“You’re challenge is giving control to young leaders.” (Spoken to an old leader at lunch three years ago.)
He was a quiet gentleman. It was like I had reached across the table and punched him in the chest. He jerked back in his chair, even though I hadn’t physically touched him.
He still won’t let go.
Tensions:
Frustration and tension is the opportunity of cross-generational leadership. Pushing frustrations away is pushing the future away.
Resolving tension between old and young leaders is future building.
5 tips for young leaders:
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Focus as much on connecting with people as getting projects done.
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Explore the organizational and relational consequences of your attitudes and behaviors with older leaders.
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Define success in behavioral terms as much as results.
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Accept the concerns of older leaders. They think you’re arrogant and short-sighted. Ask, “What am I doing that makes you think I’m arrogant?”
Barriers consist of ignored concerns. -
Some progress is better than no progress. Go slow with people. Be quick with results.
10 tips for old leaders:
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The arrogance you see in them is in you, too.
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Learn to adapt to others like you want others to adapt to you.
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Build your legacy by developing young leaders. Push away – limit impact.
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Focus on who before how. Develop character before skill. Ask, “Who do you want to be?”
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Fuel and focus the dissatisfaction of young leaders. The frustration of young leaders tells you who they are and where they want to go.
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Develop positive expressions of dissatisfaction.
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Explore shared values. Values drive behavior and build strong connections. Keep asking, “What’s important to you?”
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Say, “Tell me more,” when young leaders frustrate you.
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Leverage the risk-taker inside young leaders.
- “Be slow to correct and quick to commend.” John Wooden
What is your advice for resolving tensions between young and old leaders?