Teach Via Your Actions When difficult situations arise, act swiftly and decisively. This will make a strong impression on the new manager regarding how to respond in difficult situations. Years ago, I hired a new administrative assistant and partnered her with another team member for training. After her first day, other team members began reporting to me that she was making a long-term member of the team feel very uncomfortable and disrespected. I spoke with the long-term team member and she confirmed that yes, the new employee was talking down to her and making her uncomfortable. I fired the new employee after her first day and explained to her why. “We treat each other as equals and with respect on this team and I cannot tolerate someone coming in and creating discomfort for another member of the team.” The action let the team and new managers know that we operate with principles of equality and respect, don’t tolerate bad behavior and we have each other’s back. Mentoring Mentoring allows people to learn from one another, providing a clear path to knowledge transfer. In the workplace, a good boss who is established in their career can share knowledge and insights, as well as offer guidance, to someone with less experience. Mentoring at its core is the opportunity for people to learn from one another. It enables knowledge transfer between two or more people for the benefit of all. There’s a wide range of things a mentor can offer a mentee. Mentors can listen, share advice, ask thought-provoking questions, and more, including: • Provides a sounding board • Gives experienced based advice • Help you chart the best path for you • Shares inspiration and encouragement • Offers networking opportunities Being fluid and responsive to the needs of your mentee is the “secret sauce or ingredient” when forming the mentor/mentee bond. It’s a two-way street. A good mentor will provide guidance or guidelines, but allows the mentee room to develop their own style of management. When dealing with generational issues, try to orient younger employees more towards real goals and rewards instead of empty recognition. Share as much financial information about the company as possible or give them insight into a company dashboard or metrics, or scorecard, and help them see how their job manifests itself in the betterment of the whole company. Champion a profit-sharing plan, so that all employees are working towards the same goal. It will make business seem like playing the greatest game ever.
38 I ACHIEVENEXT HELPING YOUR MANAGERS SUCCEED
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