Tag Archives: boss

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multigenerational supervision

Is Multigenerational Supervision Required?

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It is often hard to unlearn what we’ve learned. Informal discussions with people across all generations confirm this in my mind. Does your team or organization require multigenerational supervision?

Multigenerational supervision implies that a supervisor must flex his or her style to appropriately navigate and lead across all workforce generations.

Multigenerational Challenges

Ask anyone to put some thought into the problem areas for reaching across all generations. They would probably suggest that communication is one problem. Close runner-ups would probably include change and technology approaches to work.

Why is it that these areas are so problematic? You could argue it is connected to values and beliefs. You could argue it is connected to how we’ve learned, parental styles, educational backgrounds, rural vs urban living, and many other factors.

The truth is that all these factors are in-part a catalyst for generational challenges. So how do we navigate?

Multigenerational Supervision

Supervisors are always challenged with situational leadership. Which to me implies, they must manage situations somewhat differently depending on the circumstances. It does not mean the rules or policies are different for different people. Just the style is different.

There are two main factors to consider here:

  1. Traditionals and baby boomers learned to accept commands from the boss. The youngest millennials and generation Z (Gen 9/11, iGen) learned from a more servant style of leadership. True with many parental philosophies. True in their perception of workplace roles.
  2. Communication across the generations has similar aspects. Traditionals and baby boomers are more accustomed to not offering opinions or suggestions. They knew workplace cultures of not playing a role in decision making and problem solving, that was the job of management. The youngest in the workforce expect (and depend on) a more collaborative style.

So, the best multigenerational supervisors (regardless of their own generation) are the ones that can unlearn, adapt, or flex their personal style.

The underlying philosophies of adaptation and respect are required across the entire generational framework.

Are you able to unlearn? Are you flexible?


Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

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Another great start

Another Great Start, The Day Doesn’t Matter

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People have suggested for decades that attitude is everything. Attitude, or as I sometimes choose to label it, mind-set, can have a significant difference on our accomplishments. Is today a good day to have another great start?

You bet, not because we are specifically trying to be cheery while holding a grudge. Not because we have to get along, and certainly not because we want released from our (PIP) Personal Improvement Plan.

Your Best, Their Best

The best chance we’re going to have all day to make a positive difference is by engaging with other people when they are at their best. Monday’s are a good day, and so are Friday’s, every day in between and the weekend.

Wrongs and rights sometimes matter less when the focus is on forward. Reliving past negative experiences aren’t the best way to start the day. Any preoccupation with past negativity serves no forward purpose.

Fresh Starts for Everyone?

Does everyone get a fresh start, not necessarily? Is every customer a good customer, or are there sometimes bad customers? Has a colleague sold you out, ratted you out, or took credit for your work, possibly someone has.

There are always colleagues, customers, bosses, and people on the highway, at the store, or grabbing your parking space. You have some choices on who you’ll work with and how you’ll choose to engage. You’ll also decide when or if you want to move over or move on.

Outside of those limited people that you’ll choose to disengage with, there is opportunity for everyone else.

Another Great Start

The network is huge if you participate. Your participation remains about choice. The choices you make each day about mind-set will determine what you get back.

For everyone, another great start happens when you make it.


Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a five-time author and some of his work includes, #CustServ The Customer Service Culture, and Forgotten Respect, Navigating A Multigenerational Workforce. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

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When Your Boss is the Problem

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You’ve probably already heard a version of this, but there is a popular phrase that has been around for years. It goes something like this, “People don’t quit companies, they quit their boss.”


I’m not sure who deserves credit for those words but many times this is an absolute truth. What you’re about to read isn’t going to take a shot at your boss or support destructive behaviors to teach your boss a lesson. There is already too much of that in our workplaces and society.

What is most important is how you will navigate challenges related to working with your boss, and do it with poise, confidence, and (hopefully) with mutual respect.

The best boss on the planet isn’t necessarily the quietest, the loudest, the sharpest, the funniest, or the most serious. A relationship that you share with your boss really depends on both of you.

If you’re reading this you probably have self-identified that there are some challenges in your relationship with your boss, so let’s look at a few common possibilities to improve your interactions.

  1. Mutual Respect. Chances are probably good that you feel you could benefit from receiving a little more respect from your boss. Giving first in order to receive is always a popular resolution gesture. While it may seem challenging at times, try to consider ways that you can show more respect to your boss, perhaps it will then come back to you. In fact, the root of your disconnect might originate with either or both of you feeling a lack of respect.
  2. Trust. Both trust and respect are critical. Do you trust your boss, or vice versa? Be forthcoming with trust. Does your boss trust you with assignments or do you feel micromanaged? Trust must often be built, if you feel somewhat micromanaged consider how you can increase your bosses comfort level (tips) with your work. If trust concerns are rooted in confidentiality then consider what has weakened this, often it is connected to behaviors or misunderstandings like gossip or body language.
  3. Listening. You might feel like your boss doesn’t listen to your contributions. You most likely won’t change the behavior of your boss so you’ll need to think about how you can adapt. Have you considered your approach? Do you email, do you make your approach in the hallway, or schedule a meeting? Change or adapt your approach to get more focus and undivided attention during your discussions.
  4. Rejection. Have you felt rejected? Most feelings of rejection associated with your job are likely more of a refusal rather than a rejection. Your boss might refuse your idea or refuse to accept some of your work but that doesn’t mean it is rejected. Any time you feel rejected consider viewing it as a right of refusal, do some re-work and try again.
  5. Mind-set. You might have a past with your boss that has led your relationship to this place. Keep in mind that your approach to all of your interactions will have a lot to do with your confidence. The more confident you are the more compelling your message will be. Consider how you might flex your style to adapt because your boss isn’t likely to change to fit your needs.

Relationships are often hard work. In other cases they might feel natural and free flowing, so much so that you can become invisible with your boss or co-workers. If you feel some discomfort in your relationship with your boss chances are good that feeling is mutual.

So the positive part of this situation is that you are likely on the radar scope, you are noticed.

Make the best use of your visibility.


Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

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3 Reasons Your Boss Takes Credit For Your Work

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You suggested an alternative solution to a tough problem, you stayed late to get it finished, or you took a risk against the cultural current and it was a big hit. What’s worse, your boss takes credit for your hard work.

boss takes credit

If you’ve been in the workforce for a while you’ve probably encountered a time when your boss took credit for something that you worked very hard to accomplish. If you are a boss, this could be about you.

Right up front the easiest rebuttal to any of this is that it is all about teamwork.

Yes, teamwork is absolutely important and yes in many cases we don’t accomplish much without the team, and yes you should care and always be sure to embrace all of the concepts associated with teamwork.

Still, we all have some individual needs and motivators and as such let’s save teamwork for another, different conversation.

Boss Takes Credit

There are probably many reasons why your boss takes credit for your work but let’s look at three of the most common.

  1. Your boss is oblivious. While it might sometimes seem hard to believe, your boss might not know any better. If they have gained their experience in an environment where this was normal practice they might not see it any other way. It is how things work when you become the boss.
  2. Your boss is insecure. We all know that not every supervisor is a good leader and those who are in a formal leadership role but lack the experience and appropriate skills might be a little insecure. If you have a strong presence, exceptional levels of previous experience, or perhaps a stronger educational background your boss might feel a little insecure.
  3. Your work is their work. It is not uncommon for the manager of a department to take credit for work performed by the team. Some believe that any work you do is a work for hire and since they hired you they own all of your output. Certainly in some professional fields this might be legally valid, but from an employee morale standpoint it can have costly consequences.

From my experience all of this is most common with those who have recently moved to a supervisory status, but at the same time there are still plenty of long-term supervisors who believe this is the way to lead.

By today’s standards this is certainly not leadership, this is can be very demotivating, disrespectful, and sometimes even demoralizing.

What to Do

If you are the boss, step back, regroup and start praising the efforts of your team. Build your team up, error on the side of giving them more credit while you take less.

What if you are the direct report?

You can (and should) keep working hard while looking for ways to become more visible.

If you believe your boss is oblivious or insecure you can probably invite some constructive conversation that might help. Especially compelling is if you can discuss an example of another employee, not yourself, and in that way it doesn’t come across as self-rewarding.

“I think Jack felt a little left out when everyone praised you for the work on that project. I’m wondering if there is a way to highlight his contributions.”

“I’m not sure but I got the impression that Jill was expecting some kudos for bringing in that large client. I wish we could do something to highlight her effort, it wouldn’t have happened without her work.”

What about the concept of your work, is their work? This might be the hardest to navigate since by its very nature it might imply that they get it, but they don’t care, after all you work for them.

It always depends, but I believe in high road approaches. Try being the role model for the best behavior by highlighting examples of work well-done by your peers. You don’t have to be the boss to set the best example.

Loving Your Job

Having your job is great, being a team player is better yet; but having your job, being a team player and feeling exceptionally motivated and inspired about your work is probably the best of all.

In the best organizational cultures, the boss takes less credit and gives more.


Dennis E. Gilbert is a business consultant, speaker (CSPTM), and corporate trainer that specializes in helping businesses and individuals accelerate their leadership, their team, and their success. He is a four-time author and some of his work includes, Forgotten Respect, Navigating A Multigenerational Workforce and Pivot and Accelerate, The Next Move Is Yours! Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Dennis Gilbert on Google+

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