, and successfully interacts with this population. While many researchers suggest various organizational changes to achieve this goal, only a few recommend coaching as a developmental and retention strategy. This paper advocate coaching as the more effective approach in engaging and retaining millennial professionals.

Unlike organizational changes, which focus on the external aspect or symptom of the problem, coaching addresses its root cause by focusing inward on the millennials’ attitudes and emotions that impact their reactions to the situation. Through coaching, millennials can acquire a higher level of self-knowledge and personal responsibility concerning a self-directed personal plan, which can be applied not only to their professional lives but also to their personal lives. Organizations, as a result, gain an engaged and committed pool of young and talented employees.

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Original source: https://coachcampus.com/coach-portfolios/research-papers/kathrine-anne-minzlaff-why-coaching-is-a-better-strategy-for-engaging-and-retaining-millennial-employees/