2021_Alabama_Grocer_Issue_3

It’s what leadership requires today and that means you. ■ Cam Marston is an author, researcher, and workshop leader focusing on notable trends shaping today’s workplace, workforce and marketplace. He has an old-school terrestrial radio show broadcast in his hometown of Mobile, Alabama where he interviews guests about the trends shaping their businesses. You can find episodes of the show at WhatsWorkingCam.com. Learn more about his offerings at CamMarston.com.

interpersonal connection with teammates and direct reports. Theirs is an attitude of “we just work together; we don’t need to be friends.” They keep others in the workplace at an impersonal distance. The Millennials don’t like this. They want to know and feel known by their managers and supervisors. The Boomers don’t like it either. They feel teams should be full of interpersonal interactions, not just directives, assignments, and reporting in on tasks. To the Gen X managers: If you’re one of those who don’t want to invest time getting to know your direct reports, don’t want to make meaningful connections with them, step out of management for the sake of your company and your team. Your team wants to know you and they want you to know them.

So, become aware of your workplace preferences. Become aware your teammates, your colleagues, and your direct reports. Where possible, let other’s preferences hold sway and learn to not let yours get in the way of their preferred work methods. Finally, The Gen X Leader Not only are Gen X’ers your largest customer base, but they’re also likely your largest group of managers, supervisors, and leaders. Their management style leaves a lot to be desired. The “latch-key kid” has not converted very well into leaders. There are exceptions, of course, but if I had to place a bet, I’d say that about half of your turnover is driven by the Gen X management style. The largest characteristic of the Gen X management style is a lack of thoughtful,

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