GenXmanager: Leadership for the Generation X Manager

The post-writer’s strike episode of the ‘The Office’ premiered last night. In this episode, Michael Scott and Jan hosted a dinner party. Jim and Pam and Andy and Angela were invited. Dwight, however, was left out (though makes an appearance later in the show). The episode focused on Michael and Jan’s completely dysfunctional relationship. Though funny, everything about this episode felt awkward. During the dinner party there were the awkward silent moments, embarrassing innuendos, and heated arguments between Jan and Michael. It ended with Jan throwing one of Michael’s prized “Dundee” awards at his super tiny plasma TV.

If you are a fan of The Office, you know that Jan was fired last season. This past Thursday, she attempted to sue Dunder Mifflin for wrongful termination. Michael, who has been dating Jan since the firing, was put in the precarious position of testifying during the proceedings. Would he side with Jan or Dunder Mifflin? I don’t have time to recount what happened but in the end, he chose his company.

Though he chose to side with Dunder Mifflin, Michael did make one interesting comment at the end of the episode. He said “You expect to be taken advantage* of by your company. You don’t expect to be taken advantage* of by your girlfriend.”

Ask yourself these two questions:

Do companies take advantage of their employees?
Do employees take advantage of the companies who employ them?
In some cases, the answer is yes. Call me overly optimistic, however, but I don’t think either party is out to use the other. I believe the employer/employee relationship is a symbiotic, ‘win-win’ partnership. Employees aren’t employed to simply get a paycheck. Employees want training, experience, challenge, and opportunity. Employers today want more than high volume output from their employees. Employers want employees who are productive, effective, creative, critical thinkers, and want to succeed.

I’m not saying that there are certain employees who will take advantage of their employers and some employers who will take advantage of their employees, but on average, I firmly believe that both parties understand and respect what each can contribute to the partnership.

* on the show, Michael Scott did not use the term ‘taken advantage of’. I just feel that posting what he did say would not be appropriate for this blog.

Michael Scott might just be a good leader. Yes, you read correctly. I will further qualify this statement by saying he might be the best leader for the Scranton Branch. In last night’s episode of The Office, Ryan took most of the branch managers, and Toby, on a weekend camping retreat. Michael was not invited. So to prove that a solo camping/survival excursion was better than a camping retreat in terms of personal enrichment, Michael has Dwight drive him in the middle of the woods somewhere in Scranton. Michael is to stay in the woods for a few days with nothing more than the clothes on his back, a hunting knife and duck tape.

Before he leaves, however, Michael puts Jim in charge of the Scranton Branch. Jim takes the reins and seems pretty confident in his new role as “interim” branch manager while Michael is “surviving” in the wilderness. His first decision as leader is to consolidate birthday parties. Jim thinks it would be more efficient, more fun, and not take as much time away from work. No one likes the idea. His leadership is challenged and mutiny ensues due to his lack of understanding the culture and personalities that make the Scranton branch so unique.

Being a leader means understanding the culture in which you reside. Every office around the world is made up of people and people create culture. The interactions between co-workers, social customs, shared values, norms, work hours, dress code, systems, processes, and many intangibles create an organization’s culture. Michael, despite his flaws, knows the culture of his office and operates well within it. I’m sure his leadership style has influenced the culture, but we know some parts of the Scranton culture existed before he became branch manager. He tells Jim at the end of the program that he made the same birthday mistake but adapted.

I saw a brief glimmer of leadership from Michael last night. Not a lot, but a small glimpse of his leadership potential. Jim got a lesson as well. As a leader, one needs to lead, provide vision, set direction and motivate, but all must be done within the organizational culture.

In last night’s episode of The Office, Stanley told Michael that he got a job offer from the Dunder Mifflin Utica branch and was leaving Scranton. Michael was devastated. When asked how he could be motivated to stay in Scranton, Stanley says, “Money”. In a desperate attempt to keep Stanley, Michael, Dwight and Jim go on a road trip to Utica. They plan to “silly string” the office and in the process, steal the industrial copier (which they wind up breaking). Later on, we find out that Stanley was bluffing the entire time. He was offered the job in Utica but wasn’t really going to move. He threatened Michael in order to get more money.

If you believe you are worth more than you are getting paid, bluffing your way into a new salary is probably not a great idea. Since I’m not an expert in salary negotiations, I turn to the folks at the Wall Street Journal to provide you with the tools you need to demonstrate your value and get that jump in pay you rightfully deserve.

The Wall Street Journal “Career Journal” : Negotiating Tips

The Office went back to its normal 30 minute format this week. Personally, though I love The Office, I enjoyed the 30 minute version better than the 60 minute extended version. It seemed to move at a better pace. Anyway, as I watched last night’s episode, I thought of a few business lessons that I’d like to share. Because I have a few meetings today, this will be an abbreviated post.

Lesson #1: Encouraging creativity gets people motivated, keeps them energized and creates a cohesive team.

It was great seeing Pam excited about creating the graphic logo and pulling an all-nighter. It was even better seeing the Dunder Mifflin staff pull together to write and produce a catchy jingle. When Michael Scott said, “It’s not me,” in response to hearing the first jingle, Darrel, the stock manager, said in response, “It’s better than you, it’s us!” This short retort is a testament to their teamwork.

Lesson #2: You have the power to build AND squash creative energy.

As the Dunder Mifflin team was in the middle of creating the commercial jingle, Michael yelled, “I hate it! I hate it!…I don’t hate it. I just don’t like it at all. And it’s terrible.” After Michael made this statement, you could see the energy and enthusiasm just evaporate. As a boss, leader, or team member, you have the power to build energy and motivate through your words and actions. You also have the power to demotivate and destroy any enthusiasm that existed.

Lesson #3: Pay attention to the heart

Phyllis was tasked to stand in line at a Sue Grafton book signing and recruit her for the new Dunder Mifflin Infinity, Scranton Branch, TV commercial. She comes back to the office in tears. She says that she asked Sue Grafton to participate in the advertisement and Ms. Grafton declined. Since she was not suppose to take “No” for an answer, she persisted and was thrown out by security. She was embarrassed that she was thrown out in front of her friends. Rather than consoling her, Michael asks, “So did you or did you not get Sue Grafton?” Pay attention to the heart as well as the bottom line.

Lesson #4: Don’t be like Michael Scott
(This is a lesson that can be taken from any episode of The Office.)

Michael Scott’s complete lack of sensitivity, total self-absorption, and complete ineptitude is one reason why the show is so funny. It is funny because we all intuitively know we aren’t supposed to act like Michael Scott. Of course, most of us don’t act like him nor do we behave in the same manner; else we would likely get fired. However, many of us show glimpses of Michael Scott every day. Look at how you behave and react in certain situations. Analyze how you communicate good and bad information. Examine how you treat your fellow team members or employees. Likely, you behave like Michael Scott in some small way. Improve yourself by acting the opposite (except in those very rare instances where Michael is compassionate or competent…but that’s not very often).