The Stupidity and Strength of Youth
Young leaders focus on themselves too much. They mistakenly believe success depends on them rather than others. They think about their own potential and neglect the potential of others.
Small dreams are reached alone.
Great dreams require others.
Young leaders limit themselves by sinking into themselves. Shifting from success to significance makes great dreams possible.
Other mistakes young leaders make:
- Reluctance to lead. (Frequently a belief issue)
- Assuming dissent is resistance.
- Making impulsive decisions without doing their homework.
- Hiding ignorance.
- Not asking.
- Being arrogant.
- Assuming collaboration just happens.
- Acting independently.
- Inconsistency.
- ????
This list is inspired by contributors on the Leadership Freak Facebook page.
Missed Opportunity:
The strength of youth is passion. Never quench it; always fuel it. Yes it’s dangerous. But it sure beats lethargy and safety.
Fools preserve the status quo
when they corral young leaders.
Teach young leaders to:
- Embrace their passion.
- Take risks. I see young leaders who talk it but refuse to take risks. All great dreams are risky!
- Understand people.
- Ask questions.
- Inspire others.
- Embrace high expectations.
- Work hard and follow through.
- Embrace values while pursuing new opportunities. Values create stability and consistency.
Equipping:
Successful leaders equip others to bring value, efficiently and effectively. Teach young leaders to become what I’ll call “second generation” leaders.
It’s useful to ask, “How can I help?” Second generation leaders also ask, “How can I help you help others?”
Sick:
I’m nauseated by our inability to capitalize on the power of youth. Trying to make them like us cripples both them and us. If potential is in people, leadership’s greatest opportunities are in young leaders.
How can we address the weaknesses and capitalize on the strengths of young leaders?
Good popst, Dan. Great list. I might add, teach them to how to listen; listen to their passions, their hearts, themselves and others.
Thank you Martina.
I was going to add listening to the list but didn’t like the feeling of conformity it gave. Your listen to their passions…brought the perfect balance to this idea.
I had the same issue in trying to formulate a response. Listening should bring us information from internal and external sources. It should inform us, not conform us.
You’re giving me pearls!
The list, “Teach young leaders to…” is terrific. I found myself thinking of my own life’s experience, lost opportunities to mentor, and more currently, sharing many of these concepts with my newly teenaged son. Things they don’t teach you for an MBA. Thank you, Dan.
Thank you Lou.
As a young leader myself, I think understanding the value of leadership – and the work it requires – is essential. My generation is used to things coming easy or automatic. Sometimes. The translastion that comes of out that is “if it’s too hard, then it wasn’t meant to be.” We have to learn to reject that notion and press in to the hard stuff, such as training, collaboration, and seasoning. Nothing great ever comes free or automatic. My generation needs to hear this.
Great post, Dan!
Thank you Dale.
You illustrate the wisdom of youth! Some think, “If it’s hard it wasn’t meant to be…” insightful
Dear Dan,
I agree that young leaders are passionate. They are passionate to achieve what they want. Theses wants are not their goals. They are their desire to quench their sensory fulfillment.So, the passion with young leaders is different from great leaders. The passion of young leaders is based on materialistic achievement whereas passion of great leader is based on achieving to make impact on people. I believe young leaders do not possess two things- sensitivity and circumstances. They are neither sensitive nor want to inculcate it. So, they are unable to connect with people emotionally. It means they calculate output based on their effort instantly. Secondly they must have not faced circumstance as their parents faced. So, they do not know the true meaning of emotions and feeling. They know the meaning of their own feelings. Therefore, if young leaders are exposed to the situation, where their senses can be touched, it can help them to realize the meaning of life and success. We should also pose some circumstance where they can position and take decisions.
Wow, Ajay.
“They are passionate to achieve what they want.” Sure. And so do a lot of adults and experienced leaders I know. In fact, if we weren’t motivated to achieve what we want, if we didn’t have that focus, not much would get done.
“They are their desire to quench their sensory fulfillment.” I think our view of the world is definitely shaped by our desire to quench sensory fulfillment. I don’t know many 27 year-olds who linger over a great bottle of wine. I still like being hugged by my husband (a lot!), sitting on my patio in the morning with croissant and coffee, basking in the dapppled sunshine, wearing sinfully silky clothes, admiring paintings and sculptures, drinking in a view… and I don’t think any of that impairs my judgement in my leadership role.
My children are young adults. They yearn to connect. They have great qualities. They struggle because we old farts don’t recognize their passions, their abilities, their hunger to contribute meaningfully.
I really don’t like what you wrote. It de-humanized youth, makes them base animals with no finer feelings or intelligence.
It makes me want to give my kids an extra encouraging hug today.
some lack people skills, I have had to mentor several to, plant the idea like a seed, and in a while someone will come to think of it as their own and embrace it. Who cares who’s idea it is, the idea is to move the company forward. The young person knows, and I know. That’s enough.
Great ideas in this post AND I disagree with idea of calling young leaders the second generation. If they are not to be “molded in our image” but rather encouraged to give voice to their own values and visions then they are the next generation.
I hold the belief that if we galvanize the visions, talents and strengths of each generation we can then collaborate and create much needed change in this country and the world. Very exciting possibilities!
Thanks for the post.
Nan Watts
I was definitely guilty of this, and I see people starting out falling into this right away: change for change’s sake. this is along the lines of acting impulsively without doing homework, but it adds the element of “I’m bored by this so others must be also…let’s change it.” This can be dangerous in nonprofit work since a lot of working with donors is about trust. Changing messages like you change socks erodes trust. I think an important message is to change purposefully, meaningfully, and to let an identified need drive the change rather than your own ego.
I feel a lot of young people have become institutionalized to a certain extent with copious amounts of information poured into them and not enough opportunities for freedom of expression to understand what is going on inside them and how to develop their own unique abilities.
We support their growth by creating a safe space and taking the time to listen on their level in order to understand and to evaluate where they are at, at a given time.
We learn to question them in a probing, non-threatening manner in order for them to reach into the depths of their being to find out what makes them tick and why.
We try to grasp the values that matter most to them and how their skills and abilities will be best served so they are not overly conflicted during growth periods in order that they retain a level of balance between thoughts and actions.
We laugh with them, when they think they have messed up … knowing that in some situations we too have been there before … but there is nothing like understanding than having your own experiential experience in life ……
We don’t try to put an old head on young shoulders … each brain comes into the world hard-wired with it’s own unique wisdom of the ages ….. we have to learn to embrace and acknowledge, they may just know somethings better than us golden oldies !! 🙂
“We don’t try to put an old head on young shoulders … each brain comes into the world hard-wired with it’s own unique wisdom of the ages ….. we have to learn to embrace and acknowledge, they may just know somethings better than us golden oldies !! ”
Exactly! I love the warmth and caring and appreciation you have for youth.
Lynn, what can I say, I used to be a kid too so I still remember how it feels, as a matter of fact don’t tell anyone, I still am, and still learning, every day no matter how old I grow ! 🙂 Plus I have 5 of my own young leaders aged 28 to 14 …….
I love the energy of the youth ….. it keeps us alive …..
Great post, Dan! I got into my first leadership position when I was 16 (a Crew Trainer at Hardee’s). It was mostly my drive to get things done. I personally had a hard time learning to delegate to others. I knew I did a good job, but had the mentality that if I wanted something done right, I would have to do it myself. I haven’t studied it much, but I would think that many young leaders (hard workers setting the standard) may have a similar problem giving up control like I did.
Sometimes I hear this question about young leaders-in-making: “How can I motivate them?” It’s the wrong question.
They, like all of us, are already motivated. Our journey with them needs to include discovering what floats their boat and shape our mentor-coaching around their already existing motivations.
There may be ways that an entire generational cohort are similar to each other and different from the prior generation. But it’s a mistake to assume we know what motivates any one person, young or old, based on overall generational tendencies.
Walk next to a young leader for a while to discover what energizes them. I have often been delighted and challenged about how a young leader’s motivational make-up is more attractive than my own!
Just a quick viewpoint that Ajay is trying to remind managment that WE have the responsilbiity to ‘guide’ this new generation to aid and turn them in to the leaders of the next generation. We see the potential in these folks as we hire them…and we need to partner with them going forward.
Thanks Ajay, thanks Lynn….and Dan…thanks for the post….it was a good one!
Love this line: The strength of youth is passion. Never quench it; always fuel it. Yes it’s dangerous. But it sure beats lethargy and safety. I’m a big fan of mentoring the next generation of leaders!
Thanks for the post Dan! As someone who works alongside young leaders every day it does ring true. I would add only a couple items.
I would (and do) try to teach them that:
1. A “servant” does not mean “subservient” As such they can benefit from understanding that their role as leaders is to serve. Not their passion, nor their goals – but both their passion and their goals _through_ their people. Serve them first, build them up and your passion, your goals, your company or your… will all work. Concepts I know you espouse already.
2. The second thing I try to teach (and in a lot of ways harder lesson) is to not believe your own PR. Young leaders often get an enormous amount of positive feedback. It is important to remember that as a Leader _it’s not about you_. Business, Life and Leadership are all team sports.
Thanks, Pat
take them gently into the fold, mentoring them while knowing all the while the shortcomings of youth are also their strengths
Fools preserve the status quo
when they corral young leaders.
I totally agree. I belong to a traditional organization where the “old guards” rarely give big responsibilities to young people. A lot of us, young leaders, tend to go elsewhere and pursue our passion and use our gifts. The organization misses out on a lot of they don’t let young leaders pursue their passions.
Too many gatekeepers… No wonder youth is shackled (“corralled”).
Youth is sometimes guilty of thinking that they can do everything by themselves, and they don’t even know what the difference between a goal and a passion is…
Brilliant post!
Another mistake> putting in too much effort to prove themselves to others…
This is awesome – I am a young leader preparing a presentation to give to current students at my undergraduate program. It will be about the importance of the skills they are learning and what skills they can focus on to get the most out of their college experience. One of the main points on my list is “learning to understand people.” I’m sure I’ll be adding several of the other points in the “teach young leaders to..” section.
Thanks for this!!!
Great post Dan.
I have found the passion, energy, and hard work of the young often simply need a bit of structure. Mentoring and collaborations can be extremely profitable when done properly.
Dan, great subject, and lots of great comments to enrich the discussion. I work and coach younger and older leaders. I understand and love the passion of the young. I understand their need to want to show how smart they are. I am disappointed, yet patient, about their self-absorption. It is evolution. We evolve out of ourselves over time…well, most do. In a world where for a long time it seems like we don’t matter, we clamor to be heard. We need to prove ourselves. It is a very me-focused journey. Somewhere along the way we have an experience or two or three that instruct us that it isn’t all about us. Serving others is a great way to accelerate that learning.
Then, we experience the value of helping others reach their goals. In the context of being a leader in business this defines our success, because it is in large part about getting things done through others. A funny thing happens when we invest in other people. We grow, we experience a fuller life, we care more about things that aren’t just us. If we’re lucky, we live in community with a group of people who we enrich and they enrich us.
Can we accelerate the journey of being less egocentric? Yes…serve the needs of others, have a heart of gratitude, get in the habit of thanking other people for what they are doing/have done, say thank you to those people who have helped mentor you, find a coach.
For those of you that are under 35, respect the experience of those older than you are, find out what they can teach you, seek to understand them. For those older than 50, be tolerant of those under 35, respect their passion and what they have to teach you, seek to understand them. For those in the middle, be the bridge. 🙂
Best…Jim
Wow, some very passionate responses to a subject that rings true!
How to “address the weaknesses and capitalize on the strengths”…
1) Walk in their shoes as best you can, even though you can’t. It means spend time reflecting on how they got to where they are before even attempting to engage.
2) Coach, mentor, teach, find ways to ask ‘why’ with unconditional positive regard, introspectively, systemically, and globally.
Why would I do this? Why am I doing this alone? Why would I benefit from a team approach? Why would the team support me? Why would others benefit from me doing this? Under some of the whys, respect can grow.
Knowing the reason behind why we do what we do can multiply passion and determination, while continually refining focus and vision. Once we are wise about whys, we can often see how what we do impacts not only ourselves, but others, which can lead to a greater good perspective.
Thank you Doc.
Perhaps the term “stupid” in the title got everyone riled up??
Love your comment…even if I am reluctant to ask “why” questions. They definitely fit into this context.
I modified the list of what to teach young people and made it into a set of objectives for myself. It now hangs on my wall at my desk. Good stuff, Dan.
Thank you Adam.
I hope you are doing well in NY!
As someone who works in the Youth Development field, I had a mixed response to today’s post. While I think that many of the observations you make CAN be true, operating on the assumption that they are true supports a culture that devalues young people. “Stupidity” in the title seems harsh and inaccurate as much of the problem is lack of knowledge or “ignorance”
Regardless, I work alongside many young people who do not fit into these descriptions. And I would caution supervisors, if you approach them with that mentality you may overlook legitimate reasons why they are having challenges being the leader you want them to be.
If it’s part of the experience of leading, then let’s talk about “novice” leaders versus young- that way we can be accepting to both young folks that are excellent and seasoned leaders and elderly folks that are new to the work.
I love your work and find the resources to be hugely helpful, I’m just disappointed that it feels like we’re stereotyping young people.
Agreed, ignorance is a much better term. Thanks
Reblogged this on For your mind & future only and commented:
Glad and proud that I don’t see myself in the description of this new generation
Tina M, THANK YOU for re-framing “young” as “new”. I am feeling relieved that someone else sees this. In my nonprofit house, it’s not so much about chronological, physical youth as it is about exposure and experience. I have someone in our group who is not physically young, but emotionally young…and I recognize so many of her strengths and struggles in Dan’s writing.
It builds the future of the youth to the right direction.
You may find this an interesting read: The Case for Hiring Under-Qualified Employees (http://www.forbes.com/sites/davidkwilliams/2012/06/13/the-case-for-hiring-under-qualified-employees/)
Thank you Robert.
Loved the article on Forbes.
Awesome post, and thought-provoking. As leader of 20 somethings on my staff I appreciate their lack of limits and boundaries when we tackle projects. I am patience with the occasional arrogance as I painfully remember my own. As the mom of a structured 18 year old who can come cross as abrupt nd condescending (any other parents of teens out there?) I see the abject fear of making a wrong move and the need to control an environment as much as possible. Our young leadrs demand nothing more than we swallow our pride, be patient, encourage the courageous attempts to voice an opinion or lead, and talk through the “why’s” we have learned through experience. And above all be grateful for the fresh perspective and dare to listen.
I love it! I work for a company called The Center for Intentional Leadership here in Charlotte. We are working to building the next generation of leaders by helping align their passion, potential and unique strengths. There is so much amazing energy from this group. Your post was very timely! Love it!
Thank you Jon.
I wish you success in your endeavors.
Dan…I love getting teenagers in the game of leadership with a simple and direct challenge. For instance, check out how the high school swimmers on my swim team this summer responded to a leadership and serving challenge: http://www.liveitforward.com/thoughts-on-success-is-serving-your-community-really-worth-it/
Love your last statement about trying to make youth just like us is a all too common approach and it is flawed. Had this conversation today about moving away from conformity in the leadership world.