I don't know if it's just me or it's my generation, but the current leadership structure within business today is just not cutting it. Business is often on the cutting edge in so many areas, so why is it that the current hierarchy of leadership is guarded as if it were a trade secret for success? I would actually argue the opposite, unless substantial change is made, it could cause businesses to stagnate or potentially fail.
Let's take this step by step. Most people's first step toward a fulfilling career begins with going to college. Although there are colleges where the MRS degree is popular, it is clear that people attend college to graduate and go on to climb the corporate ladder. I am one of those people.
In college, the professors lecture and healthy questions and debate ensue. You are allowed to challenge the professors, question their logic and even given praise when you can out debate them in a great philosophical manner. The students who do well are often those who respectfully challenge the professors the most.
However, I have found that in business, this is not the case. Particularly when you are less than 5 years out of college. It is still an environment of "because I said so" and good ideas only come from senior management.
I was recently dumbfounded when I was having a discussion with my boss about the definition of Corporate Social Responsibility (CSR) and he pulled out the "I decide what it means because they pay me the big bucks" card. REALLY?!?! What happened to the notion of merit and the novel concept that whoever has the better logical argument, wins?
There needs to be a more congenial relationship between the college and business environment. My generation is already transient. We do not need a reason to leave, rather, we need to have a reason to stay. This is not an ultimatum, but a reality. To help, I have listed 4 recommendations for those of you who are in leadership positions in business.
My 4 recommendations include:
1. A good idea is a good idea, not matter who it comes from.
My generation shouldn't have to give their great ideas to senior managers, directors, and VP's because it will have merit only when coming from them. It robs my generation of feeling the joy and personal pride of a job well done. It also disintegrates any company loyalty you are trying to build up in them. Company loyalty is earned.
2. "because I'm the boss" or "because I said so" is not a trump card.
Now, I am not suggesting that you encourage your employees to incessantly ask "why?" the way my toddler does, but allow for healthy debate between you and your employees as long as it is respectful. If you feel strongly about your stance, but can't articulate it, step back from the conversation and tell them you will think about it.
After thinking, if you realize that you found a logical argument for your stance, great. But if you realize that is really just your pride getting it the way, suck it up and give your employee a well deserved kudos. I guarantee they will not think less of you, but they will respect you more and will have gained a little more of their loyalty.
3. It is better to be happy than be right.
When you are going through the wedding planning process, people are so willing to tell you what they think makes a marriage work, or not work. Most of the time, I would just smile and nod. But this one stood out after my husband asked if I was arguing with him because I actually believed my point or if I was arguing my point for the fun of outwitting him. After thinking about it, I realized that it was more for the fun of it, a small subtle validation of my whit and, dare I argue, intellect. But it was making both of us miserable.
This is applicable within business as well. Use good judgment, as a boss, is it better for the company for you to be right or for employee morale to be high? Which fosters increased productivity and efficiency? You will be right, perhaps even most of the time, but not all of the time, and that's ok. This, again, will increase employee loyalty.
4. Know your management style and articulate it well.
When your employees know how you manage and your philosophy behind it, they will better be able to cater to how you prefer the office to be run. Employees need to be able to anticipate needs and expectations. When that cannot be done, it creates uncertainty in the office and disappointments across the board.
I personally recommend the trust and track. Show the employees the basics on what you need them to do, but then trust them to personalize and own it (as long as it still accomplishes what you need). Then give them the track to progression to more senior roles within the company.
The more transparent and open you are with this process, the more employees will believe that not only do you want what's best for the company, but you also want what's best for them. Unfortunately, this is often just lip service. If your employees don't believe you take their best interests to heart, their loyalty will be lost.
I hope these are valuable and help you understand my generation and how to earn their loyalty, improve business and be a great boss.
The "MRS degree" is a term used for those women who go to college to find a husband and become a Mrs.
