Coaching, Embracing & Maximizing Young Leadership Potential

Over the past 18 months, I was invited to coach and teach peer coaching skills to young leaders at the Wharton business school at the University of Pennsylvania, the College of Engineering and Applied Sciences at the University of Cincinnati, and Workshop U – a new post-secondary program in Philadelphia. (See group photo above of me with Workshop U students – many of whom I coached for 8 months – at our end of year celebration.)

These experiences have inspired me to write about how impactful it can be to offer coaching to young adults in support of their leadership development. I hope you too are inspired by what I have to share this month and put this advice into action for yourself and the younger leaders in your organization.

Legendary NFL coach Vince Lombardi once said, “Leaders are not born, they're made.” These powerful words support the belief that leaders are made through coaching, determination, experience, hard work, practice and skill development. While leadership can be an innate skill, we have all encountered those “natural-born leaders”: Most great leaders don’t emerge fully formed. They are developed over time and with the help of others. In most cases, someone –whether it be an executive coach, mentor, or colleague – helped that leader to realize their full potential and maximize it.

Millennials and Gen Z are increasingly filling leadership roles, representing a paradigm shift in the workplace. Young leaders are on the rise, and need coaching, developing and mentoring.

Are you an aspiring, young leader? Are you wondering what is your best course of action to get ahead and develop your leadership skills? Coaching and mentoring are immensely valuable in developing future leaders. According to the Economic Times, ‘Mentoring and Coaching: Nurturing Future Leaders,’ “In the ever-evolving landscape of leadership and management, one concept remains timeless and invaluable: mentoring and coaching. These two powerful tools serve as a guiding light for aspiring leaders, helping them navigate the complexities of the modern business world.”

In this month’s newsletter I focus on why coaching is essential for young leaders, and how to embrace, maximize and support these rising leaders from an organizational stand point. ?

1. Business Coaching is Essential for Young Leaders
2. Embracing the Rise of Young Leadership
3. Maximizing Young Leadership Potential ?

Business Coaching is Essential for Young Leaders

Stepping into a leadership role for the first time can feel like the weight of the world is on a young leader’s shoulders. Navigating complex challenges and new expectations may feel daunting and overwhelming. According to Speexx, ‘Why Business Coaching is Essential for Young Leaders, “A survey by Harvard Business Review found,?65% of first-time leaders feel uncertain or anxious about their role transition , which can induce stress and set the stage for?burnout .” To avoid burnout, it is imperative that these rising leaders and their organizations invest in business coaching to support their transition to a leadership role. Speexx goes on to further discuss how coaching can support first-time leaders and their transition in the following ways:

1. Clarify expectations: A coach can help them identify the key priorities, goals, and outcomes they need to achieve in their new role and clarify any expectations that may be unclear.
2. Develop skills: First-time leaders may have technical expertise in their work area but may lack the soft skills needed to manage people effectively.
3. Build confidence:?Coaching can help them build the confidence they need to succeed by providing positive feedback, recognizing their strengths, and helping them overcome any self-doubt.
4. Encourage reflection: Business coaching encourages leaders to reflect on and learn from their experiences, strengths, and weaknesses.?
5. Provide support: Coaching can be a valuable source of support for first-time leaders, particularly during the transition period. A coach can provide a safe and confidential space for new managers to discuss challenges, seek guidance, and receive feedback.
6. Enhance personal growth and interpersonal skills: Business coaching can help young leaders to build strong relationships with their team, develop a solid personal brand, communicate effectively with their team and stakeholders, and create a growth mindset to stay motivated and engaged in their role.

A business coach is like a guiding light that will help young leaders advance in their career, find meaning in what they are doing and realize their full potential. If you are a rising leader interested in coaching, please message me here on LinkedIn to schedule an initial exploratory call with me and experience the power of coaching.

Embracing the Rise of Young Leadership

Young leadership is a force driving positive change in the workplace. These rising leaders are essential to your organization, the time to invest in them is NOW. Harness their profound, unique power. They are paving the way for a better tomorrow. These young leaders bring a fresh perspective and a different set of behaviors, expectations, and values. More members of Gen Z are entering the C-suite. Gen Z is redefining leadership. According to Glassdoor, ‘Glassdoor’s 2024 Workplace Trends,’ in 2024 there will be “more Zoomers, Fewer Boomers. Gen Z will overtake Boomers in the full-time workforce.” This is potentially the first time that Gen Z will make up a larger portion of the U.S. workforce than Baby Boomers.

Maximizing Young Leadership Potential?

Organizations that harness and invest in the potential of their young leaders today, will reap the rewards in the future. Understanding and leveraging the strengths of young leaders is crucial. It’s essential to know what makes them tick, and what they value, so that organizations can actively nurture and invest in their potential. It’s important to understand and leverage the strengths of these rising leaders. Embrace what Gen Z brings to the table and get to know what they believe in. The Stanford Report ‘8 Ways Gen Z Will Change the Workplace,’ sat down with Roberta Katz to discuss her research, what matters to Gen Z and what to expect from Gen Z in the workplace. Here is what she found:

1. Gen Z expects change - The world of Gen Z has been defined by technological changes happening at rapid speeds that also reshaped social experiences. Disruption and impermanence have always been part of the world Gen Z experienced – for them, it’s a norm, not an exception.
2. Gen Z is pragmatic – Gen Z has a strong sense of self-agency. Gen Z lives in a world that has always been one search engine result away. If they want to know more about something, they readily seek the answer out for themselves.
3. Gen Z wants to make a difference – Gen Zers not only expect change – they demand it. They are inheriting a set of complex problems – from climate change to inequality to racial injustice, to name but a few – and want to fix it. They want to work in a place that they believe is doing good for the world.
4. Gen Z values collaboration and teamwork - For some Gen Zers, the digital world helped shape their identity: Through social media and in online groups, they found subcultures to connect and interact with.
5. Gen Z wants leaders who guide by consensus – Gen Z is also less hierarchical than previous generations.
6. Gen Z cares about mental health and work-life balance - Gen Z grew up in a period that saw the blurring of the 9-to-5 work schedule and the rise of flexible work models.
7. Gen Z thinks differently about loyalty - Because Gen Z grew up amid so much change, Gen Z has a different perspective on loyalty. But as Katz pointed out, “they also grew up with workplaces not being very loyal to their employees.”
8. Gen Z looks for trust and authenticity - Gen Z also values authenticity. Honesty and openness are important.

Let’s champion rising leaders. By providing coaching, mentorship and training, organizations can shape and support these young leaders of tomorrow. Brick by brick by fostering young leadership, a solid foundation will be built for a prosperous tomorrow. Embrace the fresh take on leadership they bring to the workplace and collaborate together to learn and grow from one and other.

To learn more about the work I did with young leaders ranging in age from 18 to 24 at three distinctly different post-secondary programs, message me here on LinkedIn or subscribe to my email newsletter on my website.

In partnership as you rise,

Erin

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Erin Owen, MBA, MCC (she/her/hers)

Executive and Leadership Coach

Website:?https://erinowen.com

LinkedIn:?https://www.dhirubhai.net/in/erinowen/