Top 3 Recommendations to Become a Great Leader for New Generations

Logicom Investments • September 10, 2024 • 0 minutes read

As the Commercial & Operations Director of a market expansion services company (MES) in Latin America, I’ve had the privilege of observing leadership across diverse markets and industries. Today, the landscape of leadership is evolving rapidly, driven by new generations who bring fresh perspectives and values to the workplace. To succeed as a leader in this environment, it is crucial to adapt and embrace the changes that these new generations demand. Here are my top three recommendations for becoming a great leader for the emerging workforce.

1. Cultivate Emotional Intelligence

Why it Matters: Emotional intelligence (EI) is the ability to understand and manage your own emotions, as well as the emotions of others. A study by TalentSmart found that 90% of top performers possess high emotional intelligence, compared to just 20% of low performers. In a rapidly changing world, where collaboration and adaptability are key, EI has become one of the most critical skills for effective leadership, particularly when leading teams composed of diverse and younger generations.

Implementation: Leaders can develop emotional intelligence by practicing self-awareness, empathy, and effective communication. Start by regularly seeking feedback from your team and reflecting on your emotional responses to various situations. Encourage open conversations and actively listen to your team members, showing genuine concern for their well-being. By demonstrating high emotional intelligence, you create a supportive environment that fosters trust, collaboration, and resilience, which are essential for navigating the complexities of today’s business landscape.

2. Prioritize Continuous Learning and Development

Why it Matters: The rapid pace of technological and industry changes means that skills can quickly become outdated. The World Economic Forum predicts that by 2025, 50% of all employees will need reskilling due to automation and technological advancements. Younger generations are aware of this and are keen to work for leaders who prioritize their growth and development.

Implementation: Invest in continuous learning opportunities for yourself and your team. This could be through formal training programs, mentorship, or creating a culture that encourages curiosity and knowledge-sharing. Leaders who are seen as lifelong learners inspire the same behavior in their teams, leading to more agile and adaptable organizations.

3. Lead with Purpose and Authenticity

Why it Matters: New generations, particularly Millennials and Gen Z, place a high value on working for organizations that have a clear purpose and align with their values. A Deloitte survey found that 44% of Millennials and 49% of Gen Zs make decisions about where to work based on their personal ethics. They are more likely to stay with a company that reflects their values and contributes positively to society.

Implementation: As a leader, it’s crucial to articulate the purpose of your organization clearly and consistently. Be transparent about your values, and ensure that your actions align with the company’s stated mission. Leading with authenticity builds trust and loyalty, which are vital for maintaining a motivated and engaged workforce.

In conclusion, becoming a great leader for new generations requires a commitment to emotional intelligence, continuous learning, and authentic leadership. These strategies are not just trends; they are essential elements of sustainable leadership that drive long-term success in today’s dynamic business environment. As leaders, we must adapt and evolve to meet the expectations of the emerging workforce, ensuring that we lead our teams with integrity, empathy, and purpose.