What Is So Unique About The Leadership Skills Of Generation Y



Generation Y or Millennials refer to the generation between 1980 and early 1990s. The new generation of Gen Y are trying to change the traditional leading style. It can be either because they, themselves want to lead or they are responding to the leading style of their employers. According to a number of surveys, most Gen Y express the desire to lead. They want to be in charge, believing that leadership is the empowerment of others. Some also believe that strong leadership is required for strong communication and relationship building. Technology has a huge influence on Gen Y’s leadership skills. Here are a few leadership traits shared by Gen Y leaders:


They Are Energetic Decision Makers

Each one of them is a collaborative decision-maker. In the future, they will be required to stay connected and take decisions after mutual consensus. They will need to be able to get along with each other as more expert views will be asked for. They should be able to express their views in a way that is easy to understand.


They Connect On A Personal Level

Gen Y leaders are not rigid. It is predicted that they will make their businesses more flexible. They are shaping their talent into their business more than shaping their business into their talent. They are customizing their workplaces from a professional environment to a more comfortable and cozy environment. Since they grew up with technology, they are able to connect professionally with people more than the generations before them. Calling, texting and emailing has made communication a lot easier than it was in the previous generations. This enables better professional communication, which Gen Y is very comfortable with.


They Are Challenging

Since Gen Y grew up with technology and witnessed the evolution of these tech industries and companies, these young people know the necessary skills that are required for them to lead. They know how quickly and strategically they need to change in order to stay ahead of the game. They are extremely innovative and less patient. They want fast progress and results in whatever they do. They are also fast decision-makers which are paramount in many types of businesses. They do not adopt the style of the generation before them and tend to stand out of the crowd for being new and different. Businesses are greatly benefitting from their transformative, diverse and flexible working environment.


They Set Standards

They have set some specific standards for a leader. If the leader does not match their standards and expectations, they are ready to leave. They can leave their jobs much easily than the previous generations. They have high expectations from their leaders and their needs are shaped accordingly. A huge number of Gen Y in the workforce right now are driving the changes in leadership.


They Have Different Needs According To Leadership Training

Besides knowing their strengths and weaknesses, Gen Y also knows how they need to improve their skills and abilities. During their career development, the Gen Ys undergo different pieces of training to choose the perfect career. They choose their careers according to their talents and capabilities. There are many ways online as well through which they get guidance for selecting their professions. In fact, they prefer to be guided more than they want to select their career on their own.


They Prefer A Flat Management Structure

They embrace a flat management structure because they dislike the hierarchical structure in the organizations. As businessmen and businesswomen, they do not like the ‘up the ladder’ movement in their organizations. As employees, they do not enjoy working in a system in which there are layers of management. They want to work in an interactive system between the employer and employees. They encourage communication and career development longitudinally as well as laterally.


They Value Leaders Who Take Feedbacks From All Employees

Because they want to work in a flat management structure, Gen Y wants their employers to value feedback from all the employees equally. They cannot bear discrimination in the organization. They want everyone to be a part of the decision making process. They feel it unfair that only the management team gets to give their opinion on these matters. They also dismiss the validity of their experiences in most cases.


They Seek Empowerment

Gen Y work best when they are empowered to make decisions for their work and help the customers to benefit the organization they work for. They seek empowerment when they are in a leadership position. They also believe they can help their organization as a whole by improving its programs and policies.


They Support Flexibility

Gen Y find flexibility in the work hours, telecommunication, independence and the devices they are going to be using for work very important. They have the same opinion in this matter as a team member and even as a leader. They have a high value for self-care and the time they get to spend with their loved ones. They believe taking out time for themselves and their family is important for their physical and emotional health. This is why they require work flexibility. By working in such an environment, they work happily and productively.


Some people do not support their leadership style. They ask why Gen Y do not simply comply with the traditional leadership style. They wanted to change that style because it was pretty short-sighted. They want to work in an environment they can be comfortable in, and perform better, as both, workers and leaders. This helps them engage more in the work. Since this generation is flooding the industries now, it seems quite inevitable that they will influence the leadership styles and change them completely. Organizations are transforming themselves according to the Gen Ys. Their ideas are proving to be extremely influential and adapting them would be a good option. It is believed that the organizations that change with the expectations of this new generation would be more successful as compared to those who don’t.

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