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 insights so that when you suggest change ideas, you're not dismissed as a Millennial know-it-all.
The fashion for "Authentic Leadership" is one such fad from which people are still recovering. It gave license to men like Fred Goodwin to vent their dysfunctions as idiosyncrasies. As CEO of the Royal Bank of Scotland was autocratic. When the bank was at the centre of the crisis in the UK, he was slow to apologise. The British taxpayer picked up the bill for his failings and Millennials will carry the debt into middle age.
Turns out that Fred the Shred wasn't authentic, he was obsessive. He indulged his egotistical nature and didn't learn to be genuine with his employees, investors or his family. The facts of his leadership did not match the truth.
Tools like Enneagram and Myers Briggs are a first steps to Millennials as genuine leadership, which is a core value of your generation.
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