December 21, 2011

Is Your Leadership Style Encouraging or Discouraging Your Next Generation of Leaders?

The Millennial generation (born approximately between 1981 – 2000) is perhaps the most studied generation yet. And why not? This population (also known as “Gen Y”) is the largest American generation, estimated at 92 million, compared with 76 million Baby Boomers, according to Reuters.

And although they are the most educated generation to date, the Millennials are getting a rough start in a difficult economic climate.

This group will have an impact on our society and in our workplaces. They are our society’s future leaders. They are your organization’s future leaders.

Developing Your Young Leaders

Your organization’s sustainability depends on growth – and leadership is, essentially, the wind beneath the wings of organizational growth.

Senior leaders may struggle at times with what they see as a “gap” between the generations. Each generation has its unique style, values and expectations. But this, of course, is nothing new. As Socrates (469 BC – 399 BC) said in his day, “Children today are tyrants. They contradict their parents, gobble their food, and tyrannize their teachers.” It is truly human nature for each generation to misunderstand the next group coming up.

As a progressive leader, you can bridge that gap by seeking to understand, and by being willing to adapt to change.

Typically, Millennials (who were molded by their Boomer parents):

• Desire frequent, in-the-moment feedback and recognition

• Are highly savvy with and comfortable with communication via technology

• Multi-task with great aptitude

• Thrive on the collaborative sharing of contributions and ideas

• Want autonomy – to figure things out their way

• Seek meaning and purpose in their work, to feel they have an impact on the end product

• Want a well-balanced lifestyle – work is not everything to this group

• Are not always motivated by a hierarchical career path. They want to evolve their careers, want new challenges, but “bigger, better, more” is not the only viable path.

You may or may not appreciate these qualities, but the key is to find common ground and to embrace the differences. And know that your own leadership style is a potent factor – your manner of leadership will either encourage or discourage these budding new leaders.

Leadership Style Check-up

As you consider your role in shaping young leaders, first look to your own leadership style. Most generations, especially the Millennials, respond better to an Influential Leader style than to a strictly hierarchical, control and command approach. Today’s great organizational leaders have an understanding of the impact their personal and positional presence has on their ability to lead. They are masters of their influence. They lead from the inside out.

Influential leaders have a keen awareness of:

• Their cores values and beliefs

• The impact they have on others

• How their communication style influences others

• Their use of personal power, relational power and hierarchical power

• How their presence draws others in

• The power of their internal dialogue

• The source of their unique personal strengths

• What it takes to maintain life balance

• Their ability to make choices

Cultivating your own Influential Leadership style is vital to engaging all of your staff, and will appeal particularly to your younger workers. Consider this: Are you creating an environment that encourages them to want to become leaders in your organization? Becoming more aware of your style and what motivates up-and-coming generations will help you set a course for your company’s future growth and sustainability.