Talent is overrated. The Millennium Generation is over analyzed. That’s my quick take on the recent research revealed by Kouzes and Posner at their first annual The Leadership Challenge Forum held in Denver August 7-9.
Attended by more than 200 leadership education focused professionals, the event was busy with learning opportunities from Kouzes and Posner as well as a distinguished list of experts in their field sharing their thoughts in a variety of roundtable discussions. They even allowed me to share an insight or two as well.
Roundtable discussions included topics such as: Measuring the Impact of Leadership Development; Higher Education and Leadership Development; Making Good Ideas Work; Leading Teams; Coaching; Transformative Change and Recovering from Leadership Missteps.
Jim Kouzes was first out of the chute with a topic centered on “The Great Talent Myth.” I have been previously exposed to this issue, so nothing shocked me. However, for those of you who have found yourself sucked into this myth, let me share some of the highlights.
“Talent is highly overrated and does not equal expertise, according to Kouzes. “Even experience does not equal expertise. It takes practice and practice takes time.”
How much time does it take to become an expert at something? “Two hours per day if you want to stay the same. More if you want to get better,” Kouzes quoted Glenn Michibata, head coach of Princeton’s men’s tennis team.
With that in mind, most leaders are amateurs, according to Kouzes. Most people do not consciously practice leadership let alone more than two hours per day. Athletes practice. Soldiers practice. Even doctors “practice”. (I would submit that most people don’t even think about leadership for 20 minutes per day, let alone consciously practice. Please tell me I’m wrong here.)
To practice takes effort and support. Support from teachers/coaches (executive) and definitely from family. You must be intensive with your practice and understand that quality and quantity are essential. In other words, “to be a great leader is not for the fainthearted”, Kouzes says.
Kouzes wrapped up his talk by underscoring the fact that leadership is in the moment. “In each moment of each day, you have the opportunity (to practice) to make a positive difference in the lives of those around you, he says. “The secret to success is to love what you do so you make the effort to practice and love those you work with so you can help them develop into the leaders they wish to be.”
Since I am also researching the Millennium Generation for my next book, I was pleased to see the latest research from Barry Posner in regard to the myths of leadership surrounding our latest group to enter the workforce.
Posner’s premise is that “every generation has wondered and worried abut whether or not the next generation will be ready and able to handle the demands, challenges and opportunities they will be leaving behind.” His research shows us not to be too concerned.
Posner’s theme centered around the question of whether or not the leadership behaviors of today’s generations compare favorably with the other generations such as Traditionalists (1900-1945), Baby Boomers (1946-1964), Generation X (1965-1980) and The Millennials (1981-1999).
The observations from the data showed that age doesn’t explain much about leadership practices/behaviors and it makes very little difference in assessing the impact of leadership. And most importantly underscores the facts that young people can learn to lead just like everyone else if they are given the correct coaching.
“So what does all this mean for leadership development and leaders,” Posner asked.
Millennials want what we all want, but were afraid to ask for. They prefer to work with positive people; they want to learn new skills; they expect flexibility in their schedules; they enjoy a friendly environment; and they learn best through teamwork, technology, structure and experiential learning.
Essentially, if you follow The Five Practices of Exemplary Leadership as shared in The Leadership Challenge or The Offsite: A Leadership Challenge Fable, you should be good to go with this group. They want you to Model, Inspire, Challenge, Enable and Encourage them.
Posner finished his conversation with us by sharing what leadership educators and leaders need to focus on when working with Millennials: Focus on finding their voice; Focus on the Future; Focus on relationships; Focus on credibility and Focus on Learning.
Sounds simple enough. Where do I sign up?
Robert H. Thompson is the author of The Offsite: A Leadership Challenge Fable. You can reach him at www.leaderinsideout.com.
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