There were two main topics covered in our work this week: Change and How Generations Affect Leadership.
The Change portion included "Who Moved My Cheese". I am very familiar with this book, since I first read it about 8 or 9 years ago. It also started a trend in business and leadership publishing, and I have read several similar books since. The formula is simple. Find an easy metaphor, then use it to explain how even though change is scary, good things can come out of it. Some other examples include "The Ring in the Rubble" and "Our Iceberg Is Melting". In all of these books the message is similar: Although Change can be difficult, it is through change that we grow and evolve as human beings, and many times the results of change are an improvement over where we started. However the reason so many books like this exist is that most people still do not like change. Once they are comfortable in a situation, they stop looking for alternatives. Any event that requires them to shift out of that situation is viewed as a threat. However these types of books can at least help them recognize this reaction in themselves, and hopefully get them to look beyond the immediate change.
Another part of our assignment was to read an article about generational differences. While I agree that generations grow up with similar experiences that will produce some similar traits, I am always worried that these articles will be taken as gospel. Even though a generation may have some similar experiences, the individuals in that generation will also have had many separate experiences. Leaders should be careful not to use to broad a brush when making generalizations about their teams. If you pay attention to the individuals, you will be able to spot their motivations and interests, regardless of what generation they come from.
I really connected to the content from the "tune in" article on generational differences. After reading your post, I can see the harm of categorizing people together in a generational group. I really like your statement about how leaders should determine what is necessary for each individual. How have you differentiated for individuals?
ReplyDeleteJohn---
ReplyDeleteI liked your synopsis of the plot of "Who Moved My Cheese?" I also thought that the way you pointed out how generational differences are not absolute was very insightful. Whereas these generational descriptions may be a broad baseline, as you said, they are not to be taken as gospel. Do you think that these descriptions have a place in the work force, or are they better suited for simply humoring our interest of generational differences?
John, I think your experience in the business world gives you an interesting perspective on the "Who moved my cheese" exercises in this week's coursework. You are so right about the reason there are so many of these books out there--people don't like to change and typically stay with what they know. How do we motivate change in those who are reluctant when they are the ultimate decision-makers in the company?
ReplyDeleteJohn, I agree with you on the point of being careful of not categorizing people. Leaders need to look at the individual and not the "generation group." This is how people get in trouble. I also read "Who Moved the Cheese" when I was a manager in the business world. I've read some similar titles, but I haven't read The Iceberg is Melting, but I might have to check it out - catchy title. Having been in both worlds, business and teaching, I feel some similarities and differences to the professions. In business their is typically more teams, which include more meetings and working together. By design, teachers in a classroom removed from their peers, I feel like they need to make more of an effort to find time to work together as a team. By design, it seems like it may be easier for people to fall into ruts and more apprehensive to change over time. In your profession, how is change promoted?
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