The Fault Line

I have no problem admitting my faults, I just need you to forgive them

It is interesting how little we focus on vulnerability in the workplace. It seems we are consistently promoting what we are doing well without recognition of our faults. Specifically in middle management, it seems absolutely forbidden to show your hand to your subordinates.

 

How will this play out in the forthcoming workforce exodus?

 

Hundreds of thousands of workers are reaching the legal retirement age. Positions will need to be filled by others who may have never managed and those people will be managing people who don't want to be managed.

 

It's Time to Navigate this Conundrum!
 

Are those exiting the workforce still trying to prove themselves?

I don't get it..... If you have 30 years of workforce excellence behind you, you should be proud of your experiences and willing to share them. I try to give insight to young professionals
to help them avoid making the same mistakes that I have. While we all want to prove we still matter, shouldn't we be grooming the leaders of tomorrow to ensure our legacy remains in-tact?

 

Are those entering Leadership roles ready to lead?

As a Generation X-er, I feel we have been a forgotten generation (and I am fine with that). Studies have focused on the stereotypical workforce habits of Generation Y and the Baby Boomers with very little mention of those in the middle of their careers. If the Baby Boomers are clinging to their titles and the Gen Y-ers are changing the way we lead, how will Generation X lead?

 

My contention is that by leaving Generation X out of the workforce motivational argument, you have allowed (us) to focus on our work.... Imagine that: a workforce driven to succeed on the basis of their merit.

 

Are those entering the workforce ready to be lead?

A young man recently asked me what I thought about the current hiring landscape. I told him that his talents would land him a job. He was instantly relieved by the advice. Everyone had been telling him how difficult it would be to transition from College into the workforce, no one told him to trust his ability. Do we warn young people of the perils of the professional world because we want them to be prepared or because we are envious of their youth?

 

As we discussed last week, a title wave of Succession Planning is roaring toward shore! With the above mentioned scenarios in mind, we should ask ourselves the following question:

Why is it so important to label employees with a motivational score based on when they were born?

 

No Generation Y-er has ever agreed with the articles written about their generational habits. Baby Boomers are tired of hearing that the corporate world is changing. Generation X.....who are they?

 

What if the title wave gave way to common sense? What if we were willing to admit that we don't know everything? What if we were ourselves in interviews instead of memorizing bullet points and pretending we possess skills we do not? What if we focused on collective progress instead of protecting our titles?

 

Save the drama for your Mama and get to work!

 

Don't Forget to Remember!

 

Dave