I have missed seeing many of you in person this year as face-to-face events have been canceled and schedules have changed. Like many public speakers, my calendar looked strangely different after travel restrictions began to take effect in March. In this unique season, I have often found myself, like so many leaders, pondering what the future holds and how to navigate it. Amid all the uncertainty and change, I have been encouraged and challenged by the following reminders and questions:
As the complexity and uncertainty in our world increase, I am challenged to lead intentionally and find ways to help the next generation of leaders thrive. If I feel overwhelmed by the events in our society today, then our kids, teens, and young adults who do not have the perspective that comes with age and experience are even more likely to feel overwhelmed. In times like these, I seek inspiration from those who navigated change and uncertainty in the past.
Winston Churchill is one of my favorite leaders. Notwithstanding his rough childhood, unruly behavior, and peculiar habits, he was a man of conviction. When desperate times called for a determined leader, he rose to the occasion. On June 4, 1940, in light of devastating military losses in the Battle of France, he addressed the House of Commons. The speech he gave that day is one of his most memorable:
“We shall go on to the end. We shall fight in France, we shall fight on the seas and oceans, we shall fight with growing confidence and growing strength in the air, we shall defend our island, whatever the cost may be. We shall fight on the beaches, we shall fight on the landing grounds, we shall fight in the fields and in the streets, we shall fight in the hills; we shall never surrender...”
And they didn’t surrender. Instead, Britain and the Allied powers went on to win a war that spanned the globe. We cannot even comprehend the valor, sacrifice, and conviction of many individuals whose names have been long forgotten. The WWII generation is referred to as the Greatest Generation. I too want to be a part of a great generation. I believe the current uncertainty in our world requires that we embrace an opportunity to lead with purpose and courage.
Our culture today has absorbed the values of deconstruction, tolerance, and entitlement. While not all bad, these influences have eroded and dampened the conviction of many. Perhaps more than ever before, we are in need of dedicated leaders. Are you one of them? What are the firmly held beliefs you would sacrifice for, die for, and lead others to be committed to? Do you lead like Churchill, pursuing your conviction despite the odds? Can others rally around you and receive encouragement and strength from your dedication? May we be leaders who inspire new generations to greatness.
Here are a few strategies to consider as we look to lead with conviction and commitment in a time of uncertainty and change. These strategies are invaluable as we model healthy commitment, and mentor young people in their own sense of conviction.
During two decades of teaching in both K-12 and college contexts, I have had to adapt a lot of my teaching strategies to the many changes we are seeing in technology and students today. I have taught online courses for several different schools and developed a deep appreciation for the opportunities that exist in virtual classrooms. I believe virtual learning can provide opportunities that are unique to the online setting. As you engage students online, here are a few keys that I find essential to effective online education:
Key 1: Allow for Choice
When we have some choice in a situation, we tend to feel more motivated. As a result, I often give options for assignments. For example, sometimes students can choose between participating in a written online forum discussion (introverts tend to prefer this!) or a live virtual discussion (verbal processors love this!). On some activities, I allow submissions to be either written or a recorded video. They can often choose between a paper or a project. I also like to give some freedom, when possible, for students to choose topics or applications to explore in course assignments.
Key 2: Encourage Student Ownership
Sometimes students prefer that instructors do the hard work of teaching and providing feedback but engaging them in these processes ensures better learning. I like using peer reviews, student-led presentations, and group activities to maximize student ownership in learning.
Key 3: Get Feedback!
The greatest contribution to my learning as an online educator has been student feedback. I do at least one mid-course feedback survey/form with open-ended questions, in addition to final course evaluations, in every class I am teaching. I ask the following: what is working, what is not, what would improve your learning experience? I immediately respond to areas of concern and make changes to the course based on helpful student input. Students value that I listen to them and care about their learning experience.
Key 4: Learn from Colleagues
I have found solutions to so many of my challenges in online teaching by connecting with and learning from colleagues. I also regularly take courses or watch webinars that help me learn new tools and methods. It can be easy to get into a routine, so adding some new tech tools regularly helps keep our online teaching sharp!
I hope you find these tips helpful and encouraging as you engage students in online learning! For more on this topic, check out the most recent episodes of The Leading Tomorrow podcast.
For the past decade, I have been a part of the “gig economy,” working remotely with clients around the world, and teaching online for four different schools. As a speaker, consultant, and coach, I have facilitated virtual trainings, conducted research remotely, and coached clients via phone and video conference.
Over the years, I have identified some best practices for effectively teaching and leading in a virtual context. Here are four of my favorite tips:
-Tip 1: “Push” Important Info to Students/Team Members
We live in a world where notifications and reminders help us focus on what is important amid the onslaught of information we encounter. As a result, we need to “push” important information to students. I do this by posting and emailing weekly updates, highlighting what is important in each module. During the first couple of weeks of class, or when there is a new type of assignment or activity, I post/send a special reminder or explanation, even though all this info is also clearly posted on the LMS. Students benefit from knowing what to focus on, understanding how to manage their time, and getting information that minimizes mistakes or confusion. Team members appreciate the reminders of important meetings or tasks.
-Tip 2: Be Present/Engaged
In the online context, students and employees cannot “see” us the way they do in a classroom or office, so we need to be intentional to show we are present and engaged. We can do this by contributing to discussion on forums, liking or responding to comments, and making specific comments unique to each student or participant when responding. I also try to reference student comments or insights when giving video lectures or facilitating discussions to show I am paying attention to what they are saying and doing.
-Tip 3: Be Personable/Authentic
Being personable online requires us to really express our personality. Including some videos and facilitating live discussions helps convey our teaching style. I always host a virtual orientation the first week of class so we can see facial expressions and hear voices. We can let our personality shine through in videos, posts, and comments by sharing personal fun facts and stories or using emojis. Also, responding to employee or student needs and requests for help with empathy goes a long way toward building rapport.
-Tip 4: Connect Individually
Learn specifics about each student or team member, reference these, share resources they might find interesting given their interests, etc. I create an introduction forum and ask everyone to post a short bio during the first week of my courses. This helps me learn and remember names and backgrounds. Responding promptly to questions and creating times or opportunities for appointments if students or staff need to connect via phone or video chat communicates you are available to help them.
Like many of you, I remember the days before social media and smartphones. Now, it seems we can’t live life without them. From checking in with family to accessing the weather, news, and sports, most Americans now seem inseparable from their devices. These devices also accompany us to work, where we utilize them there as well.
As a Generation Z researcher, I wanted to see how this generation uses technology in the workplace, and how employers can utilize their innate expertise. Having grown up in the late 90s and 2000s, Generation Z has always had the internet and smart technology at their fingertips. A 2019 study by Adage indicated that 98% of Gen Z’ers surveyed owned smartphones and 94% owned laptops. Gen Z engages with friends, interests, and now school almost entirely through their devices.
Several recent studies also revealed that Gen Z is more comfortable working from a tablet or smartphone than laptop or desktop in a work environment and use their smartphone at work as their primary communication tool. Gen Zer’s want to work in an environment that has fast, reliable tech, and wants to use this tech to communicate with their supervisors and colleagues. Gen Z are well-acquainted with video tools like Zoom and Skype, having used FaceTime and Snapchat throughout their teen years.
COVID-19 has forced many employers to shift to remote work. While many Gen Zer’s, Millennials, and Gen X’ers are used to using applications like Zoom, MS Teams, and Skype, learning to navigate these apps under the pressure of working from home can be difficult and stressful for many older employees. We’ve all received the frantic text, call or message, “How do I turn on my camera??”. To assist older employees with using video, chat, or other workplace technology, I recommend utilizing your Generation Z employees’ expertise.
Utilizing Gen Z’s technological skills may help your company in a couple of ways. Appointing young employees as leaders in this area may help you better engage with and retain this group of employees. Research shows that Gen Z needs to feel a sense of purpose, achievement, and advancement in their job, or they will quickly move on. Designating Gen Z’ers as the go-to for team tech questions will give them a sense of accomplishment and an opportunity to display leadership even if they are in frontline or entry roles.
Pairing older employees with Gen Z’ers may also have an added benefit – as members of Generation Z communicate with and help their team members, the mature team members also have an opportunity to get to know the younger members. Perhaps the director or VP who would never get to know the frontline employee is suddenly relying on them for virtual tech assistance. What an amazing chance for a learning exchange to occur! While the Gen Z employee assists with technology, the more tenured employee also has an opportunity to mentor or provide wisdom to the younger employee, which may outlast the tech questions and strengthen the virtual team.
Note: I recommend inviting rather than assigning Gen Z’ers to help their team members access and troubleshoot tech– you will receive a much more favorable response (a monetary or non-monetary incentive such as an extra day off, small gift, or bonus may also help).
Growing up in an age of rapidly expanding technology and a constant information stream, Generation Z possesses skills and ideas that organizations should employ. Utilizing Gen Z’s technological skills is one way to engage younger employees and strengthen your virtual teams during COVID-19.
Last time, I wrote about some of the challenges facing Millennials and Gen Z while practicing social distancing. These include the increased potential for loneliness, anxiety, and depression. Here, I would like to share a few strategies for those of us who are parents, teachers, mentors, and leaders as we seek to engage and support the young people in our lives at this time.
- Pause and be present. As my husband and I have been juggling work with the kids at home full time, I often feel like I am always scrambling to catch up. Last night, my daughters were tired and stressed. So, we turned off all the devices, and just sat together in the dark stillness of the living room for a while. After a few minutes, one of my daughters started sobbing. When I asked her what was wrong, and just waited, she began sharing a situation that was making her feel stressed. We talked about it and I was able to encourage and affirm her. Everyone went to sleep with smiles. Sometimes, amid the busyness, whether it is with our kids, a student, or a young colleague, we need to make sure we are creating spaces to just pause and be present with them.
- Be proactive and intentional. As we are having fewer face-to-face interactions these days, it is important to be proactive and intentional to ask young people how they are doing. Engage them with open-ended questions (What is most difficult for you during this time? How are you feeling about…? What activities help you? How can I support you?). Practice active listening skills. Asking good questions and attentively listening is one of the best ways to communicate interest, care, and support. In many cases, young people do not need us to give them the answers, they just need to feel like they are not alone, and that someone is encouraging them as they work out the solutions.
- Extend grace. We are living in unprecedented times as globalization and technology are accelerating the change and impact of events in our world. We are absorbing information and change in ways people have never experienced before. While daunting for all of us, young people often lack the experience and maturity that help provide perspective and stability. As a result, we need to extend some grace when behaviors, statements, and attitudes in the lives of those around us are less than optimal. Love and acceptance help create opportunities for speaking wisdom and encouragement that can equip a young person to grow through this time.
- Model healthy coping skills. Many of us are managing extra stress and anxiety these days. One of the greatest gifts we can give young people is to model and engage them in healthy coping strategies. Take your kids for a walk or bike ride and get some exercise instead of turning on a movie. Have a “game night” with colleagues or extended family and talk while you play cards over video chat. Set aside time to “unplug” from all devices and read a book or build a puzzle. Serve someone in your community together.
History shows us that adversity and difficulty can build resiliency and character, if engaged effectively. As we mentor the young people in our lives, may we leverage the opportunities during this unprecedented season to build memories and skills that will help them for a lifetime!
Clinical psychologist, Benjamin F. Miller, wrote that America was already on track to face a mental health crisis before the COVID-19 outbreak. While many Americans are feeling the emotional toll of the pandemic, Millennials and Generation Z represent particularly vulnerable groups. Many were already suffering from declining mental health. The new normal of social distancing is increasing the loneliness and isolation that so many within these generations are experiencing.
Many argue that technology allows us to connect effectively even while separated physically. While this is true, we know that in-person interaction is better for emotional health than virtual connection. Jean Twenge, in her book, iGen addresses this issue. She explains that if virtual connection were as valuable as face-to-face connection, then “teens who communicate via social media and text should be just as happy, be just as likely to dodge loneliness, and be just as likely to avoid depression as teens who see their friends in person or engage in other activities that don’t involve screens.” However, the research demonstrates that, “teens who spend more time on screen activities are more likely to be unhappy, and those who spend more time on nonscreen activities are more likely to be happy….all screen activities are linked to less happiness, and all nonscreen activities are linked to more happiness.” As we consider this research alongside the fact that most classes, church groups, sports practices, even some camps, not to mention almost all social interactions, have been moved to a virtual format involving screens, the potential for increased depression, unhappiness, and loneliness is evident.
While technology is undoubtedly a gift during this time, it is not without significant risks. Twenge reports that “the correlation between social media use and loneliness appears across all demographic groups: boys and girls, Hispanics, whites, and blacks, and those both lower and higher in socioeconomic status.” Twenge also reports that “eighth graders who are heavy users of social media increase their risk of depression by 27%, while those who play sports, go to religious services, or even do homework cut their risk significantly” and that “teens who spend more than three hours a day on an electronic device are 35% more likely to have at least one suicide risk factor.” Research by Brigham Young University indicates that loneliness and social isolation may represent a greater public health hazard than obesity and present a risk for premature mortality.
Nicolas Kardaras in his book, Glow Kids, explained children between the ages of 10 and 17 today will experience nearly one third fewer face-to face interactions with other people throughout they lifetimes as a result of their increasingly electronic culture, at home and in school. He goes on to explain that “an emotional connection is built, however, when eye contact is made during 60-70% of the conversation…the less eye contact, the less a connection is made.” Our kids, teens, and young adults today desperately need the emotional connection that comes from meaningful face-to-face time.
Peter Gray, my favorite researcher on the importance of play, notes a correlation between a decrease in playtime and a rise in major depression, anxiety, and suicide. Gray writes, “If we love our children and want them to thrive, we must allow them more time and opportunity to play, not less.”
As we navigate a season where many playgrounds are closed, sports and team events are cancelled, and other activities are being held virtually, we must be vigilant to monitor the mental and emotional health of the young people in our lives. Reduced emotional connection and increased risks for loneliness and depression are serious threats to the well-being of our young people at this time. We must be proactive to find ways to meet their needs for face-to-face interaction, emotional connection, and healthy activity and play in ways that will allow them to thrive.
The following is a guest article written by Katy White. Katy serves as the director of Goer Experience with GoCorps, where she coaches Gen Z college graduates who are considering how to use their skills to serve globally.
In my work with Generation Z students, I’ve become more and more convinced that Gen Z is poised to make a significant impact on the world. They are innovative thinkers with a desire to usher in change. Yet they face many challenges within themselves and their world. How do we as leaders and mentors help them grow into the world changers God has appointed them to be?
Over the years, I’ve discovered a few best practices to help lead this emerging generation. One of the most important is to engage your students from a coaching mentality. Commonly, mentorship involves the mentor imparting information to the mentee. This is a “download” approach, which involves the mentor spending the majority of the time communicating and the mentee spending the majority of the time listening.
However the coaching mentality flips this script. In a coaching relationship, the communicating primarily comes from the coachee. In a sense, this is an “upload” approach, allowing the student to process with their coach what is going on internally.
Your role as the coach is to create the welcoming space for the coachee to share, guide the conversation to draw out thoughts and ideas, ask questions that lead to opportunities for reflection and realization, actively listen to what is being shared, and reflect back insights the coachee was able to discover and conclusions they were able to reach themselves through the conversation. Practically, as a mentor this should look like spending 30% of the time talking and 70% of the time listening.
Why is this important? The desire to feel understood, I believe, is in all of our natures. Yet in particular, Gen Z has a deep desire to be seen and heard and is strongly motivated by individualization and personalization. When a student feels that you understand who they are, where they are coming from, and what is unique about them, you have earned the trust and authority to challenge, exhort, and encourage them. You are also then able to paint a picture of how God purposes to use them for His kingdom.
How can you accomplish this? First, seek to understand their interests, skills, doubts, fears, dreams, desires, future plans, etc. Then, use reflective words - their language of how they are describing themselves - and connect it to Biblical principles and kingdom purposes.
Learn to be a master at asking questions. Jesus was! Many times Jesus would even answer someone’s question by asking another question. Jesus asked questions to reveal the root of the issue, expose a heart condition, illustrate a kingdom concept, or create a relationship and communicate care.
Do you need help becoming a master questioner? Think of questions as a branch. Start with an easier, straightforward question that then has related questions that branch off to reveal more breadth and depth to an answer. For example, an easy question to begin exploring what a student’s interests is “What is your major?” Branch questions include, “Why did you choose that major? Did you start with that major, or did you switch into it? Why did you switch? Have you enjoyed the degree program? Why or why not? What has been your favorite and least favorite class and why?”
Another example of a starter question is “What has been challenging this week?” Branch questions include “Why was this challenging? Have you faced a similar challenge before? How did you respond? Are you happy with that response? How do you wish you could have responded? What can you do to help you respond in this way next time you face a challenge like this?”
Become a curator of good questions and you will be able to empower this generation to understand more of who they were created to be, recognize and address their fears and challenges, listen the Holy Spirit, and take steps towards fulfilling God unique call on their lives.
Ed Stetzer recently stated that “the coronavirus crisis will be the most significant historical event of our lifetime. It will be bigger than 9/11.” As a generational researcher, I agree; especially critical will be its impact on Generation Z (b. 1996-2010). Living through this global pandemic, and more importantly, watching the adults around them live and lead during this time, will undoubtedly influence the next generation for life. So, how can we—as leaders, mentors, and parents—ensure that there are positive takeaways for the next generation during this time?
In asking this question, I have found myself drawn to the story of Jochebed. She was a mother during an incredible season of crisis for the Hebrew people. In Exodus 1:22 we read, “Then Pharaoh gave this order to all his people: ‘Every Hebrew boy that is born you must throw into the Nile, but let every girl live.’” During this period, Jochebed gave birth to her third child, a boy, Moses. Her two older children, Miriam and Aaron, got a front row seat to watching their parents navigate this crisis.
In Micah 6:4, God says to His people, “I brought you up out of Egypt and redeemed you from the land of slavery. I sent Moses to lead you, also Aaron and Miriam.” I am struck by the significance of three siblings being used so powerfully by God during such a critical time in a nation’s history. What prepared them for such an important role? I think Jochebed’s parenting and mentoring of her children was one strong influence. There are four things that stand out to me from her story.
The classic tale by Hans Christian Anderson of the emperor without any clothes illustrates a powerful lesson on the need for honest feedback in the life of a leader. The emperor in the story is duped by two garment makers who claim to make him a robe that is invisible to those who are stupid or unfit to rule. Of course, the robe does not exist. The garment makers simply go through the motions of dressing the emperor and he, along with his subjects, are too insecure or embarrassed to admit they do not see it. Not until a young child, unencumbered by his ego or social pressures, calls out that the emperor is naked does anyone acknowledge the fact.
As leaders, especially in intergenerational contexts, it is critical that we remain honest and transparent with our teams and colleagues. Just as the emperor’s nakedness was apparent to his subjects, our weaknesses or faults are evident to those who follow us. Even in cases where we may think we are hiding certain flaws or fears, our teams experience the consequences of these buried secrets through our actions and interactions with them. Effective leadership does not require perfection, but rather humility and honesty on the part of the leader to acknowledge areas for growth, solicit feedback, and request help and support from others. Had the emperor asked several trusted subjects for honest input on his robe, he may have discovered his nakedness before parading before a large, public crowd.
Whether you are a young leader with experienced individuals around you, or an experienced leader with younger colleagues, respect is earned and retained when others see you are willing to humbly and gratefully accept constructive feedback. Leaders with courage to make changes, or engage team members, to help mitigate harm that could occur from their own lack of knowledge or skill in a particular area earn the trust of those around them.
Soliciting and receiving feedback as a leader can be uncomfortable and difficult. An initial step might be to ask one or two trusted individuals in your life for honest and constructive criticism regarding how you engage with others. When you receive feedback, it is essential to listen carefully and accept it without excuses. Take time to reflect on what is said, ask clarifying questions if needed, and express appreciation to the individual sharing with you. It may be that the other person’s perception of something that happened is inaccurate, but the fact that they perceived it that way may be indication of the need to improve communication or bring clarity to a process or expectation. As a leader, it is necessary to communicate regularly that you welcome constructive feedback and provide an opportunity for people to give it...either through an open door policy, availability for meetings, conducting a 360 review, or responding promptly to emails or phone calls providing feedback.
Currently, as many of us are working virtually, in some cases for the first time, it can be helpful to actively seek out feedback from those on your team to find out what about your leadership is working well in the virtual context, and what might need to be changed. What contributes to effective in-person teamwork may need to be adjusted for this season. Eliciting the power of feedback is a great way to find leadership success amid change and crisis.
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!