Millennials represent more than half of the workforce, with a considerable number of them in management roles. And unlike their predecessors, they are questioning the status quo and are not content on following a hierarchy leadership pattern that preceded them. They express a lack of interest in being an imposing leader and instead value traits of open communication, constructive feedback, humility and emotional intelligence.
Every business needs the right people to thrive. But most importantly, they need the right leader. A leader who puts people first, one that guides them while creating a work environment that fosters growth and enables individuals to prosper. Such leaders think big, encourage teams to create, innovate and transform bold ideas into reality, with an overarching vision.
Today, millennials are on the lookout for far less hierarchical roles and are in favor of people-centric leadership approaches. And for a good reason too. Here are a few attributes of people-centric leaders that makes them popular amongst the Millennials:
Build accountability in teams:
People-centric leaders drive accountability. They believe in both the team and the individual in being equally committed. A team by definition is made up of individuals. Hence, recognizing where an individual plays an important role and where the team plays an important role is vital to hone skills and create successful strategies. When given the flexibility and the leeway to execute these strategies, the team will be held accountable for the choices they make.
Encourage open communication:
A people-centric leader has better processes in place because their strategies are driven by communication. And at the same time, they are flexible enough to take a detour from these strategies if it leads them to a better outcome. They are aware of what works for them and their team and are considerate of the challenges faced by the team members. They have a higher threshold for mistakes and also understand that a continuous learning culture is necessary for growth.
Think out of the box:
If teams stuck to the status quo and accepted things as they were, innovation and change would be impossible to make. By questioning the status quo and thinking out of the box, they enable themselves to constantly think about improving a strategy or an experience. For a business to survive against odds, everyone is required to take calculated risks and branch-out from everyday processes. People-centric leaders think beyond today and for the future by encouraging their teams to think out of the box in order to thrive.
They are mentors:
One of the toughest parts of being a mentor is having difficult conversations. A mentor understands their team and gives constructive feedback with the sole purpose of making them better. A people-centric leader places priority on employee mentoring and monitoring while giving them the leeway for personal career development. Close mentoring tends to improve commitment, decision-making skills and the motivation to perform better. Mentorship also requires forming a relationship revolving around a similar passion. While similarities come in handy in forming a rapport, open communication, honesty, and being constantly connected is also a vital part of mentoring.
Quid pro quo.
People-centric leaders go an extra mile in building a meaningful relationship with their employees. They demonstrate an interest in the employees wellbeing and needs, which leads to employees feeling cared for and appreciated. They look at them as humans and not automatons equipped to complete a set of processes. This, in turn, activates the quid pro quo mode of working, wherein the team will be there to support them in times when the business changes its course.
Therefore, people-centric leaders are more human and are very approachable, letting each team member develop their skills and abilities. These leaders are not only transforming teams and individual but have the potential to turn-around the performance of entire organizations.