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.
Tough conversations at work can be difficult, derailing, and sometimes catastrophic. They don’t have to be though. Often we get caught up in the emotion of the moment. Perhaps we don’t take the time to structure our conversation. Our communication may be unclear and misleading causing greater obstacles to navigate. All of these reasons are common. With the pressure of business today conflict can be prevalent in many organizations. Having a strategy can make the world of difference.
Every business professional needs to master the skill of networking. It’s essential to build a network of supporters who can help you navigate difficult business and personal obstacles. However, it’s not that simple to always ask for assistance. A network needs to be seeded, watered and cared for long term. Often misconceptions about the purpose of a network present barriers to growing one effectively. The following eCourse is about building your network.
Trust is a big word that should never be thrown around lightly. It is arguably one of the greatest commodities any manager (or person of any status for that matter) can earn from an employee. When it is awarded, the manager deserves it. The same can be said when it is withdrawn. Trust is perishable and must therefore be handled with the greatest care. A decision, a comment, even a look can contaminate trust and begin its spoiling process. Although I don’t mean to minimize the tactic of achieving it, I will make an attempt to provide a starting point to strategically gain trust.
Difficult people can range from a speed bump to Armageddon when it comes to progress. They can interrupt meetings, cause mutiny, raise your anxiety and in some cases make you think the unthinkable. Lucky for you and us, you haven’t acted on the latter (we hope). Difficult people are a challenge. This is true whether managing or simply falling in the rank and file. This blog entry will help you de-code their behavior and perhaps even turn those difficult people into one of your top performers or advocates.
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 a movie review of my recent screening of George Clooney’s newest movie, “Up in the Air”, but more of a surgical dissection of a few of the leadership lessons I took away from it. Fear not, there are no spoilers so you still can see the movie, which by the way I did thoroughly enjoy. George Clooneys character and the situations presented were fairly realistic reflections of the anxiety that plagues much of today’s business world. Allow me to briefly set up the movie.
