What to expect: when you have to manage a team of seniours

– I want to dye your hair! My hairdresser is relentless.

– No. Not yet.

– Why?

– i am managing a project where 20% could be my parents, 70% – my uncles and aunts and 10% – my older brothers.

– and? She is still relentless.

– i conquer them with my grey hair!

She gave up.

Couple of months later, an external monitor hired by the project’s sponsor, knocked at the door.

Guess what was his first question from the long list of efficiency, effectiveness, sustainability, cross-cutting issues? “You are much younger than the project’s consultants. How do you make them listen? ”

– It’s not about age, it’s about experience and mutual respect, my grey hair answered.

These were the ingredients I discovered on my journey with a seniors team:

Ingredient one: listen.

I was the one on the listening end. Most of the time. Better even if you can actively listen.

Ingredient two: acknowledgment.

Listening led to a simple acknowledgement: I am younger. Their experience in all their fields of expertise exceeds mine by numbers and value.

Ingredient three: borders.

We agreed on borderlines: I know a thing-or-two about project management; they know one hundred-or-two about the fields they are experts in.

Ingredient four: assertiveness.

Listening, acknowledging, borderlines led to assertiveness. “You are assertive. I have to give you that” coming from a senior customs officer working around the world was a feedback I trusted. Assertiveness offers a great anchor. Especially when borders are crossed and a patronising tone wants to make an entrance (from both sides). It’s tough, but manageable. The benefits are higher and long-lasting when you stay calm and positive.

Ingredient five: blame it on my youth

When nothing seemed to work, I would shrug my shoulders. “What do I know?!”. And it would be them convincing me of the opposite 😉

 

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