Leading those older than you
"Listen to your elder's advice, not because they are always right but because they have more experiences of being wrong." Unknown
This week I was delivering one of my signature keynote addresses - "Leading by Investing in People," to a Chamber of Commerce leadership program. The audience was engaged and asked thoughtful questions. One question came from a younger leader who had several people in his charge older than him. He asked my advice on leading them. Here is what I shared.
Offer respect and honor their experience by listening to them and seeking their advice. It's hard to beat experience. Older people on your team have ridden the roller coaster of your organization, experiencing its ups and downs. They have 'been there, done that' through all of the seasons of a business. Younger leaders should listen intently to them and heed the lessons they offer. Younger leaders should ask, often, "does anyone have experience with this or can anyone offer a solution?" By shining the spotlight on the older people on your team, they will feel included and empowered to be part of the greater solution. It is not being fake or block-checking. It is just being respectful.
If there is pushback from an older teammate, a hard conversation must be had. "Jim/Mary, you seem indifferent to what is being directed. Do I have that right?" -Receive feedback- make a change if possible or desired. If not, "Jim/Mary, I appreciate that insight and feedback. I think we are beyond the point where we can alter things to your liking. Can I ask for your support with this?" Notice the listening and asking versus telling approach? It is good practice and a nice alternative to, "Jim/Mary, change your attitude or you don't understand." That might result in fight or flight.
Just because they are older doesn't mean they are right or that they have the full picture. Age doesn't always matter much when it comes to understanding strategic aims and guiding a team toward them. Honor the position you hold. It likely affords you a perspective those on your team will not have. Someone thought you had what it takes to lead a team of older people. You hold a position of authority which you should never surrender because of your age. Give yourself more credit. You'll grasp concepts quickly and you'll gain the experience needed to lead your team effectively.
Lastly, as with any team you lead - older or younger, invest in your people. Get to know them. Take interest in their life journey, their family, and their interests. Know them and know yourself so that you can communicate with and lead them more effectively. Read about my "List of 6" desires of people in the workplace from my first book, "It's Personal, Not Personnel," and assess your people against these desires. Love your people.
Make it Personal!
Rob
Rob Campbell