Millennial Leaders

Loneliness has finally become a hot topic. Britain is thought to be the loneliness capital of Europe and millennials  to be suffering greatly. T he Mental Health Foundation  found loneliness to be a greater concern among  millennials ,  who feel lonely often; worry about feeling alone; and feel depressed because of loneliness. Loneliness a barometer of personal isolation. It is also an opportunity for millennials to rethink the status quo.  Organisation literature tends to view networks as incidental to wellbeing, but they're fundamental. The emphasis on networks as a professional tool misses their value as a place create deep and trusting relationships, to reflect on your life and connect with empathic listeners.  So what if, as millennial leaders , you were to use the experience of loneliness to re-imagine networking as the laying down of foundations for good-quality relationships?  Shaping organisational life is a good place to start. ...

To mark the birthday of Nelson Mandela , Google has created a  Doodle  made of his most famous quotes. What if millennials were to act upon the fact that: "What counts in life is not the mere fact that we have lived. It is what difference we have made to the lives of others that will define the significance the life we have lived". The word that catches is "significance" as opposed to successful. It speaks to aspiration not ambition. It is perhaps why personal development reviews are such an unsatisfying aspect of working life. It doesn't invite expansive thinking. If the millennial impact  on the workplace were to include personal significance, what would organisational life look and feel like? Use the tools for establishing empathy suggested in  Millennial Leaders Will Change Organisations - Where to Start?  to expand your thinking about organisational life under millennial leadership.

Millennials  are frustrated because they are rarely engaged to help organisations respond to change. It should not stop you from exercising change leadership thinking. For instance,   PWC  reports an acute need for technology-savvy talent: 86% of US CEOs believe advances will transform businesses over the next five years. Microsoft's  Satya Nadella , believes the transformation will be "mobile first, cloud first" in nature. Millennials enjoy an advantage, since this is your playground. So, as millennials,  prepare to shape the conversation; the pressure within organisations to catch on and catch up will grow.  Gather insights drawn from previous posts and p ractise strategic thinking. With fellow millennials , use your familiarity with mobile and cloud technologies to map out:  An appropriate new business model for your subject organisation A strategy for how you will get others in the organisation excited and engaged How people wi...

Research into the impact of millennials  on organisations carry a hint of anxiety. It is up to  millennials  to work through anxieties by finding points of commonality and building alliances across the generations.  An e mpathic approach, by a  derided  'me generation',  will be unexpected.  Millennials  know the financial and psychological effects of boom-and-bust cycles, but what was the impact on boomers and gen Xers?   It has contributed to significant job dissatisfaction that is having a lasting effect on attitudes about the role of work and its value in employees‘ lives. Into this space millennial  credibility for organisational change should be built.  Start by understanding the sources of discontents: a decline in lifetime employment prospects, diminishing advancement opportunities, stagnant or lower buying power, erosion of job benefits and the constant changes. T here is scant evidence of incumbent leade...

The 2008 global recession thrust millennials  into an era defined by anxiety. Left unchecked, your anxiety will soon become a chronic mindset which will extinguish your potential. Look into the life of most organisations and you'll see the implications. They model anxiety. Ingrained thought patterns generate low-grade fear and stall change with ‘what if?’ scenarios.  From this perspective, change management  postings are a cry for help: someone to take away the problem and come back with a neatly packaged solution. Observe your organisation from this perspective and you'll find evidence of: Self-doubt Wanting control of the future  Fear of failure Judgement of millennials  as the " Me Generation " is a futile attempt deflect a painful reality.  It requires you step back and evaluate their e xperience and the perspectives it brings. The answers cannot be faked, use it to your advantage. Conduct  a cost-benefit an...

Millennial disenchantment with the workplace is reflected in the fact that  over half of millennials  envisage starting your own business, despite the high failure rate. If this is your plan, remember that successful entrepreneurs cite a healthy disregard for the impossible and good networks as key to success. Social media gives millennials an array of networking tools but not the ability for build highly bonded partnerships. Understand your core millennial values and seek others who share the same values. It is a better use of your time than blindly networking. As millennials  you will have to disprove what is considered impossible. Invest time in finding your core group of millennial partners and build solid foundations upon which to integrate your life and work. Success built on knowing that goals align will generate an energy that will attract the brightest and the best millennial talent.

Millennials are optimistic despite a challenging start to adulthood in the wake of the Great Recession. It is remarkable. Despite concerns about debt, 72% of  millennials have confidence in their future and believe they can achieve their goals. And one day, millennials will occupy positions of power that will affect generations to come. The shock of your entry into adulthood is a grounding experience upon which to build your leadership.   E xamine the challenges you face as relationships between dominant and subordinate groups and evolve effective strategies in readiness to  debunk the old model of leadership. As millennials you seek a more inclusive leadership. The challenge will be not only be to replace an old with a new tyranny and learn to: " use group power responsibly, democratically and in defence of humane values. In this way, we can act together to resist tyranny – either one imposed by others or one made by ourselves. " – C...

As the effects of the global meltdown continue to ripple out, too many millennials are caught in the vortex and struggle with the prospect of failure.  J.K. Rowling has something profound to say to  millennials :   " Ultimately, we all have to decide for ourselves what constitutes failure, but the world is quite eager to give you a set of criteria if you let it  ... So why do I talk about the benefits of failure? Simply because failure meant a stripping away of the inessential ...  I was set free, because my greatest fear had been realised ... And so rock bottom became the solid foundation on which I rebuilt my life." Your expectations for your life  may have been dashed in 2008 , but it presents every millennial with an opportunity. Those who take it,will make good out of adversity.   Let your personal adversity be an opportunity. Take The New Yorker personal economy poll. It's aimed at Boomers but it is just as useful to   millenni...

Business is hip but millennials are wary of a stressed-out, corporate-ladder climbing culture.   Over half of millennials would like to start a business and one in five of millennials plan to quit their day job to start your own business, despite the fact that the odds are heavily against you. But it isn't irrational. Government shutdowns tell you how incredibly fragile the global economy is. According to Tribuna ,  American millennials face the highest levels of sustained unemployment since World War II.   Millennial Spaniards (56%) and Greeks ( 58% ) fare worse.  The unappealing prospect of remaining unemployed or working a low-wage internships inspire many millennials to embrace the idea of being your own boss. You know that an accelerating pace of work and insecurity defines tomorrow's careers. It informs a choice for happiness which e mployers are unwilling to confront honestly.  Only time will tell how a  millennial generation of e...

A Deloitte survey ,  reveals that most millennials  are not given leadership development opportunities in their organisations but opportunities exist. For instance,  millennials   can exercise leadership in a sphere where most older colleagues are intimidated - use of technology. As tomorrow's leaders , it will be necessary for you to shift outdated perceptions of what is possible. First millennials must learn to shape perceptions of what is possible.  The next time you are asked to solve a computing issue,  remember:  "Tell me - I forget, s how me - I remember,  involve me - I understand."   –Confucius As millennials,  you grew up with the computing revolution. In this sphere you are a legitimate leader .    Invite older people into your brave new world and involve them. Learn to build up older colleagues' confidence. Use it as an opportunity to explore different generations' relationship to new...

A recent survey by Deloitte shows that employers are that their efforts to engage  millennials  in the long term is insufficient. Deloitte’s 2014  Millennial   Survey  finds that a cross the globe, 70 percent of tomorrow’s leaders might ‘reject’ what business, as traditionally organised, has to offer.  M illennials  prefer to work independently through digital means in the future.   Barry Salzberg, CEO of Deloitte, urges businesses to respond to the threat and “show Millennials it is  innovative and in tune with their  world-view ” The fact is, over 25% of  millennials  are ‘asking for a chance’ to show their leadership skills and 75 percent believe their organisations could do more to develop future leaders. Don't wait to be given a chance. Read the  Millennial Survey .   S tart to network strategically.    Identify who in your organisation is addressing the issue of millennial retention. Use too...

Performance and improvement are huge issues in organisations. Blanket solutions don't work, yet they persist. Dave Brailsford , Performance Director of Britain’s professional cycling team, understood that it requires a detailed approach.  Millennials  can a lot to learn from his experience. No British cyclist had ever won the Tour de France; in 2012 his approach changed that. His idea simple: “1 percent margin for improvement in everything you do” means that small gains add up to remarkable improvement.  In 2014 Millennials are a significant force within organisations. The model has value for you individually but think collaboratively and it is impactful.  Individually, a meticulous approach self mastery is the most difficult first step of leadership . Ironically,  Millennials  you are regularly accused of lacking it by the same people who appear unaccountable for their own actions.  Self mastery is often depicted as control over emotions...

1. "Do or do not. There is no try. Only do.”   -- Frank Oz as Yoda, The Empire Strikes Back Therein lays the simple truth of the matter: If you want to do it, do it. Give it all you've got. I like it because it lends a sharp edge  Millennial  values and vision. Too many in middle aged are discovering there is a cost attached to a life misdirected towards the status quo. 2.   "It's supposed to be hard. If it wasn't hard everyone would do it. The hard is what makes it great."   --   Tom Hanks as Jimmy Dugan,   A League Of Their Own There is no option for  Millennials.  The struggles of today groom you for problem-solving skills and “opportunity lenses” to reframe every obstacle you see. The path takes a lot of work and self-discipline and courage. As Yoda said: "do or do not. There is no try. Only do".  Imagine what a  Millennials  generation that chooses to "only do" can accomplish.

Navigating a hierarchy is fraught with challenges, especially if you are new and a Millennial .  When speaking to managers and colleagues, avoid making yourself appear even more junior, entitled or betray your insecurity.  Give away phrases include: Does that make sense? t ells the listener that you don't fully understand the idea yourself.   "What are your thoughts?" is more inclusive Actually,  as in, "Actually, it's right over there" hints that they were somehow wrong.  Rephrase to create a more positive sentiment. Remember, as a Millennial you are perceived as young and inexperienced .  Just , such as saying "I just want to check if ..." can detract from what you're saying. It sounds defensive, a little whiny, and tentative. Omit them and you'll speak with more authority. Make countering the stereotype of   Millennial   a daily activity. "I may be wrong, but..."   reduces the impact of whatever you're about ...

Genuine communication involves the ability to establish a rapport. Close observation of organisation life reveals that it is rare commodity. As a Millennial , you can use this fact to your advantage. Most communication plans remain at the superficial level - direct speech.  Think of your organisations as a marketplace of interactions that have a cost and a benefit. Organisations are in transition from a command and control structure and norms are loosening.  Learning to covertly manipulate and evade these norms is a must for Millennials .   Download any selection of change management job descriptions and you'll see that most focus on 'communication strategies'; you know it will be missing the  wow factor. Self branding is familiar to Millennials  but almost unknown to the rest of us. Learn to make genuine communication part of your self brand .  To engage Millennials , businesses are advised to show that you're listening . Use your desire to advant...

As a Millennial and junior, it might feel as if  you have no influence. It should not stop you from behaving like a great leader. E nact your values to  t ell a story of possibility. Offer encouragement   when you see people are running out of energy or feeling down. Be generous, remind them of their strengths and skills or even roll up your sleeves and help them solve the problem. Millennials were raised in an atmosphere of encouragement in a way that previous generations were not. Be grateful w hen others make an effort on your behalf, however small. Watch fo r opportunities to do small, thoughtful things to show how much you valued their support. Use these opportunities to erode the assumption that Millennials are entitled. Offer hope w hen the going gets tough,   people want to believe that things will improve, and that growth/progress/success is still possible. Let people know that you believe in the team and that giving up isn't an ...

You don't have to be in leadership position to behave like  Millennial leader.   It all about attitude and consistency. Practice exercising leadership behaviours. Kindness beats niceness  to build a productive environment. Treat people with care and consideration, even when they don't reciprocate; leadership is self-control and the prejudice against Millennials is that they lack it. Respect not politeness  because words, tone and gestures show it. Everyone deserves the basic courtesy of your full attention and a recognition of  their worth. Be patience  Recognise that things take time to develop new skills or habits. Start with yourself. Set reasonable expectations even when you feel pressured. Keep others in touch but avoid pestering or getting in the way. Become a habit builder  in your team who introduces Millennial ideals one step at a time. Humour calms w hen all else fails. Help relieve tension before people are ready to give up; put ...

When confronted with bad leadership, it is easy to conclude that it will never change and leave. Employees interpret it as a problem of Millennial retention.  After all  Millennials,  were raised with mutual respect and you expected the workplace to be the same people.  If reality doesn't live up to hype of recruitment and  you feel ill equipped - don't   quit  or find creative ways to vent your frustrations via social media.   Continue your mapping exercise. Use the experience to see managers and colleagues as a product of past management fashions and change failures and you'll discover another aspect of buried resentments.  Speak to long serving colleagues about the craziness that predates Millennials entry into the workplace. Understand the bewildering shifts in direction colleagues and managers have endured. The impact of failure on relationships, performance etc. is profound. The more you understand, the deeper your ...

If you're not getting feedback from your manager or colleagues, be proactive. As a Millennial , you will see enormous change in the course of  your career. learn to manage yourself. 1. Make sure you are clear in your mind about: What your purpose is within a project Organizational goal your project contributes to Aspect of your organisation's mission being advanced by your project  2. Research performance indicators for similar projects and your tasks - as a Millennial you have the skills and confidence to expand your search. 3. Research examples of best practice and double check it aligns with your project 4. Clarify your personal growth goals and the learning outcomes for the project - image each challenge as a stepping stone to the Millennial leader you will become 5. Create a personal project delivery plan to meet project targets. Include project timeline, milestones and  your personal timeline and milestone reviews. 6. At each milestone, review p...

At Maya Angelou’s memorial, Michelle Obama summed up her leadership: “she didn’t just want to be phenomenal herself. She wanted all of us to be phenomenal right along side her. Millennials are phenomenal because you share Angelou's generosity. As  you prepare to confront daunting challenges, her poem, Still I Rise , sets out the  type of courage Millennials will need to truly succeed: “ You may tread me in the very dirt But still, like dust, I'll rise. ” At the time of market liberalisation, Peter Drucker   warned leaders that without full responsibility, power always degenerates into non performance. Thirty years later, whistleblowers like Greg Smith reveal a corrupted banking culture that colluded with the wrongdoing behind the global crises of the last 30 years. As Millennials enter the workforce, it is critical that you find the courage to confront wrongdoing when it springs up. Ironically, the once ‘ masters of the universe ’ industry faces the hig...

Millennials , the belittlement and exclusion you feel in the workplace is proportionate to the threat response you trigger. Fact,  Millennials are the most powerful generation in history. As customers you disrupted the music industry and you are revolutionising television.  Corporations are scrambling, readying themselves for the day that corporate governance built only on profit maximisation is discarded.  Before too long, you will flex your power as investors, civic and political leaders; n ow, you are in workplace. Meanwhile, leaders are being told that success in the 21st century demands leaders who will facilitate participation of diverse networks, anticipate change and shape responses.   For a generation steeped in competitive individualism, the concepts are mind boggling; it demands that leaders graft new behaviours onto values founded on competitive individualism? And then there is you ... Millennials imbued with the values that fit: collabora...

You will find that resistance to change  is most intense in  organisational cultures that have lost touch with changes taking place in society.   In a era of rapid change, it is most organisations, to some degree. Young Money  documents the disillusionment of eight Millennials during their first two years  of employment at leading financial institutions.  It describes a twenty hour day work culture and lives at the mercy of irrational, bullying older bosses; talent is meant to be torn down and task leadership consists of creating a fear of failure, not building trust. All but one, left to work elsewhere. Although an extreme example, it shows how such cultures reject attempts to change and end up  spitting out the newcomers before they can change the existing way of doing things. Yet, this aspect of organisational culture is hardly ever confronted in the literature relating Millennial employee retention.  Compare your experiences with ...

Employee burnout is rife but Millennial values and working practices are seen as suspicious. You need to build a picture of why? Boomers protested against the Vietnam War or oppressors before sinking into a mire of compromises . It took me years to understand that they honed conflict and competition into a fine art and that they operate on their terms. Gen X, always too small to mount a challenge, is shaped by the experience of ‘ downsizing ’ as economies liberalised. So, their focus is on their bottom line and autonomy. The Great Recession of 2008 and the impacts of globalisation will likely be the shaping experience of your generation . B anking is most vulnerable to disruption but all sectors anticipate Millennials will affect the way business is done. Leaders' anxiety reflected in the literature; it mostly articulates perceptions of Millennials based on anecdotes of managers or  consultants' recommendations. The impulse is to manage the emergent force, ...

In Forbes , Lauren Stiller Rikleen casts the friction between Millennials and Boomer managers as miscommunication. Her study reveals that Boomers believe Millennials value money when in fact you place meaning in your work and flexibility above money. The failure of retain Millennials is costing companies - big time, when workplace stress and some employees only " being present " is costed in. Yet, most prefer to cling to a c ome in early or stay late culture  than consider Millennials’ efficiency rather than time approach. To stand a chance of changing it, you'll need to a nalyse the burnout culture and why a 60% change failure rate is preferable to sharing the reins with you, the Millennial generation.