For the past 10 or so generations, we have focuses on having good jobs and screening out candidates that didn't fit within the constructs of our good jobs. Businesses have invested their energies into communication technologies, marketing strategies, contingency planning, and building great buildings. At the end of the day, however, we have missed the mark in many ways with the Millennial Generation as well as with Generation Z. We have missed the mark because they are spending more of their energies evaluating who we are as leaders and less of their time evaluating what the benefit structure looks like.
The younger generations listened to their parents as they talked about what a jerk their boss was, or how their boss didn't listen to them, or how their boss tried to steal credit for the work that they did. They listened as the media exposed scandal after scandal of company leaders operating with almost a complete lack of ethics. They watched as Radio Shack laid off a couple of hundred people via email. They watched as the leaders of Enron stole from their own employees, and Health South ripped off the people that believed in them. They watched as lawsuit after lawsuit popped up with a leader acting inappropriately, and often illegally in relation to their employees. They watched as leaders hired person after person to be in charge that had virtually no relational skills. They simply hired people that "had the experience" that was necessary. This model doesn't work anymore and hasn't really worked for some time.
The new frontier is one of recruiting fantastically relational bosses, investing in their ability to communicate, training up their teams, and providing support to them. It is NO LONGER about pleasing the boss. It is now about the boss becoming a true servant leader and inspiring their people to act. For two generations, companies have given lip service to the idea of servant leadership, often without taking any positive action to create it. Top leaders in companies often put the training on middle managers and believe that they have nothing left to learn and/or no time to invest in their own growth. The companies who will compete moving forward are the ones that will build communication and relationship skills from the very top to the very bottom of their organization. They are the ones that will start with the CEO, not the supervisor. They are the ones that grasp the idea that the higher up they are in the organization they are, the more visible they need to be.
This new world that we are living in is one where employees/candidates are screening the bosses in a company to determine if they are willing to share their talent there. It isn't about keeping candidates out anymore. It is about being the leaders that you need to be in order to proactively recruit and attract top talent. It is about paying the most that you can to talented people that you recruit and then going out of your way to help them succeed, grow, and make more money. I believe that any company that does not focus in this manner will face increasing frustration with turnover, stagnant productivity, and fewer numbers of qualified candidates. It is time for us to create a movement toward spectacular cultures. It is time for us to give employees a reason to want to work for us and want to perform for us. It is time to truly lead!
To Your Success,
Jody N Holland
Jody is a writer, motivational speaker, consultant, and entrepreneur. He has been the keynote speaker at over 250 events around the world. Jody speaks more than 150 times per year at different programs, and he has given more than 10,000 speeches during his career.