To Lead People Today You Need to Be a COACH, Not a Manager

What worked for yesterday’s leaders will not work for today’s. Amid today's rapid-paced evolution, organizations encounter a pressing challenge: how to effectively guide Millennials into becoming leaders capable of bringing organizations to future success. Yet many leaders still underestimate the importance of shaping the next generation of leaders. Read on to learn why this is imperative for success and how to implement the COACH framework in your organization.

Millennials, born between 1981 and 1996, entered the workforce with a set of characteristics that distinguish them from previous generations. They are digital natives, having grown up in a world permeated by technology, and are adept at leveraging digital tools for communication and collaboration. Millennials also have an entrepreneurial mindset, valuing autonomy, creativity, and innovation in their work. But don’t be fooled. They are not solely motivated by financial success; they prioritize purpose-driven work and seek opportunities to make a meaningful impact on society. Understanding these unique attributes is crucial for leaders looking to effectively mentor and empower Millennial employees.

As I know from experience, young leaders are at great risk in trying to get ahead too fast. This is especially true for those who jump into major leadership roles without first knowing their True North – who they are. You are subject to being driven by external gratification—money, fame, and power—and these great tempters can control you and your decisions, even if you aren’t aware of their impact.

I was the kid who tried too hard to get ahead too fast. I went straight from college to business school, graduating at age 23. Then I took an intentional detour into the U.S. government as assistant to the Defense Department’s CFO and as special assistant to the Secretary of Navy. Nine months after accepting a position as head of strategic planning for Litton Industries, I became general manager of Litton’s microwave oven division with the mission to launch Litton into the consumer appliance market. We grew the business at 50% per annum for the next nine years, while we built our organization from 200 to 2,000 people and attracted a top-flight executive team.?

I loved it, but it was stressful. In retrospect, I may have moved too fast in innovating to stay ahead of the competition and tried too hard to be Litton’s best-performing unit, which led to quality issues. I was young, aggressive, and brash in dealing with our corporate bosses.

Luckily, I had a strong sense of my moral compass. My wife Penny’s wisdom and support, the insights of my men’s group, and learning to meditate provided guardrails to my life and leadership. I was fortunate that these guardrails helped me avoid the types of ethical lapses that can cause derailment.

This is why it’s imperative to help Millennials along their journeys to leadership.?

In Chapter 10 of my book, True North, Emerging Leaders Edition , I introduce the COACH framework for leadership: Care, Organize, Align, Challenge, and Help. By embracing these dynamic principles, leaders can cultivate authentic relationships, foster collaboration, inspire purpose, drive growth, and support the next generation of leaders.?

Now, how can this framework be used to empower Millennials??

Caring for Your Teammates: Building Understanding and Trust

Understanding the needs and aspirations of employees is the cornerstone of effective leadership. Unlike many of their predecessors, Millennials value authenticity, transparency, and genuine connections in the workplace. They seek mentors who not only guide them professionally but also empathize with their personal aspirations.

Taking a cue from Dean Smith's wisdom, the best leaders of tomorrow are those who truly care about the individuals they lead. Dean coached basketball at the University of North Carolina at Chapel Hill for 36 years, and was named a “coaching legend” by the Basketball Hall of Fame. By fostering professional yet intimate relationships marked by openness and vulnerability, leaders can build trust and pave the way for meaningful mentorship.?

• Leadership tip for you: Take time to understand the career objectives and intrinsic motivations of your Millennial team members. Talk to them and get to know who they are outside of work.?

Organizing for Success: Getting People Playing as a Team

In today's collaborative work environments, it’s crucial to organize teams to leverage each member's strengths. According to Forbes, Millennial employees value inclusive environments where their voices are heard and their contributions valued. As leaders, it's our responsibility to observe and understand the unique skill sets and motivations of each team member. That will ultimately bring out the best in them and the best in the team.

Look at an American football team: each player has their own strengths and positions that they play best. There are wide receivers, linebackers, quarterbacks, etc. Knowing the strengths of each player allows the team to win. By organizing their Millennial team members to operate in their sweet spots, leaders can cultivate a culture of empowerment and collaboration that resonates with this generation’s desire for purposeful work and meaningful impact.

• Leadership tip for you: Regularly engage with your Millennial team members to understand their strengths, weaknesses, and aspirations. Foster a culture of inclusivity and collaboration where everyone feels valued and empowered.

Aligning Vision: Uniting People Around a Common Purpose

Unlike 20th-century models of leadership, Millennials seek meaning and purpose in their work beyond financial remuneration. Aligning Millennial employees with the organization's mission and vision requires a clear articulation of purpose and a compelling narrative that resonates with their values. Leaders must inspire and motivate young leaders by connecting their roles to the broader organizational mission. By uniting Millennial employees around a common purpose, leaders can unleash their full potential and drive collective success.

My friend Hubert Joly, Harvard Business School faculty member and former CEO of Best Buy, wrote : “At Best Buy, our first stab at defining our purpose got us to the powerful but relatively abstract idea to ‘enrich life through technology.’ This concept became much more palatable to our more than 100,000 employees when our team anchored it around a much simpler, relatable idea to behave as an ‘inspiring friend.’ Our team then translated it into concrete guiding behaviors — such as ‘be human’ — that would enable all Best Buy employees, regardless of their specific function, to make that purpose come to life in their daily interactions with customers and each other.”

• Leadership tip for you: Communicate the organization's mission and vision in a way that resonates with the values and aspirations of Millennial employees. Empower them to see the impact of their work on the larger organizational goals.

Challenging Leaders to Reach Their Full Potential: Summoning Millennials Best

Anson Dorrance, a soccer coach who has won 21 NCAA Women’s Soccer Championships, creates a weekly stack ranking of every single player that he posts publicly. He calls the exercise “competitive cauldron,” as he rates each player on a list of factors such as their speed. On his team, players know where they stand and what they need to do to improve.

Millennials value growth and development opportunities that challenge them to step out of their comfort zones and expand their horizons. Challenging Millennial employees to reach their full potential requires setting high expectations and providing constructive feedback. Leaders must engage in regular feedback sessions and provide mentorship that encourages continuous learning and growth. By encouraging Millennial employees to excel, leaders can foster a culture of excellence and innovation that propels organizational success.?

• Leadership tip for you: Set ambitious goals for your Millennial team members and provide them with the support and guidance they need to achieve them. Encourage a growth mindset and celebrate their successes along the way.

Helping the Next Generation: Supporting Millennials as They Navigate the Path to Success

Supporting Millennial employees on their journey to success requires hands-on involvement and genuine care. Leaders must actively engage with their Millennial team members, offering guidance, mentorship, and problem-solving assistance when needed. Leaders should show up, listen, and actively participate in Millennials’ professional development journey. By providing ongoing support and encouragement, leaders can empower Millennial leaders to overcome challenges and achieve their full potential.?

Often the most helpful thing a leader can do is genuinely listen. Active listening is one of leaders’ most important abilities because people sense they are genuinely interested in them. Renowned consultant Warren Bennis was a world-class listener, who patiently listened to your ideas and then contributed astute observations that came from a deep well of wisdom and experience. We feel respected when others believe they can learn from us or ask for our advice.

• Leadership tip for you: Be present and actively involved in the professional development of your Millennial team members. Offer guidance, support, and encouragement to help them navigate the complexities of the modern workplace.

Leaders can empower and mentor Millennials in today's dynamic environment by embracing the principles of Care, Organize, Align, Challenge, and Help. This allows them to cultivate meaningful relationships, foster collaboration, inspire purpose, drive growth, and provide support to the next generation of leaders.

Remember: Tomorrow depends on today.?

How are you shaping the next generation of leaders? And if you’re a Millennial reader, how do you like to be led? Please share your comments below, I’d love to hear from you.

All the best,

Bill George