Do you negotiate the New Year transition gracefully?
But do you actively empower your younger leaders?
You want to promote innovative thinking and achieve a vision. But failing to support the millennials in your organisation could cost you your best talent…
With unique qualities, such as being collaborative and driven by a strong sense of purpose, you can’t leave them out of the equation.
Not convinced? Here are 6 reasons why leaders need millennials to achieve a vision.
Millennials are open to change
Emerging leaders grew up in a world of fast-paced technological change. They know a trend can only last for so long, and crave “the next big thing”.
Unlike their elders, this generation navigate change easily; they see it as a way to connect and grow.
The path to achieve a vision is supported by engagement and communication. Therefore, having dynamic people on board, ready to act as spokespeople, is an asset. Rising leaders are likely to embrace the strategic message early on, and will use their sense of connection to strengthen bonds.
Their sense of purpose can help achieve a vision
Why do executives start the year communicating strategic plans and a strong vision?
A sense of innovation and progress ignites emotions, such as excitement or curiosity. And did you know emotions have more impact on motivation than financial rewards? Emotions make things personal, and drive our sense of purpose.
Young leaders need that sense of purpose to perform. Give them a strong vision, supported by strong values such as development and value creation, and you’ll get them fired up for months!
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The next generation experiments constantly
There’s no doubt about the power of experimentation in creating success (if this wasn’t true, Google, Netflix and Slack would not exist).
You can’t really achieve a vision if you follow a straightforward path. Trial and error are a necessity, so why not make them part of your ‘best practice’?
Related – infographics: 10 fears holding leaders back to change
Younger resources can be the element of flexibility that a team needs. They will have fun experimenting. They will encourage everyone to find a better way to operate. But not only that. An important dimension of engagement for millennials is to show them how they can grow, learn, get new skills. A controlled trial and error process is the perfect way to start.
Rising leaders value collaboration above all
Besides having communication at their fingertips, millennials can’t envision a world – or a workplace – without collaboration (they would not seek so many meetings and feedback loops otherwise).
The strongest force for achieving a vision is collaboration at all levels; it pushes work forward. A lack of ownership over executive, plus teams who don’t work together, is the exact recipe for failure.
Having younger staff who think “tribe” and not “silos” can come in handy to get everyone together. Your millennials will spontaneously call for meetings, check for understanding and ensure the participation of all partners.
They can take risks
“A ship is safe in harbour, but that’s not what a ship was built for” ~ William H. Shedd.
One of the greatest hurdles in achieving a vision is accepting the risk of change. However, as we grow older – and wiser – we tend to avoid risk-taking. Mostly because experience has taught us a few “lessons” which we incorporate into our decision path.
Younger team members think differently. They like challenge, take risks safely and see failure as a way to grow. Therefore, they will immediately seek alternative solutions if things go wrong.
This could be helpful.
Millennials are instant communicators
You might not understand why your junior is texting you at 8pm to “share an idea”. But when you need to overcome obstacles, IM (instant messaging) is useful.
Younger leaders will not hesitate to share information or seek confirmation. When you know that operating in silos reduces efficiency, increases costs and kills creativity, you’d certainly want transparency as part of your team’s culture.
To achieve a vision, transparency at all levels will save you time. With younger employees constantly in conversation (thanks to technology), you can count on them to share as much information as they can, be it inside or outside of the team.
A vision is a must-have for all leaders. But strategy only becomes reality if a team can execute it.
The young generation has unique qualities that, too often, their seniors overlook, waiting for them “to be ready”. With a strong sense of purpose, the will to experiment and appetite for coaching, emerging leaders are only missing one thing to become the best asset in your master plan…
The trusting space to do so.
Are you a millennial left out of strategic plans? Tell us the story in the comments below!