If you want to reach the next generation then you have to recruit and develop the next generation. They need your wisdom, knowledge and experience.
How you lead them, however, may challenge how you’ve ever led before.
Here are 7 ways to lead younger people:
Give them the freedom to experiment. Even when you may not agree with the idea — let them try. They may need to experience failure in order to experience their next success. That’s likely how you learned.
Give them opportunities to grow. And help them see how they see fit in the organization’s continued growth. They want upward mobility.
Realize the generational differences. Don’t pretend they don’t exist. They affect how we relate to people, change, and technology. Be honest when you don’t understand something they do. Ask questions. Learn from them.
Allow flexibility. Don’t let structure control how people complete their work — allow individuality. Newer generations, for example, aren’t as tied to an office as other generations. Let them figure out their how — and often where — of work progress.
Limit generational stereotypes. The younger generation does value your wisdom. They want it. But, they are less likely to be excited about gleaning from us if we always start with “When I was your age…” In fact, avoid continually reminding them how young they are or appear.
Value their opinions. The most successful changes being made today come from this generation. Don’t dismiss their input because you don’t feel they have enough experience. They aren’t limited usually to all the reasons you think something won’t work. And, it just might this time.
Give them a seat at the table of leadership. This is difficult for some older leaders, because you often gained your position through years of hard work. You may not feel they’ve completely “earned” it. But, younger generations want leadership opportunities now.
To lead younger generations the bottom line is to help them achieve their goals and ideas far more than you put a damper on them. Be a people builder.
