Next Generation Leadership

The next generation isn't looking for a boss, they are looking for a leader.

There are many leadership strategies and approaches. Search for leadership books online and you’ll find no shortage of advice and direction. These strategies might depend on the context of the team or the personality style of the leader.

In my work, one of the biggest gaps I see in organizations is two contrasting styles of leadership, often seen split between different generations of leaders:

The first approach is built on a heavy handed, inflexible approach. That may sound harsh, but the intent is positive. For many years, leaders have used this approach to ensure clear communication and consistent outcomes. It is about ensuring compliance (often mistaken for contribution, as I’ve written about before).

The second approach is more flexible. It centers around empowering the people you lead, inspiring them to contribute. But it can feel more difficult to predict, so many leaders don’t choose this approach because they worry about achieving tangible outcomes or whether it will help their organization scale.

I recently picked up Stephen Covey’s book Trust and Inspire. Covey paints a crystal clear picture of these two styles of leadership. He names them “command and control” vs “trust and inspire”. Here is a snapshot of the how Covey contrasts these two styles:

I’ve spent the last 15 years building programs that impact the next generation; from high school students to college students to frontline workers. What I’ve found is that inspirational leadership is not a preferred strategy, but it is the only strategy that will keep people engaged and effective over the long-term. 

Trust and inspiration can feel fluffy or unquantifiable, but we actually can see that it works. A study from Bain & Company revealed that inspired employees are 125% more productive than those who are simply satisfied. That’s more than double!

That’s the power of inspiration.

So, if you were trained to achieve results through command and control, how do you make the shift? It starts with changing your perspective on leadership.

Build real relationships. 

Share a vision that gets people fired up. 

Encourage your team to take risks and try new things. 

Give them chances to grow. 

Don’t forget to celebrate the wins, big and small.

Leaders inspire. When you implement the approaches outlined above, you’ll unlock a new level of performance, productivity, and loyalty, and your whole organization will be better for it.