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Workplace Motivation Across Generations

9/5/2023

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The demographics of the workplace are changing. The U.S. Bureau of Labor Statistics indicates that by 2031, Millennials and Gen Z will make up three fourths of the labor force in America, with Millennials currently the largest generational block in the workplace. As young employees begin their careers and new generations step into management and leadership roles, it is important to understand how to engage and motivate individuals across generations. 

Today, younger employees are more likely to want to interact with colleagues and leaders, to engage in discussion around important topics, and have permission to ask questions. Employees want to know they have a voice, that they belong and are valued in their organization. 

While fair compensation is important to all generations, younger employees are also motivated by their emotional needs being considered. Authentic relationships are important, as is understanding how different individual roles contribute to a greater purpose. 

Consider the following as you look to motivate different generations on your team:
  • How does healthy dialogue occur regarding important topics and decisions? Are questions openly invited and engaged? Are there additional ways to do this on your team? 
  • Do team members of all ages share thoughts and ideas with you, and the rest of the team? If not, consider how to intentionally communicate that everyone's voice and input are valued.  
  • How does your team currently prioritize and communicate the value of authentic relationships and healthy team development? How could this be done more intentionally? 
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Understanding Gen Z and Trauma

7/6/2023

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Younger generations are growing up with unprecedented access to news, images, and information often portraying traumatic experiences and situations. In addition, they are connected 24/7 to friends and family members who may be struggling with trauma, mental health issues, or other concerns. The result is that many Gen Zers, in addition to experiencing trauma in their own lives, are coping with vicarious trauma. 
Vicarious or secondary trauma occurs when exposed to someone else's trauma--trauma you have not experienced yourself, but learned about from other people or sources. In the past, vicarious trauma was especially notable in professionals working in the medical field, counseling, social work, emergency services and similar fields. Today, however, the constant exposure to information can result in an increased risk of vicarious trauma for anyone, especially for young people who are still developing their understanding of the world, self awareness, and self management skills.

On this month's episode of The Leading Tomorrow podcast, I am joined by James LaLonde to discuss how we can help protect young people, and support them when they are experiencing the effects of vicarious trauma. Some of the strategies discussed include:
  • Increasing our awareness and understanding of the young people in our lives
  • Developing our own emotional intelligence (EQ) 
  • Teaching young people skills to be self aware and alleviate stress
  • Modeling healthy behaviors around technology use
  • Encouraging professional help when needed
  • Creating an environment in our homes, schools, and workplaces that promotes physical exercise, trying new activities, and developing healthy relationships
For more on this topic, consider reading one of the following resources: Childhood Disrupted by Nakazawa or The Body Keeps the Score by Bessel van der Kolk. 
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The Importance of Fun and Free Play

5/1/2023

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Much has been written about the increased mental health concerns facing Gen Z and Gen Alpha.  In addition, as I talk to employers and educators, I often hear how many young people today lack  the problem solving and critical thinking skills we saw in older generations at the same age. As we consider ways to support the health and growth of young people around us, we often overlook some of the best tools and opportunities at our disposal: fun and free play.
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Neil Postman wrote, “It is not conceivable that our culture will forget that it needs children; but it is halfway toward forgetting that children need childhood. Tim Elmore, in his book Marching Off the Map wrote that childhood as we have known it historically is disappearing, and that a strange paradox is emerging in young people as a result. We are witnessing the extinction of childlikeness and the extension of childishness.

The reality is that free, unstructured play builds skills and maturity. When young people can play without an adult to dictate every action and guideline, and provide every resource, they have to start relying on their own abilities to problem solve, find solutions, resolve conflict, and exercise creativity. Furthermore, when they achieve something on their own, whether it is building a fort, designing a new game, writing a song for fun, or creating a small business idea, the resulting sense of fulfillment produces intrinsic motivation that helps them overcome apathy.  When they encounter a complication and are able to overcome it, using their own skills and ideas, they gain confidence and resilience to face the next obstacle.

Fun activities that have no predetermined purpose allow young people to just explore, problem solve, and test their skills and ideas. Free play can also help decrease stress and anxiety by giving them time to just think and be. One of the best gifts we can give young people around us this summer is to model what it looks like to disconnect from our devices and step away from our structured task list and just have fun. Invite them to join you, or give them opportunities to do so themselves. If this is a skill they have never developed, they may need some help getting started, but it will be a skill they can benefit from the rest of their lives.

For more on free play,
check out this article, or listen to the most recent episode of The Leading Tomorrow Podcast.

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Onboarding GenZ Team Members

4/3/2023

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The oldest members of Gen Z (b. 1996-2010) are now young adults and many are looking for or starting new jobs. This is a generation that has carried smartphones in their back pocket since adolescence and they entered adulthood amid a pandemic. As a result, their expectations as they begin working with a team are often very different than previous generations.  Organizations and leaders that want to equip and retain young team members benefit from understanding and responding to their expectations and supporting their needs.  Dorsey and Villa's book, Zconomy: How Gen Z Will Change the Future of Business—and What to Do About It, offers some helpful insights on Gen Z in the workplace.

Here are a few quick ideas to consider as you onboard young team members:
  • Connect before the first day of work; provide contact info for supervisor or mentor to help answer any questions.
  • Introduce them to coworkers; have a team member or two take them out for coffee and give them tips on what to expect in their first few weeks.
  • Communicate that you are happy they are there and that you care about them as an individual (consider a personalized gift on their desk like a favorite candy or coffee).
  • Explain values of the organization and how their role contributes to the team’s mission (show values, don’t just tell).
  • Offer a blend of short, video-based training courses and in-person interactions in the onboarding process (not a dense, printed training manual!).
  • Pair with a colleague or mentor who can show them what job the looks like, answer questions, provide “insider” information, and offer support the first few months on the team.

Gen Z employees bring creativity, pragmatism, and unique skills to the workplace. Effectively engaging them on your team and equipping them for success can help them make the greatest contribution.

Check on this month’s episode of The Leading Tomorrow podcast for more on effective ways to onboard new Gen Z team members.

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3 Tips for Millennial Managers

2/2/2023

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More and more Millennials are stepping into leadership and management positions. In many cases, they are overseeing various generations. Their teams can include Generation Z, now entering the workforce as college graduates, to Boomers, who are sometimes the age of their parents or even grandparents. This age diversity produces challenges for even experienced managers. For Millennial managers, often navigating their first supervisory role, it can produce stress and uncertainty. Here are a few reminders for Millennial managers as you learn and grow as a leader: 
  • Be a learner. In leadership positions, we often feel pressure to know it all and have all the answers. The reality is that no one really has it all figured out and acting like you do only undermines your credibility. If there are more experienced individuals on your team, ask them for their perspectives. Learn about the history of the organization and team. Seek to understand why things are the way they are before you begin to change them. This can help you avoid mistakes of the past.  
  • Know your people. In today’s incredibly diverse workplaces, there is no one management style that is going to work for everyone. Take the time to get to know the individuals on your team. I highly recommend, when possible, having them do an assessment (ie. Enneagram, MBTI, StrengthsFinder, IPSAT) to learn more about how each of them approaches their work. Also, take time to talk with them individually, this can be a simple check-in occasionally, or regular weekly or monthly meetings. Look and listen for indicators of what they value (order, punctuality, quality time, words of affirmation, a gift) and make efforts to honor these values and communicate appreciation in ways that are meaningful to them.  
  • Embrace failure. You are not going to do everything right. You are not going to make everyone happy. That is part of leadership. All of us fail, even after years of experience. What matters most is how we fail. Do we try to ignore our failure, blame others, or make excuses? These responses will undermine your leadership quickly. The best leaders acknowledge when they fail, they apologize when needed, and they learn from their mistakes. They embrace the potential for personal and professional growth in their failures. Good leaders seek out the resources and make the changes that enable them to avoid repeating mistakes. So, when you fail, don’t panic. Recognize it as an opportunity to demonstrate your character, model humility and integrity, and learn and grow. Your team will appreciate you for it!  

Healthy leadership requires incredible self-awareness, courage, and sacrifice. As a new manager or leader, you need support. Find a mentor or friend who can encourage you, help you process the situations you are navigating, and provide honest feedback. You’ve got this! 

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How to Support Gen Z Mental Health in 2023

1/3/2023

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Springtide Research Institute recently released their annual State of Religion and Young People report. The focus this year was on the mental health of young people ages 13 to 25. In this research study, 47% of young people say they are moderately or extremely depressed; 55% of young people say they are moderately or extremely anxious; and 57% of young people say they are moderately or extremely stressed. This study, like others, confirms that Gen Z is in the midst of a mental health crisis. So, what can we do to support them? 

In the report, Springtide identifies three important qualities to help support the mental health of young people in our organizations, churches, and teams: 

1). Connection. Strong connections result in a sense of belonging, and belonging correlates with mental wellness. Belonging often occurs when young people understand that they are noticed, valued, and known by the people around them. When we create environments, activities, and interactions that help facilitate meaningful connections and relationships, we help support mental wellbeing for young people around us.

2). Expectations. Expectations are the standards that young people feel they need to meet or exceed in order to be accepted. If expectations feel unachievable, unclear, or unfair, young people can become discouraged, and their mental health can suffer. Providing tools, mentoring, and encouragement can help young people navigate expectations in ways that result in success and fulfillment.

3). Purpose. Feeling connected to something or someone greater than oneself can create a sense of purpose that supports mental wellbeing. Sometimes young people need mentoring or coaching to help them connect what they are doing or their plans for the future to a greater purpose.

For more on how to support the mental health of Gen Zers in your life in 2023, check out this month's episode of The Leading Tomorrow Podcast, or get a copy of Springtide's most recent report.

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What Is The Best Gift For GenZ?

12/7/2022

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I was recently presenting to a group of Gen Z college students. In discussing challenges and barriers they face, one of them commented, “the older generation frowns on us.” While I have heard similar comments in the past, there was a deep sadness that struck me in this statement. Generational misunderstandings are not new, but today young people desperately need hope and encouragement. They need trusted leaders and mentors to believe in them and tell them so. 

Dr. Tim Allchin wrote an article titled The Power of Encouragement. In it he discusses benefits of encouragement. He explains that encouraging words create results that are positive. In my presentations, I often get the question, “aren’t we just catering to young people’s sense of entitlement when we give them encouragement instead of correction?” Dr. Allchin indicates, “Some might wonder the danger of speaking too much encouragement when they feel like criticism might have been more warranted.  However, we never lose when we give sincere encouragement, even though other types of conversations are needed as well in healthy relationships.  If we aren’t in a pattern of regular and sincere encouragement, other types of hard conversations will have a lesser impact, because we do not have a consistent track record of being an encourager. Encouragement is a more powerful motivator than criticism every day of the week…if our words are going to be valuable to others, we need to learn to be a wise reprover, one that reflects a balance of grace and truth with a combination of hope and help.” 
 
Relationships with a lot of criticism and little encouragement usually fail to bring great value. Dr. Allchin explains, “If you want to help others grow, practice encouragement ten times as often as you bring a word of correction.” We don’t lose by encouraging others, even if they are not ready to hear correction yet. Young people learn to trust those who are sincere and speak the truth in love. It takes courage to change, and one of the greatest gifts we can give a young person is the confidence that they can really grow, change, and make a positive impact. 

It is interesting to consider how different our families, organizations, and society would be if we were committed to encourage more than we criticize. As we head into the holiday season, one of the greatest gifts we can give the young people in our lives is that of encouragement; for them to know that we “smile” rather than “frown” on them. For more on the best gifts we can give Gen Z and Gen Alpha, check out this month’s episode of The Leading Tomorrow Podcast.

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How Can You Rethink Innovation?

11/14/2022

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In one of my favorite leadership books, Team of Teams, the author Stanley McChrystal explains, “The models of organizational success that dominated the twentieth century have their roots in the industrial revolution and, simply put, the world has changed…being effective in today’s world is less a question of optimizing for a known (and relatively stable) set of variables than responsiveness to a constantly shifting environment.”
 
Young people today intuitively understand that the world is constantly changing, and adaptability is often more important than efficiency. They want to work with leaders, teams, and organizations that are willing to respond and adapt. This is one of the reasons that innovation is essential to engage the next generation effectively.
 
This month, Dave Raley, founder of Imago Consulting joins me on the podcast to discuss how we need to rethink innovation. The first step is addressing myths about innovation. For example, one myth is that innovation is something you do after you have your act together, and everything is dialed in. The reality is that innovation is best applied when things aren’t going well. Crisis is often the opportunity that drives sticky innovation. Another myth is that innovation is all about the new, bright, shiny object. The truth is that innovation is a disciplined process.
 
Young leaders bring unique perspectives to teams and organizations looking to become more innovative. They are more likely to question assumptions and to challenge current ways of doing things. They also are motivated to understand the “why” behind what we do, and the innovation process requires us to have those conversations.
 
Philosopher Eric Hoffer once said, “In a world of change, the learners shall inherit the earth, while the learned shall find themselves perfectly suited for a world that no longer exists.” Innovation requires us to remain in a posture of learning. At times, this can result in fatigue, but the benefits are significant. Without learning, we are unlikely to thrive in a world that requires innovation. Futurist Alvin Toffler said, “The illiterate of the twenty-first century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.”
 
As you consider rethinking innovation, consider the following:
  • How am I inviting the questions and input of the next generation around me to help me see assumptions and gain new perspectives?
  • How am I currently learning, unlearning, and relearning? How do I embrace the discomfort and effort of constantly learning?
  • How do I encourage curiosity, creativity, and innovation in those around me?

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Leadership Mindsets to Engage the Next Gen

10/4/2022

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Engaging multiple generations in any context can be challenging, but within established teams and organizations there can be unique barriers to effectively adapting to new expectations and needs. In these contexts, leaders need to be aware of their own mindsets toward younger employees, team members, and clients. It is also important to consider what assumptions we might be making that could result in confusion for those we are hoping to engage and equip. Steve Moore, President of Growing Leaders once said, “When institutional activities last more than one generation of leadership, the assumptions behind those activities become invisible to the current membership.” What is considered “self-evident” to most senior leaders may not be apparent to many new employees or participants. In this month's episode of The Leading Tomorrow Podcast, I talked with Doug Harrison, Director of Strategy and Innovation at Mission Aviation Fellowship. We identified several key mindsets and action steps critical for leaders and organizations in effectively engaging the next generation. These include the following: ​

  1. Develop empathy. Seek to understand the perspectives and experiences that inform the values and views of younger generations. 
  2. Lean into the future. If we are not excited about the future, we need to examine our own mindset about changes that are occurring and consider how to lean into the opportunities that exist for our teams, organizations, and the next generation.
  3. Hold organizational structures with an open hand. Current generational, technological, and cultural trends consistently require teams and organizations to change and adapt. As leaders, we must be willing to reexamine our structures and strategies. 
  4. Give the next gen a voice. Teams and organizations need innovative ideas, new perspectives, and disruptive insights to help us navigate today's complex world. Younger generations can bring those much needed questions and thoughts to generate creativity and innovation. Find ways to advocate for and engage the voice of younger people around you. 

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The Coach Approach to Next Gen Leadership

8/2/2022

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The following is a guest contribution written by leadership coach Dr. Bethany Peters:

Recent research shows us that coaching in the workplace has significant benefits: employees who are coached can experience increased productivity, enhanced clarity, a boost in confidence, and improved communication skills, among other benefits. 
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But what is coaching, exactly? Sir John Whitmore, a leading contributor to the coaching profession, defined it as a process of “unlocking people’s potential to maximize their own performance.” Coaching is distinctly different from other professions such as mentoring, consulting, and therapy. Although all of these are valuable sources of support, coaching employs a more facilitative approach to:
  • discern underlying values and beliefs
  • empower creative solutions to problems
  • motivate future-focused action
When a professional coach is hired, coaching typically occurs through a formal structure with one-on-one sessions intended to support the client’s growth and goal attainment. Taking a coach approach, however, is an informal process of applying coaching skills to facilitate learning and growth for others. For example, a manager who takes a coach approach is looking for meaningful ways to integrate coaching techniques into daily interactions and conversations.

What value does a coach approach have for supporting the next generation? More than ever, an engaging relationship with a manager is vitally important to retaining young adults. When a manager takes an intentional, personalized approach to promote growth and development in the workplace, that style of leadership is much more likely to generate loyalty and commitment from members of Generation Y and Z. The coach approach appeals to young adults with its focus on:
  • individualized attention
  • exploration of purpose
  • collaborative partnership
What skills are needed to use a coach approach? Even if you are not a trained coach, with extra intentionality and practice, you can apply coaching skills in your role to strategically support the growth and development of others. However, if it is not your default style, using coaching skills takes practice. Most of us are accustomed to share our advice and opinions readily, so reframing our role as a coach requires a shift in mindset and a commitment to a different rhythm in our conversations.

A coach approach is grounded in trust-filled relationships and characterized by a commitment to:
  1. Listen actively to understand motivations, values, and beliefs
  2. Ask open-ended questions to encourage new insights
  3. Empower others to find creative solutions to challenges
  4. Share observations and feedback that support growth
There is no one-size-fits-all formula to applying a coach approach. Figuring out the best balance for a specific role or context is a process that requires discernment and careful consideration.

If you are interested in leveling up your coaching skills, and learning how to take a coach approach in your specific setting, consider doing it with a group of other leaders and influencers… Six Weeks to a Coach Approach is an interactive, group coaching program launching this September, facilitated by leadership coach Dr. Bethany Peters.

Social Media:
https://www.instagram.com/theleadershipcoachinglab/
https://www.linkedin.com/in/bethany-d-peters/ 


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    Author

    Dr. Jolene Erlacher is a wife, mommy, author, speaker, college instructor and coffee drinker who is passionate about empowering the next generation of leaders for effective service!

    ​To view more articles by Jolene, visit sites below:
    MN Bridging the Gap
    Missio Alliance
    Ministry Matters

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