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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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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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Gifts for Gen Z Graduates

5/5/2022

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Bradberry and Greaves, in their great little book, Emotional Intelligence 2.0 said the following:

     Of all the people we’ve studied at work, we have
     found that 90 percent of high performers are 
also 
     high in EQ [emotional intelligence]. On the flip
     side, just 20 percent of low performers are 
high
     in EQ.  People who develop their EQ tend to be
     successful on the job… [and] make more 
money--
     an average of $29,000 more per year than people
     with low EQs. The link between EQ 
and earnings is
     so direct that every point increase in EQ adds
     $1,300 to an annual salary.


While emotional intelligence--which includes skills like self-awareness, empathy, and relationship management--is emerging as critically important for leaders today, given the prevalence of technology, many young people are lacking in these skills. As we head into graduation season, many high school seniors and graduating college students are facing new challenges and opportunities which will require increased emotional intelligence. As leaders, teachers, parents, and mentors, we can encourage them to grow in these important skills that will benefit them for the rest of their lives. Here are a few ideas for helping the graduate in your life:
  • Schedule a breakfast or coffee date and just talk about the things that feel overwhelming to the student right now. Ask good open-ended questions. Listen actively. Help them identify strategies or determine goals that will help them thrive through the upcoming transitions in their lives.
  • Give them a resource that will help them grow in their self-awareness. Two of my favorite graduation gifts are Emotional Intelligence 2.0 and Clifton Strengths for Students. Both books have self-assessments that are great for Gen Z. Offer to meet with them to discuss their assessment after they have completed it.
  • Consider gifting the graduate in your life a coaching session. I enjoy using the IPSAT (Identity Profile Self Awareness Tool) when coaching college students, but there are many options available.

​For more on students and emotional intelligence, check out this month’s episode of The Leading Tomorrow Podcast, where I chat with Gen Z high school graduate, Ariana Chaparro, about self-awareness and self-leadership.

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What Do Young Adults Need from Leaders?

2/2/2022

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In the midst of what many are calling the "Great Resignation," record numbers of employees are leaving their jobs. In November 2021 alone, 4.5 million Americans quit their jobs. While there are a number of reasons for this trend, there are some steps leaders and managers can take to create a work environment that young adults find difficult to leave:​​
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  • Invite the input of young adults on your team/in your organization. Ask for their ideas and insights on challenges, decisions, and opportunities. Express appreciation for their feedback, even if you are not able to incorporate it. 
  • Explain the "whys." In order to feel ownership of team or organizational goals, young adults need to understand decisions, priorities, and goals. It is important to explain these clearly and respond to their questions with transparency. 
  • Express appreciation. Young adults thrive on immediate feedback. Regularly express appreciation for their contributions to the team. In doing so, you earn the respect to also offer constructive feedback when needed. 
  • Smile. Young adults today often feel anxiety and stress as they are entering adulthood and the workforce in very uncertain times. Leaders express encouragement and create a positive work environment can alleviate stress and help young employees perform at their best.  

I am often asked how to remain motivated in leading young adults when they often leave an organization despite our best efforts. With this generation, we need to see every engagement as an investment into the future. Even if a young person moves on to another team or organization, they will take memories and lessons (good or bad) with them. May our legacy in the lives of the young people we work with be one of empowerment, wisdom, and encouragement.   

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Multicultural Leadership

12/1/2021

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The Census Bureau reported that 48% of Generation Z is non-Caucasian. Today's youth and young adults represent the most diverse generation in our history. In addition, they live in a world of globalization and technology that connects us to diverse people in our communities and around the world. As we seek to engage the next generation in our ministries, workplaces, and communities, we must be leaders who value and embrace diversity, and who model effective multicultural leadership. This month, Charlotte Kassis and Bethany Peters joined me on The Leading Tomorrow Podcast to discuss tips and strategies for growing as multicultural leaders. Here are a couple of key takeaways from our discussion: 
  • Cultural competency requires cultural humility. We don't know what we don't know; we need to start out by acknowledging that and adopt the posture of learner as we engage those around us
  • Cultural humility requires self awareness, understanding who you are, your cultural identity, and what has influenced you
  • Multicultural effectiveness requires active learning and engagement with those who are different than us in order to learn and grow in our understanding and empathy
The following are strategies that emerged from our discussion on developing our skills as multicultural leaders: 
  • Learn to identify your stereotypes, perspectives and biases
  • Activate your curiosity, genuine curiosity about other people's perspectives and beliefs 
  • Be an active learner and active listener; engage your learner skills through education, getting to know people and asking good questions
  • Practice good self awareness and self reflection 
  • Seek out relationships with those who are different from you
  • Actively engage the diversity in your community 

As we discussed multicultural leadership, Charlotte reminded us that it can be harmful to ignore differences that exist, to work alongside someone and not know their story. It is important to acknowledge diversity, appreciate it, and seek to understand the perspectives and stories of those who come from different backgrounds. It is also critical to ask ourselves, "Do my activities, interests, relationships, and learning pursuits show that I truly value diversity? How can I grow in this?" To hear the full discussion, check out this month's episode of The Leading Tomorrow Podcast wherever you listen to podcasts. 

May we continue to develop our cultural competency as we engage a diverse Generation Z!

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Building Meaningful Relationships

10/6/2021

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The following is an excerpt from my book, Daniel Generation. For special promotions on the English edition, Spanish edition, or audiobook, visit our website.
 
One significant key to healthy relationships is emotional intelligence (EQ). This consists of understanding our own emotions and those of others. Developing emotional intelligence and soft skills—those people skills that help you succeed in today’s work environment—often requires more intentional effort than it did in the past. Due to the increasingly virtual nature of our interactions at home, school and work, we experience significantly fewer face-to-face interactions than did previous generations. While Millennials and Generation Z individuals are especially adept at communicating online, valuable intimacy gets lost in virtual communications. Quantified Impressions reported that the average adult today makes eye contact between 30 and 60 percent of the time in conversation. Emotional connection is built when eye contact is made during 60 to 70 percent of the conversation. When there is less eye contact, fewer connections are made. Virtual connections, while valuable, cannot replace the emotional connection and sense of wellbeing that occurs with eye contact, touch and physical presence. So, what can we do to grow ourselves and help others grow in their EQ?
 
Self-awareness is the first element of good emotional intelligence. This involves incredible honesty, authenticity and humility. Without self-awareness, however, relationships usually stagnate. Here are a few tips to consider for pursuing healthy self-awareness:
  • Pay attention to your emotions. Watch how you respond to situations, and journal your emotions. Honestly acknowledge if you need help learning to manage them, and find that help.
  • Seek honest feedback from trusted family, friends and coworkers. Do not become defensive, angry or discouraged with what you hear. Graciously thank them for what they share, and request their help in improving areas of weakness.
  • Ask yourself why you respond the way you do, and understand the values and views that motivate your emotions. If needed, find help to identify emotional triggers and learn how to respond more effectively.
Once we begin to focus on self-awareness, we are better able to manage detrimental emotions. Self-management is critical to relationships and leadership. Zig Ziglar once said, “You must manage yourself before you can lead someone else.” Here are a few ways to work on managing powerful emotions:
  • Give yourself time and space before responding to an emotionally disturbing text, post or conversation or making a big decision. Pause and reflect, seek wise advice, or sleep on it.
  • Set aside time for reflection and problem solving. Our lives are so full of noise and distractions that it is easy to respond hastily and unwisely to people and situations.
  • Find someone who is skilled in managing their emotions and responding to others. Ask them to mentor you. Be open to what they tell you.   
As we work to understand and manage our own emotions, we must also increase our social or relational awareness and skills. Good friends and leaders pay attention to how others might be feeling so that they can respond appropriately. Social skills require constant intentionality throughout life as we engage different types of people in a variety of situations. Here are some good reminders regarding social skills:
  • Engage fully with the person/people with whom you are interacting. Make eye contact and smile; watch body language and facial expressions; remove distractions.
  • Practice the art of asking open-ended questions and active listening.
  • Build trust by showing you care, by taking feedback well, by gracefully tackling difficult conversations and by explaining your decisions and actions.
I encourage you to find resources to further develop your emotional intelligence no matter what level it is today. One great book to get started or to use with a young leader you are mentoring is Emotional Intelligence 2.0 by Bradberry and Greaves.

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Can Your Advice Be Heard?

8/3/2021

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The following is a guest article, written by Ariana Chaparro. Ariana is a recent high school graduate and is now taking a gap year before college to explore different career paths and interests.  

A few years ago, a friend of mine was going through a challenging situation. I knew about some of her struggles and wanted to share my thoughts and advice, but I was worried she wouldn't listen or would think I was judging her and turn me away. I truly cared about her and needed to find a way for her to see that. I knew she would only listen to me if she knew I was genuinely listening to her. 

Sometimes we're too quick to give our opinion, share our advice, or shut others down because we think they're wrong. Yes, sometimes the other person is wrong, or they do need our guidance, but there's a time and place for that. There are situations where we need to say something immediately, but other times we just need to listen, empathize, and try to understand where the other person is coming from. 

As time went on, my friend started to open up to me, and for a while I just listened. There were definitely moments I wanted to cut in and share my thoughts, but I waited. I learned that she did not need me to tell her the same advice that everyone was already giving her and opinions that others were already throwing at her. She needed someone to listen and honestly care about how she was feeling. She needed somebody to encourage her when no one else would. Eventually, she opened the door for my thoughts and advice, and she listened! She considered what I had to say because she knew I had the whole picture in mind, not just an outside view.

Maybe you know someone going through a tough situation. Perhaps you have a friend who is living a lifestyle you think is wrong. Maybe you have a child who doesn't listen to what you say or fights back when you try to help. 

Take a step back. Look at the bigger picture. If you can’t see the whole situation or understand their point of view, ask them to show you. We cannot expect to reach someone when we don't really know where they are. It may take a while. It might be hard for others to open up because of things we've said before or past experiences with broken trust. There's a time and place for everything. Sometimes it's not the time or the place for us to speak, but to just listen.

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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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