Managing and Developing the Gen Y Leaders

My challenge with a leadership definition related to a younger management group. During the last 10 years as an executive in a large financial organization, I was asked to undertake the integration of our group and one from a new acquisition. It turned out that the regional managers from both groups were comprised of Gen Y managers. All very talented but gene-rationally distinct from my experience. It was a challenge. In the end, we worked together to craft a way to execute and produce but it was not easy. This article has selected resources around the Gen Y leadership question.

“Gen Y is the next generation of leaders, and we bring with us a fresh outlook on leadership. So, I’ll focus on my desired leadership style, the rationale behind it, and the implications to companies big and small – after all, I’m probably not the only one who thinks the way I do!

I’ve had the opportunity to serve under a wide variety of leadership styles, and each of them has provided a valuable opportunity shape my definition of an ideal leader. I’ll summarize the leader I hope to be through the following five traits:

Be open and honest with communication and feedback

There’s nothing worse than being blindsided by unanticipated constructive feedback during your annual review… except maybe seeing a project derailed because of a simple communication breakdown.

On the flipside, I’ve seen the benefits of real-time feedback and ongoing communication: problems get fixed faster, and annual or semi-annual reviews aren’t nearly as stressful. This is just as true for leaders – I want my team to speak up when problems need fixing, without fear of retribution. After all, the purpose of feedback is to help the team perform more effectively!

Work hard, play hard

Odds are the people you work with are some of the people you see most often in your life. It’s natural to become friends with those with whom you work most closely. Some of the most cohesive teams I know of consistently get together as a group outside work.

I’m a firm believer that a team that celebrates together not only stays together, but engages in more healthy forms of debate, and is more productive. This is especially true where Gen Y is involved….” More at A Gen Y Definition of Leadership | Switch and Shift

The reality is that part of effective team work and productivity is “cohesiveness.” You can not really orchestrate this but a manager can create an environment where the social aspects of relationship building have a chance to evolve. The openness and candor to contribute to the team’s success are built on trust.  Trust is partially a function of time together.

In managing the Gen Y employee, and particularly in developing them as leaders, the more information you know and the better you apply a relevant leadership description to their growth, the more successful our future will be.

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Michael D. Moore is the publisher of Management By Delegation and is a veteran executive with 40+ years in the Banking and Insurance Industries. A devoted entrepreneur, using his business experience to provide resources for managers and leaders at all levels. For the last 5 years, he has built a growing web presence for helping people with personal and professional development. To learn more about these advanced concepts & join our group Click here 5 Must Have Management Skills

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