Studies show some critically important facts about the workplace. First, the number one reason people leave their jobs is that they don’t feel appreciated. Also, 9 out of 10 people say they are more productive when they are around positive people.
Leadership is your ability to lift and lead others!!!
Every single person you meet – needs to be lifted to higher level. That is leadership. Does your presence in another’s life – lift them.
Are You a Lifter or Leaner?
There are just two kinds of people on earth today,
Just two kinds of people, no more, I say.
There are just two kinds of people on earth today,
Not the rich and the poor, for to count a man’s wealth
You must first know the state of his conscience and health.
Not the humble and proud, for, in life’s little span,
Who puts on airs is not counted a man.
Not the happy and sad, for the swift counting years
Bring each man his laughter and each man his tears.
No, the two kinds of people on earth I mean
Are the people who lift and the people who lean.
Wherever you go you will find the world’s masses
Are always divided in just these two classes.
And oddly enough you will find, too, I ween,
There’s only one lifter to twenty who lean.
In which class are you?
Are you easing the load
Of overtaxed lifters who toil down the road?
Or are you a leaner who lets others bear
Your portion of labour and worry and care?
– Ella Wheeler Wilcox –
Studies show some critically important facts about the workplace. First, the number one reason people leave their jobs is that they don’t feel appreciated. Also, 9 out of 10 people say they are more productive when they are around positive people. One study found that negative employees can scare off every client they come in contact with – for good!
Answer these questions if you are serious about becoming a Lifting Leader!
Are you Willing to Invest in Others?
Are you willing to invest in other people? You may build a beautiful house, but eventually it will crumble. You may develop a fine career, but one day it will be over. You may save a great sum of money, but you can’t take it with you. You may be in superb health today, but in time it will decline. You may take pride in your accomplishments, but someone will surpass you.Relationships are like anything else. The return you get depends on what you invest.
Are you willing to be vulnerable and courageous?
Approachable people are real. They engage with others on a genuine level, and don’t pretend to be someone they’re not. They don’t go out of their way to hide what they think and feel. They have no hidden agenda. Authenticity wins every time.
Are you willing to focus on others?
All human beings possess a desire to connect with other people. The need for connection is sometimes motivated by the desire for love, but it can just as easily be prompted by feelings of loneliness, the need for acceptance, the quest for fulfillment or the desire to achieve in business.
To fulfill our desire for relationships, we must stop thinking about ourselves and begin focusing on the people with whom we desire to build relationships. When you stop wor- rying so much about yourself and start looking at others and what they desire, you build a bridge to other people and you become the kind of person others want to be around.
Are you willing to learn from other and be teachable?
Each person we meet has the potential to teach us something. All of us can learn things in unlikely places and from unlikely people. But that’s only true if we have the right attitude. If you have a teachable attitude, you will be positioned well to learn from others. Leaders who think they know everything and shut down other peoples input, very quickly find themselves alone.
You are responsible for developing your talent and the team around you’s talent as well. How do you do this effectively? You do it by becoming a leader who lifts constantly, take people higher, lighten the load, keep adding value and watch your leadership compound.
Sam is a 22 years old, and an enthusiastic new starter at your organization. This is the career that she has wanted since high school and, now that she’s got her degree and joined your team, she’s impatient to impress her new colleagues with her ambition and creativity. But she soon finds the going tough. Some of her fellow team members don’t seem to appreciate her eagerness, and they are wary of her ideas and suggestions. But she soon finds the going tough.
The team is a mixed bunch. Some are middle-aged and others are nearing retirement, and have been at the company for years. They feel that Sam doesn’t understand the way that things get done in the organization. Her enthusiasm and energy is starting to wane as she feels worn down by their reluctance to consider new ideas. So much has changed in the way our customers engage with our products, but all Sam gets is a deaf ear, raised eye-brows and dis-engagement.
Sam isn’t alone. Around the world and across industries, more generations than ever before are working together. Increasingly, it’s younger employees who are leading older team members , turning the established order on its head. This new scenario can cause problems, but it also presents opportunities for sharing knowledge and experience. This article explores how to thrive within a multi-generational workplace.
In days gone by, it was common for just two age groups to be represented in the workplace. There were long-serving, “dyed-in-the-wool” old-timers and ambitious newcomers. Times have changed, and now you could find yourself working with as many as five generations. Broadly speaking, each one has its own set of preferences, styles, perspectives, and experiences.
Introducing the Generations
This table shows the different age groups that are in the labor force today. It describes their traits and characteristics, and how they are frequently stereotyped.
Recent findings show that Millennials are the biggest generation in the U.S. workforce, followed closely by Generation X and the Baby Boomers. Silents are a small minority, and the youngest generation – the Zs – are just starting to enter the workforce.
The Potential – and the Pitfalls – of Multi-Generational Workplaces
Generational diversity has great potential. People from different generations can grow and learn from one another as they are exposed to one another’s ideas and experiences. The new perspectives they gain can spark new ideas and prompt new ways of working.
However, the potential for conflict and misunderstanding is very real. Intergenerational conflict within the workplace is a growing issue. A 2011 study found that “intergenerational cohesion” is one of the top three workplace risks.
Different generations can struggle to understand one another’s values and working styles. Working together and sharing power can be problematic. And as more people delay their retirement, younger generations can feel that their opportunities for career advancement are being restricted.
Six Strategies for Multi-Generational Harmony
So, now that our workplaces are more generationally diverse than at any time in history, but at risk of conflict because of this, how do we all work together harmoniously? Here are six strategies for thriving within a multi-generational mix.
1. Establish Respect
It doesn’t matter how old or how experienced we are, we all crave respect. And, just as newcomers need to respect older generations’ seniority and experience, so long-servers need to adjust to and respect the talent and potential of younger generations. Only when each group respects the other can both thrive.
The key to respecting other generations is to understand and accept that they are different from yours. Consider what motivates people from different generations, what experiences they might have had, and what their working styles are likely to be. The table above can help you.
2. Be Flexible and Accommodating
When you understand what makes other generations “tick,” being able to accommodate their needs and preferences, where practical, can help to prevent division and conflict.
Each generation has its wants and needs, and values different ways of working. Older generations often have fewer responsibilities and costs at home and they appreciate the opportunity to work part-time or reduced hours, so that they can enjoy the benefits and rewards of a lifetime’s work. But an increasing number of Generation Xers are part of the “sandwich generation ,” responsible for caring for both elders and children alongside their work. And for members of Generation Y, a sociable life outside of work is often just as important as their career.
3. Avoid Stereotyping
It’s easy to stereotype different groups. For example, if you’re a Baby Boomer, you may think of Millennials as tech-obsessed and lacking in people skills. To Generation Z, Boomers may seem to be stubborn and inflexible.
Everyone is unique so, instead of assuming the worst, fight your unconscious bias and accept individuals based on their merits, rather than as “typical” members of particular generations. Remember, chances are, somebody may be stereotyping you! You can change their perceptions and attitude by demonstrating a willingness to listen to new ideas or suggestions, and, as we explore below, by sharing your knowledge and expertise.
4. Learn From One Another
The different generations have a wealth of knowledge and experience that they can share.
The Boomers in your team, for example, can pass on the knowledge, information, useful contacts, and perspectives that they have developed during their years at work. In return, a Generation Y colleague can help them to get to grips with recent innovations, such as the latest developments in social media and viral marketing.
Successful multi-generational teams identify, value and build on one another’s skills and experiences. This focus on individual strengths, rather than on generational differences, is a key part of thriving in the modern workplace.
5. Tailor Your Communication Style
The generations often have their preferred methods of communication. Silents and Boomers tend to use one-on-one, telephone or written communication, whereas Generations X and Y tend to like emails and texts. Generation Z generally prefers the collaborative interaction of social media.
Generations differ in the degree of formality they use, too. Older team members tend to be more formal, whereas their younger colleagues will more likely use colloquialisms, abbreviations and “emojis” – small digital images and icons that are used in messages to represent ideas or emotions. This is more suited to personal or less important messages or communications. Serious or important messages are probably not the best times to use smiley face emojis!
Sticking rigidly to your own favored means and style of communication can alienate others, so, although it might not feel natural, try to tailor your communication to suit the recipient whenever it’s appropriate.
6. Don’t Overlook the Similarities
Focus on the things that unite you with colleagues of all generations, rather than dwelling on the differences.
You might struggle at first to find similarities between yourself and older or younger team members. But, however stark the differences might appear to be, research suggests that there are more similarities than differences across the generations. After all, most people like to feel engaged with their work, to receive fair pay, to achieve, to build a better quality of life, to be happy and respected, and so on. Likewise, many of us share the same grumbles, such as feeling overworked and underpaid!
Multi-generational workplaces can host as many as five generations. Having people who were born between the 1920s and the 1990s work together creates the potential for creativity and innovation, but also for conflict and misunderstanding.
You can avoid these pitfalls and thrive through:
Staying respectful, flexible and understanding.
Being open to learning from others, and helping them to learn from you.
Adapting your communication style.
Focusing on similarities between individuals, rather than on generational differences.
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