I’ve lost count of the articles I’ve read telling managers they need to cater to the demands of Gen “Whatever” if they want to keep their workforce.  For example, managers must plan career paths for people who now expect to be promoted because they’ve punched the clock for two years. 

In a prime case of “be careful what you wish for,” the Wall Street Journal Online recently posted an article by Lauren Webber and Chip Cutter advising new college graduates that entry-level jobs aren’t as “entry-level” as they once were  (https://www.wsj.com/articles/a-wake-up-call-for-grads-entry-level-jobs-arent-so-entry-level-any-more-11557480602?mod=hp_lead_pos7).  Because computers now handle so many mundane tasks, many new grads will find they’re expected to “hit the ground running.”

Webber and Cutter say, “Technical skills turn over fast, so employers are looking for fast learners who can quickly evolve and have exceptional soft skills.”  The #5 auditing firm Grant Thornton now looks for new hires who are creative thinkers and problem solvers.  Years ago, in his classic Good to Great, Jim Collins wrote that one principle of great companies is to get the right the people on the bus.  The idea being, technical skills can be taught; but you need to teach them to the right people.

All of which is to say, works alone aren’t enough.  Enough for what?  For anything.  To paraphrase Matthew 7, “Many will say, ‘Boss, didn’t we do lots of stuff?’  And I’ll say, ‘Get away from me.’”  We’re not saved – made whole or complete; protected; delivered; kept – by the tasks we perform.  The keys are one’s attitude and relationship with one’s Boss.  And that’s a matter of mind set.

The right people have the right frame of mind.  Because your mind frames your worlds.  This one and the next one.