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Dr. Merlot’s Perspective: Generational Differences Impacting Teamwork - Advice to Millennial's about Baby Boomers

For the last couple of month’s Loyd and I have been discussing generational differences and how to overcome issues they often create in the workplace. Loyd initially posed the question to me in December, but since this was such a big topic, we decided to break up the conversation into a 4-part series; tackling one topic at a time.

In December, Loyd and I discussed outside influences responsible for shaping generational perspectives on areas such as work-ethic, communication and technology. And in January, Loyd geared the discussion towards what advice would I give to Boomers and Millennials. So, as I sit here in the airport waiting for Loyd to meet me for our connecting flight; I am pondering what could be Loyd's next question.

Loyd walks up, we say our hello’s, board the plane and as soon as we get to 10,000 feet, Loyd gets right to it. “Say Doc, not a lot of time on this puddle jumper, so let’s move on with this discussion on generational issues. Last month we focused on advice to Boomers about Millennials, so what insight do you have for Millennials working with Boomers?

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Dr. Merlot’s Perspective: Generational Differences Impacting Teamwork - Boomer Perspectives about Millennial’s

The last time Loyd and I were together, Loyd posed a question in regards to Overcoming Generational Issues Impacting Teamwork - “How do privately held businesses overcome the generational issues that have a direct impact on teamwork and business performance?” Loyd can never just ask a simple question. ”

Knowing that we could not answer this in one sit-down and one glass of wine, we decided to tackle the topic in a four-part series focused on:

  • Boomer perspective about Millennial’s
  • Millennial perspective about Boomers
  • Advice to Both
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NCM-Rawls Dealer Executive Program: Where Leadership and Legacy Intersect

The long-term viability and success of dealership is no longer dependent on the operations of the store alone. The retail automotive industry is not the same as it was for our father’s and grandfather’s. Today, there are multiple generations working within the dealership, family member employees involved in the day-to-day, and competition is more than just the store in the next town.

Dealer owners, operators and managers need to be more agile and flexible than ever before in order to ensure the future of the business. Advancements in technology, generational shifts and demographics, continued changes in laws and legislation and manufacturer requirements impact all areas of ownership, and more than ever, focus must also be in the areas of recruiting and retention, short and long-term strategic planning, and preparing for owner transition and succession.

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NCM® Associates and The Rawls Group Announce New Leadership and Succession Program

Kansas City, Mo., January 16, 2017 – NCM® Associates and The Rawls Group announce the launch of their new NCM-Rawls Dealer Executive Program, where leadership and legacy intersect.

A collaboration between two leading automotive service providers, the NCM-Rawls Dealer Executive Program offers an exclusive 10-month leadership development curriculum specifically designed with an emphasis on succession planning for current and future dealers to gain the critical knowledge, tools, and resources necessary for long-term success. ™

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Dr. Merlot’s Perspective: Overcoming Generational Differences Impacting Teamwork

We have looked at sibling partnerships under stress, my perspective on the impact gender has on leadership and teamwork, and my thoughts on gender bias in the workplace. In this installment, I have mixed it up just a little, thanks to my buddy Loyd, who felt it would be a good idea to bring the “generation” conversation to the table. His question to me was, “How do privately held businesses overcome the generational issues that have a direct impact on teamwork and business performance?”

Knowing that I could not answer this in one sit-down and one glass of wine, this four-part series will focus on:

  • Boomer perspective about Millennial’s
  • Millennial perspective about Boomers
  • Advice to Both
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As Seen in Multi-Unit Franchisee - Leading By Example: How to avoid Common Mistakes even Smart Leaders make

As Seen in Multi-Unit Franchisee - Leading By Example: How to avoid Common Mistakes even Smart Leaders make

There's no such thing as a perfect leader, but some leaders are indisputably better than others. Learn how to harness your strengths, and avoid common mistakes with these tips from leadership expert, Dan Schneider.

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438 Hits

As Seen in Multi-Unit Franchisee - The Emotional Toll Of The DOL Ruling

As Seen in Multi-Unit Franchisee - The Emotional Toll Of The DOL Ruling

Changes to the DOL rules may stir up concerns of employee turnover, especially in an environment where it is difficult to find good committed people. Learn how to motivate and retain employees that are affected by the new ruling on overtime pay.

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Pass the Baton So Your Successor Can Fill Your Shoes

Developing a successor is paramount to sustainable business success. It requires empowering your successor to step up to the challenge, while holding them accountable to strategic goals. For a period of time there are multiple hands on the baton. If this delicate transition is not done properly there can be a demotivating tug of war experience - you might run past the disqualification line before the hand off is complete, or even worse, drop the baton.

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503 Hits

How to Build Teamwork Amongst Key Managers and Family

Your management team and family member employees should form the backbone of your business. Ideally, they know and live your values; they are in alignment with your goals; and they are your boots on the ground interacting with customers, employees, and vendors. At their best they optimize resources to achieve a high level of performance, and drive your business onward to future success. So what happens when your managers and family don’t work as a team, and how can you turn things around?

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As Seen in Multi-Unit Franchisee - Trust and Teamwork Build Success

Organizational productivity is dependent upon teamwork, which I describe as two or more people working together for a common goal. Team can be expressed or implied, conscious or unconscious, but regardless, organizational productivity depends upon the effectiveness of interdependent, collaborative effort. Teamwork can be fair, good, or great, but there really is no such thing as bad teamwork. If you think about it, bad-teamwork is actually an oxymoron. To further this point, the English language doesn't have one single word to describe the opposite of teamwork. We generally associate "the opposite of teamwork" with uncooperativeness, inter-organizational competition, backbiting, and under productivity.

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How to Improve Teamwork and Increase Productivity

Organizational productivity is dependent upon teamwork, which I describe as two or more people working together for a common goal. “Team” can be expressed or implied, conscious or unconscious, but regardless, organizational productivity depends upon the effectiveness of interdependent, collaborative effort.

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Chimp, Chump, Champ: The 3 Stages of Successor Development

On a limited basis, The Rawls Group provides Successor Development Forums (SDF) for prospective leaders who feel they need coaching and education on the unique challenges of successor development. An SDF is not intended to be a "lucky sperm club;” it is intended to be a “work group" for successor candidates who are seeking coaching that they cannot get at home.

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918 Hits

How to Handle Underperforming Family Member Employees

Family members are attracted to the family business for a number of reasons. Most of my clients are thrilled to have their offspring involved in their businesses and many have high aspirations for their children. The truth is, family members can represent a profound asset especially if they enter the business with humility, adequate training, and meaningful prior work experience. These individuals tend to be a delight to have around and are relatively easy to manage. Conversely, entitlement, arrogance and a less-than-stellar work ethic can be problematic. So what happens when a family member does not carry his or her weight?

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2234 Hits

How Do I Become an Effective Cross Generational Coach?

There are multiple generations in almost every organizational and business setting. If not at start up, then during transition periods of one kind or another. Older generations don't get younger ones; and younger ones don't get the older ones. Are you puzzled by why it always seems to be that way?

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Why Do So Many Businesses Underperform?

When the opportunity to work with a team of business leaders presents itself, one of my first questions is "How many of you are ready to go to the next level"  Depending on how I ask people to respond, either a lot of hands go up or there is a chorus of "Absolutely" that deafens the room.  It seems like everyone is in love with the idea of going to the next level.

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How Many Hats are Too Many?

There are many elements that are key to a successful business and it is not a walk in the park. Most often, some of these characteristics include:

  • A strong leader who is on top of their business
  • Someone who is able to wear many hats and put out fires as they arise
  • Someone who has earned the respect of their managers who would follow them anywhere
  • And someone who is aware of the daily activities of their business and operates with an open-door policy their managers are happy to take advantage of

While this leadership style is currently an asset to operations, it is also a liability to succession.

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Working Towards Working Together

When I first met my wife, Patricia, I was head over heels in love. Although, just a few years after our honeymoon, our marriage appeared to be less than ideal. However, we decided we wanted to be married so we found a counselor to help us understand and deal with the good and bad we brought to our union. After 30+ years of counseling we have a marriage that isn't perfect but one that is getting better every day.

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1380 Hits

Developing Your First Round Draft Pick

Your family business is like a professional sports franchise: You are the owner and your successor is a first rounder. The future of the organization depends on you and your team’s ability to properly develop your first round pick.

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1018 Hits

Feedback – The Breakfast of Champions (and High Performing Cultures)

Feedback is a peculiar animal.  While many of us tell others we want it, we often abuse the messenger brave enough to give it.  Or, if feedback is delivered by a “system”, we look for faults in the way the system was designed to deflect the message and save or rescue ourselves from embarrassment that usually comes with looking foolish.  

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1374 Hits

How Do I Build Bench Strength in My Organization?

Talk about bench strength occupies quite a bit of time in board rooms and kitchens all around the world.  I’ve read some articles that talk about the “marriage” between succession planning and successor development; and I’ve read others that talk about how hard it is to find people suited to be the next generation of leaders.  Still others present business owners and leaders with something akin to “silver bullet” coaching that can get people ready overnight.

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1578 Hits