The impact these 76 million people born between 1980 – 2002 will have on the workforce is well-documented. Stereotypes aside, their numbers, creativity, passion and knack for technology make them a critical asset to any organization. However, they do think differently than we Baby-Boomer owners and many Gen-X leaders and managers.
Top 5 Traits Millennials Share With Entrepreneurs
Millennials get a bad rap, but are they really that different from any other generation of people?
When I stopped to think about the common millennial characteristics we hear about so often, I realized how many of those same traits are also prevalent among entrepreneurs. How we outwardly demonstrate these traits may look different, but at the core our values are shared. I believe this is an opportunity for tremendous results if managed from a place of shared values and effective communication.
Multiple Personalities Help Improve Team Dynamics
I have a client with two brothers on the leadership team, who disagreed about how to handle employee-challenge situations. The company has three locations with multiple shifts. Frustrations among midlevel managers were brewing when one of the leaders came across as harsh and cold over something that others considered to be a small issue. The trouble was that the leader didn’t have an awareness of how his actions affected the midlevel managers. They were frustrated, hurt, and demotivated by this repetitive behavior.
Stop Wasting Your Time Networking
How well do you swim? By “swim,” I actually mean “network.”
When business leaders network to meet new clients, they have a tendency to spend a lot of time and effort on it. In the end, many of them wonder what results they’re getting from all the effort. Unless you focus on target market networking, you won’t get the results you’re hoping for.
Are Your Actions Undermining Your Words?
Carl Jung famously said, “You are what you do, not what you say you’ll do.”
As clear and simple as that statement is, I’ve seen hundreds of otherwise successful leaders behave as though it doesn’t apply. If you want to quickly kill your company’s culture, consider making that mistake yourself.
Hold Your Employees Accountable without Damaging Company Culture
Many business leaders have worked hard to build their company’s culture, only to realize that they’ve created a culture without accountability. There’s a healthy work/life balance and employees enjoy being together, but productivity isn’t as strong as it should be and no one seems to be on the same page.
Many leaders are afraid of being “the heavy” and ruining company culture by suddenly holding employees accountable for their work. How can you create accountability throughout your organization without damaging morale?