Developing Tomorrow’s Leaders in Today's Complex Work Environment by Nicole Andrews

If today’s work environment were a relationship status, you can bet “it’s complicated” would be it. Aside from the fact that many organizations have recently adopted either a fully remote or hybrid office model (and the learning curve that accompanies both), the workforce is now filled with people from vastly different generations and cultures—people with vastly different needs. Life at work simply isn’t the same as it was 50, or even two, years ago. And if organizations are to succeed in an environment as increasingly complex as this one, they’ve got to raise up employees who are dedicated to their companies, engaged with their work and ready to step into leadership roles.

Whether you’re a mid-level manager or an exec in the C-suite, there are steps you can take right now to help shepherd your employees, and mold them into the kind of leaders organizations of every kind need. Here are three:?

Prioritize Self-Improvement.

Engaged employees make great leaders. But in a study conducted by Gallup, researchers found only 30 percent of U.S. employees are engaged, and managers are to blame for such a troubling score. What’s more, the same study shows one in two employees have left their job at some point in their career to get away from their manager. Meaning, most managers probably have quite a bit of room for improvement. If developing great leaders is your goal, being a great leader should be your priority—and that involves making a concerted effort to become more self-aware. Take the time to get to know yourself and learn more about your strengths and weaknesses. Are you communicating effectively on an individual level with your team? Are you creating a culture of openness and accountability where employees aren’t terrified of failure? Do some reflecting, but don’t stop there. Ask the people who interact with you every day to help you understand what you do well and where you need to make some changes. Then, listen and take the actions required to improve.?

Show You Value People. Not Just the Work They Do.

Traditionally, there’s been a clear line between life at work and life at home. Getting too personal or friendly with your employees feels uncomfortable, inappropriate even. But Millennials and Gen Z are the future of the workplace, and they crave authentic connections. In fact, they’re telling us they won’t stay long at organizations they feel don’t value them as people. Expecting your reports to forget about their personal lives from the hours of 9-5 isn’t going to cut it anymore—so make it your mission to see employees for who they are, not just what they can do for you. But understand, that’s not to say you have to overshare or forsake healthy boundaries to show you care about those you work with. Actually, you shouldn’t. But consistently making a point to ask how someone is doing, taking the time to learn more about their goals and finding out what they need more of (or less of) from you can completely reorient their path with the company—and inspire them to stick around long enough to move into future leadership roles many organizations so desperately need.?

Motivate with Money and Meaning.

Trends in the current and upcoming workforce show there’s a lot riding on money. As evidenced by the Great Resignation, people are done working for anything less than an equitable living wage. And while coughing up the extra cash to keep employees happy might seem like the answer right now, there’s more to it. The truth is, Gen Z and Millennials are eager to make an income and an impact. They need to have the pay they deserve and the purpose they crave, but there’s a wildly popular misconception that says you can’t have both. Seize the opportunity to help your employees realize meaning and money don’t have to diverge by giving them the chance to turn their passions into action at work—and contribute to the company at the same time. If an employee is devoted to sustainability, encourage them to spearhead a paperless office initiative. If it’s Diversity, Equity and Inclusion, they’re passionate about, help them start an internal program dedicated to empowering more diverse voices through events, round-tables and fireside chats. Given how much weight consumers are putting on a brand’s ability to align with their values, you might just find pairing money and meaning opens the door for more than just leadership-oriented employees. It might open the door for new clients, more customers and more revenue.?

About the Author: Nicole Andrews is the founder of Nicole Andrews International, LLC, focusing on career coaching, organizational consulting and speaking.?She also serves as an Independent Consultant to the EP+Co Talent Team as the Director of Learning and Development.?She is known for establishing employee engagement, career development and diversity and inclusion strategies that empower employees and organizations to succeed—and is recognized as one of the Top 100 Under 50 Corporate Executive and Emerging Leaders in America by Diversity MBA Media.

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