Many business leaders are beginning to worry about how few Millennials have the leadership and sales acumen to fuel their growth and transition into senior leadership roles.
Danita Bye passionately believes that Millennials could be the new “greatest generation.” She is a leadership expert on the Forbes Coaches Council and is the founder of Sales Growth Specialists. I recently spoke with her about her love of Millennials and how to equip the next generation.
The star performers responsible for the growth of our businesses will, in a few short years, primarily be Millennials. Mentoring young leaders needs to be a top priority of every company’s business growth strategy. We need to actively recruit and train them to replace the nearly 10,000 baby boomers retiring each day. Starting in the early 2020s, Millennials are going to drive our economy. Since that is the case, Millennial leaders will be key assets to accelerating business growth, tapping new markets and launching innovative products and services.
In our recent Millennials Matter Survey of over 270 business leaders, 60 percent voiced their concerns with Millennial leaders in three areas: character, confidence, and collaboration. Even experienced leaders are seeking proven strategies to deal with these and other mentoring and coaching challenges. Doing so will help them maximize their business opportunities while realizing their leadership legacy.
Why Millennials Get a Bad Rap
In my opinion, Millennials often get labeled unfairly. Why is that?
Millennials do indeed get a bad rap in the media where the focus is often on the group of Millennials who are entitled, narcissistic, and still living in their parent’s basement. However, that’s not my experience. I work with many emerging leaders who are highly talented people of rock-solid character and firmly grounded confidence. They exhibit the ability to connect and collaborate in a wide range of challenging communication scenarios with a broad range of people.
We also have to admit that Millennial leaders are different from previous generations. Based on current media, technology and culture, they view leadership from a unique angle. For example, 91% of Millennials see themselves as leaders. This is shocking to many who worked hard to climb the ladder and become “leaders.” Plus, they crave leaders who interact in a non-conventional way – they don’t want a boss. They want a mentor or a coach to help them grow in their leadership capacity and influence. Some leaders perceive this “different” as a negative, expressing concern. However, when we are able to look, stop complaining and start coaching, we can harness the incredible potential that Millennials bring to our businesses. It’s these fresh insights and perspectives that hold the seeds to dealing more effectively with the competitive pressures of today’s crazy sales and business environment.
“Millennial leaders don’t want a boss. They want a mentor or a coach to help them grow in their leadership capacity and influence.” -Danita Bye
What separates effective communicators from truly successful persuaders?
Since I read hundreds of books each year, I am always talking about them. Some books are quickly forgotten and others stay with you. And then there are a few books that are so extraordinary that they merit a second read and deserve a prominent place on your closest shelf. Not to impress, but to be there when you need to refer to an idea or refresh your mind.
“Every battle is won before it is fought.” -Sun Tzu
The book I’m talking about in this post is in that rare category. The author, Dr. Robert Cialdini, is best known for his groundbreaking work, Influence: The Psychology of Persuasion, which is a perennial bestseller. It’s so good that it’s become part of our collective thinking. From social media to sales to leadership techniques, it’s a classic.
You spent time infiltrating the training programs of numerous companies. What was the biggest surprise for you during this time?
You’re right. As a kind of secret agent, I once infiltrated the training programs of a broad range of professions dedicated to getting us to say yes. In these programs, advanced trainees were often allowed to accompany and observe an old pro who was conducting business. I always jumped at those opportunities because I wanted to see if I could register, not just what practitioners in general did to succeed, but what the best of them did. One such practice quickly surfaced that shook my assumptions. I’d expected that the aces of their professions would spend more time than the inferior performers developing the specifics of their requests—the clarity, logic, and desirable features of them. That’s not what I found.
Research: high achievers spend more time than others preparing before making a request.
The highest achievers spent more time crafting what they did and said before making a request. They set about their mission as skilled gardeners who know that even the finest seeds will not take root in poorly prepared ground. Much more than their less effective colleagues, they didn’t rely merely on the merits of an offer to get it accepted; they recognized that the psychological frame in which an appeal is first placed can carry equal or even greater weight. So, before sending their message, they arranged to make their audience sympathetic to it.
Surprising findings from Dr. Cialdini:
You are more likely to choose a French wine if you’ve just been exposed to French music.
You are more inclined to buy inexpensive furniture if the website wallpaper is covered in pennies.
You will likely be more careful if you just viewed a picture of Rodin’s The Thinker.
You are more likely to feel someone is warmer if they have just handed you hot chocolate.
You are more likely to purchase a popular item if you start to watch a scary movie.
How Seating Arrangements Influence Your Perception
Let’s talk about our point of view. Even the subtle change of seating arrangements or the view of the camera changes everything. What are some implications of this finding?
Imagine you are in a café enjoying a cup of coffee and, at the table directly in front of you, a man and woman are deciding which movie to see that evening. After a few minutes they settle on one of the options and set off to the theater. As they leave, you notice that one of your friends had been sitting at the table behind them. Your friend sees you, joins you, and remarks on the couple’s movie conversation, saying, “It’s always just one person who drives the decision in those kinds of debates, isn’t it?” You laugh and nod because you noticed that, although he was trying to be nice, it was clearly the man of the couple who determined the movie choice. Your amusement disappears, though, when your friend continues, “She sounded sweet, but she just pushed until she got her way.”
Dr. Shelley Taylor, a social psychologist at UCLA, knows why you and your friend could have heard the same conversation but come to opposite judgments about who produced the end result. It was a small accident of seating arrangements: You were positioned to observe the exchange over the shoulder of the woman, making the man more visible and salient, while your friend had the reverse point of view. Taylor and her colleagues conducted a series of experiments in which observers watched and listened to conversations that had been carefully scripted so neither discussion partner contributed more than the other. Some observers watched from a perspective that allowed them to see the back of one or another discussant and the face of the second; other observers’ perspectives allowed them to see both faces equally (from the side). All the observers were then asked to judge who had more influence in the discussion over its tone, content, and direction. The outcomes were always the same: These ratings of responsibility corresponded with the visibility of the discussants’ faces. Whoever’s face was more visible was judged to be the more influential.
This means that, if we can get people to direct their visual attention to a person, product, or event, it will immediately seem more influential to them. People believe that, if they’ve paid special attention to an item, it must be influential enough to warrant that attention. But that’s not true because attention can be channeled to an item by factors unrelated to its significance, such as distinctive colors, which nonetheless increase observers’ estimation of the item’s significance.
Research: directing visual attention can influence perceptions.
I love the personal example you share about the geography of influence. When you wrote on campus, it was radically different than when you wrote at home. It immediately resonated with me, too, because I’ve seen styles change when writing at a courthouse, in a corporate office, or at home. Based on your research, to maximize effectiveness, what recommendations would you share?
When I began writing my first book for a general audience, I was on a leave of absence at a university other than my own. Of course, I filled my campus office there with my professional books, journals, articles, and files. In town, I’d leased an apartment and would try to work on the book from a desk there, too. But the environment around that desk was importantly different from that of my campus office–newspapers, magazines, tabletops, and television shows took the place of scientific publications, textbooks, filing cabinets, and conversations with colleagues.
Writing in those separate places produced an effect I didn’t anticipate and didn’t even notice: The work I’d done at home was miles better than what I’d done at the university because it was decidedly more appropriate for the general audience I’d envisioned. Surprised, I wondered how it could be that despite a clear grasp of my desired market, I couldn’t write for it properly while in my university office. Only in retrospect was the answer obvious. Anytime I lifted or turned my head, the sightlines from my on-campus desk brought me into contact with cues linked to an academic approach and its specialized vocabulary, grammar, and style of communication.
Research: what you say or do immediately before the appeal affects success.
It didn’t matter what I knew (somewhere in my head) about the traits and preferences of my intended readers. There were few cues in that environment to spur me to think routinely and automatically of those individuals as I wrote. From my desk at home, though, the cues were matched to the task. There, I could harmonize with my audience much more successfully. So here’s my recommendation for leaders: When writing for any particular audience—clients, colleagues, employees—put a photo of a typical member of the audience in the corner of your computer screen as you write. That photo will be an automatic, unconscious reminder of your audience and their communication styles, which will allow you to write in a way that is aligned with those styles. I do that regularly now, and it works for me.
Writing Tip: put a photo of a typical audience member on the corner of your screen.