Who's Your "Go-to" Guy?

I have come across many different types of people in my field of work and I think one of the most important things I've learned about business is this - a jack of all trades usually really is a master of none. The plain fact is - we all have areas of weakness in business. We all have different skill sets and different areas of work that we enjoy. As I sit back and think about some of the top executives and business people I know, I have come to realize that they do not have all the answers. In fact, I have discovered that they are incredibly skilled in one or two areas, but that they keep the people around them that can help fill in the gaps in the areas which they lack knowledge. These are their "go-to" people. The people they keep nearest in their circle of professionals. These are the people who are most trusted to provide sound, objective recommendations on minor or major situations. I've discovered that it is very beneficial to have a go-to person for each of your major areas of weakness - someone who really has a skill for that area and feels confident and comfortable providing feedback. Most importantly, these key individuals in your inner circle must accept your inabilities and not judge you for your lack of skill, but be willing and excited to help you develop and grow. Who is your go-to guy? Who are the people in your inner circle and do you have a reference person for your biggest weaknesses?

Ageism in the workplace; Expectations of younger staff

Early in my career I had the opportunity to observe the characteristics of organizational structures within the workplace. It became evident to me that younger employees are sometimes expected to work harder and for longer hours than their older co-workers. Whether intended or not, many employers and managers assume that because a younger employee is in fact, younger; that they have no personal lives to tend to after the work day ends.

I have witnessed several occasions that managers have pressed younger staff, (generally between 20-30 years old) to stay extra hours in order to get a project done or to provide company while the manager stays the additional hours. Of course, this is a completely unfair assumption by any supervisor. It can be quite the opposite for a younger employee. It's very possible that they may have parents to tend to, pets, siblings, children, or other personal obligations that they have chosen to keep private from their supervisors. My feeling is that all employees should really be treated equally in this matter. It should not be automatically assumed that a younger employee has the additional time to dedicate regularly or unexpectedly to the job.