Ask Tammy
Facing a career decision? Puzzled by a co-worker’s point of view? Struggling with a specific workplace dilemma? Looking for ways to improving engagement, collaboration, or innovation within your organization? Wanting to learn more about something I said in one of my books?
I’ll do my best to offer some suggestions, if you “Ask Tammy.”
Q&A: The Importance of Positive Attitudes in the Workplace Today
I work as a manager for a rather large company. As the economy changes, the roles of our workers change, and the company program that worked before is no longer effective. As a result, the company is trying to change how it interacts with it’s associates. Unfortunately, much of the management staff is stuck in the “old way” of thinking, where associate engagement was not a big factor. I like to think that I’m in the new way of thinking. I’d like to know if you have any kind of specialized training on effective mentorship and associate engagement. I’ve read some of you work, and I believe that positive attitudes foster positive attitudes.
Joan
Hi Joan—
I completely agree that employee engagement is very important today. And, yes, I have done a lot of work in this area. The essence of my work is perhaps best summarized as “Meaning is the New Money”—in other words, it’s important for companies to create a values-based environment. I explore these ideas in an HBR article called “What It Means to Work Here,” available at Harvard Business Review’s website.
I love your positive attitude! Best wishes,
Tammy
Filed under: Talent Management Approaches | Published: 01/15/11
Q&A: Boomers and Aging Parents
I just came from your presentation at Texas Wesleyan College this afternoon and enjoyed it very much.
But I would love to hear your take on how the Boomers are handling the enormous responsibity many have had to take on with aging parents, when they themselves are aging.
Linda
Dear Linda,
Thanks very much for your note.
Caring for aging parents is a major responsibility for many Boomers, and a growing number of X’ers, today. The one optimistic note I can offer is that today’s longer life expectancies mean that Boomers are not aging quite as quickly as members of their parents’ generation did. As a result, happily, most Boomers still have the vitality required to handle this significant challenge.
Warm wishes,
Tammy
Filed under: Boomers | Published: 01/15/11
Q&A: Perceptions of a Gap Year
Hello Tammy.
I recently stumbled upon your article regarding gap years in the midst of research for my career development seminar. I am taking time off after I graduate college in May and going to the Middle East where I will volunteer and afterward travel towards Asia. I am most likely going to apply to law school upon my return unless I experience a change of heart while away. I have heard mixed reviews regarding how graduate schools and companies view gap years. Some say that they are beneficial to a potential employee or student and others, I’ve heard, see a gap year as a lack of focus and dedication. What do you think is the more popular belief these days, especially during such rough economic times?
Daniel
Hi Daniel,
I’m believe most graduate schools and companies see gap years as excellent ways to gain additional perspective and experience—and encourage them.
Enjoy your travels—and many wishes for future success.
Tammy
Filed under: Career Strategies | Published: 01/15/11
Q&A: Weaning Your Old Team Away from Your Help
I’ve just taken a new job within my division. I was a regional sales director based out of NYC. My new role is head of training for the east coast. My successor is not based in NY, however the majority of the business for the region is out of NYC. I’m having a hard stepping away from my old position as my old team still comes to me with questions, the new person (with 15 years of tenure) is guilting me into helping out. How do I step away to focus on my new role without not looking like a team player and without looking like a jerk
Many thanks in advance for any assistance here.
Bob
Hi Bob,
I hope the situtaion is easing a bit over time.
The strategy I’d suggest is that you look for ways to reposition yourself in the eyes of your former colleagues by discussing, or otherwise making evident, the new work you’re doing. It’s much easier to say that you’re not able to help if it’s in the context of other work that must be done. Perhaps out-of-office messages that state that you’re out all week at a training program? Or an email to your old team asking their input on a new course you’re designing? Any way you can politely remind them that you have a full commitment to your new responsibilities should help reduce the number of times they turn to you.
Best wishes for success in your new role.
Warmly,
Tammy
Filed under: Leadership | Published: 01/15/11
Q&A: Generations within Volunteer Organizations
Dear Tammy,
I have been quite interested in your work for a while based on my experiences as both a volunteer and someone who works with volunteers. I would argue that generational differences are even more stark in volunteer workforces and potentially more damaging, because if people aren’t getting paid they are more likely to leave an organization if they are frustrated with the work environment. On the plus side, if people are passionate about a cause they will stay, but sometimes their passion gets in the way of effective teamwork.
Do you have any insights on how volunteer coordinators could foster better communication and teamwork among the generations?
Thank you,
Andrea
Hi Andrea,
You raise a very important point—volunteer organizatons DO have to be better at talent management because people are even more likely to leave if they don’t like the work environment than they would from paid jobs.
The fundamental principles are the same, however. Leaders should legitimize the diversity of perspectives across the generations. (“I recognize that you each may have different views on this—each is valid.”) Then, leaders should establish or help the group establish some working norms. (“In this situation, for this reason, let’s follow this norm.”) The generational frustration comes in when the guidelines aren’t clearly established, people use their best judgment (but often come to different conclusions about what is best), and other people then misjudge their intentions. As a leader, your role is to head this vicious cycle off before it begins.
I hope that helps.
Best wishes,
Tammy
Filed under: Talent Management Approaches | Published: 01/15/11
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