Enter your email address to subscribe to our blog:

Delivered by FeedBurner



Add to Google
Add to My AOL
Subscribe in Bloglines

MAKING THE MOST OF UPSIDE-DOWN REPORTING RELATIONSHIPS

One workplace reporting relationship that used to be fairly rare is older workers reporting to younger managers. This is a growing phenomenon and will become more prevalent until the younger Boomers stop working in any form. As Boomers transition from leader and top expert roles to new roles that allow the next generations to move up the ladder, we will see what traditionally have been unconventional structures.

Though some people deal with it well, in many cases at best it is awkward, at least at first. At worst, it has led to a lawsuit. But serious tensions and confrontations can be avoided.

Both the younger and the older parties to the relationship can feel uncomfortable. A new young manager may feel insecure and even intimidated. An older team member can be unsure of how to react as well.  Having worked extensively with all the generations, I will offer some tips in a 2-part blog post.

In this first piece, here are some guidelines for the older subordinate.

  • Establish common goals. Focus on the purpose of your work.
  • Be open to new ideas and methods. Don’t obsess on differences in how you were taught, what always has served you as the best method, or whether the manager has preconceived notions about how you think and operate.
  • Be generous about giving advice – when asked. Create a non-threatening environment so you will be asked. Don’t be pedantic about advice and unsolicited opinions.
  • Seek out younger co-workers, and learn from them in a mentoring partnership.
  • Find opportunities to disprove myths and perceptions of older workers.
  • Be appreciative of how your young manager gives you support and provides tools to allow you to achieve top results.
  • Be clear about preferred communication styles and media and about appropriate boundaries.
  • Identify the younger manager’s motivations.
  • Be appreciative of recognition you are given, and reciprocate.

These tips will help start the relationship off on an even keel and minimize expending of negative emotional energy.

Next up: what the younger manager can do to build a collaborative and non-threatening environment.

Phyllis Weiss Haserot    www.pdcounsel.com

NEW YEAR CHALLENGE FOR CHANGE - Action and Reinvention

Being both future-oriented and an optimist, each year I send a new year’s message. This year, it’s by way of a video, Challenge for Change in 2011.  See it here.  You can also read it below.

 Join me in my wish for a healthy, peaceful, prosperous, fulfilling and joyous year for all of us.              Phyllis

 Challenge for Change in 2011

 Last year my New Years message was the Gandhi quote: “Be the change you wish to see in the world.”                                                                                                                                                                          For For 2011, when we seem surrounded by political gridlock and angst, I send forth the words of President John F. Kennedy:  “There are risks and costs to a program of action. But they are far less than the long term risks and costs of comfortable inaction.”

 I ask you to think about that and how it applies to your life and work. What are you holding back, not acting on, cocooned in your comfort zone when you know you need to be leading or participating in change?

 Now is the time!

 Wishing you a spectacular New Year – all  year!                                                                                      

  Phyllis Weiss Haserot

 

NEW WEB SITE LAUNCH

 I am thrilled to invite you to visit Practice Development Counsel’s newly designed and reoriented web site at  www.pdcounsel.com . With exciting new content added to the existing meaty resources, it is the premier site for solutions to multi-generation challenges in the workplace and how seeing issues through a generational lens can help to achieve better productivity, personnel and client retention, succession planning and business development results.

 

Over the years my practice has evolved with a generational diversity perspective from a primary focus on business development and marketing to incorporate a strong dose of organizational effectiveness. Our aim is to connect those streams on the site. I invite you explore, learn, ask questions and contribute your thoughts. And pass the URL (www.pdcounsel.com ) on to anyone you think it can help with their workplace challenges.

  

I’m very happy with the vibrancy of the site, which reflects my passion for color, lively environments, and provocative commentary. Enormous thanks to web designer and developer Josette Dewey of Sheffield Media Group for her talent, patience and persistence in dealing with such a huge amount of inter-related content to produce a cohesive, attractive, easily navigated site. She is a joy to work with!

 

Phyllis Weiss Haserot    www.pdcounsel.com

NEW YEAR GREETING 2009

Welcome new year two thousand nine

Will you be our valentine?

Optimists come out from hiding

We’re all ready for glad tidings

Take a break from blogs and tweeting

Get set to take a facetime meeting

As in the ballpark give a cheer

And join with us for an upbeat year

 

Phyllis Weiss Haserot and Richard T. McDermott    www.pdcounsel.com

Blog developed by eLawMarketing