Marshall Goldsmith tells us this time about how it is important not to become attached from the fruits of our labor, as this can stop us from enjoying the process, making us focus only on the final goal.
As millennials are aging, they will be the trend setters for the recruitment industrie’s pathway and standards.
The above graph shows what millennials expect do be able to achieve once they reach leadership positions according to the continent they live in.
African millennials answered that their strongest desire is to be able to coach or mentor others. This is expected from a continent in which few have had the opportunity to reach college or university level studies. This wish is explainable due to the general existing desire to further develop the continent as a whole and give further opportunities to others.
Asia-Pacific on the other hand presents compressed preferences with the strongest being a strong desire to have higher personal earnings, very similar to central and eastern Europe.
A common denominator between Latin America, North America and Western Europe is that millennials mostly desire to influence the company which they work in. This can be understood through the point of view in which companies have already a longer tradition once compared to regions such as Africa or Middle-East, making it a strong wish of millennials to influence the companies which they have consumed products, making their contribution visible in the products offered as a result of their efforts.
The Middle-Eastern millennials display a different perspective on what they most desire once compared to all others: they want the power to make decisions! Interesting once compared to the rest of the regions, which this is a much lower ranking priority.
All regions have one low-ranking desire in common ffor leadership positions: Staff responsibilities. This can say a good deal about millennials in general in this aspect. They want the power to influence, higher earnings and even the chance to mentor and coach others, but don’t feel that they are ready for the staff responsibilities which may come along.
Do you think millennials are ready for traditional leadership positions?
BASED ON: Harvard Business Review
1. Wait until they are sure they will succeed
2. Multitask during meetings
3. Check your mobile while taking to others
4. Let your past dictate your future
5. Say “yes” when you actualy mean “no”
BASED ON: Linkedin
Marshall Goldsmith tells us about the concept of triggers, and why it may be difficult at times to become the person we want to become in our minds.
The role of the leader is central to the company in which he is inserted, where he will follow the vision which has been established by the executives, and also central to those who are in his team, in order to help those within his leadership to discover and realize their maximum potential.
See here five things a leader should do in order to help those around him realize their potential:
1. Value and respect them
A relationship in which the leader shows respect towards the employee and truly values their presence can go a long way. For this, there are no shortcuts; respect must be visible as well as signs that they are truly valued.
2. Back them up
Employees want a leader who they can count on, not only in terms of their work, but also to help them advance in their career. A sponsorship for advancement is a strong motivating factor.
3. Invest in their professional growth
Employees expect leaders to invest in them as much as they also invest their time to the team and the company. What is meant by investment is giving the employee chances to develop their skills as well as their leadership through coaching programs or other specialized courses.
4. Networking potential
Leaders should expose their employees to people of influence and decision makers. There shuld be sufficient level of trust in which the leader feels comfortable to let his employees expose themselves alone to the high-up bosses and showcase their talents.
5. Don’t feel threatened by them
At times, an employee can excel in a given area which is a potential point for development for his leader. The employee expects that the leader instead of feeling threatened by their advanced skills, instead helps them feel valued and secure of the strong skills they have.
BASED ON: Forbes
