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Don’t let knowledge and history walk out the door

As older workers get closer to retirement, many are motivated to leave a mark — to know that they have made a difference. And they want to be challenged and continue to find some deeper satisfaction. Are organizations creating cultures where the experience of older workers is valued and honoured? Organizations may have succession plans in place, but do they help those retiring leave a career legacy?

We’ve all heard it said that the retirement age of 65 is too young and is outdated. But leaders are continually telling me that some of their best, and most knowledgeable talent will be walking out the door over the next 5+ years. Statistics Canada reports more than 40 per cent of Canadians aged 65 to 69 are currently employed in some capacity. This statistic means that there are a significant number of Canadians from this age group who are likely to retire in the next few years. In fact, it has been reported that almost 5,000 baby boomers are retiring every week in Canada.

It is time to harness the passion of older workers and ensure that their experience and knowledge doesn’t just walk out the door. Here are some things for you and your organization to consider — ways the wisdom and knowledge of experience can be harnessed now and your older workers can be honoured for all they have done: It’

1: Charting the future: Draw on experienced professionals to get involved with change initiatives, think tanks, and planning sessions. Don’t focus on the past, but let the retiring generation help the next generation chart the future.

2: Mentoring / coaching younger workers: Set up mentoring programs so that your older workers can transfer their knowledge and share (formally or informally) their wisdom, experience, and skills.

3: Designing/leading training programs: Utilize the skills and experience of your older workers to help with the design of training programs or to act as trainers in your ‘corporate university’.

4: Sharing networks: Older workers typically have extensive networks that they have built over their careers. There may be opportunities to tap into their networks for recruiting, outreach, or special projects.

If your organization could use some assistance in setting up initiatives for older workers, give me a call.

Kathleen Redmond MA, MCC

(905) 478-7962

Interactive Online Learning Program:

Becoming Your Authentic Self at Work

Facilitated by Kathleen Redmond, MA, MCC

Sign up Now for Online sessions beginning October 29th!

­Course limited to 12 participants

Introductory Price: $295.00 CDN plus HST for 6 sessions.

Visit our website to learn more.

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‘Ask’ versus ‘Tell’ when coaching

Many leaders admit that it’s really tough not to jump in and solve problems, give direction, or rescue when coaching. Sometimes leaders care so much about the people on their team that they want to protect them (i.e., keep them from making so-called ‘bad’ decisions). Other times, leaders get stuck in their own perspective and forget that it’s okay for someone to do something differently than they would. As a coach, it is important to let your coachee (client or direct report) solve problems on their own, own their decisions, and learn from any mis-steps.

The importance of letting others take responsibility for their own decisions and outcomes is a hot topic in the Coaching and Developing Others course that I teach in the University of Guelph’s MA (Leadership) Program. While discussing this topic with my online coaching class, one of my students, Linda, shared a personal story about how she has learned over the years to take a coaching approach with her adult children. When her daughter (Sarah), a leader in a manufacturing company, asked her for advice recently, she noted that:

“I was acutely aware NOT to “parent” Sarah, even though, as her mom, I wanted to protect her from any possible negative consequences. Sarah is my third offspring; my other two have started careers, ended careers, reinvented themselves, loved employers, hated employers and through all that, I learned to coach and NOT own ‘their’ business. I listen, love them, soothe them and stay tough. I let them OWN their decisions and the outcomes.”

When coaching, the key is utilizing an ‘Ask’ versus ‘Tell’ approach. Draw on open-ended questions to support the coaching conversation and allow your coachee to think things through on their own. Here are some examples:

1: What’s the real challenge for you here?

2: What outcome do you want to see?

3: What steps have you taken so far to achieve that?

4: What would happen if you stand still?

5: What has been successful in the past?

6: What didn’t work in the past?

7: What would you like to do differently next time?

8: What are the options as you see them?

9: What obstacles might occur?

10: What action would you like to take first?

11: What role do you want me to play in holding you accountable?

12: How will you hold yourself accountable?

13: How will you measure success?

3rd book in La Maison du Parc series, Coaching in a Character Culture, continues the story of Claire and her team at the restaurant, and provides additional questions, tools, and processes that are foundational to The COACH Approach©.

Contact me if you are having challenges utilizing an ‘ask’ versus ‘tell’ approach with your team members or would like to fine-tune your approach.

Sincerely,

Kathleen Redmond, MA, MCC

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Set your team up for success

I have been working with my Business Coach in the last few months to help gain clarity around what I want to achieve in 2019. Having a plan with clear objectives, monthly actions, an accountability strategy (monthly update meetings with my coach), and milestones, helps me to feel focused and to stay on track.

If you are a team leader, one of your responsibilities is to ensure that your team members are set up for success. Many teams fail to execute on business strategy due to a lack of goal clarity, lack of individual accountability for results, and inability of team members to work well and collaborate together.

Are your team members clear about the what, why, and how of their performance goals? Do you know who is poised for success in 2019 and who isn’t?

When you meet with each team member this month for your regular coaching session, it may be a good time to find out if they are clear about their goals (and the purpose), and if they need support to ensure success.

The five pillars of our Character Culture framework can act as a good reminder for the important elements required to build and sustain the trust needed to bring out the best in each person on your team:

Create Clarity: Walk through each person’s individual project responsibilities and goals – find out if they are clear about the purpose and the results expected for the short and long-term. If not, create the clarity needed by building a clear plan together.

Commit to Accountability: In a workplace focused on collaborative goals, we all need to share responsibility in the issue of accountability. Ensure each person on your team acknowledges and commits to accountability for their individual commitments, goals, and behaviours.

Coach for Performance: Make consistent time to coach and support people on your team so that they are set up for success — listen and find out what they need to help them carry out their role and deliver on promises.

Cultivate Collegiality: A collegial workplace supports people in working to their potential, so it is important to establish and maintain a climate that promotes inclusion. When meeting with each team member, look for signs that they feel a sense of belonging to the team. If not, ask open-ended questions to help them open up to you so you can problem solve any issues together.

Collaborate for Results: Business results are not achieved by one person – provide the structure and conditions to promote everyone working collaboratively to improve the organization and achieve goals. Ask each person who they are working with across the team / the organization to support them with their individual goals.

Finally, make sure you also talk to your coach and clarify what success will look like for you this year!

At the Centre for Character Leadership we are passionate about building cultures where business results are achieved within a trusting and collaborative environment.

My first book in the La Maison du Parc series, Building a Character Culture, provides foundational guidelines for how to build trust and results in the workplace — and also tells a story with real life / business scenarios to illustrate how to do it.

Visit our website to learn more or to order one of my books.

Contact me if you would like some coaching around how to support your team members in achieving their performance goals or coaching for your own success.

Sincerely,

Kathleen Redmond, MA, MCC