Previously, Terrence postured the discussion of “Managing Modern” around the changing environment of business. Technology and culture have defined and redefined the roles and tasks of managers throughout time. Today, we are faced with an unprecedented challenge of managing multiple generations in the workplace. Many organizations are managing 4 (in some cases 5) unique generations. Each, carries its own baggage as well as value.
When I was a boy scout in my early teens, my troop had taken a trip to canoe down the Delaware River. As I partnered with my canoe buddy, we had to develop our strategy to navigate the rapids. Every time we came upon new rapids, we had to work collectively to avoid capsizing and continue our journey. The rapids were inevitable. They were going to come whether we were ready or not. The only thing we could control was how well we worked together to make it through the challenge. Change is like this. We can close our eyes to the inevitable and hope we wake up from the nightmare or we can work together to navigate the obstacle and continue our journey. This blog post is about managing your team through change.
This post was encouraged by a conversation I had today with a wonderful young professional who reached out to me via Twitter. She is, like many today, searching for a job. Luckily she is in a position where time is slightly more on her side than others. She has a few months before her company relocates. She came to me asking for help with her resume. I was so impressed with her courage, how could I refuse. As I reviewed her resume and compiled my thoughts and comments, it dawned on me. This needed to be a blog post. Once again it may seem that I am giving away the secrets of management as I did with, “Acing the Interview”. I disagree. The information in this blog can work for the internal resume as well.
Although I have Gen Y in mind when writing this blog, it applies to everyone (as most of my blogs typically do). It was actually sparked by a chat with R. Stavros Bezas (@stavrosbezas on twitter). He was looking for feedback for his blog (www.Bezas.com) on how to navigate negative individuals when you are trying to get ahead. I encourage you to view his video blog for some great tips. Ambition is something that has to be nurtured but at the same time managed, as it can destroy a career as much as help it. Following are some tips to consider to guide this mighty power and come out on top.
With the new year approaching I am focusing the next few blog entries on potential “Resolutions” that any of us can proclaim. As a Generational Enthusiast (I have no idea what that means but some people like titles), I will focus this entry on Generation Y. Like a previous blog entry, “Tips for Managing Generation Y”, I will once again stress that if you are looking for rampant proclamations about negative perceptions about this generation or any for that matter, you are reading the wrong blog. I want to help build the bridge connecting the generational gaps, not push them further apart.
This isn’t an article or even a blog site where someone else is complaining about Gen Y or any generation for that matter. I refuse to be that unproductive. I look for the solutions to channeling the talent of all generations into productive and profitable workplaces. We all are a piece of a puzzle whose image is only seen when we are all placed together in the right way. That being said, how do we welcome Generation Y into the workforce with eagerness to incorporate their talent and potential?
