how the situation came to be the way it is before you try to change it, then people are less likely to listen to you. Take on responsibility in small ways first and then ask for additional responsibilities. And, even if you think it’s annoying, touch base and follow back around with the person you took the responsibility from – let them know how it went. It’s hard for people to give things up so keep them in the loop a little so they won’t freak out so much that you’re not going to do it as well as they did. Be motivated, but also be patient. Te grass is not always greener! I’d love to come up with my own unique phrase here, but this one just fits too well. A lot of the issues you’ll have in your first job or two will follow you wherever you go because it’s not about the job; sometimes, it’s about you. I know. Tat’s harsh. But it might be true. If you’re 100 percent sure it’s not you, it’s them, then find a new job. Do it. But, do everything you can to be clear about what’s not working in your current situation in a respectful, but very honest, way before you make any big decisions about change. Don’t be afraid to want something and to go for it, even if it isn’t readily apparent that it is achievable.
Tink about how your career has gone and what you wish had been different. Even if you think no one cares, maybe share some advice about what you’ve learned with someone just starting out. Also, think about what you want the rest of your career to be like and incorporate some younger staff into your plans – what can you pass on to someone else so you can continue to grow and learn in other areas? Remember, it’s never too late to change your path a little. And think about what you wish you’d known when you were young. I hate hearing that people are “born with leadership skills” or “born to be a communicator” – there are those who
are naturally talented in soft skills areas, but there are also people eager to learn and to be better in these areas. Don’t leave that talent on the table. Tink about how you can help a younger person build skills in these areas or what you wish someone had told you. Ask young people to give you time to
think. Sometimes younger professionals ask for something and you feel like you’re supposed to have the answer right away, but you don’t have to. Also, sometimes what the young people ask for, well, it’s annoying. Really. Te first time you hear it you think “Are you kidding me?!” or “I would have NEVER asked for that.” But give yourself a day or two to consider a request and maybe you’ll find you wish you’d made the same request and how much better your life or career would have been if you’d asked for whatever it is the young person is suggesting. Tose of us with more experience can learn (and gain value) from the audacity insights of the younger professionals we work with daily. Take on less responsibility. Tat’s right,
I said less. You know so much and you’ve earned your place of distinction within your organization, but giving up a little to a younger staff person helps them gain valuable experience and gives you a chance to try something new yourself and continue to build your own skills. Warning: the younger people won’t do it the way you did. But they also might not ruin it. Take on less responsibility by bringing a younger staff person to more of your meetings. Young people need to see more often what your days are like as they try to determine what they want for their futures. Without those experiences, young people can only imagine what your job is about. It’s hard to strive for something you don’t understand. Help them see what their options are so they want to be there to take over when you are ready to retire or do something different. Be very specific. Te young people are not good mind-readers.
Be patient and be motivated to teach others while continuing to learn. Be motivated to help educate the younger folks you work with, but try to remember what it was like to not know as much about the real world as you do now. I mean that in a nice way, but we all know that a 20-something and a 50-something aren’t on the same page in life or their careers and you can’t expect them to fully understand one another. Be patient and ask a lot of questions of each other and, more importantly, be willing to listen to the answers you get. Also, explain what your work means to you and what keeps you motivated. And another important note: don’t assume. Don’t assume you know what young people want, are capable of or what motivates them. You aren’t good mind- readers either. Don’t be afraid to let the young people
in. You were just like them once. I know you don’t believe it, but you were.
May/June 2015
CPAFOCUS
23
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