Millennial Leadership 101: Success Setup Practices
What gives your work meaning?
That is seemingly the most important question that companies and recruiters, have to answer, to the new talent wave jumping into the market and professional life.
Millennials, is the first generation known for seeking purpose in their jobs, being empathetic and socially sensitive. Those news, met public lights under a shaking fashion, dubbing the Millennials with the nickname "Generation Me", highlighted by the incredible increase of social media usage, and exposure of their own lives at levels that exceed way more previous standards.
That interesting talent pool of people, have now moved into management roles.
In fact, more than 60% of millennials now have direct reports.
meaning that, real change within organisation and team levels is driven by their decisions.
Generation Z, the upcoming ones, known for prioritising purpose and well being over money, have already started conquering the market, especially the digital one, feeling way more comfortable using technology than other generations.
In a survey from Monster, 74% of Gen Z ranked purpose as more important than a pay-check at work.
The characteristics of those generations, reveal the direction we are heading to, in our business world. More, the level of impact that your job will have on your day to day life and even more, the footprint of it on the world stage (social purpose, environmental safety etc.) seem to be more important than money and the social status of succeeding in the corporate, ego driven world, which was the "world standard" till now.
Should we have a " New Modern " ?
In a world, where our working and professional self is no longer necessarily tightened to a 9 to 5 working routine, nor being restricted to a steady place or a four wall office, do you believe that old standards could fit in 100%?
Focus on the whole employee.
From free therapy, coaching and counseling to additional time off and wellness days or employee fitness programs, the pallet of "New Modern" practices on focusing on the whole employee can keep getting longer and longer. Although, what is standing in the middle of everything is helping people succeed not only in their professional lives, but maybe even more crucial, in their personal lives, too.
Feeling lost?
Read below.
The handbook of Success.
Below you will be able to find the 3 main practices of succeeding as a millennial leader, in case you are one, or even sharpen your knowledge about what is eventually in a millennial leader mind, in case you have to lead, coach or just listen and interact with any.
Spoiler Alert: BONUS Section.
By the end of the article, you will find in the 5+1 points guide of suggested practices, to PRIORITISE WELL BEING AND THE WHOLE OF PEOPLE, AS A LEADER.
First Practice:
|Transparency. The elephant in the room.
For generations that have grown up with all the world’s knowledge just a click away, access to information and openness are important. So, by the next time be mindful of:
1. being as open as you can, about the inner workings of your business.
Your direct reports should understand what’s driving your decisions, as a leader.
Use communication coding with your team, ensuring that the full display of information is there for your team.
Read our article about common pitfalls of a new leader, to get more about communication coding, get a template, to help you, too, by the end of that article.
2. Even more, reveal your thoughts and plans about their contributions to your decisions and to the larger organisational strategy and vision.
That's very crucial, as you have to remember, that those generations are prioritising the impactful and purposeful work over money.
3. Always, leave room and set aside some time for questions and feedback.
Try those: "Do you understand your role's contribution and why is important to our organisation’s/project's overall success?", or "Is there any other way for you to contribute to it?".
4. Provide context and Be Honest.
Provide with directions to recover in case needed (plan B). Things are not always getting the way we have planned, so for example, if you lose a sales deal, be honest. Provide analytical context and explain why you lost it. Also, set up a new direction and walk the talk, by suggesting a recovery plan, being open to reform it, based on your team's take.
There is an example: “Our competitors won the deal over us this time, but here’s what we learned and what we’re going to change to ensure that doesn’t happen again.”
Second Practice:
|The manage-free way.
That's maybe my favourite one, not an easy one, although.
Built personalised ways of being managed, with each of your members. Aim to:
1.provide your employees with the freedom to manage their own projects and schedules.
2.Help them set and reach their own goals, meet expectations, and deliver results on time.
Here is, where you have to switch from measuring the hours people put in, to what they put in the hours (read that once agin please).
So, focus on outcomes not to hours worked.
Also, show them the way by:
1. making your own calendar open.
2.Schedule gym time or short breaks during your less productive hours.
Be the role model of "outcomes matter more than the time spent sitting at a desk" behaviour.
Third Practice:
|Empower your team members.
A manager’s role should be to remove obstacles by giving directions on how to do it. A leader's one, should be to empower the team members in a way that they could overpass the obstacles by their own power. So, :
1.be patient. Excellence is coming with a price. Neither you or anyone else, have been in a sweet spot by not have passed from a sour one.
2. Always, deepen your discussion when it comes to problem solving, aiming to ignite an "ah-ha" moment to them, and solve the actual problem, not the first that comes in the discussion.
Tip for experts: Aspire the searching for solutions way.
Provide useful feedback or coaching, when those "ah-ha" moments rise up! Create the space for people to identify how they came to that end.
The more you can empower your team to figure things out on their own, the more those employees will feel pride and find meaning in the work they’re contributing.
Article Quote:
"Leaders must be close enough to relate to others, but far enough ahead to motivate them."
BONUS section💯
Growth Gift: Prioritise well being and the whole of people.
A 5+1 points infographic to establish a space for success to Millennials and GenZers.
