Do you see a thread here? A thread of opportunities, like mine, where you were elected, promoted, or saw a chance to inspire a group of people around a goal or cause. It was obvious to everyone else that you had definite leadership qualities and the presence of a leader, yet you may not have seen it or felt it for a long time. You never laid claim to having leadership skills. It was just something you did.
Would you like to work for a place that champions respect for everyone? That respect would include an everyday practice of good manners. Good manners? Are good manners relevant or even possible in today’s workplace? Yes, they are! Here’s some examples and why they matter more than ever in creating a healthy respectful culture for everyone. And, here’s how they can work for you.
Some people are saying in our present time, we have no universal role models that reach across generations, interests, and backgrounds. And who of that category would also represent values for today’s Gen Y and Gen Z’s? There is one man I can think of whose face appears in front of a number of different audiences, media outlets and subjects – Michael Strahan. Here’s why…
Doesn’t it feel sometimes, particularly during uncertainty, that you’re supposed to know all the answers and be in control of everything? Other people are counting on you. They’re looking at you for leadership and strength. And, one of the best ways you can be that strong leader is to admit three things. The willingness to speak these truths make for a leader that young professionals respect and look up to as a role model. Three responses that a lot of people have a hard time delivering. “No”, “I don’t know”, and “I’m sorry.” On the surface “no,” can seem harsh. Saying, “I don’t know,” and “I’m sorry,” might appear weak. These perceptions couldn’t be further from the truth. Because the truth is powerful.
How can you be consistently authentic and true to your values? One of the things I admire so much about Millennials and Gen Z’s is their devotion to fairness and inclusion. It’s one of the reasons I enjoy working with them. According to Inc. Magazine Winter 2018/2019, a survey done by MUSE of Millennial bosses, their top priorities are humanist in nature. They include “creating positive work cultures, forging strong relationships in person and caring for the whole person, not just the worker.” Do these translate to non-work or personal life situations? If you are being genuine when you speak of those beliefs and those are truly your heartfelt standards for living, they would.
Have you experienced when people access the specialness and individuality in you and it resonates with them? It occurs when you are authentically you, speaking your truth, being open. You can feel the connection. With you as a role model, it encourages people to be more authentic, do more, be more. When this happens you bring your whole self to your work, rather than the “should be, need to be, have to be” that plays in our minds from things we’ve seen or learned over the years. When you are in the “should be” position rather than the “be” position, you can command people but you can’t reach them. If you can’t reach them, you will not inspire them to reach for their potential.