TIPS FOR GEN Y MANAGERS WITH AN OLDER TEAM – Part Two
Part two follows a previous post about stories of some CEOs who were faced with the upside down reporting relationships early in their careers and happened upon a formula that became one of the pillars of their considerable business success.
In anticipation of the younger manager/older staff challenges, over the last five years I have written articles, done videos and webinars and conducted workshops and delivered talks on this topic as a component of professionalism, succession planning and cross-generational conversation.
Here are 7 more learnings we can take away from the two young manager success stories:
- Senior managers were willing to take risks on these young new managers and thought they could do the job.
- “Sink or swim” is a tough initiation for a leader or manager but a great learning experience and can build confidence and resilience.
- Include. Don’t try to boss.
- Build relationships through inclusion.
- You aren’t expected to have all the answers. It’s better not to think you know better or you know everything.
- Be confident enough to show some vulnerability. People will help you.
- Respect breeds mutual respect.
Reminder to the older members of the team who might feel discomfort:
- Keep focused on the common objective and the external or internal client or customer.
- Collaboration will benefit all long-term.
- Your mentoring and coaching can also be your reward.
Phyllis Weiss Haserot www.pdcounsel.com