Today, many of our organizations are spiritually bankrupt, halls walked by zombies, the living dead.

The grim reaper has become the human resources director handing out yet another layoff notice, or the boss giving you yet another task because someone else has left the company. Too many organizations discourage deeper forms of communication, emotions, and intimacy, opting instead for superficiality.

If we continue down this path, the same path that got us here, we are doomed to fail.

Boleman and Deal stated in Leading with Soul, “Spiritual bankruptcy ultimately leads to economic failure. The deeper cost is creating a world in which everything has a function yet nothing has any meaning.”

Life gives us many opportunities to learn lessons and if we fail to learn them the first time, we get the opportunity to experience the lessons again and again until we learn them.

George Bernard Shaw wrote, “Progress is impossible without change, and those who cannot change their minds cannot change anything.” If we want progress, abundance, and new way of life then, we must as Gandhi stated, “Be the change we wish to see in the world.”

Instead of following a path full of limitations, let’s construct a path illuminated with choice and abundance.

With love,

Maria

Your Boss is Younger?

Millennials having such a larger presence in the workforce, and of course in leadership and management roles, the dynamics are going to change. Interview questions are adjusting to the incoming Millennials now in supervisory positions. The old model of working your way up to a Gold Watch and Pension is largely a thing of an era long gone.

Shifting the frames of reference can be tricky in the first place, largely because work experience is vastly different. Recognize also that work motivators, reward motivators, time motivators, and social references are so vastly different.

So how should we approach this shift in sharing authority and respect?

For starters, ask permission to share ideas. Older people sometimes assume that their thoughts and their experiences and their beliefs are more important than younger people. The “older but wiser” construct, whether it's done consciously or unconsciously, isn't always welcomed or appreciated in the vein they intended - in fact, it often destroys the opportunity to build trust.

You know this - when we're judgy to other people, they're going to be judgy back to us. Take a few minutes to consider your existing bias (because we ALL have them!) and then make sure you leverage your experience in a way that is helpful to your team. You have the opportunity to see both the big picture as well as the potential pitfalls your new boss is trying to navigate. When you embrace your own issues and look for opportunities to improve, you have re-joined the team mentality toward progress.

Our younger workforce has grown up with rapid change.

Their agility and ability to change is oftentimes quicker, could you help with historical or relation-based data that would help shorten their success curve? Identify your goal for sharing your ideas. Is what is needed a change process or policy improvement, communication channels need some help, should you look at evaluate efficiencies in work-flows? Something as simple as, “I have an idea around this (needed change), can I share that with you?” may be all it takes.

Avoid making broad assumptions about your younger boss.

You're coming to a conclusion about something that that person may do or may not do. Just because your boss is younger doesn't mean they're partiers and always surfing social media. And if you don't take your supervisor seriously, regardless of age, that's going to be a problem for you. Frame your communications with the understanding that ultimately your boss will answer for whatever is decided, so a partner-approach may prevent unnecessary drama.

Finally, keep it professional.

One danger zone for older workers, when they find themselves working for a younger millennial boss, is that they move into “parent” role. Don't do that, you run the risk they will only see you in that light and it could hurt your career. You definitely don't want to be the one that is giving the advice, getting personal beyond that professional level. Just treat them the way you would an older boss or peer.

“Authority may be appointed but trust builds when we are consistently showing up and choosing kindness and respect.” - Dr. Maria Church

At the end of the day, we want to support our bosses because it strengthens our team and when our team is successful, our organization is successful.

Wishing you successful interactions,

Maria