Thu 19 Jan 2012
Posted by Alicia under Baby Boomers, Communication, Effective leadership practices, Employee Dissastisfaction, Gen Y, Leadership, Leading a new workforce, Management, Millennials, Millennials in the workplace, Talent Management, twentysomethings
If my boss tells me, ‘not now’ one more time, I’m going to scream”. That was Katie, one of the many Gen Yers in my professional circle. She was frustrated once again by her boss and his inflexibility in trying something new. “He keeps making excuses about our team’s workload, our time constraints, the budget to shut down any ideas we bring to him”.
I explained to Katie that “not now” was the leadership code word for “that makes me uncomfortable”. After observing Millennials for so long, I realize that they come to the workplace with a different microchip imbedded in their DNA. When that microchip gets activated by such things as: presenting a new idea, recommending a new but untried process, collaborating with people outside your team, the seasoned leader or manager gets another sampling of the unfamiliar and they don’t like the feeling.
The savvy and astute leaders use that sampling either as a way to test the tried and true or to experiment with something new. They see the opportunity to do things differently that the Gen Yers are bringing to the workplace and they go with it. Most leaders just say “Not now. We’re too busy, too understaffed, too [fill in the excuse du jour].” “Not now” lets them hold on to the past. It lets them ensure continuity of the way they’ve always done things, it provides a safe haven from the unfamiliar.
To a sharp and eager Gen Yer looking for motivation and a way to stand out, “not now” is like taking a dip in freezing cold ocean water in January. It takes your breath away but not in a good way. For 20-somethings like Katie, getting told “not now” repeatedly is a let-down and a HUGE motivation killer. Why should she continue to bring up ideas when all she’ll get is a lame reason designed to uphold the tried and true. What ultimately happens with that inflexibility in leadership style is that talented people like Katie either leave or stop caring. They stop trying to bring their unique and much needed perspective into the workplace. Either way, the organization loses out on capitalizing on her talent. It also loses out on getting comfortable with change. Can any organization today afford that? Yet, time and time again you can see many bosses across countless organizations emulating Katie’s boss’ behavior.
My question is: how long can we allow “not now” to continue? How long until it hurts the team and the organization? Holding on to what has worked in the past is a recipe for failure if it’s not constantly being tested or reassessed for its value going forward. Gen Yers have some great ideas to share in the workplace that test the tried and true. That should be embraced by leaders of forward looking organizations. Some of the ideas may not work but I can guarantee that everyone will learn and be better off by trying them out.
By leading the Millennials, I learned that “not now” couldn’t hold a candle to “let’s give it a try”. I just had to get comfortable saying it. I realized that “Not now” fed my fear of the unknown while “let’s give it a try” gave me possibilities. It was also music to the ears of the Millennials in my team. It gave them hope that things could change and that their input could make a positive difference at work.
So what about you? Do you catch yourself saying “not now” a lot at work? Replace it one time with “Ok. Let’s give it a try” and you’ll see that the world does not fall apart. Maybe you’ll see your Gen Yers light up with hope instead of mope with disappointment.