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22.02.2024

Wie hilfreich Alter sein kann und wieso es sich lohnt über seine eigene Haltung dazu nachzudenken

Noch vor wenigen Jahren wurde ich von einer Bewerberin telefonisch darauf hingewiesen, dass sie bereits über 50 sei. Ich sagte damals, dass das für mich keine Rolle spiele und war verwundert. Allerdings gab es immer mal wieder Freundinnen und Freunde, die mir damals sagten, dass über 50jährige es schwer hätten auf dem Arbeitsmarkt. Ich gestehe – ich habe das noch nie verstanden, wieso Alter so nachteilhaft von Arbeitgebern gesehen wurde.

Inzwischen freuen sich viele Arbeitgeber, wenn sie überhaupt geeignete Arbeitskräfte finden. Entsprechend spielt Alter nun eine nachrangige Rolle.

Herausfordernd ist jedoch, dass es Führungskräfte und Teams gibt, die zwischen „Jungen“ und „Alten“ vorurteilsbehaftet unterscheiden. Da gibt es „Alte“, die meinen die „Jungen“ seien nicht mehr leistungsbereit und hätten nur noch ihre Work-Life-Balance im Sinn. Ebenso gibt es „Junge“, die sagen, die „Alten“ seien nicht mehr auf der Höhe der Zeit.

Meine Erfahrung ist, dass der Fokus eine Menge ausmacht. Richte ich den Fokus auf das was ich sehen will, dann finde ich auch Hinweise darauf.
Entsprechend richte ich den Fokus maximal auf die Stärken von Arbeitskräften, sowie auf Themen, die sie durch ihr Verhalten einbringen.

Ein Beispiel?
Die Bewerberin von der ich oben berichtete wurde eine meiner besten Mitarbeiterinnen. Ihre langjährige Berufserfahrung an verschiedenen Stellen sorgte dafür, dass sie Arbeitssituationen schnell überblicken, einordnen und routiniert abarbeiten konnte. Da meine Abteilung schnell wuchs und entsprechend Abläufe immer wieder angepasst werden mussten, konnte sie zügig dazu beitragen, dass die Änderungen effizient in Verwaltungsabläufe übersetzt werden konnten. Herausfordernden Kund*innen- und Kolleg*innen konnte sie gelassen begegnen, da sie solche Situationen schon häufig erlebt hatte. Sie wusste, dass höflich-freundliche Sachlichkeit und Ruhe helfen, damit Themen nicht unnötig eskalieren. Gleichzeitig hatte sie immer Interesse an Neuem.

Ein weiteres Beispiel: eine Freundin ist bereits über 60 Jahre und hat sich auf eine neue Stelle beworben, die ihren Spezialkenntnissen entspricht und den Aufbau einer neuen Abteilung beinhaltet. Sie kann nun aus ihrer langjährigen Berufstätigkeit schöpfen und sinnvolle Strukturen aufbauen, der Abteilung ein Stück weit ihren Stempel aufdrücken und wird dann eine gut funktionierende Abteilung für ihre*n Nachfolger*in hinterlassen. Ich bin überzeugt davon, dass genau die richtige Wahl getroffen wurde, obwohl es um ein neues Thema und den Aufbau einer neuen Abteilung geht.

Was beide Beispiele eint, ist, dass der Blick auf die Stärken gelegt wurde und die Stellen dazu genau passten bzw. passen. Gleichzeitig bringen die beiden Frauen ein grundsätzliches Interesse an Neuem, an Verbesserungen mit.

Entsprechend versuche ich in meinen Coachings, Supervisionen und Beratungen die Gelegenheit dazu zu bieten sich mit der eigenen Haltung zum Alter und den Stärken der Mitarbeitenden oder Kolleg*innen auseinanderzusetzen, wenn es um Generationenkonflikte zu gehen scheint.

Was könnten Vorteile der jeweiligen Altersgruppe sein? Wieso vermute ich, dass das Verhalten der Kollegin oder des Kollegen mit dem Alter zu tun hat? Was könnte stattdessen dahinter stecken? Was ist ggf. gut an dem von mir als schwierig empfunden Verhalten? Wie gelingt es uns einander besser wertzuschätzen?

Wie ist das bei Euch? Welche Erfahrungen habt Ihr mit vermeintlichen Generationenkonflikten?

Admin - 12:48 @ Führung | 49 Kommentare

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