How do you respond when mistakes happen?
This video displays three potential responses from managers:
2) Passive Aggressive
We enlist the help of our team of young thespians to demonstrate examples of how management often deals with mistakes and failures.
The policies of the organization should not be used to turn the employee relationship into an adversarial one but should be utilized as an opportunity to develop the team. Managers may inadvertently be aggressive, or may not always recognize when they come across as passive aggressive, but with awareness can turn mistakes into teachable moments.
Remember to manage humans as humans and lead your team towards the larger vision rather than being sidetracked by mishaps or disrupting progress through poor communication.
Video produced with help from @iz_fnb / @thelegitabbie
Let MIZDOTBIZ assist you with creative solutions for employee development strategies.
We have awoken to a world and a work place that no longer reflect the environments and relationships of yesteryear. This new world is populated by a new generation of persons who share a new language, a new code and it is difficult to process that a bunch of youngsters will soon be running the world. If you are starting to say phrases like, "Back in my day," or "They just don't understand," or "I don't know how to get through to them," congratulations - you are now old.
You have a decision to make -
A) you can join the traditions of every generation before you and perpetuate a us (ie the good ol boys) versus them (these dang youngsters)
B) you can recognize that a single noun (regardless of how popular its use) does not define over two decades of persons who are now emerging in the work force.
The functional definition of a Millennial (Generation Y) is someone born in the 80's or 90's, more specific references state 1982 - 1994. This makes an interesting distinction, if you aren't quick with math, if you have an employee who is 21 years of age, as of 2016 that would put their birth date at 1995 which would technically classify them as Generation Z aka iGen (not as popular in our vernacular).
As a member of Generation Y, born right on the transition point from Generation X to Y, I am uniquely qualified to assist with whispering into productive relational connection points for those who sincerely want to expand their understanding.
Classification Is Not Realistic
The first step towards productively engaging Millennials is to understand that the term does not define the individuals. Already there is such a negative connotation around the word Millennial that mentioning it does not help you connect, it creates a barrier. Are you defined by your generational category? When you were coming up the ranks with your first job, your first promotion at a young age, your first assignment of positional importance - how were you treated by the generations before you?
Deal with individuals rather than define generations.
Connection Isn't That Hard
Are you so far removed from your professional journey that you cannot remember the generational obstacles you faced climbing the corporate ladder as a youngster? Do you remember those who opposed you just because of your age or your lack of experience? If you can tap back into that time in your life, you can empathize with your team members who are working to grow as humans and desire to be productive employees. Look past age and follow the effort. Who was the first person that gave you a shot or mentored you through your initial challenges as a young professional - it's now your turn to pay it forward.
Mentor through empathy to create real connections.
Categorization Is Not Productive
Every generation has their lazy slobs but they also have their shinning stars. Like your generation, you respect your peers who have worked hard and made something of their opportunities while you detest that older generations would classify your generation as this or that because of a few degenerates who made a bad name for the whole group. If you interact with hard working Millennials you will find that they are as upset with those of their own generation who are dragging their efforts into question. Millennials can be your greatest asset to understanding, engaging and empowering other Millennials if you can create trust within their core group.
Millennial Whisperer - Key # 1
Like most relationships, trust is built one small brick at a time. If you are able to create an open discussion with your team members, you will need to listen closely for the opportunities and make sure that you follow through.
Most likely you will be given small openings in the trust circle and you will be watched closely to see if you do what you say you are going to do. If you make a promise, you better make good on it.
No one can build or destroy your relationship with Millennials faster than you. With rising divorce rates, declining educational environments and political dissatisfaction, Millennials are used to being disappointed by authority structures. If you are overtly authoritative in your management style, you will not maximize your effectiveness in engaging the potential of your Millennial workforce. Engage the potential by creating an open culture in your organization and empowering all of your team members to input and own the solutions to the challenges your team is facing.
Step 1 - Stop using "Millennial" immediately
Step 2 - Empathize
Step 3 - Engage
Step 4 - Follow through. See above - LISTEN CLOSELY.
Discuss creative solutions for employee engagement and development with MIZDOTBIZ
The question is not whether our organization has a culture the question is whether our culture has evolved by chance or because we have been intentional in developing it (more on business culture HERE).
If our goal is to have a healthy and thriving team, culture becomes a key component of caring for the organization. If we can identify, build and staff around a culture that enhances our values then our combined efforts will have greater focus and potency.
The development of a culture becomes, through the process, a component of attracting, caring for and retaining good team members. In short, take care of the culture because the culture is what cares for our people.
If we care for our people, our team members will be enabled and energized to care for our customers. In service based companies, our people on the ground and in the field are the ones who have the bulk of the hands on interaction with our customers. Team members that are cared for will care about the team and will do work that communicates care on through to our clientele.
Caring for our culture is one of the most effective things we can do as leaders because the culture is what takes care of our team member who in turn are the ones caring for our clients. Our culture is unique and our people are unique so the culture is always evolving as we develop. The end goal is the same, create positive customer experiences so that our combined efforts create value that people will gladly pay for.
All companies need dollars in order to function at every level, but we often forget that at the end of the line those dollars come from people (customers) that care. People that care come from people that are cared for (our team members). Therefore being intentional about caring is one of the most profitable areas we can focus our efforts.
Culture is not a unicorn.
Culture is a gold mine.
Let us help you identify and enhance your culture, contact MIZDOTBIZ today.
If you never want to fail, options:
Having no stories to tell, boring.
Having no goals, lazy.
Having no declarations, weak.
Failure should not be a deterrent, failure in some form is a part of the process. If you fail because you tried, then you will learn, adapt and apply the lessons learned to your ongoing process. Preventing failure is not the focus, but preventing repetition is a worthwhile effort.
Embrace your opportunities. Embrace the bruises, bloody noses and scars. Black eyes start some of the best stories.
Don’t be lazy, set some goals. Nothing changes without effort and pain. We are our own worst enemies, so slay the dragon and move towards your destiny.
Don’t be weak, share your goals with people who will hold you accountable. You are going to fail. People that love you will help you get back up and power forward.
Admit your failure, confront the reasons that led to failure and get back on track.
Don’t avoid failure, embrace it.
Don’t avoid failure, learn from it.
Don’t avoid failure, try not to repeat the same mistakes.
You are not boring, lazy or weak. Or are you?
Ready to discuss business solutions with MIZDOTBIZ? Contact us today we are ready to help.
Let us help you build and execute a plan for achieving success in your personal and professional development.
Jon Isaacson has a monthly feature column with Restoration & Remediation (R&R) Magazine titled The Intentional Restorer