Generational Leadership

In our latest Generational Leadership podcast episode with Leland and this series guest host Des, we dive into the world of transferable skills - the skills that make you adaptable, employable, and ready for the challenge of the ever-changing job market.

5 Steps to a Successful Performance Improvement Plan (PIP)

1. Define Goals
2. Set Standards
3. Monitor Progress
4. Provide Feedback
5. Review Overall Performance: 

Thank you for joining us on this episode of generational leadership, this is part two of our discussion on Leading Through Change with Greg Hobson. In this episode, we will discuss our experiences with change, how to create change, and how to influence change within others.  Join us next week for part two, where we will discuss if there are generational differences in the way change is handled.

Question 7

Greg, Have you ever have to lose people and make that decision that this person doesn't fit the trajectory of the company? - Leland

That has become a natural part of the process, and I say that with humility and care. As I've developed as a leader over the years when I've had to lose team members, most of them have been amicable. If someone chooses to take their skills to another organization, it's actually a positive thing. Everyone may not be committed to the goals of the organization, and everyone may not choose to go through a specific change, and we must respect and address that as leaders. - Greg

Before we move forward, I'd like to give listeners some resources to read about change. Here are three books to check out when researching change. 

Switch change when change is hard

Leading change

The iceberg is melting 

Question 8

Is there a difference in how change is handled by each generation? - Leland

There are some subtle differences between generations of change, but the main difference is within each individual and how they internalize the change. One thing I've noticed within my generation versus older generations is the willingness to run in head first with older generations take the time to assess the change. - Daeveon 

When you said the younger generation might go head first and the older generation might assess the change before tackling it. Is one way better than the other? - Leland 

It depends on the situation, at one point, the older generation handled the change in the same matter. The head-first mindset comes with age, and as we gain experience, we can better assess how to react to the change. -Daeveon

I agree, experience is a great teacher. It depends upon the individual and what stage they are in life on top of their experience with change. Change is universal and is handled differently based on individual experiences. As we make mistakes, as we learn, as we grow, we acquire the experience and tools to deal with change differently. -Greg

Question 9 

Is it younger or the less experience you have the more you willing to move head first, or is it because your older you have the tendency to be over-cautious? Leland

It depends upon that person's experience in what has worked or not worked for them. Sometimes your approach to change works 10 times over, but the 11th and 12th time it completely fails. Life will help you in one way or another change. - Greg 

Question 10

What advice would you give to another generation when it comes to change. - Leland 

Change is so universal and is internalized differently for each individual. The main advice I'd give to any generation is to embrace change and know its always around the corner. Change can be extremely scary and extremely fun. You have the ability to either chose to enjoy the change or dread the change. - Daeveon 

Be prescient in asking questions, Develop patience and recognize you and others move through change differently. Be open to what the future will bring. - Greg 

Change is consistent, recognize that you have to give people the opportunity to mourn the loss of the familiar. Even though the change will take you to a better space, it can be hard to accept the passing of the old normal. 

Thank you for joining us on this episode of generational leadership, this is part one of our discussion on Leading Through Change with Greg Hobson. In this episode, we will discuss our experiences with change, how to create change, and how to influence change within others.  Join us next week for part two, where we will discuss if there are generational differences in the way change is handled.

(Paraphrased)

Question 1

What are your first thoughts on leading through change? - Leland

What comes to mind for me are three things, persistence patience, and possibility. You have to be persistent in ask questions, must have patience because change moves at different speeds, and have a vision of the possibilities for the future - Greg

The first thing that comes to mind is the part that does with self and how we react to the change around us. We often fall into a blame change, blaming others or ourselves, which is unhealthy. We must first cope with the notion of change itself and how we react to that change. - Daeveon

I always think about how we take ourselves through the change because that's almost more important in how we lead others through change. - Leland

Question 2 

What's been a highlight for you when you go through change?

Embracing it, realizing that there will be moments of frustration and question but continuously communicating with others and myself. Taking time to explore the change and what the change is asking for. - Greg

When I first started dealing with significant changes in my life, I would fall into one of two extremes, either placing all the blame on myself or onto others. I realized that the change has already happened or is happening and finding ways to navigate without being detrimental to myself or others. - Daeveon

A lot of the time when change is forced upon we often fall into those extremes. Having patience with myself through the change because without patience for myself, I would be patient with those around me. - Leland

Question 3

How do you create ambassadors for your change? - Leland

Having those people be close to you when creating the catalyst for change. Usually, as leaders, we are ten steps ahead of our team. We must communicate with our team to increase the probability of them being closer to us in the excitement of change. - Daeveon

Patience and persistence work hand and hand, part of being patience is listening to others. People go through the stages of change at different speeds. When trying to build ambassadors, you must listen to their needs, concerns, and input. By listening to others and keeping the line of communication open, you can build ambassadors for change. - Greg

It's interesting you say patience and persistence for the change process because that's the same thing I would tell leaders when asked, "what are two important characteristics of a leader" I would say those two things. 

Question 4

When you think about change in the past, what one process you are glad you went through? - Leland

For me (change) has been apart of my evolution as a leader. I've enjoyed the challenge of change and the learnings that have come from it. It has helped me become the leader that I am today. Within any frustration or questions I may have over time; I've learned to get excited because change brings something new. - Greg

This reminds me of when a restaurant I worked with had closed down. My initial reaction was panic, trying to figure out what's next and how will I provide. It took me a while to realize the opportunity given to me by this chance, for the first time in a while, I had a break. Once I had the realization, I felt relieved and took the time to enjoy it. - Daeveon

A lot of the time, we brace ourselves for a change instead of going with the flow. If trees were to brace themselves instead of blowing with the wind, they will snap. It's important to go with the flow of change versus resisting it. 

Question 5

If you think about the phrase, you will tire of your message before people get it. Why is it important to have repetition?

An image comes to my mind of a blacksmith working on a sword. At the start, it's just a red hot block of steel, and the blacksmith must hit the block repeatedly until a perfect blade is forged. The blacksmith will tire themselves out until they've created their sword. You are the blacksmith and your team is the sword, that cutting edge that continues to carry the message. - Daeveon

If change were that easy, we wouldn't need leaders. We must reflect upon ourselves, is the message that we are sending clear? How is it being perceived by others? You have to put in the work, and that work means you can't tire of the message. When something is important, you talk about it every day. You make sure that you are persistent with delivering the message. - Greg

Question 6

How do we identify individuals that won't get on board with change? And once identified, what do you do with that person? - Leland

I think you should first recognize their position within the change, are they in an area that will affect how the change progresses. If they are an area that is a catalyst for change, you must address why they are opposed to the change or bring someone who is willing to be that catalyst for change. - Daeveon

You have to expect it; a mentor told me that if everyone in the room agrees, someone is lying. You must listen to how that person feels and what their concerns are. Talk through the change with them and get a sense of where they are in the process of change. - Greg

In this episode, Leland Thompson and Daeveon Emery are joined by special guest Angela Craft-Willams. We will be discussing what it means to bring your authentic self to the workplace.  With insights from three different generations( Generation Z, Generation X, and Baby Boomers) we are sure there's something for everyone to learn. 

Have you heard Part 1 of our conversation on Authentic Self? If not, you can listen in at the link below!

https://generationalleadership.podbean.com/e/authentic-self-with-angela-craft-williams/

Below is a paraphrased version of this episode.

Question eight(23:20)

Daeveon, When you think about the authentic self and you hear the phrase “keeping it real”, are those two things the same? And are there any negatives behind “keeping it real”? - Leland

I feel like with the term keeping it real people use that as an out to disregard their personal filter. When they say they are keeping it real they begin to spew out the first thoughts that come to their mind with no regard to how that will affect the situation. When we keep it real we must redefine that statement. If we continue to use the generalization of the term “keep it real” we will continue to perpetuate the negative side of “ keeping it real” - Daeveon 

Question nine (25;48)

Where does diversity and inclusion fit into authentic self? - Leland

Part of our authentic selves can be dependent on our ethnicity and cultural history. If you are in a position where they are denying your ethnicity or cultural background then they are denying that part of your identity. -Daeveon

Not only do the organizations need to have cultural awareness, but they also need to understand what is the appetite and pace to move the needle. A great way to do that is by doing employee engagement surveys so you can develop a foundation to build your diversity and inclusion initiatives upon. -Angela 

Question ten (28:48)

Can you have the “bring your authentic self “ philosophy without having a diversity and inclusion initiative within the organization? - Leland

You can bring your authentic self but if the organization doesn’t have an awareness of what your authentic self looks like then that will create that friction. So it is possible if the organization has an elevated sense of cultural awareness without having set initiatives. - Angela 

Question eleven (29:40)

Daeveon, What can an organization do for you, to prove to you before you accept that job that they welcome the authentic version of yourself?

The first thing that came to my mind is witness how the employees are able to bring their authentic selves every day. If I’m able to have a conversation with an employee and their answers come from a genuine place versus a “you’re going to tell this to my boss” answer. - Daeveon

And for you Angela ? - Leland

I’m looking for organizations that demonstrate that are sustainable and they are making it generational.bef

There was a company over the summer that granted 15% more shelf space to black business, which is great, but I want to see 15% more seats on the board, 15% more seats on the executive and senior leadership team. Things that can change generations through positive impact and change what an organization does that’s sustainable. - Angela  

Question twelve (33:57)

When a leader says bring your authentic self to work are they asking “ bring your most authentic self that’s comfortable for me, or the most comfortable for you” - Leland 

I think it can be both you just have to ask the question. One of the comments I will make in the interview process when I’m interviewing is “ I don’t tell you what you want to hear, I tell you what you need to know.” and their answer lets me know if they are the kind of person that can work with me.- Angela  

This reminds me of times where I was in positions where the leader was looking for someone who was young and malleable. Someone that they can shape into their own personal image. Some leaders may see a piece of themselves in you and begin to reflect their other traits onto you. This can be beneficial if you are willing to go through that experience in order to learn. If you aren't looking for that kind of relationship then you will feel extremely restricted in how much of your authentic self you can bring.

• Daeveon

It’s interesting you say that because when I was running a market my interview team would come back and say “ I interviewed someone that reminds me of you” and that thought would scare me. When you’re looking at that person in relation to someone else and you will be expecting them to operate in the same way disregarding their authentic self. -Leland

Question twelve (38:15)

What advice would you give to a generation, not of yours, about bringing your authentic self to work? - Leland

The advice I would give to a leader to a generation above mine would be to revisit who your own authentic self is. Just like our taste pallet our authentic selves change as well. You may have liked tomatoes as a kid and not like them now so it’s important to take the time to review your morals, character, and heart. - Daeveon

Just to piggyback off of that, I would say not even just for the work environment but your personal life to take the time in investing in yourself and understanding who you are. IF you understand your foundation, what drives you, motivates you, and where people can get the best out of you. That makes bringing your authentic self much clearer.- Angela 

In this episode, Leland Thompson and Daeveon Emery are joined by special guest Angela Craft-Willams. We will be discussing what it means to bring your authentic self to the workplace.  With insights from three different generations( Generation Z, Generation X, and Baby Boomers) we are sure there's something for everyone to learn. 

Below is a paraphrased version of this episode.

Question one (1:58)

Angela, What does it mean to bring your authentic self - asked by Leland

Bring a sense of trust, wanting to motivate people, value them and make them feel appreciated. -Angela 

Bringing my authentic self means bringing the essence of who I am and be comfortable where I work. - Angela 

Question two (3:08)

How does that allow you to work differently if you can bring more of yourself to the workplace? (in regards to bringing the essence of who are you)

I think it does, but you must keep in mind a few caveats. You want to be intentional about what that looks like, keeping in mind the organizations/environment you find yourself in. If you think about jack welsh four E's, he talks about energy, execution, energize, and edge. As you move through your career, when you are new, all you bring is energy. As you move to execute, you move to demonstrate competency. When you think of energy, it's really about being a catalyst to move people. Edge is at that highest level, the executive level, where you are bringing that differential. While you want to bring your authentic self to work, you must keep in mind where you are in your career. You must identify the guard rails set by the organization and have a definition of your authentic self to maneuver through that workplace.

Question three(4:53)

(Asking Angela ) Have you seen teams that have fully been their authentic selves, and the entire team exhibits their authentic selves?- Daeveon

It looks like people who are diverse in thought and diverse in their experiences.

Allowing people to think outside the box, and in some situations, there is no box at all. - Angela 

Question four(6:25)

Daeveon, from a generational standpoint, when you hear the phrase bring you authentic self, what does that mean for you? - Leland 

There are certain parts of your authentic self that you will have to dial down in a sense, but there are still ways to bring your authentic self to the table; you must choose which part of your authentic self best fits the situation. - Daeveon

Many people think you must neglect and deny portions of yourself to fill a position or a role, and that's not the way to go. You're not just denying that part of yourself in the workplace, you're also telling yourself that those behaviors are not okay. - Daeveon

As much as your organization wants you to bring your authentic self, you must, like Angela said earlier, you have to look at the organization itself and look at those guard rails they have in place. You must also make the decision if those guard rails are wide enough for you to put your authentic self in. - Leland

Question five(8:40)

When you think about leaders creating an authentic environment, bringing their authentic selves, what's one thing that you believe is a critical piece of the recipe that allows your team to show their authentic selves? - Leland

I think it starts at the top as a leader by building an environment that allows different voices and opinions. I like to get my leaders out to town hall meetings to hear different perspectives.

The other piece is when you think about your values and your core beliefs, you must walk the talk.

It's essential for people as individuals to spend the time to understand what authentic self means for yourself.

There's a couple of ways to take a look at that 

1. Understanding emotional intelligence/ the shadow you cast
2. Knowing your strengths, what can you knock out of the park when you're fresh out of bed?
3. Using discovery insights, Clifton Strengthsfinder, Myers Briggs - Angela  

To add to that, young leaders from my generation, especially (Gen Z) must take the time to develop an understanding of their own morals and character. Defining your own morals, character, and heart can also help you define your authentic self - Daeveon

Question six(13:08/(13:35)/13:47)

The first step to bringing your authentic self to the job is bringing your authentic self to the interview.

How do you bring your authentic self to an interview and not jeopardize your ability to get the position? - Leland

Look at it as an opportunity to interview the organization as well. Is there new knowledge you would gain from working for this company that's worth sacrificing parts of your authentic self while you're in that space? Not to the extent of your morale and values but smaller characteristics where the trade-off is worth it. - Angela 

Thank you for joining us on today's episode, we hope to see you all again next week where we will finish our discussion on bringing your authentic self to the workplace.

In this episode, Leland Thompson and Daeveon Emery exchange questions to discuss why leadership is essential in their lives. They will review where each of their leadership journeys started and some of the key experiences that got them where they are today.

1. "Is there ever a time where leaders know everything?"

2. " How has your leadership philosophy changed since you started coaching?"

3. "Has there ever been a time where a leader didn't lead from their lane? What did that look like?"

• Leadership is an art.

• Everyone can lead from their own lane.

• There is never a point in time where leaders know everything.

• In order to lead, you must serve.

• Leading by example is a great way to lead up in a company.

For more information on Leadership Coaching Visit: https://www.lelandthompsoncoaching.com/