Leading a New Generation of Leaders
“Beth, I’ve been a leader for a few years but I’m starting to wonder if how I lead is obsolete for the new generation of emerging leaders?”
I’ve been getting a version of this question more and more lately. So much so that I wanted to check out the accuracy of my thinking with other experts in the field. Here is the consensus.
The pillars of effective leadership haven’t changed.
These are:
Clear communication
Speaking your truth with empathy, compassion, and a focus on the good of the whole.
Curiosity and seeking feedback.
Self reflection, emotional awareness, and self-management.
Motivate, inspire, empower, and hold others accountable.
Factoring In New Generations
I was having a conversation recently with a leader of a large institution who was wondering what changes must be made to lead and develop people who are newly entering the workforce.
Do younger generations who are potential or emerging leaders need more consistent and direct feedback than ever before? Or have we all always needed more consistent and direct feedback, but it wasn’t a part of what leadership considered important?
I believe that the pillars of good leadership really haven’t shifted but the ways in which we bring some of those to life could use some updating and refreshing.
Clear Communication: Be intentional in the words you use. Be aware of biases or shortcut language that minimizes or stigmatizes members of the workforce. If you have not taken any workshops or training on equity, diversity, and inclusion, I recommend checking out The Adaway Group’s training on Whiteness at Work.
Speaking Your Truth: Be vulnerable. Don’t be afraid to say “I don’t know that answer”. And remember to reference the mission or vision of the organization often. It helps people to remember why they are contributing their unique strengths, talents, and expertise.
Curiosity and Seeking Feedback: The Power Paradox tells us that as people achieve higher and higher levels of leadership they actually seek feedback or the ideas of others less and less often. Hold listening sessions where people are free to share their ideas, ask their questions, and even give you feedback - without fear of reprisal. My book, “Mastering Feedback” has a very specific activity that helps you begin seeking feedback.
Self Reflection: Spend time reflecting on your leadership presence and the behaviors you are modeling. Are you stuck in the place of expecting the workforce to align with your needs, wants, and preferences? Or are you listening to feedback, reflecting upon it, and taking action where you can? Shifting culture begins with you.
Motivate, inspire, empower, and hold others accountable: Your role as a leader is not to make people happy but instead to create space and opportunities for everyone in your organization to develop and deploy their skills and talents. This level of empowerment leads to job satisfaction. When people are satisfied and fulfilled with their work, they tend to be happier at work.
One More Thing
The only caveat I’d add is that if your team is fully remote, you must be intentional about adding opportunities for connection between people who work in the organization. For remote employees, the opportunity for developing work-based friendships has gotten really narrow. There are fewer opportunities to collaborate across departments, or chat informally before and after meetings.
The research shows that many people stay loyal to a company in part because of the friendships they develop in the workplace.
Leadership Culture Starts with You
I encourage you to not only check in with yourself on how you are bringing the pillars of leadership to life in your own work but also how you are encouraging your leadership team, supervisors, and managers to do the same.
It is often not that your leadership is obsolete, but it does need a tune up and some shifting as the world's very real needs of the workforce reflect the shifts in our world.
Beth
P.S. If you’d like support with your current leadership, we are now accepting new coaching clients for 2023. Click this link to chat with me and learn more. http://NCDconsult.com/