Lessons on Leadership for the Young Ones

Leadership Lessons for Millennials

Millennials are the largest generation of the last year and they are finally old enough to be leaders. What kind of leaders are they going to be? Are they ready for the ‘commitment’ that leadership brings with it? Are they prepared for it?

Organizations and leadership structures have evolved in a big way. In most new age enterprises, hierarchies are mostly flat and managers are no longer the invincible creatures they used to be. In light of the new work dynamics, it will be interesting to see how this information-hungry, scarcely-loyal, purpose-driven generation would face the challenges that come with first-time leadership.

The generation that was once considered immature is now inheriting leadership positions that it has both aspired after and dreaded equally. Being a new leader requires a completely different set of skills than those that are needed as an individual contributor.  It requires adjusting to a leadership mindset, understanding how to hold other people accountable for results, and empowering a team of diverse, individuals to strive for a common goal.

What the Does the Surveys Say?

According to The Deloitte Millennial Survey, 63 per cent of Millennials agrees that they do not have the proper training to be leaders and are not confident about being leaders. In fact, the way Millennials perceive leadership is very different than what it meant to the previous generations. They want to be leaders who are not authoritative but inspiring, who are not restrictive but empowering. Their leadership style is informal, uplifting and trusting.

Having said that, one of the biggest challenges is that the Millennial generation isn’t investing enough time at one workplace to assimilate into its culture and align with the organization’s goals. Attrition is a big issue for this generation as its priorities differ greatly from the ones of its previous generation.  The Deloitte report finds that Millennials and Gen Zs, in general, patronize and support companies that align with their values; many say they will not hesitate to end relationships when they disagree with companies’ business practices, values, or political leanings. Millennials are also generally full of distrust for the economy, the society and politics. This is partly because they grew up in the recession of the 2000s and have a different set of ambitions than the earlier generations

The Positives

Even so, there are a bunch of things that work in the favour of Millennials; they are wonderfully human, they are internationally experienced and well educated. And they are also one of the most adaptable generations ever. If given the right direction, Millennials can make for effective leaders who can inspire the team to achieve more and empower them to excel.

One of the biggest pitfalls for new managers could be the mindset. Most of them struggle to immediately re-prioritize their values away from contributing individually and towards facilitating the contribution of others. In other words, first-time managers tend to still think about challenges and projects as what they need to “do” vs. how they can “lead” others to accomplish the tasks.

The Reality

Changing that mindset is difficult because it requires constant reflection on daily responses to workplace situations. It is only through this reflection that self-awareness ultimately changes the mindset. How well a leader connects with their team has a direct impact on how engaged the team members are at the organization.

In fact, the research identified the manager-employee relationship as one of the key factors in creating an engaged workforce. Leaders who can create more confident, empowered, enthusiastic and inspired teams will have higher levels of productivity, collaboration, and retention.

Yet, it’s not enough to just know how to engage employees. New leaders must focus on making engaging their teams a daily habit, making it a priority in each and every interaction they have with them so they are able to develop meaningful relationships.

The employee engagement research also provides insights into how employees feel and the emotions in the workplace that can act as a leading indicator of engagement.

Is Upskilling the Key?

As a first-time manager, Millennials will need to focus on building an environment that evokes four crucial emotions: Confidence, Empowerment, Enthusiasm and Inspiration.  To help them build these emotions, it is important that their upskilling journey is tailored according to their specific needs.

A learning journey that involves a focus on communication, accountability and self-awareness that links the individual purpose to the higher purpose will help Millennials integrate better in their roles.

Organizations must also concentrate on giving Millennials enough opportunities for self-development and challenging tasks to retain and engage them. This generation prefers to develop their career through a combination of self-driven online learning and organized upskilling programs that let them find their leadership style. For a generation that believes in doing well by doing good, leadership isn’t just about ‘climbing the ladder’ but about truly making a difference.

Source: Entrepreneur

Leadership on show

More on “Winning Well”

The model doesn’t require coercing people to perform for short-term results. Instead, it focus more on formula for “sustaining excellent performance over time” in a positive work environment.

The formula rests on the four foundation principle:

  1. Confidence
  2. Humility
  3. Results
  4. Relationships

Confidence comes from knowing our own strength and talents and understanding how they enable us to make positive contribution. When we believe in our own abilities, we can do a better job of giving and receiving feedback because we know that we can handle whatever comes our way.

With humility, we can focus on other people and lead with the goal of enabling them to succeed. We also should acknowledge our own mistakes and welcome different points of view. A narrow focus on short-term results damages morale and fuels burnout. Yet, concentrating only on relationships can inhibit you from getting the most from your staff.

Sound leadership calls for striking the right balance.

“Inspiration comes from connecting people to meaning, purpose and their own ability to succeed.”

Clearly describing the work the team needs to produce and how that specific goal fits to your organization’s objectives. Develop a straightforward plan for achieving the results you want, and outline the actions your staff needs to do to bring the plan to fruition.

Working toward mutual goals requires collaborating, functioning as a team and knowing that everyone are all on the same quest.

Hold yourself and your team accountable for each shared “commitment”.

(Book) Winning Well

I have been rather busy this past months, mostly due to business travel and offshore duties. So, book time has been reduced significantly. Has some fun while travel, lots of good food, hence, my #365days challenge took a hiatus.

The book prescribe giving equal weight to four pillars of sound leadership

  1. Confidence
  2. Humility
  3. Results
  4. Relationship

This aims to create a positive environment and generates long-term results while energizing your subordinate, recognizing their achievements and fostering their sense of fulfillment.

Among key points from the book include the needs for managers to specify their expectations, provide resources, reinforce priorities and acknowledge success. Also, need to be clear about the decision-making process and who has the final word.

Don’t micromanage but rather delegate results so workers can improvise and innovate.

When giving out praises, make sure to make it in a focused recognition style. Meaning, recognize success with praise that is pertinent, detailed and “meaningful”.

The purpose of meetings is to decide what must happen, who’s responsible for it, what the deadlines is and how the team will know it’s done.

Make use of the “INSPIRE” framework to guide evaluative conversations with individual employees about accountability, performance and productive behaviors. In case you are wondering, the term “
INSPIRE are acronyms for – Initiate , Notice, Specific Support, Probe, Invite, Review, and Enforce.

However, creating a work environment which can unleash and develop employees internal motivations are crucial, and can also be challenging. Everything needs to be in place, from the talent pools to the resource availability. This reminds me of Ray Dalio’s The Principle, which suggest, getting rid of those who didn’t fit the team is the best for all involves. Yet, most managers nowadays, can’t simply wield the sword, basically due to lack of autonomy or again, talent pools or resources.

End of the day, we must make do with what available to us.

However, another principle from Ray Dalio‘s masterpiece which I truly love, brutal honesty and transparency. Which would greatly encourages honest feedback, encourage vigorous debate.

Peter Drucker on Fundamental Change of Leadership

Photo by Suliman Sallehi on Pexels.com

Peter F. Drucker said,

“You have to learn to manage in situations where you don’t have command authority, where you are neither controlled nor controlling. That is the fundamental change. Management textbooks still talk mainly about managing subordinates. But you no longer evaluate an executive in terms of how many people report to him or her. That standard doesn’t mean as much as the complexity of the job, the information it uses and generates, and the different kinds of relationships needed to do the work.”

Don’t keep this to yourself. Share it & Tell the world.

Also, checks these awesome pages

1. How to Lose Weight?
2. Book Review & Summary
3. Personal Development
4. Health & Fitness
5. Islam
6. Oil & Gas
7. Product Reviews
8. Downloadable
9. Privacy Policy & Disclaimer
10. Contact Info
11. Recommendation
12. Making Sense of Deals

Dare to be DIFFERENT

Photo by Markus Spiske temporausch.com on Pexels.com

Dare to be Different

I’m different to most. Very different. But although it can be a weakness, at times it also a strength. Depending on the context.

Some of my friends even describe me as “terrifying” when they first met me. But after knowing me better, they seems not to fear me anymore.

It might seems silly, to me at least. Since both my wife and kids doesn’t seems to fear me at all. And it kind of a good thing really. I don’t want to be feared.

We are all unique, nobody is build 100% similar to others, therefore, capitalizing on what’s make us unique would signal our separateness as a leader, and motivates others to perform better.

Followers tend to push themselves more if their leader is just a little bit distant. But, that also depend on which type of leader you choose to be.

Just as in football, consider the difference in approach and leadership of Jose Mourinho and Ole Gunnar Solskjaer (OGS) at Manchester United. Both are great leaders with different approach. Although you might argue, OGS has better results but Mourinho has better track record. As I mentioned earlier, Mourinho leadership style might not work well with the Red Devils squad, but it work well at other clubs. So, adaptability is also important, but then again, we never really know what’s going on behind the scene.

Quick Tips

  • Don’t overdo it. Make sure you become the pack leader, not the pack outsider. Be akela not shere khan ! (Note, if you have no idea who akela and shere khan are, watch the Jungle Book)
  • Distinguish yourself ! Make sure you are the gold standard for dedication and qualities. Among great qualities would include the likes of imagination, expertise and courage !
Don’t keep this to yourself. Share it & Tell the world.

Also, checks these awesome pages

1. How to Lose Weight?
2. Book Review & Summary
3. Personal Development
4. Health & Fitness
5. Islam
6. Oil & Gas
7. Product Reviews
8. Downloadable
9. Privacy Policy & Disclaimer
10. Contact Info
11. Recommendation
12. Making Sense of Deals

Sensing what others feeling

Photo by Pixabay on Pexels.com

Become a Sensor

We need to work on our ability to collect and interpret subtle interpersonal cues and detecting what’s going on without others’ have to spell it out.

I’m not particularly good at this. Plan to learn this this year. Be sure to stay tune, I might update my notes here soon.

Don’t keep this to yourself. Share it & Tell the world.

Also, checks these awesome pages

1. How to Lose Weight?
2. Book Review & Summary
3. Personal Development
4. Health & Fitness
5. Islam
6. Oil & Gas
7. Product Reviews
8. Downloadable
9. Privacy Policy & Disclaimer
10. Contact Info
11. Recommendation
12. Making Sense of Deals