Teach Millennials How To Be Great Leaders

When we think of great leaders we think of people who have leadership qualities like goal setting, inspiration, dedication, honesty, trustworthiness and so many other positive qualities. Millennials on the other hand are often described as lazy, entitled, selfish and many more negativedescriptions. However, when the right Millennial is hired for the right job these descriptions are not valid… especially when they are mentored by a great leader.

If you are a great leader it’s likely you learned it along the way from a combination of opportunities like:Leaders Values Millennials

  • Trial & error.
  • You had great mentors.
  • You studied / read leadership books.
  • You paid attention to good and bad examples of leadership.

Very few people are natural-born leaders. Lets not cast aside Millennials as hopeless. Instead, lets intentionally teach / mentor Millennials how to be great leaders.

When you have the right person in the right job, Millennials (like most people) are self-motivated and full of potential. So it’s up to their parents, professors, HR professionals and managers to make sure they are demonstrating the best leadership qualities for today’s ever-changing business market.

The challenge for them is to not learn poor leadership styles some of us have had to un-learn from that one really bad boss we once had. You know, the boss who had the Top-down / Carrot-Stick leadership style poplar post WWII when jobs were linear, repetitive and boring. The reality is that today most jobs are far from linear, repetitive and boring.

What are some of the lessons we have to make sure we are both
using – and teach Millennials how to be leaders?

Here is a list of 6 important lessons that will help teach Millennials how to be leaders.

1) Help Them Recognize Their Values And Their Importance

Most Millennials have wonderful values like compassion, charity/philanthropy, creativity, collaboration and achievement… and are not usually strong on values like conformity and tradition. Learning to recognize their strengths and values… and the strengths and values of others (and the organization), is critical to them being a great leader. Help your Millennials by teaching them the importance of values when making decisions and communicating.

When the time comes for your organization to review your mission, vision and values, let all of your employees contribute to your mission, vision and value statements. Demonstrate that great leaders make sure everyone have a respectful opportunity to contribute.

2) Be Their Mentor – Not Just Their Boss

The best leaders are effective because they know what they are best at and they lead with those skills. To create effective millennial leaders we must help them first understand their own gifts and talents. Help them identify what these skills are so they can use them to make informed decisions. Help them also see their gaps not as failures – but as opportunities to rely on (and develop), other people.

3) Be Authentic And Transparent

Authenticity and fairness come naturally to most Millennials. They grew up being encouraged to explore their individuality and to accept others for who they are no matter of their differences. As their leader, demonstrate that being authentic and transparent is important in their professional life.

Show Millennials that what they say and what they do matters and will be respected – especially in difficult times or during difficult conversations.

4) Be Trustworthy

Autonomy ranks very high on a Millennials list. Sure they love working in teams and are some of the best / least territorial collaborators… and yet, like most of us, Millennials love some independence. Trusting individuals to control their schedule is important. They will also enjoy when their collaboration team enjoys some project autonomy.

By trusting  Millennials (and other generations), you deepen commitment by demonstrating your respect for them and their opinions / talents.

5) Be Confident… And Flexible

Being confident about goals and objectives is terrific – but being flexible is also advantageous. Great leaders know that other people’s ideas and experiences often bring an approach and creativity that wasn’t previously considered and may make the project even better. This also supports your plan to offer employees more autonomy.

6) Teach Millennials How To Listen

Millennials love to learn – so remind them they can’t learn while they’re talking… only when they’re listening. Great leaders understand how powerful listening is in building relationships and respect.

Teach your Millennials not just to listen, but to demonstrate they are listening and care about what they hear. Like any good news reporter, encourage them to ask powerful questions… and to listen to the response.

Conclusion:

Millennials have the ability to become great leaders. We just need to teach them to recognize and lead from their innate strengths, communicate effectively, listen well and be transparent in what they do. Start today and lets awaken the leaders of tomorrow!

Happy communicating, mentoring, motivating… and training.

Click here to join our priority list to receive our latest Business Communication blog posts.

If you enjoyed this post we think you’ll like:

 

Bruce Mayhew Consulting facilitates courses including Business Writing, Email Etiquette, Time Management and Mindfulness.

Bruce Mayhew on Canada AM

Click on the image to watch us on Canada AM.

Find answers to your Professional Development questions / needs at brucemayhewconsulting.com.

Call us at 416.617.0462.

View Bruce Mayhew's profile on LinkedIn

Bruce Mayhew Consulting

I’d enjoy reading your comments on this post.

Advertisements

How To Motivate & Mentor Employees: Reward Is More Than Salary And Bonus

‘Work’ in general is becoming more interesting and less repetitive. We are living and working in a Digital Age and many of today’s jobs didn’t exist 10 years ago, and how we accomplish the jobs that do still exist has been rewritten. If this isn’t exciting enough, our workforce is also changing:

  • Boomers want to stay relevant and current – and also want more flexibility to enjoy their families and everything they’ve worked hard for.
  • Gen Xers want to make their mark and drive change while also keeping focused on their families and work/life balance.
  • Millennials (Generation Y) have entered the workforce and four of the many things they value are continuous learning, wanting work that’s meaningful, wanting to feel a sense of accomplishment and they want autonomy.

So in general, it’s fair to say that employees (even Boomers and Gen Xers), want to do work they feel passionate about. And this is a good thing… but requires us to learn how to manage and motivate employees (and ourselves), differently. And yet, many Boomers (still the largest group of Business Owners / Executives / Managers), have a challenge managing and motivating their employees – especially Millennials at work. For example, they give Millennials a job AND pay them… and wonder why they quickly become bored, want more and/or leave.

Times Have Changed: Motivate and mentor employees differently

Times have changed and Millennials and the emerging Gen Z are going to keep us moving forward. Millennials at work do want more… and so do most employees of all ages. The one thing to remember is that we all excel when we do work we are interested in. That’s the key.

We all excel when we do work we are interested in.

It’s like when we start a new job – we are excited – we are learning new things and meeting new people – we are creative – we ask questions – we even innovate… and then we get bored. The same happens with Millennials except their timeline is usually in months not years. So, how to do managers keep ALL employees of different generations excited? They have to motivate and mentor employees differently – and more specifically, they need to reward differently.

Here’s the thing… traditional reward and recognition systems are salary based with (hopefully), a raise and/or bonus every 12 months. Unfortunately money doesn’t motivate today’s employees for long.Reward As Money

Reward Is More Than Salary And Bonus

Traditional reward systems (salary / bonuses), assume that work is not inherently enjoyable; and 30 years ago most work wasn’t. But our work has changed in the Digital Age and we’ve all changed… we want to enjoy our work.

As Leaders, if we want a motivated workforce who produce at a high-level, more and more money is not an effective strategy (and is the most expensive approach). There are many intrinsic motivators that are rarely used that are proven to increase creativity, productivity and loyalty… and have little/low-cost, like C.A.R.P. motivators:

  • C – Competence / Mastery… learning new things – gaining experience and/or using an expertise.
  • A – Autonomy / Choice… like what to work on, when and how
  • R – Relevance / Purpose… why the work is meaningful – important
  • P – Progress… what they are doing is adding to the greater good (the what to the why answer)

Studies have proven that external rewards like traditional salary / bonuses, can have negative impact on problem solving and creativity (as two examples). Why? Because employees soon learn to expect the ‘reward’ and often become unmotivated if/when they don’t receive the ‘reward’ when they expect it.

Alternatively, employees who feel passionate about their work and who feel supported by the low/no-cost C.A.R.P. motivation and reward systems will almost always become creative, higher-than-average performers. In addition, when employees feel proud and excited about their accomplishments they demonstrate greater organizational loyalty and think twice before leaving. And, feeling proud and excited happens all the time – not once every 12 months.

Want Proof? Here’s An Example – Daniel H. Pink writes in his book ‘Drive’

“In a 2009 study MIT study led by MIT Sloan School of Management’s Pierre Azoulay and his colleagues compared two different ways to incentivize creativity in the sciences. They examined scientists who received grants from the U.S. National Institutes of Health (NIH), which emphasis external controls such as “short review cycles, pre-defined deliverables, and renewal policies unforgiving of failure.” Then they looked at scientists at the Howard Hughes Medical Institute (HHMI), whose funding process “tolerates early failure, rewards long-term success and gives its appointees great freedom to experiment.” The result? HHMI investigators produced high-impact papers at a much higher rate than their similarly accomplished NIH counterparts.” Daniel H. Pink

Conclusion

In this busy, fast-paced work environment it’s important employers have confidence in their employees talent and give them enough autonomy to do their work and be proud of what they accomplish. Watching every move – double-checking every task is an ‘old-school’ way to motivate and mentor employees and will only slow down progress / productivity and make talented employees feel less professional and personal influence.

In addition, traditional motivation and mentoring systems will cost more both in money (salaries / bonuses), as well as the cost to replace unmotivated employees who quit after only a few months – or years.

Happy communicating, mentoring, motivating… and training.

Click here to join our priority list to receive our latest Business Communication blog posts.

If you enjoyed this post we think you’ll like:

 

Bruce Mayhew Consulting facilitates courses including Business Writing, Email Etiquette, Time Management and Mindfulness.

Bruce Mayhew on Canada AM

Click on the image to watch us on Canada AM.

Find answers to your Professional Development questions / needs at brucemayhewconsulting.com.

Call us at 416.617.0462.

View Bruce Mayhew's profile on LinkedIn

Bruce Mayhew Consulting

I’d enjoy reading your comments on this post.

 

Your Emotions And Actions Affect Employee Engagement

How do you feel? Do you believe your emotions and actions affect employee engagement?

Traditionally, showing your emotions at work was considered unprofessional. Thankfully things are changing and because of this so is the potential for increased employee engagement and productivity. Everyday more research comes out that demonstrates emotions like emotional empathy and compassion are powerful assets… not liabilities.Screen Shot 2014-12-04 at 5.59.57 PM

Organizations Benefit From Employee Engagement

Emotions drive greater employee engagement and a long list of benefits. For example, Gallup research recently published finding that highly engaged employees far outperform employees with low engagement by:

  • 10% on customer ratings
  • 22% in profitability
  • 21% in productivity

Gallup researchers also saw:

  • Significantly lower employee turnover (25% in high-turnover organizations, 65% in low-turnover organizations)
  • 28% less shrinkage
  • 37% less absenteeism
  • 48% fewer safety incidents
  • 41% fewer quality defects

Gallup Study Reference: http://www.gallup.com/businessjournal/163130/employee-engagement-drives-growth.aspx

What Is Employee Engagement?

I believe “Employee engagement is the emotional and professional commitment an employee has to add value to his or her organization, team members, clients/customers, environment and self. Engaged employees intentionally ‘lean into’ this symbiotic relationship.” Bruce Mayhew

How Does Employee Engagement Happen?

Employees may start off as keen or driven… but they remain engaged because the organization and their leaders/mentors create a safe, encouraging space that helps them use and develop their core competencies. One of the primary responsibilities of a leader/mentor is to manage the emotional well-being, energy and motivation of their employees.

Leaders/mentors also remind employees of the company mission, vision and values which helps them stay focused and make productive, smart decisions (which is especially important for Gen Z and Millennials).

Clearly, emotional intelligence (EI), plays a huge part creating the leadership and infrastructure that will support employee engagement. This also means that all levels of an organization are required to teach, support and reward employee engagement (Top down & Bottom up).

Conclusion

Leaders are valuable when they increased productivity, revenue and brand while decreasing or maintaining costs. The best way to do this is to hire and keep the best employees and help them deliver their best work.

Demonstrating emotional intelligence (EI) means recognizing, understanding and managing your emotions, and therefore [positively] impacting, encouraging and empowering the people around you.

How much would you spend on a marketing campaign that would increase your customer ratings by 10%, increase profitability by 22% and lower turnover by 25%-65%? Or, perhaps the question is, “Is this a good time to invest in your leaders/mentors?” 

Happy communicating and employee engagement.

Empathy Reference: Three Kinds of Empathy: Cognitive, Emotional, Compassionate by Daniel Goleman

Click here to join our priority list to receive our latest Business Communication blog posts.

If you enjoyed this post we think you’ll like:

Bruce Mayhew Consulting facilitates courses including Email Etiquette, Managing Difficult Conversations, Multigenerational Training, Time Management and Mindfulness.

Find answers to your Professional Development questions / needs at brucemayhewconsulting.com.

Give us a call at 416 617 0462. We’ll listen.

Bruce Mayhew on Canada AM

Click on the image to watch us on Canada AM.

I’d enjoy reading your comments on this post.

%d bloggers like this: