The Young and the Clueless

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  SandyMan102/21/08 Report as spam
  1

  Groom Your Young Talent!

  I am a seasoned (old) senior leader and CEO of my own company. The open
  thinking, risk-taking, innovation and sheer energy of young leaders should
  not be overlooked. Many of the reasons listed in this article for NOT
  promoting a young star are very weak.
  Coach them. Facilitate learning. I have watched my peers hire and promote
  Gen Y-ers to positions of significant responsibility only because they can pay
  them significantly less than the Gen-Xers and Baby Boomers in the workplace.
  
  Then these Boomers sit back with fat cigars in their mouths and scream about
  how incompetent and emotionally deficit the Y-ers are. Well...how about
  grooming them for the position? How about helping them practice their
  problem solving skills; learning conflict management strategies; understand
  the power of diversity in the workplace? How about helping them manage a
  budget, or a schedule or a P&L Statement? Young talent is priceless. Most
  leaders and managers are too twisted up in their tactical snares to see the
  gems they have. Yes, young people are headstrong, self-absorbed and prone
  to tantrums. Sounds like a normal CEO to me!

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  SSJHCW02/21/08 Report as spam
  2

  RE: The Young and the Clueless

  Though I am 56, yet I believe that in many ways Young managers are different, not corrupt, sincere, prompt, wish early results.
  
  Yet what you said is quite right, they are not open, not very good team mates, have least emmotions- SS Jaryal, GM (Personnel)

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  beau_martin02/21/08 Report as spam
  3

  RE: The Young and the Clueless

  This article is hogwash. We live in a market economy where results matter. It is not the job of the competent manager, for instance the one you mentioned in your article, to make the incompetent feel good (i.e. emotional intelligence). While I am not a great fan of Jack Welch, the former CEO of GE, he had great advice for people that we not productive: move on, find a place where you will be valued. It is not here.

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  oakye02/21/08 Report as spam
  4

  my old company

  sounds like the last place i worked could've used a lesson from this article. brilliant but emotionally inept talent rose and demeaned and criticized direct reports along the way. people stuck around because the company was in high growth mode. leading through fear instead of respect is not a great way to build loyalty once company performance plateaus, though. hasn't anyone heard of positive reinforcement?

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  unclebobs02/22/08 Report as spam
  5

  RE: The Young and the Clueless

  Well, it's thorough. I remember going up the ladder after six months on the job. Well, it was tough because the people i was overseeing never bought the idea of having a leader. Talking to them about it was not helpful as they felt their chances of making 'extra bucks' was been blocked by this new and young boss.
  
  Another angle: I think managers of young managers have a role too. Why promote somebody to a position and leave him bone dry when he can do with some support. Infact, plenty of support. Every young manager needs some measure of support and belief in his abilities from his manager. A position that sets him up to 'prove' himself never augurs well. The same belief measures that saw to his promotion should come into play in his abilities on the job. It is more giving the young manager a means settling down confidently on his new job.

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  jackblack808004/01/09 Report as spam
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  RE: The Young and sell to world

  entrepreneurs initially succeed by their ability to execute tough tasks and their single-mindedness. But when their company is up and running, the capacity to delegate and to inspire others,In "What Makes a Leader?", Daniel Goleman sets the stage by defining the five EI components. In "Leadership That Gets Results,"

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  jackblack808004/01/09 Report as spam
  7

  RE: The Real buy guide

  Then these Boomers sit back with fat cigars in their mouths and scream about
  how incompetent and emotionally deficit the Y-ers are. Well...how about
  grooming them for the position? How about helping them practice their
  problem solving skills; learning conflict management strategies; understand

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  estetik10/23/09 Report as spam
  8

  RE: The Young and the Clueless

  Most leaders and managers are too twisted up in their tactical snares to see the gems they have. gogus buyutme estetigi, gogus diklestirme estetigi, gogus kucultme esteti?i