A Not-So-Perfect Labor Storm

In 1999, leadership expert Ira S. Wolfe coined the term “perfect labor storm” to describe a convergence of demographic and socioeconomic developments that would result in an unprecedented shortage of skilled workers in 2011 – the year the first Baby Boomers hit 65 and start to retire.
But a severe and prolonged recession has delayed Dr. Wolfe’s predicted storm. Economic uncertainty has caused many Boomers to remain on the job, amid the highest unemployment rate in more than 30 years.
Until we see the inevitable changing of the guard over the next decade, the workplace will be inhabited by a multigenerational stew of younger and older workers.
Baby Boomers are lingering in the workplace. The younger Gen X and Gen Y (New Millennials) are growing impatient to ascend to leadership responsibilities. New graduates are knocking at HR’s door in record numbers. And technology, including social media, is transforming the mode and pace of communication. These trends are creating new opportunities, but not without foreseeable generational clashes.
In the work I do in corporate coaching, I hear about new generation clashes often. This workplace environment will provide real opportunities and significant technological problems, Dr. Wolfe notes in his latest book, Geeks, Geezers, and Googlization: How to Manage the Unprecedented Convergence of the Wired, the Tired, and Technology in the Workplace (Xlibris, 2009).
Eighty percent of polled adults believe Gen X and Y have a distinctly different point of view – the highest perceived disparity since 1969, when generations clashed over the Vietnam War and civil rights. Younger adults (18 to 29) report disagreements over lifestyle, views, family, relationships and dating. Older adults criticize their “sense of entitlement”. Gen X and Y tend to be more tolerant on cultural issues, while Boomers cite manners as the greatest source of conflict.
New information technologies also divide the generations. According to research by the Pew Charitable Trust, only 40% of adults ages 65-74 use the Internet daily, while 75% of those ages 18-30 go online daily. The gap is wider when it comes to cell phones and text messages.
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A Dashboard for Managing Complexity

Businesses are becoming more complex. It’s harder to predict outcomes because intricate systems interact in unexpected ways. As we’ve stated before, A leadership coaching program is no longer reserved for problem leaders.
Staying on track is much easier with a guide or checklist. Michael Useem, a professor at The Wharton School of the University of Pennsylvania and bestselling author of The Leadership Moment, has published The Leader’s Checklist to create a clear roadmap for navigating any situation. It is presented here in condensed form, with sample questions accompanying each principle:

  1. Articulate a Vision: Formulate a clear and persuasive vision, and communicate why it’s important to all members of the enterprise.
    • Do my direct reports see the forest, as well as the trees?
    • Does everyone in the firm know not only where we are going, but, most importantly, why?
    • Is the destination compelling and appealing?
  2. Think and Act Strategically: Make a practical plan for achieving this vision, including both short- and long-term strategies. Anticipate reactions and resistance before they happen by considering all stakeholders’ perspectives.
    • Do we have a realistic plan for creating short-term results, as well as mapping out the future?
    • Have we considered all stakeholders and anticipated objections?
    • Has everyone bought into, and does everyone understand, the firm’s competitive strategy and value drivers? Can they explain it to others?
  3. Express Confidence: Provide frequent feedback to express appreciation for the support of those who work with and for you.
    • Do the people you work with know you respect and value their talents and efforts?
    • Have you made it clear that their upward guidance is welcomed and sought?
    • Is there a sense of engagement on the frontlines, with a minimum of “us” vs. “them” mentality?
  4. Take Charge and Act Decisively: Embrace a bias for action by taking responsibility, even if it isn’t formally delegated. Make good and timely decisions, and ensure they are executed.
    • Are you prepared to take charge, even when you are not in charge?
    • If so, do you have the capacity and position to embrace responsibility?
    • For technical decisions, are you ready to delegate, but not abdicate?
    • Are most of your decisions both good and timely?
    • Do you convey your strategic intent and then let others reach their own decisions?
  5. Communicate Persuasively: Communicate in ways that people will not forget, through use of personal stories and examples that back up ideas. Simplicity and clarity are critical.
    • Are messages about vision, strategy and character crystal-clear and indelible?
    • Have you mobilized all communication channels, from purely personal to social media?
    • Can you deliver a compelling speech before the elevator passes the 10th floor?
  6. Motivate the Troops, and Honor the Front Lines: Appreciate the distinctive intentions that people bring to their work; build on diversity to bring out the best in people. Delegate authority except for strategic decisions. Stay close to those who are most directly engaged with the enterprise’s work.
    • Have you identified each person’s “hot button” and focused on it?
    • Do you work personal pride and shared purpose into most communications?
    • Are you keeping some ammunition dry for those urgent moments when you need it?
    • Have you made your intent clear and empowered those around you to act?
    • Do you regularly meet with those in direct contact with customers?
    • Can your people communicate their ideas and concerns to you?
  7. Build Leadership in Others, and Plan for Succession: Develop leadership throughout the organization, giving people opportunities to make decisions, manage others and obtain coaching.
    • Are all managers expected to build leadership among their subordinates? (read more about leadership coaching)
    • Does the company culture foster the effective exercise of leadership?
    • Are leadership development opportunities available to most, if not all, managers?
  8. Manage Relations, and Identify Personal Implications: Build enduring personal ties with those who work with you, and engage the feelings and passions of the workplace. Help people appreciate the impact that the vision and strategy are likely to have on their own work and the firm’s future.
    • Is the hierarchy reduced to a minimum, and does bad news travel up?
    • Are managers self-aware and empathetic?
    • Are autocratic, egocentric and irritable behaviors censured?
    • Do employees appreciate how the firm’s vision and strategy affect them individually?
    • What private sacrifices will be necessary for achieving the common cause?
      How will the plan affect people’s personal livelihood and the quality of their work lives?

  9. Convey Your Character: Through storytelling, gestures and genuine sharing, ensure that others appreciate that you are a person of integrity.
    • Have you communicated your commitment to performance with integrity?
    • Do others know you as a person? Do they know your aspirations and hopes?
  10. Dampen Over-Optimism: To balance the hubris of success, focus attention on latent threats and unresolved problems. Protect against managers’ tendency to engage in unwarranted risk.
    • Have you prepared the organization for unlikely, but extremely consequential, events?
    • Do you celebrate success, but also guard against the byproduct of excess confidence?
    • Have you paved the way not only for quarterly results, but for long-term performance?
  11. Build a Diverse Top Team: Although leaders take final responsibility, leadership is most effective when there is a team of capable people who can collectively work together to resolve key challenges. Diversity of thinking ensures better decisions.
    • Have you drawn quality performers into your inner circle?
    • Are they diverse in expertise, but united in purpose?
    • Are they as engaged and energized as you?
  12. Place Common Interest First: In setting strategy, communicating vision and reaching decisions, common purpose comes first and personal self-interest last.
    • In all decisions, have you placed shared purpose ahead of private gain?
    • Do the firm’s vision and strategy embody the organization’s mission?
    • Are you thinking like a president or chief executive, even if you are not one?
    • Not all of these questions are applicable to every situation, but it is the questioning that counts.
    • Whether you are facing a typical day at the office or walking into a crisis, ask yourself and others these questions to inspire correct actions. Only then can you make sense of the complexities you encounter.