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Chasing Relevance: 6 Steps to Understand, Engage and Maximize Next Generation Leaders in the Workplace Hardcover – August 22, 2016
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Chasing Relevance is not only about Millennials. It s about all of us working to connect with each other and to bridge the gaps between the generations for the greater good. With bold language and a powerful model, Dan Negroni urges readers to genuinely care, communicate, and build relationships from the inside out. Because to serve others, we must first understand ourselves. Read Chasing Relevance and start connecting! --Ken Blanchard, coauthor of The New One Minute Manager® and Collaboration Begins with You
Every C-Suite executive should read this book. If you can t speak millennial you might as well start shutting down your business now! --Jeffrey Hayzlett, Primetime Television & Radio Host, Chairman C-Suite Network
Chasing Relevance by Dan Negroni is a great resource, not just on how best to coach and manage Millennials to bring about greater productivity, it s a thoughtful examination of why we need to understand each other, cross- generationally, to strengthen not only our teams but ourselves. It s this understanding that will make you a better manager and coach. --Keith Ferrazzi, Author of the #1 New York Times best sellers Who s Got Your Back and Never Eat Alone
About the Author
DAN NEGRONI is often described by his clients as their most direct and caring coach and management consultant. As CEO of launchbox, experts in empowering individuals and organizations to achieve BOLD results by creating next-generation leaders, he is a master at leveraging his authentic, no-nonsense approach and diverse experience as a CEO, attorney, and sales and marketing executive to help clients communicate more effectively, build powerful relationships, and create high-performing teams. Dan lives in Del Mar, California, with his wife. Together they have raised three millennial children.
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Top Customer Reviews
I’ve had some personal experience working with millennials, both positive and painful. The majority are focused and determined to make a difference while being key team players. Looking back, they represent what I wish I was when I was growing up. They have fresh ideas and are truly committed to having an impact. They are focused on the external, not just on themselves. Then there are the others – the kind that you tend to read more about. I have worked with mixed teams and too many of my days were spent hearing about having fun, drinking, the best eateries, fashion, bars, and drinking again. Sadly some of them needed “parental” management guidance and they only focused on the task at hand, not the big picture. Did I mention their interpretation of a dress code?
As if you can’t tell, I admit to some millennialism biases. I grew professionally in a slightly different time and within the confines of the uptight banking profession. My perspectives are a bit different but I love change and am open to it. As a manager, I feel that I lack some tools to lead this generation and admit that we need to better understand each other with all of our faults and strengths. I needed a millennial “how to” manual. Along came Chasing Relevance – 6 Steps to Understand, Engage, and Maximize Next-Generation Leaders in the Workplace by Dan Negroni. Finally, a book that speaks to all the stereotypes regarding Millennials (and me!) and how to foster their growth for future leadership opportunities.
Dan is a realist. He parents millennials as well and his word description and images that people have about millennials made me chuckle. Clearly, he also treasures them and realizes that they are our future. There is a gap between our generations that isn’t going away. If you aren’t managing or working with the millennial generation now, you will be. Today’s leaders (X generation for the most part) need to bridge the gap with the Y generation to model, mentor, and challenge them to lead. Guess what? It’s kind of our fault that the millennials are well, millennials, because it’s how this generation was raised. Everyone received awards, some of us helicoptered our kids, they learned impatience, and they became hooked to technology. Hmmm….
As leaders we must shoulder the responsibity to mentor and bring our generations in sync. To do this, Dan encourages us to focus on the following;
Create powerful and authentic relationships at work
Promote behavior that creates an open culture that delivers value and purpose
Teach “real-deal” skills and accountability
We can do that right? Effective managers have been doing this for ages. Not so fast. Dan encourages us to first look inward at ourselves and “work from the inside out”. In short, in order to empower others we need to empower ourselves first. Only you can control you and you need to understand yourself first before you can serve or impact others. Uncover your true strengths and weaknesses in order to become a better you, “relish” who you are to share with others, and make connections bring results.
Working from the inside out with Dan’s guidance was fun for me. He guides us through a journey to better understand ourselves by examining 5 key points:
Understand the power of relationships
Know your strengths
Recognize your skills, passion, and values
Define your personal brand stamp
Develop and deliver your story to others to impact others
After reflecting on these areas and really doing some homework on ME, I felt refreshed because I understand myself more clearly and better understand what I can bring to the lives of others via leadership or through mentoring. Dan led me down a path to put into action what I learned from inside me to influence those “outside”. He has an integrated 6 step plan that effectively uses what you’ve learned from your inside reflection to help address any disconnect that you have with the millennial generation as a leader, mentor, guide, or teammate. The B.R.I.D.G.E plan not only builds on developing and building relationships, but generates increased engagement, empowerment, results, and innovation. What more could we ask for as leaders? With the right tools, we can build strong teams and bridge any gaps.
The B.R.I.D.G.E plan is “like a recipe and cooking lesson combined. It takes the inside-out ingredients from Part One [of the book] and turns them into a delicious dish to serve others”. I love this analogy! Here’s your recipe for success once you discover your “ingredients (you!)”:
B Bust Myths to break down assumptions and barriers
Real Deal creates real deal authentic relationships with your teams
I Own It - develop this mindset that makes YOU accountable and responsible for results
Deliver Value through the coaching and mentoring of others
Goals In Mind - establish meaningful and shared goal based on a vision
Empower Success by leveraging strengths and relationships to bring success to all teams and the organization
Part One and Two of Chasing Relevance eloquently come together to form the perfect sandwich. This sandwich consists of the first part of the book which is thick with individual learning and insight. A whole lotta meat and cheese. Part two has all of the best condiments and toppings that bring the sandwich together. The condiments are what “make’ the sandwich and make your tummy grumble. You can’t have one without the other. What an incredible sandwich Dan presents us all with.
At the beginning of the book Dan admits to once having his own thoughts about millennials and promises to help change the reader’s perspective. He was successful in doing so with me. I better understand the gaps between our generations and leadership styles and why we all act like we do. I better accept that my generation had a hand in “making” millennials. Thus, it is up to me to do what I can to be a mentor and coach because so many millennials haven’t benefitted from strong or consistent guidance. Hence, their behavior is different and they really need us for leadership and guidance.
Chasing Relevance engaged me from the first chapter and I Iiterally read it in two readings. I found myself nodding in agreement while reading , yet really pushing myself to agree that change is a two way street – it’s not just “those millennials” that need to step up. The author was very frank and honest about even his own initial feelings towards the Y generation. He “gets it” from both sides of the millennial issue and I admire his enthusiastic passion to make a difference to mentor our millennial generation. He shared stories that really resonated with me while giving me insight as to how it must feel to be a millennial in the workplace. Often, they feel left out of meetings, segregated from their leadership, or not given the big picture. It makes it tough to succeed.
Chasing Relevance is peppered with creative statistics and engaging graphics that quickly sum up Dan’s points regarding generational gaps or public assumptions. Moreover, the book flows very quickly and engages the reader chapter after chapter. The book satisfied my visual side with meaningful pictures and the layout of key points.
The word millennial is thrown around so much today that you would need to be a cave dweller not to have heard the terms and assumptions regarding this generation. I encourage you to pick up Chasing Relevance by Dan Negroni to truly understand who the millennials are, what they stand for, why they annoy some people, and how they will be our future. Most importantly, you need guidance for accepting them and understanding their point of view and work style so that you can step up to the plate and mentor, guide, and lead the millennial generation to be effective and empowered leaders. We all have a stake in impacting the future so please pickup Chasing Relevance today to make a difference for the leaders of tomorrow!
A far superior read than I had originally anticipated, Dan Nergoni has hit that sweet spot in enabling us to see Millennials through a better frame than what we've attempted to do previously.
This was a truly fantastic read! 36% of the American workforce is millennials, yet people are still writing articles about how millennials are the worst generation (like this*). It’s a refreshing change of pace to read a book that talks not only about what’s great about millennials, but how to do better in the workplace whether you’re a manager of millennials or millennial employee.
Even if you somehow don’t have any millennial employees (and you haven’t been avoiding hiring them), you can use the tools and techniques in this book. Because the strategy in Chasing Relevance is really a better, more productive way to manage a business and be in a workplace. Period.
Chasing Relevance is divided into two parts. The first is about making over yourself to be a better employee or manager. The second is about the B.R.I.D.G.E. theory of getting over generational gaps to boost employee morale, retention, and productivity. It’s important to take the time to work through each section of the book. The first part is very interactive and requires you to do some external thinking beyond just processing what you’re reading. The second part is a 6-step process that you will probably need to tackle piecemeal, especially if the concepts are really foreign to how you manage and interact with others.
As a millennial, I will say this book is completely spot-on. The six steps of B.R.I.D.G.E. are how I manage and also how I like to be managed. I’m not saying I’m naturally perfect at this because I’m a millennial. I’m a human and I struggle to be better in certain areas – particularly with I, D, and G. But I firmly believe this is the best way to get the most out of people. All other methods are problematic pretenders that have no place in the modern workplace.
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1) are dealing with millennials and confused about this generation- i think many managers today are confused why the young generation...Read more