Leadership has always been a cornerstone of humanity. Throughout time, leaders of all dispositions have made lasting impacts on the world around them. An effective leader guides people through progress and innovation, avoiding unnecessary conflict and turmoil in the process. This holds true, too, for leadership within our workspaces.
Without strong, effective leadership, our workplaces would implode. That’s why it’s essential for those in leadership positions to hone their approach to fit the changing values and expectations of today’s workplaces. As the workforce evolves, its leaders must evolve, too.
Whether you’re a top tier executive or a project lead, it’s important to understand the growing needs and expectations of your team. With this in mind, we’ve spotlighted five tips for navigating leadership based on the emerging values of today’s workplaces.
5 tips for navigating leadership in today's workplace
1.) Choose mentor-mentee approach
Mentorship in the workplace is crucial–particularly for the younger generations entering and establishing themselves in the workplace. In fact, a recent survey conducted by Springtide Research Institute found that 82% of the Gen Zs polled believe it’s important their supervisor helps them set performance goals, and 83% say they want their supervisor to actively care about their life. If you’re looking to level-up your leadership style to fit the changing tides of the workplace, consider the mentor/mentee approach.
2.) Implement strength-based coaching
When coaching their employees, many organizations today tend to place an emphasis on strengthening an employee’s weaknesses in hope of boosting efficiency. Ironically, organizations are more likely to see growth when implementing a strength-based approach. Gallup recently found that employers who focused on employees’ weaknesses or shortcomings rather than building on employees’ strengths often experienced negative employee relations and mediocre employee performances. However, one Gallup study found that in general, those employers who switched to a strength-based coaching or development style saw a significant growth in employee engagement, employee performance, and overall profits. Hoping to make a lasting difference on your team members while also driving growth and profits? Switch to a strength-based coaching style and focus on developing the skills of those you’re coaching.
3.) Stay people-oriented, not task-oriented
While there are multiple leadership styles and methods, the two most prominent types of leadership in the modern workplace are task-oriented leadership and people-oriented leadership.
Task-oriented leaders find the most important factor of leadership is the result–the tangible, calculable outcome from a work group. The emphasis is typically placed on what a team does and what it achieves. This type of leadership is easy to fall into, given that there’s often a great deal of pressure on leaders to produce clear, quantified results. However, when leaders are too task-oriented, they risk overlooking the needs of their employees leading to a decrease in morale and job satisfaction. This won’t go over well with the younger generations, as Millennials and Gen Zs expect leaders to care about the well being of their employees.
People-oriented leaders prioritize their people over tasks, focusing on what their team needs to succeed. They emphasize building strong relationships, actively listening to their team members, and fostering an environment where employees feel valued. This approach boosts retention, as one study shows 90% of employees are more likely to stay with a company that listens to their voices and values their feedback. In short, feeling heard is key to job satisfaction and loyalty. For this reason, we advocate for the use of people-oriented leadership in workplaces.
4.) Focus on ethics and inclusivity
Gallup recently conducted a study on the four generations that are most prominent in the workplace today: Baby boomers, Gen Xers, Millennials, and Gen Zs. In this study, members of each generation were given a list of workplace values and asked to select and rank their top three values according to what they’re most likely to look for in a work environment. Of the suggested values, all four generations ranked an organization’s leadership being ethical as one of their top three priorities.
Regardless of age, race, or socio-political background, what members of the workforce want is a leader that is good and does good. This is especially true for the latest generations of workers. According to a Deloitte Global survey conducted on Gen Y and Gen Zs, nearly half (49%) of the respondents admit to making choices about prospective employers based on an organization’s values and ethics.
Just as most employees are seeking leadership with strong ethics, they’re also looking for workplace leaders who value workplace inclusivity. In the past few years alone, there’s been an enormous demand for inclusivity in the workplace. Driven by the younger generations of workers, the push for an accepting workplace culture cannot be denied or ignored. In fact, younger generations actually expect their workplaces to actively strive for equality amongst all co-workers.
This study shows nearly 63% of Gen Zs and millennials surveyed believe business has the ability to influence social equality. The workplace leader that strives to promote ethics and inclusivity will prove to be an asset to their employees and an advocate for change.
5.) Prioritize mental health
Workplace anxiety seems to be a rising issue plaguing many members of the workforce. Just last year, Mental Health America conducted workplace wellness research that concluded nearly 81% of workers experienced a level of stress which affects their mental health. Workers everywhere are striving to find ways of coping with workplace anxiety and other prominent afflictions affecting mental health. What’s more, these workers are looking to their employers for help.
From time off for mental health to employer-provided resources, employees are encouraging their leaders to make mental health a priority in the workplace. Making employee well-being a higher priority doesn’t just benefit the employees, however. Organizations stand to gain, too: investing in employees’ mental health can yield a harvest of more contented workers and a more harmonious workplace. In fact, increasing evidence shows that workplaces who invest in creating psychologically safe work-spaces consistently see decreased rates of stress in the workplace and an increase in employee retention and overall engagement. Place a greater emphasis on the overall well-being of your team if you want to stand out as a workplace leader.
The workplace is an intricate ecosystem that’s constantly growing and evolving. Leaders who adapt to or, at least, account for the changing priorities of their employees can prove themselves invaluable to their teams and their organization. Luckily, The Growth Group can help in this endeavor. With offerings like Leadership Coaching, Team Strengthening, and Organization Optimization, we aim to provide the resources you need to be the best leader you can be.
Ready to invest in your leadership potential? Reach out today!
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