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“Creating Successful Leaders”

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August 16, 2023 6 Tips for Leading Multi-Generational Workers

Do Boomers and Millennials tend to bicker with each other? Are Gen Zers unmotivated? Did Gen X check out a while ago? These stereotypes about different generations (among many, many others) are harmful and unproductive. Of course Boomers and Millennials can get along. Gen Z and Gen X can be highly motivated and productive. Employees can thrive no matter which generation they belong to, as long as they have the proper guidance, resources, and leadership. 

As a leader, you have the capability to empower your team and set them up for success…or you can favor people from certain generations over others. You can endeavor to build bridges between team members…or you can divide your team into age-defined groups. I challenge you to be a leader that unifies and supports people from all generations.

Why?

For one thing, when people of various ages effectively collaborate, that can be a boon to your company’s bottom line. Research has shown that multi-generational teams have a competitive advantage because they bring a wider array of perspectives and experiences to the table, which can lead to better insights, creativity, and innovations.

Furthermore, if you endeavor to guide, support, and empower all people on your team, that demonstrates you’re a fair-minded and equitable leader. No one wants to work for a leader who picks favorites or only sets up certain people for success!

To improve your cross-generational leadership, try the following tips:

Aim for Understanding

It’s easy to stereotype people due to their age. Not only is this unproductive, it can further harmful biases or place false limitations on a person’s abilities. Instead, get to know your team members on an individual level. Ask meaningful questions, do not focus on their age, and seek to understand their personal goals and motivators. This will help you build stronger connections and foster a more inclusive work environment.

Find Common Ground

It can be easy to notice and focus on the differences that exist between us, but it is essential to find common ground within your team. Seeing the commonalities that exist between you (the leader) and your team is just as important as finding commonalities between team members. This helps to humanize other people and allows for more natural and harmonious collaborations. After all, how effectively can you work with someone who you don’t really know or trust?

Foster Collaboration

Encourage teamwork and collaboration, regardless of age or experience level. Provide opportunities for employees to work together on projects or assignments, and consider creating cross-functional teams that include members from different generations. This can help break down silos and promote a sense of unity within your organization. Not only that, teams with mixed age groups are more apt to come up with innovative and creative solutions due to their diverse viewpoints and experiences.

Offer Flexibility

Different generations may have different preferences when it comes to work hours, work styles, and communication methods. Offer flexibility to accommodate these differing needs, such as flexible work arrangements, remote work options, or alternative communication methods. This can help increase employee satisfaction and productivity, as well as reduce turnover.

Provide Mentoring Opportunities

While all employees can benefit from mentoring, it can be especially valuable for multi-generational teams. Older employees can share their knowledge and experience with younger workers, while younger workers can provide fresh perspectives and new ideas. Encourage mentoring relationships to form organically, but also consider formal mentorship programs to facilitate these connections.

Give Recognition Equally

Recognize and reward all employees for their hard work and achievements, regardless of their age or generation. This shows your team that you value their contributions and efforts, and it can help build morale and motivation. Avoid playing favorites or showing biases towards certain team members, as this can lead to resentment and disengagement.

Remember that effective leadership involves acknowledging and appreciating the strengths and potential of all employees, regardless of their age or generation. It’s easy to stereotype or silo employees, and far more difficult to get to know them on an individual level and encourage cross-generational collaborations. But the effort is worth it. Be a leader that unifies and supports people from all generations, and watch your team thrive as a result!

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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August 9, 2023 Navigating Change: Tips for Staying Agile in a Dynamic Environment

Over the years, workplaces have undergone significant changes. As technology, society’s wants/needs, and preferences or styles change, so does the business landscape. And as the workplace changes, so do people’s roles, responsibilities, and expectations. If you’ve had a sixty-year career, it’s possible you began your profession with a typewriter, hand-delivered memos, and in-person meetings and then, in the 1990s and ‘00s, had to shift to typing on a computer and tele-conferencing. After that, you may have had to shift again to working remotely, communicating through email and Slack, and meeting over Zoom. And that’s just one small example of all the changes the workplace has undergone.

With businesses always on the move, the workforce has had to be highly adaptive and agile. Employees have had to modify the way they communicate, problem solve, and process information. In some cases, they have to undergo additional training to prepare for new technology, new roles, or new operations. It can all be overwhelming and exhausting.

How can you stay on top of your game and stay agile in an ever-changing environment? Here are a few tips:

Embrace change.

The first step to staying agile is to accept that change is an inevitable part of any organization. Instead of resisting it, embrace it as an opportunity to learn and grow. Be open to new ideas, new technologies, and new ways of doing things. If change is going to happen anyway, it’s best to roll with the punches and be willing to learn and grow.

Stay informed.

To navigate change successfully, you need to stay informed about what’s happening within your organization and your industry. Attend conferences, read industry publications, and network with your colleagues. If your workplace offers any relevant training, be sure to sign up if you can (or request additional training if it isn’t offered). This will help you stay up-to-date on the latest trends and best practices.

Be proactive.

Don’t wait until change happens to start adapting. Anticipate change and take preemptive steps to prepare for it. Identify potential challenges, develop contingency plans, and seek out additional classes or resources to help you stay ahead of the curve.

Collaborate.

Change affects everyone in an organization, so it’s important to collaborate with your colleagues to ensure a smooth transition. Work together to identify potential solutions, share information and best practices, and provide support to one another. Having a support system can be incredibly valuable during times of transition, and if everyone is experiencing the same struggles, that might mean the new system/technology/operation is flawed and can, potentially, be changed.

Take care of yourself.

Change can be stressful, so it’s important to take care of yourself both physically and mentally. Take all the normal steps to look out for your wellbeing—get enough sleep, eat a healthy diet, and exercise regularly. You may also want to pause throughout the day to recharge and process what you’re going through. Journaling can also be a useful tool for processing new information.

As you navigate the ever-changing landscape of the modern workplace, remember that you are not alone. Change can be daunting, but staying agile is all about embracing the new, collaborating, and taking care of yourself. With the right mindset and tools, you can thrive and grow, no matter what changes come your way. So, keep an open mind, stay connected, and remember to take care of yourself. Here’s to a successful journey navigating change!

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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August 2, 2023 5 Ways Micromanaging Hurts Your Team

Many leaders achieved their status through hard work, commitment, and perfectionism. Generally, these are positive attributes that can help lead to success. However, you can have “too much of a good thing,” particularly when it comes to perfectionism.

If your perfectionism helps you catch project flaws or edit reports, great. If it causes you to constantly look over your team’s shoulders, criticize, and take a narrow view of how things should be done…not so great.

How can these micromanaging tendencies hurt your team? Let’s talk about 5 negative effects and how to avoid them.

Stifled Creativity and Innovation

If your team is restricted to always doing things your way and from your perspective, you miss a huge opportunity for creativity and innovation. As a leader, you might have ideas about certain projects or initiatives, but you don’t necessarily have to voice those ideas right away. Instead, allow your team some time and space to brainstorm ideas and come up with potential solutions. This lets them feel empowered and invested in the project, and they just might come up with the company’s next million-dollar idea!

Lack of Problem Solving

When leaders micromanage, their team members start looking over their shoulders. They wonder if they’re doing things the right way, and if they’re meeting the leader’s approval. Because of this, the team will be disincentivized to seek solutions for any problems they encounter. They don’t want to get in trouble for doing things the “wrong way,” so they’ll inevitably turn to the leader for direction. This creates a culture of neediness instead of competent problem-solvers, AND it puts a lot more work on the leader’s plate, since they’ll have to constantly troubleshoot problems.

Diminished Trust

Micromanaging can erode trust and respect between leaders and their team members. When leaders constantly nitpick and micromanage every detail, employees can feel like their skills and abilities are not trusted or valued. If trust doesn’t exist between leaders and team members, that shakes the foundation of the entire team. Why would team members entrust their manager with sensitive information or confide any struggles or pitfalls to them if trust is absent?

Reduced Job Satisfaction

Nobody likes being micromanaged. It is frustrating, demoralizing, and can make team members feel like they are not trusted or valued. When team members feel like they have no autonomy or control over their work, their job satisfaction can suffer. This can lead to burnout, turnover, and a lack of motivation.

Waste of Time and Resources

Micromanaging is incredibly time-consuming. Leaders who micromanage spend significant amounts of time reviewing work, checking in with team members, and correcting mistakes. This can take away time from other important tasks. Additionally, when team members are prevented from making their own decisions and solving problems, they may come to rely too heavily on their manager. This can be a waste of resources if the manager or leader is needed elsewhere. Micromanaging might scratch your perfectionist itch, but it can have serious negative consequences for your team. No one wants someone constantly looking over their shoulder or telling them precisely what to do all the time. Instead, trust your people. Learn to let go a bit and allow your team to feel empowered, creative, and invested in their work through independent problem-solving and decision-making. By avoiding micromanagement, you can create a more satisfied, motivated, and productive team and foster a culture built on trust and respect.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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