I’m old enough to remember working in the 1960s. (Yes – I’m that old.) Back in those days, you didn’t question authority. When management told you to jump – the only question you were allowed to ask was how high. Social Psychologist Douglas McGregor branded that style of management as Theory X. Management believed that people were inherently lazy and needed to be bullied or brow-beaten into performing their work. Unfortunately, there are still managers out there who use that style in an attempt to motivate their workforce. Times have certainly changed. What you need to decide now is – will the management style that got you here – be the same style that will get you to where you need to go? Would you work for you?
There’s been a dramatic shift in people’s attitudes towards work. Worker’s wants and needs have changed. For the newest generation, life outside of work – is just as important as life at work. Today’s managers and business leaders must manage differently to keep pace with that change if they want an engaged and productive workforce. Productivity is still the name of the game and that equation will never change. Management’s role is to minimize input and maximize output. Unfortunately downsizing, another word for layoffs and thin margins have put added pressure on managers to hold the line on the expense side of the ledger while still growing the profit side. In order to accomplish both managers must switch from being task-focused to people-focused.
Daniel Goleman, in his groundbreaking book – Working with Emotional Intelligence, said it best. “We are being judged by a new yardstick: not just how smart we are, or by our training and expertise, but also by how well we handle our selves and each other”. If you can’t make an emotional connection with the people you work with and interact with, you stand little chance of managing or leading. The good news is that managers and leaders aren’t born – they’re made. You can learn how to communicate and interact more successfully, build collaborative teams, problem solve, negotiate win-wins and motivate others to perform at their personal best. It just depends on how willing you are to change. Trust me – If you don’t, you’ll go the way of the dodo bird and dinosaurs.
Copyright (c) 2019. Brian Smith-PLD. Not to be reproduced without permission. To find out more about Brian and what he can do for and your organization visit: https://briansmithpld.com
Are you ready for Generation Z? If you thought managing and leading Millennials was a challenge – Generation Z is a whole different ball game. Gen Z, born between 1995 and 2005, are the first truly wired generation who adopt quickly to new technologies. The leading edge of this generation are just entering the workforce. According to the most recent stats they now make up 40% of the working and consumer population. Chances are they are already working for you. The data suggests they will soon out number millennials. Are you ready?
The good news is that people are just people. Everyone wants to feel that they are valued and are treated with respect. They want to be included – not excluded – on matters that will impact them personally or professionally. They want to know that they have been heard and that their contributions to team success is not only encouraged but are appreciated. They want management to take a vested interest in their development by equipping them with the skills set they’ll need to take advantage of any opportunites for advancement.
No one likes to be micro managed. You need to inject some autonomy and allow them do their thing their way as long as it accomplishes the task on time and on budget. Timely face to face communication is important. They need to know how they are doing – good or bad. For the first time in our lifetime we have the potential of working with 4 different generations in the same workplace. Each generation communicates and interacts differently. Each generation is motivated by different wants. Each generation manages and likes to be managed differently. However, when you get right down to it the common denominator is that people are just people. Treat them accordingly and the challenges managing and leading each generation won’t matter.
Copyright (c) 2019. Brian Smith, Power Link Dynamics. Not to be reproduced without permission. To find out more about Brian and how he can help you and your organization visit: https://briansmithpld.com
Great news!!! I’ve just launched my “Let’s Get Focused” professional development online courses. Are you looking for an online course to enhance your ability to communicate and interact more effectively, build collaborative teams, learn how the brain effects behavior or ways to manage information overload and change in the workplace? Training doesn’t have to end after you have completed the courses. I offer unlimited access, 24/7 follow-up, live question and answer sessions and one-on-one coaching. Visit https://letsgetfocused.teachable.com – Don’t put your career or organization at risk. Learn to manage and lead the 21st. Century way. I will show you how.
Great News!!! I will be speaking at this years International Institute of Municipal Clerks Conference in Birmingham Alabama on May 23rd. Are you looking to enhance your ability to communicate and interact more effectively regardless of gender or generation? I will be delivering 3 sessions that day. “Powerful Communication Strategies: Bridging the Gender and Generational Gap” – “Confessions of a Reformed Control Freak: The Top Ten Sins Most Managers Make & How to Avoid Them” and “You Don’t Have to Like Them – Just Learn to Work with Them: Collaborative Team Building and Performance Improvement”. If you’re attending the conference please drop in and say hi. If you’re thinking of attending the conference you still have time to register. I promise you won’t be disappointed.