They Don't Teach Corporate in College (14 page)

Persuasive:
poised, optimistic, convincing; likes interacting with people.

Supportive:
patient, reliable, a good listener; likes security.

Analytical:
precise, prepared, plans thoroughly; dislikes mistakes.

It's difficult to slap a label on a complex person you barely know, but thinking about your boss's management style will help you determine how
to proceed with the best chance of success. You may have heard that there are documented variations between male and female bosses. Supposedly, women are more nurturing, collaborative, and relationship-focused, but they may react emotionally when they feel threatened or insecure. Men are presumed to be more generous and easygoing, but they tend to favor individual work on tasks and an autocratic approach to decision-making.

There has also been a lot of talk about generational differences among the various age groups that currently comprise the workforce. In his book
Managing the Generation Mix
, author and generational expert Bruce Tulgan defines the generations as follows:

1. Schwarzkopfers:
Born before 1946 (now few and far between), their strengths are loyalty, dependability, responsibility, altruism, and a strong work ethic. Other generations can count on these seasoned workers for everything from a historical perspective to an important document. Their attitude is “take charge” and “do what's right.”

2. Baby Boomers:
The huge Baby Boom generation, born between 1946 and 1964, experienced a child-centered upbringing, a focus on individuality and youth, and a distrust of anyone in authority. Older Boomers admit they're competitive and self-centered, but have a strong commitment to the mission of their organizations. Younger Boomers see themselves as cautiously loyal and more realistic about life and work.

3. Generation X-ers:
These independent, driven go-getters, born between 1965 and 1977, are accustomed to taking care of themselves. Not obsessed with climbing the corporate ladder, these free agents are energetic, creative, and adaptable as they make lifestyle choices that contribute to their wellness, happiness, and health.

4. Generation Y-ers/Millennials:
Born after 1977, Y is the most outspoken and empowered of all the generations. Influenced by education-minded Boomer parents and fueled by their facility with technology, Gen Y-ers are poised to be lifelong learners. They're socially conscious, have high expectations of organizations, and are constantly looking for ways to improve how things are done.

As members of the Generation Y/Millennial generation, you may have noticed that some of these broad characteristics accurately describe you, your colleagues, and your managers. However, as you get to know your boss, I urge you not to put much stock in generalizations. I think you'll find that the way
your boss operates will depend almost exclusively on her unique personality, and that gender or age seldom play a major role.

It's a good idea to set up a one-on-one meeting with your new boss right away. You will need to be proactive about this because, in the crazed atmosphere of the professional world, your boss may be too harried to make the suggestion. If necessary, block an hour with his admin or ask him to grab a quick lunch in the cafeteria. New York City career counselor Judith Gerberg suggests three strategies for this first encounter:

1. Express gratitude and enthusiasm.

2. Clarify roles and expectations.

3. Define the training and support you will need to do your job well.

Additionally, you'll want to leave the meeting with answers to the following questions:

What are your daily responsibilities?

Are there department meetings he would like you to be a part of?
Are there particular people he would suggest you meet?

What is the best way to get in touch with him if you need something? (Does he want you to drop by his office? Is an email best? Is texting appropriate?)

How should you document your work? How often and in what format does he want you to report on project status?

How should you go about suggesting new ideas or processes?

How will your performance be evaluated?

If you can accomplish one thing in this initial meeting, make sure you and your boss agree on how to move forward. All of your efforts to impress him with your expansive knowledge of the field and your creative ideas will be fruitless if the two of you are going in different directions. Find out what he wants from you first, and then brainstorm ways to surpass his expectations. You can also establish a good rapport by making your new boss feel needed. Show him in the very beginning that you are ready and willing to be guided, and bond with him over the fact that he has some years on you, and therefore has a treasure trove of career advice to offer.

How else can you get started on the right foot? Here are some other hints.

1. Be humble.
Don't approach your boss with a sense of entitlement, as though he is personally responsible for furthering your career. Instead,
focus on learning what you can do to make his life easier, contribute to your company's goals, and make him look good to his boss.

2. Be realistic.
Keep in mind that your boss is a human being who is going to make mistakes. He is not trying to make your life difficult. The two of you are on the same team, so don't be overly sensitive or critical. Listen without judgment, make a sincere effort to understand your boss's position, and patiently explain your ideas. If you're unclear about something, ask for clarification rather than expecting him to read your mind.