Effective Leadership

Every one of us has heard it from CEOs, directors and managers alike: “The millennial leaders and managers are so different. We have this problem and that problem …”

And yes, this generation is different. But different isn’t necessarily bad. It can be good, especially when you are open to tapping their perspectives to spark innovation, strengthen your competitive edge and spur your businesses growth. For example, they possess internet, social media and technology expertise that previous generations simply do not have. Different is an opportunity: an invitation for us to strengthen our leadership acumen.

Instead of talking negatively about our dissimilarities, I asked a group of millennial leaders what they need so that they can excel in sales and as future business leaders -- and so we can all exceed our company’s growth goals.

'I need great leadership.' - Your millennial leader not only wants but requires solid leadership. The fact is, most millennials I interviewed said they are eager to make a difference, an impact. But in order for them to fully engage in your company, you have to be absolutely clear on your company’s vision for its future. Millennials are looking to leaders who clearly know and compellingly articulate their company’s future. And they are looking for leaders who have strong values.

In addition, they want to know their own purpose as emerging leaders and how they are helping the world through their work. If those align with the millennial’s vision and values, you’ll have a team member and future leader primed to achieve your company’s goals.

If your managers do not articulate clearly and frequently the company’s unique why and how of doing business -- and exemplify the company’s values -- your up-and-coming leader will walk out the door to find this somewhere else.

'I want a clear understanding of what success looks like to you.' - After years of working with baby boomer business leaders, I've found many have the idea that success looks like this:

• Stay with the same employer for as long as possible.

• Gradually work your way up the corporate ladder.

• Reach the highest level before you get to retirement age.

• Accept that this will not happen overnight.

• Do whatever is necessary to keep the boss happy.

In contrast, millennials seem to see success as having a job they are passionate about. They value a flexible schedule and work/life balance -- to the point that the lines between work and private life can become blurred. Millennials need tangible metrics of what success looks like in your business. They also need to see how your definition parallels theirs. This knowledge fuels their drive to flourish.

'I’m an individual, not a number.' - Many of the business leaders I surveyed confessed that lack of engagement is one of their biggest challenges.

To capture the best ideas from your millennial leaders and get them to bring their whole person to work, managers must be aware of each emerging leader’s distinctive gifts, talents and creativity. Millennials need to be seen as individuals and have the freedom to leverage their distinctive abilities to accomplish your objectives. We need to treat them as individuals and tap their brilliance. If we don’t, they’ll leave and find a company and a leader who will.

'I need regular feedback.' - As we strive to accomplish goals, all of us want to know where we’re doing well and where we can improve. Many in previous generations worked for years without regular feedback. Often, they had to be satisfied with an end-of-year performance appraisal.

Not this group: They want weekly, daily or even immediate feedback on how they are doing so they can improve and excel. Feedback includes holding salespeople accountable -- something many say is the most feared part of sales management. However, clear mutual expectations and timely feedback are vital for meeting revenue goals.

A recent Clutch survey of 1,000 full-time employees revealed that "Of the millennials whose managers do provide accurate and consistent feedback, 72% find their job fulfilling." In sharp contrast, "Of the millennials whose managers do not provide accurate and consistent feedback, only 38% find their job fulfilling."

'I need a mentor.' - Mentorship has always been an important part of growing a business. Leaders of this generation told me plainly that they are hungry for mentors and want to collaborate with people who will help them develop their skills and improve their performance.

Therefore, I encourage you to help the millennials in your sales and leadership teams to create action plans where their professional and personal goals are aligned. By doing so, they'll create a clear picture of where they are headed and how they are going to get there.

I also invite seasoned team members to listen and learn from their emerging leader. As Ken Blanchard, co-author of The New One Minute Manager has said, “I know from experience that for seasoned leaders, there is no greater joy than mentoring a first-time manager. Why? Because mentor and mentee learn so much from each other in the process!”

I am excited and passionate about the unique skills and talents that millennials bring to our businesses, as well as our sales teams. I believe you can use your experience and wisdom to create a culture where challenges can be discussed and fresh solutions can be found.