Tag Archives: Accountability

Millennials…One Thing They Want More of in Their Culture

Manage Key Showing Leadership Management And SupervisionThere is a lot of talk about what Millennials want and don’t want in the workplace. While there might be a lot of aspects people don’t agree on, one that Harvard Business Review found most do agree on is the need for FEEDBACK and COACHING in the workplace.

In a recent article, “Millennials want to be Coached at Work,” Millennials shared what they appreciate and found valuable as part of the culture of the organization. They crave — and respond to — a good, positive coach, who can make all the difference in their success. They conducted a survey of 1400 Millennials and they told them they wanted more feedback…not less…from their managers. In fact, they want it 50% more of the time than other employees. However, only 46% thought they got enough feedback from their managers.

There was a great quote that summed up how most Millennials felt about feedback and coaching…

“I would like to move ahead in my career. And to do that, it’s very important to be in touch with my manager, constantly getting coaching and feedback from him so that I can be more efficient and proficient.”

There were 3 things that they told Harvard they wanted from a manager…

  1. Inspire me…Most Millennials like to work for causes and people rather than companies and institutions. As such, they want to have managers inspire them with their leadership and motivation. They clearly have demonstrated more of a need for praise than most other generations. In their analysis, there were four traits of inspiring leaders…
    1. Providing a Vision
    2. Enhancing Relationships
    3. Driving Results
    4. Serving as a principle role model
  2. Surround me with Great People…the audience of Millennials constantly told them, “Help me up my game by working with people who are talented and better than I am (now).” The job of a manager is to coach a new person while they are most fragile, rather than fostering a sink-or-swim environment. Putting them in groups and surrounding them with people that are better than themselves is a positive in their opinion. They see it as a way to grow rather than a super competitive environment.
  3. Be Authentic…they want to hear about both the successes and failures of their managers so they know they are real and authentic. The best coaches and managers are the ones that aren’t intimidated by their past defeats but can use them to help their team grow. Millennials love this approach and want managers who are willing to share this without intimidation or insecurity.

When managers and coaches use these techniques they find far more engagement and loyalty from their Millennial employees. Find a team of managers that can deliver these elements in their style and establish a culture of inspiration and motivation and you will win them over.

Half of all CEOs feel isolated and lonely at the top

Sometimes timing is in your favor – it is for us at CEOtoCEO and the recent launch of our CEO Discussion Group and CEO Innovation Teams thanks to a recent survey report by RHR International.  I first saw this story talked about on the Chief Executive site and upon further reading found some amazing statistics about the “isolation” and “loneliness” and it has such a significant impact on CEO Performance.

You can read the results of the survey but I wanted to share and excerpt from the study I found to be most impactful.  They said…

The intensity of the CEO’s job, coupled with the scarcity of peers to confide in, creates potentially dangerous feelings of isolation among chief executives. Fifty percent of all CEOs report experiencing loneliness in the role, and of this group, 61% believe that the isolation hinders their performance. First-time CEOs are particularly susceptible to this isolation, with nearly 70% of those who experience loneliness saying it negatively affects their ability to do their jobs. Nearly half of all CEOs estimate that most other leaders experience similar feelings of loneliness.

This is one of the primary reasons we kicked off our CEO Discussion Group – to allow CEOs, Business Owners, and Presidents to ask questions, share insights, and learn from each other in a “Private and Secure” format.  If you think this would be helpful to you as well, we invite you to visit our CEO Discussion Group page and read more about how it works and why it exists.  It is easy to join and maybe it will help keep all our members in the “right” 50% that don’t feel so isolated and lonely.  I look forward to your questions, insights, and answers….