The following is an excerpt from a blog post by Steve Moore. Steve is an author, speaker, and president of Growing Leaders. To read the full post, visit the Growing Leaders blog.

When transition collides with disruption, we can feel the need for an intermission. For students, this is often described as a “gap year,” and it is a growing response to the pandemic. 

Research by the Art & Science Poll Group conducted in the summer of 2020 found that “Roughly one in six high school seniors say they definitely or most likely will not attend college in the fall because of the coronavirus; of those, 16 percent plan to take a gap year. That compares to fewer than 3 percent who have taken a year or more off between high school and college in the past.”

According to Year On, “Whether you decide to gap with a program or your own self-structured gap year, the personal, social, and academic benefits of gap years are indisputable.”

What Should Happen in a Gap Year?

One of the common and preferred components of a gap year is international travel. The pandemic increased the number of students taking a break while eliminating the possibility of exploring the world.

How can we help students experience the benefits of a gap year when they can’t leave?

1. Exchange adventure for curiosity.

Even if you can’t travel you can be curious. How could curiosity open a door for self-directed learning and the seeds of passion in your life?

2. Expand opportunities by growing your network.

You probably already know or have access to the people who can help you get where you want to go in life. They are friends of your parents or the parents of your friends. Make it a priority to connect with them. Leverage your curiosity to grow your network by asking questions. Relationship building is a critical skill for any career. Here are a few questions to help you get started:

• If you could give advice to your twenty-year-old self, what would you say?
• How did you get interested in your current career, and what do you like most about it?
• What is the biggest obstacle people like me face entering the workforce and why?

3. Advance your career by investing in yourself.

College isn’t an end in itself. It’s to prepare you for a career, but don’t start with a career. Start with you. As Parker Palmer put it, “Before I can tell my life what I want to do with it, I must listen to my life telling me who I am.” The gap year is a perfect time to slow down for some self-discovery and personal development with a special focus on self-awareness.

4. Create an alternate ending.

It’s not healthy to deny or ignore the disappointment you feel about the disruption of your expected transition into life after high school. You may feel guilty about embracing these feelings because others have been affected in much worse ways by the pandemic. Begin where you are emotionally, then imagine yourself as a screenwriter, creating your own transition experience that brings closure to one season and opens a door to another.

Could This Happen During a Pandemic?

We began thinking about our current parameters (social distancing and remote learning) and how a young adult might still be able to experience an incredible “gap year.” What if a student could continue whatever they’re doing, but participate in a “virtual gap year?”

What if they could join a community of young adults who want to keep growing; who want to avoid getting stuck, but who may not be flourishing on a college campus yet? So, we are hosting a Virtual GAP Year. We’re focused on helping students create a Get Ahead Plan (GAP). The six-month experience begins and ends with a virtual event, supported by monthly engagement through video training, virtual cohort meetings, and two one-on-one coaching sessions.

We’re excited about this opportunity and would love for you to consider:

• Do you know a young adult who could benefit from a virtual gap year?
• Are you aware of anyone who’s decided they aren’t ready for full-time college classes?
• Who is it that needs a spark to discover who they really are before taking a next step?

For more information, visit myvirtualgapyear.com

Do you know a student who could benefit from this opportunity? Encourage them to apply. Use the promo code LT2021 to waive the $50 application fee. Contact us at info@leadingtomorrow.org with any questions.

The National Student Clearinghouse released their latest college enrollment numbers on October 15, 2020. They are showing that a month or so into the fall 2020 semester, undergraduate enrollment is running 4% below last year’s numbers. “Most strikingly, freshman students are by far the biggest decline of any group from last year, with a decrease of 16.1% nationally and a 22.7% drop at community colleges in particular. First-time students account for 69% of the total drop in undergraduate enrollment.”

It is not surprising that many undergraduate students may be putting their college plans on hold amid uncertain times. This means a lot of students who might otherwise be in college are doing something else right now. I couldn’t help but wonder what this season looks like for those who are waiting to reengage their college plans. While mental health risks for college students were high prior to the pandemic, we are now seeing an increase in depression rates for college students since the beginning of the pandemic. It is critical for students today to have support and encouragement in this season as they make decisions that will allow them to thrive amid the uncertainty.

If you know a college-aged student who has put their plans on hold, or who is reconsidering their plans, here are a few ways to encourage them:

• Ask them how they are doing. Actively listen. Let them know you are available, and you care about them. Follow up and check in regularly with them so they know they are not alone.
• Help them brainstorm other opportunities that will allow them to learn, develop new skills, and grow in this season. Is there an activity they have wanted to try but haven’t had the time? Maybe there is a skill they can practice and develop in this season. Encourage them in creating a plan to do this.
• Be a voice of hope and belief in uncertain times. Share helpful perspective from your own experiences. Affirm the skills and gifts you see in their lives. Articulate how you see them contributing now and in the future in positive ways in their families, communities, and the world.

​Here at Leading Tomorrow, we are excited to be partnering with Growing Leaders and nexleader to offer a 6-month virtual gap year experience, beginning in January 2021. We will be working with students to pursue their goals and create a personal Get Ahead Plan (GAP). For more information visit the website. Do you know a student who could benefit from this opportunity? Encourage them to apply. Use the promo code LT2021 to waive the $50 application fee. Contact us at info@leadingtomorrow.org with any questions.

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:

• Unexpected change encourages innovation we might not have otherwise initiated for ourselves or organizations. How can I/we embrace innovation? Are we doing so effectively?
• Change, stress, and uncertainty bring to the surface the strengths and weaknesses that are deep within each of us and allow for increased self-awareness and personal growth. What have I realized about myself this year? How have I grown this year? Where do I need continued growth in my life and organization?
• Unexpected availability creates space for new opportunities we had not even begun to consider. What unexpected opportunities have come my way this year? How have I responded?
• Our gifts and talents, if continually developed, can find new ways to flourish even if the context around us changes. How am I developing my gifts and talents for new situations and contexts?
• The health of my body, soul, and spirit require extra effort and attention in seasons like this where change fatigue is ever present and real. As a leader, mentor, teacher, or parent, we need to be sure we are investing in our own well-being, so we can be in a place of emotional and mental stability and strength as we encourage and lead others. What does that need to look like for my life in this season? What changes are needed to help me, my family or team, or organization to be healthy and grow in the days ahead? 

As we head into Fall 2020, with its various inherent challenges and opportunities, may you find encouragement and strength as you continue to lead and mentor those around you in ways that equip them to thrive in days ahead.

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.

Most of us are interested in ways to decrease stress, improve sleep, and stimulate brain growth and memory. And yet,  research shows that silence does all of this and more. In a world where we carry our favorite music in our back pocket; engage in long-distance conversations anywhere, anytime; and listen to podcasts, audio books or funny Youtube videos on demand, silence is often elusive.

A recent study indicates that not only is silence difficult to find, but we actively avoid it.  In an experiment where individuals were given the choice of sitting in silence with their thoughts, or inflicting an electrical shock upon themselves, the results were surprising. Even though participants had previously stated that they would pay money to avoid being shocked, 67% of the men and 25% of women chose to inflict it on themselves rather than sit quietly and think for 15 minutes.

While it can be difficult to carve out or choose time for silence, solitude and reflection, there are a few key reasons for us as leaders to do so:

1. Healthy Relationships
Relationships are critical to our health and wellbeing. In today’s busy, digitally-driven world, our longing for deep relationships is greater than ever. Often we substitute noise and a sense of connectedness for true relationships. Writer Johnathan Franzen describes that “our infatuation with technology provides an easy alternative to love.” Ironically, it is often silence and solitude that allow us the understanding and peace to engage in deep, caring, healthy relationships more regularly.  Thomas Merton, in No Man Is an Island, explains: “The man who fears to be alone will never be anything but lonely, no matter how much he may surround himself with people. But the man who learns, in solitude and recollection, to be at peace with his own loneliness, and to prefer its reality to the illusion of merely natural companionship, comes to know the invisible companionship of God. Such a one is alone with God in all places, and he alone truly enjoys the companionship of other men, because he loves them in God.” 

2.  Effective Leadership
Leaders today are confronting increasingly complex problems in ever-changing environments.  More than ever, we need time and space to clear the clutter from our minds and focus on the challenges we confront.  Author and speaker, Sarah Ban Breathnach, explains, “Usually, when the distractions of daily life deplete our energy, the first thing we eliminate is the thing we need the most: quiet, reflective time. Time to dream, time to contemplate what's working and what's not, so that we can make changes for the better.” Kate Murphy, in her article, No Time to Think says, “You can’t solve or let go of problems if you don’t allow yourself time to think about them. It’s an imperative ignored by our culture, which values doing more than thinking and believes answers are in the palm of your hand rather than in your own head.” I would add that sometimes the answers are whispered in our heart. When we fail to listen, in silence and solitude, we may miss the best answers to issues we are facing.

3. Identity and Purpose
In a study by anthropologist Emily Martin, an eleven-year-old girl from a broken home, who bounces between three households, explains that in each of these households the rules are different and so is she. Her identity, like that of many of us today, is defined by an external context. This translates easily into the virtual world, where our identities can be fluid and adaptable. Unfortunately, this also makes us vulnerable to confusion, depression, and a lack of confidence.  Silence and reflection is the space where we can listen to our own heart and identify our identity and purpose.  Carl Sandburg describes this beautifully when he says the following: “A man must find time for himself. Time is what we spend our lives with. If we are not careful we find others spending it for us. . .  It is necessary now and then to go away and experience loneliness; to sit on a rock in the forest and to ask, 'Who am I, and where have I been, and where am I going?' If one is not careful, one allows diversions to take up one's time—the stuff of life.”

As leaders, may we prioritize silence and reflection, benefiting from the rest and understanding that come from these disciplines.  More importantly, may we model these critical practices for those younger than us who are in danger of living lives full of noise and distraction, without understanding the beauty and healing of silence and solitude.

For the next generation,
Jolene Erlacher

​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!

​A recent study revealed that 18 to 22-year-olds are the loneliest age group today. There are a variety of factors that contribute to this troubling statistic. One, of course, is the prevalent use of technology in our society today. While devices help us connect to people in new and beneficial ways, there are some drawbacks. Empathy, for example, has decreased as technology has increased. One study reported that college students are 40 percent less empathetic than they were 20 or 30 years ago, prior to the widespread use of the internet. Screens dull our ability to feel the pain and joy of others and to connect with them emotionally. This presents a threat to deep, committed relationships that are impossible to maintain without continuing empathetic interaction.

While Millennials and Generation Z are especially adept at communicating online, valuable intimacy often gets lost in virtual communications. Quantified Communications reports that an average adult today makes eye contact between 30 and 60 percent of the time in conversation, but 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 well being that occurs with eye contact, touch, and physical presence.

Leaders and managers today often report that young staff lack the relational skills and emotional intelligence to connect with others effectively. In many ways, it is the older generations who must take responsibility for this. When we hand a 5-year-old a device instead of answering their tenth question about giraffes or princesses, we rob them of an opportunity to develop face-to-face communication skills and connect with us in a way that is meaningful to them. When we miss the body language or facial expressions of a 10 or 12-year-old in our life because we are busy checking our social media feed, we lose the opportunity to model good emotional intelligence. When we avoid a conversation with an 18 or 20-year-old in our life because we assume their earbuds mean they don’t want to talk to us, or we fear rejection, we miss an opportunity to demonstrate sincere interest or unconditional love.

Young people today need opportunities to practice healthy relational skills, and they desperately need to see them modeled. Many leaders, mentors, teachers and parents I talk to, however, do not know even where to start in actively engaging the young people in their lives. What I have found, in interacting regularly with 5 to 25-year-olds, is that there is great power in a good question and active listening. I have yet to encounter a young person who did not respond positively to someone sincerely asking about their perspectives and concerns. True, there might be an eye roll or two at first, but when they see you persist in your interest in them, despite their eye roll, trust and respect begin to develop.

So, what does a good question entail? First of all, it must be open-ended. If it allows the young person to respond with a simple “yes,” “no,” “good” or “bad,” a grunt or sigh, it is not a good question. Instead, it should require some thoughtfulness. Instead of asking, “Did you have a good day at school?” try something like “What was the best part of your day at school?” The response to a good question should give you some insight into the young person’s life and provide an opportunity for a follow up question. For example, if they respond that the best part of their day was chatting with a friend, you could follow up with a question like, “Tell me about your friend? How did you meet?” A good question can thus communicate that you care about what they care about. Check out some other great sample questions here.

Good questions are one of the most powerful ways to demonstrate interest, gain empathy, and develop deep connections. As a result, they are a critical tool for all of us as we interact in a society that is increasingly distracted and busy. Make it a goal to practice asking good questions and taking the time to listen actively to the responses.