Tactics For Managing People Older Than You - with Ann Kerian

Productivity Gladiator

Ann Kerian, an author, executive coach, & consultant joined Brian for a candid discussion on managing older employees. The episode is full of practical tips and personal insights. Brian and Ann explore strategies for building respect across generations, avoiding common pitfalls, and leveraging diverse strengths in the workplace. It's a must-listen for leaders who, whether formally or informally, lead team members that are older than them.

See the full details and links on the episode's page:
https://www.productivitygladiator.com/episodes/tactics-for-managing-people-older-than-you-with-ann-kerian

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References In This Episode

The 5 generations in the workforce now:

Traditionalists-born 1925 to 1945.

Baby Boomers-born 1946 to 1964.

Generation X-born 1965 to 1980.

Millennials-born 1981 to 2000.

Generation Z-born 2001 to 2020.

The link to the 1st episode where Brian shared the story behind “learning by committee” at the 1-minute mark.

AnnKerian.com

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Episode Digest

In today's diverse workplace, it's increasingly common for younger professionals to find themselves leading teams that include older, more experienced colleagues. This dynamic can present unique challenges, but also offers valuable opportunities for growth and collaboration. Let's explore some key strategies for effectively managing across generations, with a focus on how younger leaders can navigate these relationships successfully.

Building a Foundation of Respect and Communication

The cornerstone of any successful leadership approach, regardless of age differences, is establishing a foundation of mutual respect and open communication. When stepping into a leadership role where you're managing older team members, it's crucial to start by acknowledging the wealth of experience and knowledge they bring to the table.

One effective approach is to schedule one-on-one meetings with each team member early on. Use these meetings to:

1. Learn about their career goals and aspirations

2. Understand their strengths and preferred working styles

3. Ask about their past experiences and what they've learned

4. Inquire about any concerns or challenges they foresee

By taking this proactive step, you're demonstrating respect for their experience while also setting the stage for open, ongoing communication. Remember, the goal is to create an environment where everyone feels valued and heard.

Leveraging Strengths and Experience

A key insight for younger managers is to recognize and leverage the strengths of older team members. Rather than focusing on potential technology gaps or differences in working styles, look for ways to utilize their deep industry knowledge, refined problem-solving skills, and established professional networks.

Consider implementing a reverse mentoring program, where younger and older employees can learn from each other. This approach not only helps bridge generational gaps but also fosters a culture of continuous learning and mutual respect.

Implement a "strength-spotting" exercise within your team. Have each member identify and share their top skills and areas of expertise. Use this information to inform project assignments and team collaborations. This is especially effective in situations where you’re leading a project but do not have any formal authority over the people you’re leading, such as a project manager.

Navigating Technology and Change

One common challenge in managing older team members is addressing potential technology gaps. It's important to approach this sensitively and avoid making assumptions about an individual's tech skills based on their age.

When introducing new technologies or processes:

1. Provide comprehensive training for all team members, regardless of age

2. Offer multiple learning formats (e.g., written guides, video tutorials, hands-on workshops)

3. Create a supportive environment where questions are encouraged

4. Pair tech-savvy team members with those who may need extra support

Remember, resistance to new technologies often stems from a lack of confidence rather than inability. By providing adequate support and emphasizing the benefits of new tools, you can help all team members embrace change.

"Don't just expect me to go home and read a book and do it because I might learn better if I come in and I hear somebody or I might learn better by watching. So keep in mind that not only are you teaching people who are older, but you're teaching people who are different in learning styles."

Avoiding Age-Based Assumptions

One of the most critical aspects of managing across generations is avoiding age-based stereotypes and assumptions. This applies to both older and younger team members. Resist the urge to categorize individuals based on their generational cohort, and instead focus on each person's unique skills, experiences, and working preferences.

Actionable Takeaway: Create a "working preferences" document for your team. Have each member outline their preferred communication methods, working hours, feedback style, and other relevant preferences. Share this document team-wide to promote understanding and effective collaboration.

Establishing Authority Without Overemphasizing Position

For younger managers, it can be tempting to frequently assert your position to establish authority. However, this approach often backfires, creating resentment rather than respect. Instead, focus on demonstrating your leadership through actions:

1. Be consistent in your decision-making

2. Follow through on commitments

3. Admit when you don't know something and seek input from the team

4. Give credit where it's due and publicly acknowledge team members' contributions

Remember, your team already knows you're the manager. Your goal should be to earn their respect through your actions and decisions, not by constantly reminding them of your title.

Notable Quote: "If you are somebody that has to announce yourself, then you don't have the kind of respect that you probably need to be in that position."

Embracing Continuous Learning

As a younger leader managing older team members, it's essential to maintain a growth mindset and demonstrate your commitment to continuous learning. This not only helps you develop as a leader but also sets a positive example for your team.

Seek out mentorship opportunities, both within and outside your organization. Don't be afraid to ask for advice or guidance from more experienced colleagues, including those you manage. This demonstrates humility and a genuine desire to grow, which can earn you respect from team members of all ages.

Notable Quote: "I'm not coming to you as somebody who knows everything and how to treat people. Because a lot of times it was me who wasn't either treating people well or being treated well."

A Unique Challenge, And A Tremendous Opportunity

Managing across generations presents unique challenges, but it also offers tremendous opportunities for growth, innovation, and collaboration. By focusing on open communication, mutual respect, and leveraging diverse strengths, younger leaders can successfully navigate these dynamics and build high-performing, cohesive teams.

Remember, effective leadership transcends age. It's about creating an environment where all team members feel valued, heard, and empowered to contribute their best work. By implementing the strategies discussed here and maintaining a mindset of continuous learning and adaptability, you can thrive as a leader, regardless of the age dynamics within your team.

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Today’s Guest

Ann Kerian
Author, Executive Coach & Consultant

Ann's 15 years of experience as a television anchor led her on to a career offering consulting, motivational speaking, authoring, fundraising, recruiting, and coaching services. A member of the National Speakers Association and International Coach Federation, Ann provides individual and group coaching as an executive and life coach. She has worked at KWWL-TV in Iowa, WEAR-TV in Florida, and WCTI-TV in North Carolina, handling significant roles such as co-anchoring and covering military affairs and health stories. Ann is recognized as one of Cedar Valley's top 20 under 40 business leaders and has served on multiple advisory boards and committees. She currently consults for Mile Bluff Medical Center, manages talent acquisition for Straight Forward, and produces internal PR videos for John Deere. Ann co-authored “Mastering the Art of Success” with prominent authors.

Website: annkerian.com

Facebook: facebook.com/annkerianllc

LinkedIn: linkedin.com/in/ann-kerian-0626104

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About The Creator/Host: I’m Brian. At age 4, I was diagnosed with insulin dependent (type 1) diabetes and told that my life was going to be 10-20 years shorter than everyone else. As a kid I took time for granted, but now as an adult, time is the most precious thing that I have. After spending a career hands-on in the trenches as a senior project manager, I now help others to level-up through my Productivity Gladiator training. These Gladiators wield email management superpowers, a laser-guided ability to focus, samurai-grade prioritization skills, a sniper-precise task tracking approach, Jedi time management skills, and a secret sauce for maximizing their personal life balance. If what you’ve seen here intrigues you, reach out, let’s chat! Time is the currency of your life, spend it wisely.