The New Style Of Millennial Leadership Is Emerging In The Workplace
Millennials have been the largest segment of the American workforce. Companies should consider changing or updating their leadership programs to include development plans for young leaders. Companies must also understand how millennials define “success” compared with older generations. Millennial leadership prioritizes work-life balance, wants flexible hours and locations, and values feedback more than other generations consider when developing leadership plans.
To help your company prepare for the rise of millennial leadership in 2022, ask other employees—of different generations—what they would like to see in a new leadership program. Also, consider how you would like to develop as a leader over the next few years. What are some areas where you could use improvement? What is your vision for yourself? What you do now will determine your professional future later.
The rise of millennial leadership
This generation will bring new leadership styles and unconventional ideas that will change the way businesses are run. You will be pushing back on your company’s status quo. When you do, the question is whether you’ll have a solid business case to back up your ideas or end up bringing ideas to the table that could hurt a company.
To be ready for this new leadership style, managers need to understand millennials and offer flexible work and training programs that appeal to people from this generation who might want to work for them.
What comes with millennials’ leadership?
There are diverse variances that come with millennial leadership.
Here are five ways their leadership style will impact the workplace:
1. Goodbye cubicles! Millennials want to work in open, collaborative spaces where they can feel connected and supported.
2. Multitasking is their middle name. These digital natives have no trouble juggling multiple tasks simultaneously (they have been doing it since childhood).
3. They are creative. Forget about a linear, chronological approach! Millennial leadership thinks outside the box to find innovative solutions.
4. They are team players. No man is an island—millennials know this and excel at working as a team.
5. They are not afraid to ask for help when they need it, more often than you think!
Communication is essential for millennial leadership.
Personal and professional success depends on communication. Consequently, it would be best if you learned to communicate when dealing with millennials at every step of the way. Having good communication skills will make a difference in how far you can go. You cannot be successful if you don’t communicate effectively.
What does “good communication” mean?
Millennial leadership understands that having soft skills allows them to interact with others and comprehend their environment. It means being able to speak clearly and confidently so that others listen. It means asking the right questions about problems to get the answers needed for success. In short, it means knowing how to work with other people well enough that they understand you and want to help you achieve your goals.
Millennial leadership has pushed boundaries and forged a new way of working. They will be more agile, mobile, and flexible than their predecessors. Thanks to technology, they can stay connected, have a better work-life balance and happily work remotely. They are globally minded and understand the importance of diversity. This means that they are open to new ways of doing business, communicating, and cooperating with others – no matter how different from them they might be.
Millennials are risk-takers; they are likely to be entrepreneurs. On the other hand, older generations tend to play it safe, which is why workplaces remain bland. The millennial leadership style prefers a flexible work environment where they can work from home or while traveling. Millennials prefer to work remotely as often as possible, using digital tools and applications to collaborate with their teammates. Millennials are constantly connected and working, whether on vacation or late at night.
Millennial leadership is inspired by their work and the work of others. They aspire to have successful careers, but not at the expense of their family or social life. While millennials don’t shy away from competition, it’s not their primary motivator (unlike baby boomers).
Millennials are unconventional. While they acquire primary education, they prefer to earn quick bucks by enhancing their quality of life. Their education and cognitive skills make them very good at technology and communication, so many expect to move up their jobs right away, no matter how long they’ve worked.
Have you ever felt like your work didn’t matter? Did you feel like the decisions you made, or were asked to make, had no point? Well, that feeling is familiar across corporate America. But there’s a way to combat it—and it starts with purpose.
Purpose drives success. According to a Harvard study of millennials in leadership positions, 90 percent of leaders with a clear sense of purpose report higher satisfaction in their lives and careers. And when companies have employees who are satisfied with their jobs and challenged by meaningful work, business success naturally follows.
Enterprises operating with a sense of purpose and clarity will drive innovation and capture new markets more effectively than companies that don’t explicitly define their purpose. This isn’t just about creating an inspiring vision for the future—it is about establishing values that guide decision-making.
Leaders welcome change
It is central to supporting leaders to facilitate their transition as they take on new roles. You can take some of the following steps to be a leader.
Be welcoming. The millennial leadership style brings different ways of thinking. Although a shift in leadership can be stressful, millennials have got it covered. It is vital to ensure that new leaders feel welcome. Let them know that their voice is valued and encourage them to share ideas.
Learn the lesson. Listen to your seniors and elders, and pay attention to their life experiences. Mentorship is an effective way for current senior-level employees to pass along knowledge and experience from the previous generations of leaders. But it also gives the millennial leadership style a chance to teach new approaches and methods of doing things that may not have been tried before because they hadn’t yet come into the workforce.
Millennials are a large and growing workforce segment, and that trend isn’t likely to change. Companies must remember this when it comes to leadership development. Encourage cross-generational mentoring as an easy way to help millennials learn and grow as leaders. Consider creating a program that allows all employees of all generations to develop their leadership skills. Millennial leadership may not be the most senior workers at your company right now, but they will be in just a few years—which means that the millennial leadership style will soon start popping up everywhere.