Enjoy this second post in our Millennials in the workplace series from the DeliberateU archives.
Last week’s blog from the DeliberateU archives, “No Loyalty In The Workplace – Really”, created some interesting conversations. In it, I suggested that…
I outlined 4 institutions that Gen X and Boomer leaders have typically assumed to be foundational. I suggest that these institutions are not viewed similarly by the millennials for understandable reasons. If you missed this blog, I encourage to take a moment, reflect on the 4 institutions and the application questions at the end of the blog.
As a reminder, I am not offering the following as merely theory by me. I have:
had the privilege of raising 4 millennials (all now married to millennials),
been employing awesome millennials
continued mentoring tremendous millennials
along with my wife Cathy, led a group of 30 – 40 millennials for over 3 years for our local church community…
I believe, and have experienced, that it’s totally possible for us to lead millennials well in our businesses, families, communities, and churches.
If you are truly committed to creating a great place to work, you will need to do more than just consider millennials. You will have to create a recruiting plan that puts millennials at the centre of your strategy. Come join us at our Remarkable Workplace course on June 13th + 14th to learn how.
Here are 2 very specific actions you can begin to work on that, over time, will make a significant difference. You will be glad you did, as will the millennials in your life.
Take a look at the data from organizations like Gallup, and you will see that my comments are just a little bit common.
These 2 actions may sound simple at first glance. But they can be difficult to make happen, especially while feeling the weight of leadership and its many daily pressures. To lead yourself well and put these 2 actions into practice will require deep character on your part.
The 2 actions millennials need from you, their leader, are:
1: Take Personal Interest In Them (The Great Commandment)
They need to know that they are more than a number or line item in a budget. Many of them experienced their mom or dad being “downsized” after many years of service, for a variety of reasons.
They need to know that you are genuine & sincere! Within context and done well, given time and tasks at hand, are you engaging them in meaningful, purposeful conversations?
2: They Need To Grow (The Great Commission)
Their desire to learn and grow, although not always for the best of reasons, is at the heart of every human - including you and me. This desire to learn and grow is to be affirmed and cultivated. And, yes, “right-sized” in the right way, at the right time. The objective to be CEO of a 400-person, national organization, within 3 years as a fresh-out-of-school, new-hire with virtually 0 experience, is just a wee bit unrealistic (true story)!!
They may be aware of the areas they want or need to grow in in order to be “successful”. For example, they may want to learn a skill like a new language, programming, a trade, etc. More often, they are likely unaware of other growth areas essential for them to be successful – namely character.
As Christ-following leaders, we have a profound privilege and opportunity to build into the lives of the future leaders of our businesses, families and communities. We are called to participate fully in the work God is doing in and around us. I suggest that these 2 actions should not be considered separately from the 2 Great Mandates given to us by Jesus: to “love” as He has loved us; and to “make disciples”. How about you?
A Deliberate Application:
Read and reflect on Matt 22:36-40 and Matt 28:18-20.
Do you agree or disagree with the connection of the 2 actions with the mandates from Christ? Why or why not?
What is your sense of what God is asking of you in your leadership? Are there areas of character growth you need to attend to as you look to lead others?
Who will you share this with?
