As a keynote speaker, generational guru and CEO of JB Training solutions, Brad Karsh has garnered a following in the leadership community—all based on his commitment to learning, presence and productivity.

Karsh accrued those wisdoms during his 15 years in the human resources department at advertising giant Leo Burnett in Chicago, where he was hired and trained hundreds of employees. That experience has served countless others well, including most recently those attending the 2015 HRMA Conference + Tradeshow. Having authored three business books, Karsh is an engaging presenter above all else, he has been has been featured on CNN, CNBC, and Dr. Phil, and has been quoted in The Wall Street Journal, The Washington Post, The New York Times, USA Today, and many others.

During the HRMA Conference, Karsh took to the plenary stage to discuss “The Art of Executive Presence: Mastering the Finer Points of Being an Effective Leader” in a presentation artfully designed the over 1,000 attendees in the main room. Later and no less larger than life, he delivered a smaller breakout session presentation on “The Good, The Bad and the Ugly: Giving Feedback at Work”—with both sessions gleaning many generational wisdoms from his latest book, Manager 3.0: A Millennial’s Guide to Rewriting the Rules of Management.

What defines the new leadership potential for HR professionals today?
HR leaders today have the opportunity to be strategic change agents who instil confidence.  Organizations are looking to HR professionals to be business partners and strategic leaders.  As businesses push to remain competitive and relevant in a fast-paced world, HR can be the change agent that leads success through strong people and workplace strategies.  HR professionals who exude a strong executive presence, instil trust and confidence, and convey a clear vision can impact business goals in a big way.

How can HR professionals improve upon their executive presence?
When strengthening your executive presence, you need to consider two things: What you’re saying and how you’re saying it. That might seem obvious, but I have seen many HR professionals struggle with these two competencies. What you think you’re saying and what the c-suite perceives you to be saying might be very different things.

What you’re saying: Leave the jargon and acronyms behind and explain your concepts through compelling stories. Storytelling will engage and excite any audience from interns to the c-suite.  Stories bring ideas, concepts, and strategies to life, and you’re more powerful, persuasive, and relevant when implementing the art of storytelling.

How you’re saying it: HR professionals need to command the room. Show energy, passion, and enthusiasm.  Body language, gestures, eye contact, tone, and pace all contribute to the effectiveness of your message.  A strong, engaging delivery is what will sell your ideas, especially to an executive audience.

What is the most commonly misconstrued generational dichotomy in the workplace, and how can HR overcome this?
Older generations have a hard time remembering what it was like to be 20-something and just starting out in your career. I think going from college student to working professional is the single biggest transition you will ever make in your life. It’s bigger than high school to college, it’s bigger than getting married, and it’s about on the same level as having kids. But, as employers, we tend to forget how it feels to be going through this difficult transition, and how hard it is to figure out this new life. So, as a manager it’s important to adjust your style, and be patient with all generations. Make things clear, logical, and transparent to engage and inspire great work in your millennial employees.

What is the most effective way for HR leaders and managers to productively engage Millennials in the workplace?
Millennial retention is an important issue facing all HR professionals. Millennials don’t see themselves staying at companies for 10 or 20 years like their Boomer or Xer counterparts, so it is time for organizations to adjust.

I promise it’s not a lost cause. You should, in fact you need, to keep hiring those innovative, collaborative and tech-savvy millennials to keep your organization competitive in the marketplace.

Try holding a walking or standing meeting, close the office early after a big achievement, offer routine lunch and learns, or hold a brainstorming meeting at a nearby coffee shop. There are tons of ways to provide the flexibility, transparency, and personal development opportunities that millennials crave without breaking the bank.

Not every millennial wants a ping-pong table in the break room. The notable perks at big tech companies like Facebook or Google might not work for your millennial employees. So, what better way to find out than to just ask them! Share a survey with all your employees to see what benefits, perks, or culture they would like to see at your office. What would get them excited to come into work every day? I’m willing to bet you’ll find some low-cost, simple solutions.