So, for the past several years, I’ve kept a file of the tweets others have posted that quote me after reading one of my blog posts, articles, or books, or after hearing me present a keynote at a meeting or conference.

Below is a listing of the Top 20 quotes, ranked in popularity by the number of times I’ve seen in tweeted (or retweeted) in descending order.

Obviously, many of my sentences and personal observations have been shortened to accommodate the 140-character limit of Twitter.

(You’re welcome to use these in any way you choose, but please provide some form of attribution. I’d also invite you to follow me on Twitter or subscribe to my blog.)

The Top 20 Things Eric’s Ever Said or Written About Millennials, as Suggested by His Facebook Fans and Twitter Followers

20. Pop culture cultivates an entitlement mentality by steering kids towards immediate rewards.

19. Young employees who possess initiative are never bored at work.

18. Great leaders never stop clarifying expectations, and they never stop mentoring.

17. The question is no longer whether a young person will get their 15 minutes of fame; it’s what they’ll do with it.

16. Passion for a job doesn’t fuel an employee’s initiative; initiative fuels passion.

15. Hey John Mayer: Gen Y Leaders aren’t “Waiting for the World to Change.” They’re too busy changing it!

14. To encourage a work ethic value, notice it in a specific action and call attention to it.

13. Remember the attention span of your Gen Y employees and keep your stories (and meetings) short!

12. When training, make instruction clearly matter. Make it clear. Make it matter (i.e. relevant).

11. Never underestimate the significance of hiring smiling, happy young people who exude gratitude.

10. Respect blossoms from well-nurtured relationships that are rooted in love, not fear.

9. Work Ethic defined: Work=doing / Ethic=knowing. Work ethic is knowing what to do and doing it.

8. Gen Y Code: The only things that matter 2 me are those things that matter 2 me. So if what you’re saying doesn’t matter 2 me, I tune out.

7. Training is only effective when it works in concert with coaching and mentoring.

6. Mirror Test: The way your employees treat your customers is a direct reflection of how you treat your employees.

5. Rules without a relationship lead to rebellion.

4. PreTeens (under 12) perform for their parents; teens perform for their peers.

3. Want to impede your kid’s work ethic? Give ‘em a car they haven’t worked for.

2. Millennials (aka Generation Why) will not do the “what” without first understanding the “why” behind any request or command.

1. Yes, money can buy short-term happiness, but it can’t buy pride. The price tag for that is achievement.

Bruno Mars is an artist that will be around for many years.  If you saw his performance on the recent Grammys, you know how phenomenally talented this 27-year-old is. He’s kind of Elvis meets James Brown meets Prince.  I am a fan.

That being said, Mars is the writer and performer of a pop song that is the antithesis of work ethic. Every time I hear The Lazy Song, I reach for the ear plugs. And it has nothing to do with the melody, ’cause I actually like that part.

The Lazy Song is an anthem for people celebrating laziness.  It boldly proclaims that if you don’t feel like doing anything, then by golly, you shouldn’t.  Simply lay around in your bed and let the entire day pass you by.

Frankly, I don’t really feel like writing this blog, or taking that incoming call. And I sure don’t feel like taking my dog for a walk. I could go on, but I digress.

A filthy rich rock star like Mars can probably afford to completely veg for an entire day, but here’s the irony: I bet he doesn’t. In fact, I bet he’s writing a song, working on his next album, doing a photo shoot, or rehearsing for a concert right this very moment.  His millions of young adoring fans may think he’s joining them in their idle sloth, but while they’re laying around collecting dust, he’s busting his hump on his next project.

Unfortunately, when impressionable minds hear rock star heroes singing about attitudes and behaviors that are considered rebellious, it doesn’t matter if the hero actually does that thing or not, the behavior is celebrated as if it is a commandment coming down from heaven.

Don’t think the lyrics like these are really getting through to young people? Visit YouTube and do a search for this exact phrase -  “The Lazy Song lyrics” You’ll see that 472 people thought the lyrics of this song were powerful enough to create and post a video showcasing the lyrics over the actual song. Now creating a video about doing nothing seems like a lot of work, but maybe I’m reading too much into this.

Allow me to share one of those third party YouTube videos with you so you can form your own opinion.

Watch it, unless you don’t really feel like it. (If you can’t see it, click here:)

Related articles

• Bruno Mars Has A Lazy Day (kymx.radio.com)

At the conclusion of my presentation, the youngest sales manager in the room (who was actually still in college and had broken all company sales records to earn a management position) approached me to ask for my help in pursuing his lifelong dream of becoming a motivational speaker. Rory Vaden mentioned that he was from Colorado and that he recruited students from CU in Boulder for summer jobs. So I made a deal with him. My son was a sophomore at CU, and I told Rory that if he could recruit Zac to sell text books only over the summer, and if he would take Zac under his wing and serve as his personal mentor, then I would take Rory under my wing and teach him the ropes about writing business books and speaking in front of large audiences.

When I made the offer, I thought Rory would never convince my son to sell books door-to-door, especially on 100% commission. I also assumed that Rory would be like so many other young people who’ve approached me with stars in their eyes asking about speaking, only to find out how much work is involved in what appears from the audience as an easy and glamorous career and that he’d eventually give up like all the others. Turns out, I was wrong on the first assumption, and dead wrong on the second.

Fast forward to 2012.

Last week, Rory’s book “Take the Stairs” was released nationwide and reached the #1 ranking in all categories on Amazon and Barnes and Nobel, and today, he’s #1 on the USA Today list and #2 on the famed NY Times list.  (Obviously, selling books is in his DNA.)

Rory’s ‘Take the Stairs’ strategy is all about choosing to do the hard thing you know must be done to achieve what you want to achieve, even when you don’t want to. Rory proves that we need to get off the escalators and stop looking for the magic elevator buttons to the penthouse, and climb the stairs to the top.

As I’ve mentored Rory, I’ve watched him grow into one of America’s top young speakers and sales trainers. I know first-hand how hard he has worked to become an international bestselling author. In the process, I’ve gone from being his mentor to becoming his biggest fan. That’s because he doesn’t just talk the talk, he walks the walk and he takes the stairs every step of the way.

I’ve traveled with Rory to business meetings and conventions held in skyscraper buildings and hotels and I’ve never seen him on an elevator or escalator.  This isn’t a gimmick or some weird phobia, but rather, it’s Rory’s way of reminding himself of the hard work and discipline it takes to get to the next level, and to stay focused on those key principles.  In a world where so many are looking for shortcuts, Rory knows that his success begins and ends in the stairwell.

As a young man who exudes positivity and determination and who radiates warmth, compassion, and the highest standards of integrity, Rory Vaden is the quintessential poster child for work ethic.

If you only read one book this year, Take the Stairs will inspire you to read another. In fact, it will inspire you to improve in every aspect of your life. This young gun can teach all of us old dogs some valuable lessons about success.

Rory Vaden is one in a million, and frankly, that is good news for my business…

You see, if Rory’s work ethic were common among people of his generation, the demand for my books and speeches would cease to exist.

Six weeks later, your rock star shows up late for the third time, has already asked for next Friday off to serve as the best man for his buddy’s wedding in Vegas, and he texts throughout your weekly sales meeting. He’s now going a few days between shaves, and you’ve overheard him telling an associate that he’s found a way to survive on his base salary by moving back home with his folks. He managed to close a few sales and seemed disappointed when you didn’t throw a ticker tape parade to celebrate.

Put down the gun, padre.  You’re not alone.

Pull any sales manager to the side and ask them to describe, in general, the work ethic that they see represented throughout their ranks and your apt to hear some colorful language. Even the eternally optimistic warm and fuzzy managers wince a bit when the term work ethic enters the dialogue. I interact with thousands of leaders, managers, business owners and execs each year and I’ve yet to find any who believe that the work ethic represented in the current labor pool stands up to that of the labor pool twenty, ten—or even five years ago. These same employers, however, will openly lament the prevailing entitlement mentality of the emerging workforce that many decry is contagious, now rampant among X’ers and even baby boomers.

Your rock star has the raw talent to be a top performer in your organization. Sure, he’s going to need sales training like everyone else, but to achieve the potential you saw in him during that first interview, he’s also going to require your help in developing his work ethic. And yes, this is well worth the investment of your time.

First, stop assuming he’s simply a younger version of you. He’s not.

Your parents made sure you knew the value of hard work, rode you like a Brahma bull when you messed up, and showed you the door at 18. His parents told him daily that he was “special” to build his self-esteem, did his homework for him and got in his teacher’s face if he didn’t get an A, and have made an apartment in their basement for him to live in at age 26. Times have changed.

Lesson – Let go of the anger.

Second, be very clear about your expectations.

Many managers tell their young associates to “act like a professional” and think that’s enough. But your definition of a professional is different than theirs, so spell it out.  “Here’s what I expect from you in the way of personal hygiene and dress.” “I need you to be here at 8:50 each morning so you can be at your desk ready to crank at 9am.” “We are serious about reports and need them to be turned in before you leave on Friday.”

Lesson – Leave nothing up to personal interpretation.

Third, be a mentor.

Your prospective rock star has spent the majority of his waking hours in front of a screen and is a dynamo with anything that’s got an on/off switch. Unfortunately, he hasn’t had the face time you got from your parents, teachers, and former employers when you first came into the workplace. So go beyond sales training to give him what he really needs.  And don’t simply bark commands at him. Explain the why behind the what. Tell him why you need him to submit the report on Friday. Explain why the baby boomers he calls on tend to doubt sales people who aren’t clean-shaven and why they get extremely agitated when a smart phone goes off during an appointment. Explain why he’ll be perceived negatively by coworkers if he discloses too many details of his personal life.

Lesson: Help him understand the critical rules of success that aren’t written in your sales manual.

Have you had enough of hiring future rock stars only to find out they aren’t? Maybe they are and it’s time you change your approach to develop the core values, attitudes and behaviors they should have learned at home, but didn’t.

Stop complaining about the lack of work ethic among your new trainees and take steps to revive it.  The payoff for taking on the responsibility is huge. The downside for neglecting it is catastrophic.

(To get the full effect of his extreme measures, you have to watch to the shocking end.)

There won’t be any gray area; you are either going to love or hate his parenting tactics.

Has dad gone too far, or not far enough?  What would you do if your kid posted this message for the world to see?  How would your parents have reacted if they knew you even felt this way when you were 15?

I’ll be eager to read your comments. (And don’t worry, regardless of where you stand on this issue, your laptop isn’t in jeopardy.  I’m not packing.)

Trouble viewing? Click here.

However, after watching a few episodes, consider me a fan.

It’s not the content of the program that I find so compelling; it’s the format. Each episode follows a prescribed template that enraptures an impossible-to-hold audience.  If you don’t have young children in your life, you’ve probably never seen the program. But if you’ve ever wondered what it takes to engage restless young minds and hold them spellbound, you owe it to yourself to see at least one episode. It’s radically different than what you remember from Bugs Bunny, Roadrunner, Ninja Turtles, or even Sesame Street.

Let’s explore the advanced wit and wisdom of Dora and the six-step engagement strategies she employs:

1. Present a Compelling Mission – Each episode begins with a challenge that Dora and her friends are compelled to overcome.  They discover they must get from where they are to a distant location while avoiding a series of obstacles along the way.

2. Gain Clarity of Direction – To find their way, she calls on help from ‘the map’ in her backpack (she’s always prepared). The map comes alive to provide very clear directions with relevant landmarks. The map repeats each step three times, asking the viewing audience to join in and recite them a final time.

3. Appeal to Diversity – Dora realizes that not everyone watching speaks English, so she pauses periodically to repeat a phrase in Spanish. Wanting to build teamwork, she asks her English speakers to learn it and repeat it back to her.

4. Involve Fellow Travelers – Dora doesn’t dominate. She involves her partner in the decisions, and this is a biggie; she actually pauses frequently to ask her travelers at home for their opinions, and pauses until they answer.  This is when Brooky shouts answers back to the TV, only to have Dora affirm her by saying something like, “That’s right. We are passing over the blue bridge!”

5. Stay Positive – Even when faced with unexpected adversity, Dora and her sidekick both keep smiling and keep pressing on.  There’s no lack of work ethic in this crowd.

6. Celebrate the Victory – As they reach the established goal, each episode concludes with Dora and all her companions singing and dancing to the song, “We did it! We did it!”  This immediately brings Brooky to her feet to join the celebration, and why not? With all her interactivity, she feels as though she is an integral part of the team that has emerged victorious, and she can’t wait for the next challenge.

With young minds currently being conditioned to be this involved in their education, training, and self-development, smart teachers and employers will want to set their TiVo to discover what Dora knows about engagement.  (Here’s a link to a sample clip of Dora on YouTube.)

He sends me an email and asks if I will help him prepare by providing quick and simple answers to two questions:

“What are 3 ways managers can engage Gen Y workers?” and “What are three common mistakes companies/managers make with young talent?”

He’s a good friend, a great speaker, and I want to help him.  I reflect back to the hundreds of times I’ve been asked for similar solutions by clients, associates, colleagues, and most often, by reporters.  Resisting the temptation to be glib, or to go off on my familiar ‘there are no silver bullets’ rant, I decide to play along.

Here’s what I sent back:
Three keys to engaging Gen Y
1. Get to know them as individuals. (Learn what makes them tick away from the workplace.)
2. Keep your rule book light and tight. Present a one page list of non-negotiables, not an encyclopedia of do’s and don’ts.
3. Explain the ‘why’ behind the ‘what’. Don’t simply tell them what to do without taking time to explain the rationale behind it.

Three common mistakes companies/managers make with Gen Y talent
1. Submerging them in a 2 or 3 day training program and assuming “they’re all trained-up and ready to cut loose.”
2. Trying to manage young workers the way they, themselves, were managed when they were the same age. (“Hey, if that tactic worked on me, it will work on them.”)
3. Thinking an annual performance revue — or even a 90 day revue — is sufficient feedback.

So, …how did I do?

Related articles

• Gen-Y Workforce And Workplace Are Out Of Sync (astd.org)
• Gen Y Traits in the Workplace Unveiled (astd.org)
• The Care and Feeding of Gen-Y Entrepreneurs (openforum.com)

Listen to an economics professor lament the findings of a recent study he did with his own college sophomore students when he asked what they expected from employers and the government. The results will astound you. (Then again, maybe they won’t.)

                  Trouble viewing? Click here.

Take a deep breath, folks. This isn’t a death sentence for capitalism.

We can right this ship. But it’s going to require bold steps from bold leaders, and reading Reviving Work Ethic will show you how to end entitlement and restore pride in your emerging workforce.

I’ve loved the Denver Broncos with all my heart since my dad took me to Mile High Stadium when I was only seven to see them play the evil Oakland Raiders. (The Broncos were trounced, but I’ve been a fan ever since.)

I say that at the risk of you dismissing this post as one coming from a ‘homer’ who’s just lovin’ on his team’s QB.  You need to know that I have been an outspoken critic of Tim Tebow’s quarterbacking skills since he was brought off the bench to rescue my team’s dismal 1-4 season. All the while he’s been winning close games with miraculous finishes, I’ve been praying that Denver can swing a deal for a much better passer to lead them into the future. Even after a terrific performance in the playoffs against the legendary Pittsburgh Steelers, I still remain unconvinced that Tebow’s ‘the guy’.

That does not make me a Tim Tebow hater.  In fact, I absolutely love the guy as a leader and a competitor. Tebow’s a player you want on your team, but it is not because of his size, his skills, or his football acumen.  The reason every team, every company, and every organization needs Tim Tebow is because of his incredible, inarguable, indisputable work ethic.

Tim Tebow is the modern day poster child of Work Ethic.  I should know. I wrote the book on work ethic–the first in 100 years.

That new book, Reviving Work Ethic, defines work ethic as “knowing what to do and doing it, marked by seven core values: Positive Attitude, Reliability, Professionalism, Initiative, Respect, Integrity, and Gratitude.”

Using that standard and being as harsh of an evaluator as I can be, let’s see how Tim Tebow grades out:

1. Positive Attitude

Ever seen the guy frown? …drop an F-bomb?  …throw a helmet at the ref?  …get in a scuttle with another player?  …give a snarky reply when criticized by a reporter, or do anything other than be the model of sportsmanship and enthusiasm?  I bet my house you haven’t, and trust me, he’s had many reasons to gripe and many opportunities to lash out.   Grade A+

2. Reliability

He’s the first one on the field and the last one off the field, regardless if we’re talking about a practice or a championship game. Ask anyone he plays with, for, or against; Tebow’s as reliable as they come.   Grade A+

3. Professionalism

Tim Tebow is the consummate professional. He’s always neatly groomed and arrives totally prepared, and he wears his team’s uniform with pride. He shares any credit he is given with his coaches, teammates, and fans, and he never criticizes anyone when he’s under fire.  Grade A

4. Initiative

When it comes to going above and beyond what’s required, Tebow’s your guy. He’ll never go easy on one play to rest from the previous or to reserve strength for the next. He only has one speed, and it’s ‘all out’. Tim’s all about improving himself and every aspect of his game from week to week and he’s never content to live on a past success. You may not always like the results, but you’ll never find reason to criticize his effort.  Grade A+

5. Respect

Tebow has been widely criticized for being too public about his passion for Jesus, and that makes him a target for reporters who want to see him do something stupid. But Tebow lives his faith 24/7, and although he is far from perfect, he holds himself up to a very strict code of conduct on and off the field.  He plays by the rules, stays within the lines, and he is considered one of the most coachable players in the game.  Grade A

6. Integrity

The dude couldn’t lie if his life depended on it. Nuff said. Grade A+

7. Gratitude

Beyond his buoyant personality and friendly demeanor, Tebow is very active in the community and willingly gives his time to serve others. In spite of all the celebrity status that has been heaped on him, he remains humble and approachable. He understands that his salary is paid by the fans, and he can be seen after practice signing autographs long after lesser known players have headed to the locker room. Grade A+

Tim Tebow’s Work Ethic GPA = 4.0

Yes folks, I’m a card-carrying flag-waving fan of  Tim Tebow’s work ethic. He’s currently starring center stage in the NFL and gives us reason to talk about work ethic. But as I honor him, so too, do I take my hat off to the many Tebowesque employees that you’ll never hear about; those who possess the same core values and same commitment to continual self-improvement that we’re seeing on display in a #15 jersey.

The “Tebows” may not always be the most skilled people in their respective organizations, but they are, without question, the most valuable.

Related articles

• Do You Believe in Denver Broncos Quarterback Tim Tebow Now? (bleacherreport.com)
• NFL Scoreboard: Tebow 1, Haters 0 (blogs.wsj.com)
• My Problem With Tim Tebow. ~ Jeff Fulmer (elephantjournal.com)
• Tebowing… (mygoodthingtoday.wordpress.com)

Wishing you a bright and prosperous 2012, and a healthy flow of applications from engaged, dedicated young candidates who possess a healthy work ethic.

Eric

(Listed in chronological order)

Young People Prefer Praise to Sex and Money (Jan. 10, USA Today) My first thought after reading this headline was, “does that make the perfect job one that involves all three?”  Sharon Jayson, the writer of this piece, has interviewed me several times. I enjoy her frequent articles on young people in the workplace.

10+ Ways to Minimize Generational Differences in the Workplace (Jan. 18, TechRepublic) “Can’t we all just get along?” I love how the author integrates famous quotations to make very relevant points.

Fed Up Pennsylvania teacher rants on students in her personal blog (Feb. 21, ABC News) A 30 year old teacher is censored for letting her feelings be known after posting comments like “”I hear the trash company is hiring,” and “There’s no other way to say this, I hate your kid.” Teachers have had feelings like this since ancient Greece, but telling your feelings to the entire world–which includes that parents of the students you have in class–is, apparently, frowned upon.

The New Allowance: Putting Your Kids To Work Creating jobs at home for kids to earn money is better than the old-fashioned allowance (April 1, Forbes) Shouldn’t have come out on April Fools Day as parents of entitled kids took this as a joke. It’s not. Teach your kid to work for what they want and you’ll prepare them for the real world.

How You Treat Workers Affects How They’ll Treat Customers (June 30, USA Today) – Duh.  Seems so simple.  Yet it is the most neglected principle in business. A great callback to Steven Covey’s 7 Habits.

Visible Tattoos and Other Corporate No-Nos (Oct. 25, Forbes) I am frequently asked what is acceptable in the modern workplace as far as tattoos and body piercings.  This is the latest research and should be read by business leaders AND by millennials.

Half Of Young Professionals Value Facebook Access, Smartphone Options Over Salary (Nov. 2, Fast Company) Another question I am frequently asked, “what do they want from me?” This article may surprise you.

Whatever Happened to Discipline and Hard Work? (Nov. 12, NY Times) An economics professor does his best to explain the Occupy phenomena from a cultural economics point of view. Don’t know that I agree with him, but he got me thinking…

How College Prep is Killing High School  (Nov. 20, Boston Globe) I’m big on career and technical education and detest the notion that we’ve got to focus all education on increasing test scores and making every student a scientist or mathematician. This provides compelling thought from a geographic region that is synonymous with “the Paper Chase.”

If 745 youngsters are out of work in my town, why can’t I find a recruit? (Nov. 27, London Mail Online) This was my favorite read of 2011. Let’s you know work ethic isn’t an American problem, and that boomers everywhere are struggling.

AND ONE MORE – Reviving Work Ethic in America (Forbes, Dec. 21) Can’t depart without highlighting the ink Forbes provided for me and my new book coming out next week. Thanks Dan Schwabel!