Millennials are going to rule...

Millennials are going to rule the next decade. But the crucial topic is “Are they ready to lead?”

Several researches have taken place in this area, Deloitte India conducted a research to look at the working and leading styles of millennials in India.

The very first and the most striking finding was that “Millennials want leadership, and they want it their way". Millennials have seen an economy of constant change wherein big organizations have lost their charm. Young leaders drive motivation when an area of exploration and creation is provided to them than simply, following the existing traditions. Millennials want leadership but they sense a vacuum of good leaders. Are you listening L&D departments?

The second finding that came across the table was that "Millennials know they are not ready for leadership, but they want it anyway". These bunch of young leaders want leadership but have no direction towards it. Thereby, Organizations should heavily invest in providing them a platform of learning and development. A platform wherein, they are exposed to the role of a leader and what it takes to become an efficient one. The tricky part here is the young crowd are not looking for training sessions that have been repetitive for the last twenty years which churn out the same copy paste knowledge. They want to be coached but the right way.

The third finding is Millennials value an open, transparent, inclusive leadership style. Millennials believe leadership should be run on this motto. Transparency and openness breeds engaged employees in the organization. It’s seen that highly included individuals shoot up performance level to 80%.

The fourth finding said that “Millennials demand career growth". Millennials want to move rapidly, they yearn for changes and development, they are constantly looking for opportunities to grow and explore. Millennials during interviews mentioned that once they do not sense growth in a company they leave immediately. Older organizations have to develop a model that keeps the young engaged.

The fifth finding said that "Millennials thrive on fairness and performance-based appraisals, not tenure". Millennials highly reject the idea of tenure; they strongly dive in the idea of fair performance. They are not restrictive to their “roles” but thrive for a set up wherein, they have the availability of exploring beyond. This change in organization dynamic will enhance the growth of employees.

The sixth finding said that “Millennials are comfortable with less role clarity and less manager led career." Young employees definitely want a manager that’s transparent and open but also, they do not want the need to go to the same person constantly. They would prefer to go to several mentors, peers for help/guidance/support. They believe in forming a supporting network than being strongly associated with one manager for all the support.

The seventh finding said that “Millennials thrive on Innovation and change." Millennials want to stay in an organization until its dynamic and evolving. Once, they realize that the organization progress is stagnant and there’s nothing new to evolve, they would prefer to give in their papers. Millennials have seen an economy of start-ups ruling and big organizations failing, they thrive by the idea of innovation and change. Organizations should remain dynamic throughout.

The question remains “Who can make these changes?”, “Where can these changes stir from?” It is the HR department. The HR department is the one that brings about a change in the organization’s structure, management, process. There is no denying that Millennials will rule and lead the show. Organizations who survive the change, evolve with the innovations and grow out novelty will be the ones who’ll make it.

If...

“If” by Rudyard Kipling is one of the most precious gifts’ to mankind. The poem is a blessing in disguise, it throws light upon the most vital aspects of an individual’s life.

Rudyard Kipling begins with his opinion on how to operate during a crisis. He showcases the reality by mentioning that, during a crisis, human tendency is to blame one another. He emphasises on keeping calm even when you are blamed, and taking on the responsibility for your actions. He shows the importance of trusting and believing in yourself, standing for yourself when others point fingers at you. However, he mentions the thin line that we need to be aware of between confidence and overconfidence.

Dream big? Yes, but do not make dreams your master. Treating both success and failures the same, and not being carried away by either, is a crucial aspect Kipling touches upon. Pick yourself up, and rebuild on the days the water doesn’t flow in your direction.

He says you may lose all your possessions but start the journey again without uttering a word of loss. Mental toughness is a necessity to acquire.

Kipling talks about the importance of connecting with the masses. Communicate with individuals from all walks of life. Develop a personality that keeps you in touch with the King and the common masses.

He ends the poem beautifully by developing the thought that if needed, a human can win the earth and everything in it.

Mental Health in the Workplace...

Mental health is a product of the two, biology and environment. The atmosphere and environment created at the workplace has a dominant role to play in an employee's daily life.

An employee's feelings and emotions are a crucial aspect of an organization's productivity. Leaders play a vital role in the creation of a rich and healthy environment. The bonds that leaders share with their employees creates a room of richness and comfort.

"Mental Health in the Workplace" was the theme of the recent World Mental Health Day 2017. When employers create an environment supportive of mental health, employees are more likely to love their job.

A recent survey conducted showed that 89% individuals in India face stress and anxiety. The study also revealed that workplace wellness scored high, with 87% respondents revealing that workplace wellness is important to them.

The difficult aspect is that mental health appears different for everyone. Some individuals can express it whereas, some cannot. The availability of mental health professionals in an organization is major step towards the acceptance of mental health issues and creation of a safeguarding atmosphere for the employees.

Past Performance...

Does history repeat itself? I’m sure all the historians must be scratching their heads, biting their nails, and recollecting the zillion times they’ve had this thought. But, c’mon how many times have you assumed that past performance is the base to future performance. How often do you consider the aspect of variation and alternation? I can see all the recruiters hiding under the table.

The financial market lives on the statement, “Past performance is no guarantee of future results”. It’s the disclaimer to every mutual fund advertisement that pops up on your screen every five minutes, literally. Guaranteeing the future based on the past is nothing less than a recipe for disaster.

Why do we enrol ourselves into the recipe for disaster?, even after we are aware of the uncertainty of the outcome. It is the most convenient, but also the least empirical form of prediction. To all the lazy pants out there kindly, laundry.

It’s a century of screening tools, assessments, skills gauging, using the old school past performance theory alone is voluntarily entering the pool of idiocy. Refresh the brain cells and bid farewell to laziness, adopt in methods that are impactful and fruitful.

The road less travelled...

Two roads diverge in the woods and you're the pioneer of the one you choose.

One sets you an open arena to re-embark your emotional quotient, and build a healthy atmosphere for your employees. On the other hand, you can follow the traditional pattern and choose the same unchanged road. Your organization is a reflection of the road you've curated for them.

The road to changing culture is the road less travelled, it is fuelled with tedious makeovers and strategies. But the burnout effect appears to diminish as you walk the path. Burnout, being the negative backbone of employees shows recent surveys.

Organizational culture is the mirroring of your brand and organization climate is the base to the mirroring. It's not an all-night job, it requires you to walk through the road repeatedly, to embed the detailing in your hemisphere.

You walk in no ordinary manner... you walk passion, compassion, and commitment, with the vision of cultural goal. So, are you ready the take the road less travelled?

Coffee... Customized

I love coffee loaded with milk, whipped cream and ice cream. Well, not a diabetic yet for all the warm people who showered concern, and for the rest who didn’t... shallow, shallow self-absorbed people.

Sitting on the side table sipping my fully loaded coffee, looking at the line of customers waiting for their cup. Black coffee, coffee with extra cream, coffee with 2 spoons of milk... blah, blah, blah. I look around and wonder to myself, one cup of coffee and such variances.

Similarly, every client comes to the consultant's table in the requirement for a cup of coffee. But each client wants their own customization, variance, and alteration. The crucial portion is not the cup of coffee. All the coffee houses can do that, the question remains "who can execute your customization the best?"