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August 30, 2013

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Kent

The opposite of this is also true and you see it come up when someone with tenure is not chosen for a leadership role...generally plays out as "Bob didn't get the nod to run the region this time but we need to keep him happy because he'll be in the running the next go around...so, let's give lots of comp. to placate him instead of telling him where he really stands". Happens.All.The.Time.

Note: this isn't about age but it is age related...each of us only has so much runway and it's pretty damn hard to make CEO by 45 if you can't make Sr. Mgr. by 42...

Elyssa Thome

Good tip for 20-something employees, too. If you think you're worth it, prove it. Ability and aspiration can be improved, but rarely learned.

MaryIlaWard

I'm shocked at how many people launch into a "those young folks can't and won't do anything rant", especially when I'm in the room. I had the encounter yesterday in a meeting with organizational leaders (all who were at least 40) and my client looked at me and smirked, like as if he was saying to me silently "Don't tell them you are in your 20s." I think he was sending me a warning that if I did, I'd loose legitimacy with them. I think when you have reached a certain level of "success" in your twenties, people think you are older. Tell them you are younger, and they lower their expectations of you. Great post about how, regardless of age, the question is, are you performing?

Becki G

Thanks Kris--totally relevant post. In my world of younger people (restaurant)--there is always this hope that more experience will develop the right traits---but time and time again it's about what the individual person brings. Hiring (and then promoting) the right person in the first place is the key to our future.

Again--thanks--perfect timing.

Shelley Hood

I agree that it becomes clear when people aren't going to cut it in their context. It's amazing what people can do when they've found the work that fuels them - and how apathetic they can be when the work isn't a good fit. No matter how talented they are.

I've had cases where it became clear that an employee wasn't going to realise their aspirations within our business context. I would have honest discussions with them. Maybe they're good ball players but on the wrong team. Or lousy ball players that should find a new sport.

Managers need to be honest when they identify an aspiration:reality gap - and be willing to set people free.

Erika

when I read the dialogue I was thinking.. umm 29 year old kid? I think once a person reaches the age of 25 the "kid" should be dropped and all expectations for that individual should not be the same expectation you have for a kid. I don't know if it has always been like this (I'm 26) but I don't know why its difficult for others to see this generation as the adults they are.

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