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ET Young Leaders 2016

ET Young Leaders 2016

ET Young Leaders 2016

  • Stand out strength of millennial leaders
    • Morparia: Confidence & Swagger, with a bit of respect – articulate,
    • Noshir: curiosity, to learn about external world & themselves (Self-awareness is key. IQ gets you job, EQ gets you growth. Learning is life-long)
  • Shortcomings:
    • Vineet: Need patience, perseverance, commitment & investment – But they are bright, full of ideas. (A generation so distracted, courtesy high IQ to world around them to gadgets, they may come across as hot patient or committed. We may be wrong too)
  • Striking feature of millennial generation
    • Sanjiv: Sense of Purpose. Focus on society, environment, country, but from amibition perspective it is self-actualization. Me factor. ‘I & my own brand’. A paradox! (This is classic #I2We2He. I don’t sense as a paradox. Self actualization & giving back can come from my brand, as long as it comes with a sense of detachment? While this generation is perhaps more driven, they are less about I/Me/Mine?)
    • Morparia: My/Company purpose (this generation do not identify with company as we did. And rightly so?! For it moves from #I2We only. This gen is identifying with #I2We2He, He being Divine Consciousness!)
  • Millennial in traditional organizations
    • Mariwala: Choose organizations rightly. (Can’t agree more. Mismatch in culture, organizational Vs personal, is at the core of issues we find in executive coaching. We tend to join based on role, and related factors. We should join choose organizations based on culture-compatibility. Moreover, this generation is not as desperate as we were! If we make a wrong choice, it may be prudent to evaluate options & see if it pays in the long run to stay on. It may…
    • With so much change/disruption around, do organizations have an option not to change? Ostrich-like?)
  • Difference between traditional & millennial leadership
    • Sablok: From resource-constraint to unlimited resources. Hence need to influence people. Managing to influencing! (Earlier it was considered as you move up the ladder we need more people-management skills. But as she rightly points out, it starts early. How would you do that? Sharpen Emotional Intelligence. Do we teach them at B-school or elsewhere?
    • If we look at some of the old, big organizations, they were just managing resources. Are they ready for the evolving VUCA-type situation? Are they ready even for the millennial)?
  • Conflict between two generations of leaders?
    • Kaka: Build trust! (Spot on. Easier said than done? How much we trust each other in organizations, and even elsewhere? Building trust is one of coaching competencies. May be coaching has to be part of leadership, leadership development?)
  • How to mentor millennial leaders?
    • Mariwala: Build strengths (SWOT is out, StrengthFinder/variants thereof are in vogue. This generation is not satisfied with one mentor, but multiple mentors. For pure mentoring. Not good, old ‘telling’! Also, it will work if reverse-mentoring is part of process)
  • Good Vs Great leaders: What differentiates?
    • Kaka: Shift from giving advise to active sponsorship!
    • Mehta: traits of good leaders remain same, never will change
  1. Building trust
  2. Creating institutions
  3. Legacy

(Do we really look at these? Sadly our approach is myopic, driven by monthly, annual results! Millennial will change these. It may help to hire your leadership coach, very early on)

  • Nayar: Good leaders will get results, great leaders will find a purpose (one which is linked to #I2We2He?)
  • Purpose of Organization vs Individual
    • Mariwala: Both need to be in sync.

Great initiative by Economic Times and powerful report. So much to learn & reflect for all leaders.

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