How Do I Define My Career Management Strategy?

Not sure where to begin?

Daunted?

Dis-illusioned?

Our new motivational video might help you follow the road to your new career management strategy.

Managing Three Generations in the Workplace

As leaders, managers and colleagues we all face the challenge of three different generations in the workplace (all with different needs and values). The article "Winning the Generation Game" by the Economist addresses the widely different expectations of the different generations now found in the workplace. So who are these generations and what characteristics do they typically have:  

	Baby Boomers	Gen X	Gen Y “Millenials”
Born	1946-1964	1965-1980	1981-2000
Influences	-Moon Landing -Woodstock -Vietnam	-Thatcherism -Women out to work - latch key kids	-Gulf War & 9/11 -Technology -Recession
Characteristics	-Work together/teamworking -Value job security -Communicate through meetings and emails	-Independent -Hardworking -Technically Savvy -Value work-life balance	-Narcisstic -Digital Natives -Highly connected 1000+ connections -Communicate quickly via texting & instant messaging
Workplace	-Used to hierarchical, top down, leadership -Starting to retire	-Smaller population -“Dead Man’s Shoes” lack of progression due to Baby Boomers -19 year retirement period	-Why can’t we do things differently -Go round the rules
Challenges	-Keeping them engaged -Value team working -Resistant to change	-Fall behind or move ahead? -Perfectionists	-Rounding off the edges more quickly -Multi-tasks e.g. phone, 1-1, gadgets -Seek fast progression -Expect coaching & instant feedback -Fun in the workplace -See everyone as a friend

 
 So what does this mean for the 2020 workplace? It is anticipated that by 2020 48% of employees in the UK workplace will be "millenials". This will require a significant shift in leadership styles and approach. The out-dated form of top down leadership will no longer be effective for this mix of generations. Research has identified that the most important factor for this multi-generational mix, in terms of motivation and retention, is the working relationship they have with their line manager.
 
Our earlier posts of "Authentic Leadership" and "What Type of Leader Do You Want to be?" highlight the shift in leadership approach that has already started.  

Are you a leader or manager? Our future blog posts will explore how best to manage this mix of 3 generations in the workplace. In the meantime you might want to try the 14 point Quiz from the Pew Research Centre "How Millenial Are you?"

 

What Type of #Leader Do You Want to Be?

Often it is difficult to define what #leadership is, or the type of leader you want to be. Part 4 of our leadership series explores leadership traits and follows our earlier blog posts on Leadership styles, Situational Leadership and Authentic Leadership.

Below are some aspects of leadership that you might find helpful. They might provide some ideas for the type of leader you aspire to be.

Are You A Blue Sky Thinker - Want to Push the Boundaries?

Are you Authentic?

Do you:

• Have an acute awareness of self and others?
• Care not about being right but about succeeding? 
• Use emotional intelligence? 
• Focus not on what is said but on how it is said? 
• Display integrity, building trust and inspiring others to follow?

Are you Visionary?

Do you:

• Never stop challenging the process or pushing the boundaries? 
• Challenge perceptions?
• Bounce back and learn from failures because you are a pioneer? 
• Continually strive for improvement? 
•  Instinctively know the right path? 
• Create focus and alignment?
• Believe anything is possible?

Are you Action Orientated?

Do you:

• Have a high energy approach? 
• Believe in the mantra do something, doing anything – but act decisively and just do it? 
• Display role model behaviour, leading by example and going first? 
• Regard detail as analysis paralysis?

Are you a Problem Solver?

Do you:

• Embrace risk? 
• Feel motivated by overcoming obstacles, regarding them as an opportunity to develop and learn? 
• See patterns and trends?

Do you Develop Future Leaders?

Do you:

• Stretch people to ensure they develop, whilst providing a safe environment to try new things? 
• Surround yourself with talented people and create high energy teams?
• Act as a trusted advisor for difficult challenges? 
• Have high expectations – of outputs, yourself and others? 
• Ask more questions than you answer?
• Focus on the strengths of others rather than their developmental areas? 
• Share your own career experiences?
• Provide career advancement opportunities through networking and assignments?