We base our assumptions on our experiences, and they determine how we see the world. The problem is that we then act on our assumptions and add our own meaning to them, even though they may not necessarily be valid. If we are off the mark, it compromises our relationships by affecting communication and adversely our level of trust. (more…)
Team members often look to their leaders to keep individual team member behavior in check. (more…)
What is the most frequent complaint leaders have about their leadership team members? (more…)
Do you know anyone who seems to know everyone and immediately fits right in the minute they enter a room? Making connections with people is a talent which some people innately have. Others cultivate it. (more…)
GenXers wanted to be valued for their individuality. They seek work-life balance. They want opportunities to build new skills and are whizzes at multitasking, having developed the capacity to process of lots of information simultaneously. They want to be challenged at work and not micromanaged. Feedback on their performance and recognition of their contribution are important to them.
If you are mentoring a Gen-Xer, you will want to keep the following eight strategies in mind: (more…)
As Boomers find themselves seeking new ways to work, taking on different responsibilities, and moving to other roles, they turn to mentoring to help them close their knowledge gaps. They look for mentors who have specific subject matter expertise and tend to prefer hands-on learning experiences. They value individual achievement, recognition and feedback. (more…)
GenYs look for mentors who can offer them hands-on experiences that will empower them to take the next step. They prefer positive, collaborative, achievement-oriented mentors who will take them seriously. They naturally seek mentoring because they see their growth and development as a priority. (more…)
The definition of mentoring varies among cultures. How the word mentor is culturally understood can alter the very essence of a mentoring relationship. For example, the word mentor might be closely related to teacher, supervisor, or expert in another cultural context. It might not translate directly, or it could connote a negative association because of a perception that it is a position of weakness to seek a mentor. (more…)
A leader told us, “I wish my people would ask me how they are doing or what they need to do to improve. It would make it so much easier to give them the feedback they need and I would have more confidence that they are going to do something with it.”
Feedback is critical to success. It is the foundation for self-awareness and openness.
A GenY sat down in her performance review and got a very blunt, somewhat harsh, critique from her senior manager. Since her own supervisor had been giving her glowing recommendations, it took her aback. She was upset and initially hurt by what she believed was a focus on only what she wasn’t doing right, with little regard for what was working well.
When she reflected about what he was telling her, she realized that the kind words and encouragement she had been getting from her supervisor, while making her feel good, it did little to help her improve. She saw that his inability to tell it like it was had hindered her growth. Her senior manager was frustrated with her for not making the kind of progress he had expected her to. Once she realized that this senior manager was helping her see where she stood, she focused on what she needed to do. She wrote him an email thanking him for his blunt but helpful feedback and that she was going to work on the issues he addressed. He was impressed with her response to the session and even more impressed with how quickly she turned herself around.
Do you know where you stand?
Leaders articulate a vision, set a course, are decisive and have presence in order to inspire others. And, leaders also need to be open. (more…)
