Posts Tagged values

How Self-Serving Leadership is Keeping Millennials Away from Washington

Are Millennials changing leadership in the government?We’ve all come across a self-serving leader at one point in our professional careers. They are the type of leader who is motivated by self-interest and adopts the “give a little, take a lot” mindset. Self-serving leaders make their own agenda, status, and gratification more of a priority than those affected by their thoughts and actions. Harvard’s Institute of Politics study, “Survey of Young Americans’ Attitudes Toward Politics and Public Service,” proves that Millennials have zero tolerance for this type of leader. The study reveals that 59% of this booming generation feels that “elected officials” seem to be motivated by selfish reasons.

Another discouraging fact that government leaders are currently in the trenches of is the quick and steady decline of trust levels amongst current public sector employees and potential future leaders. Only 22% of Millennials trust the Federal Government to do the right thing. That percentage declines even more to 18% when it comes to trust levels with Congress. Trust, morals, values all encompass doing the right thing, not just for yourself but for society. I recently had a conversation with a colleague about the moral compass of the world today and the deteriorating values that are becoming the new normal. If you were one of the unlucky few that watched Miley Cyrus’ performance on the MTV Video Music Awards, you have an idea of what I am referring to. Our conversation focused on behavior that was once considered shocking is now common behavior, devoid of any reflection of the consequences that may occur. No longer should we lead by example and as the target group of this survey has solidified by the findings of the study, they are well aware of this fact and are taking matters into their own hands.

  • 56 percent of Millennials agree that “elected officials don’t have the same priorities I have”
  • 48 percent agree that “politics has become too partisan”
  • 28 percent agree that “political involvement rarely has any tangible results”

Ron Fournier, author of the article, The Outsiders: How Can Millennials Change Washington If They Hate It?, took to several schools in Washington and Boston to uncover the truths behind what the Harvard IOP study unveiled. The students Ron interviewed seemed to have a general consensus of their outlook of the future if our government continues as it has been and it is pretty much aligned with Harvard’s survey results. A particular response that Fournier received to one of the questions asked at Langley High School in Washington was particularly unsettling. When Ron asked these students how many of them will pursue a career in politics or government, a student replied, “Is this a joke?” That same student commented, “The thing about social institutions is when you destroy them, they get rebuilt eventually, in a different form for a different time.”

If Millennials are set on “destroying” current social institutions so they can rebuild them to be more functional, who are the leaders that are guiding them down this path? Amongst the plethora of self-serving leaders that are shaping this generation’s perspective of our imminent future, where are the servant leaders that are providing balanced and positive examples and guidelines of how these individuals can change the world? We need these leaders. We need great leaders that serve our country rather than serve themselves.

Ken Blanchard wrote a book with Mark Miller, vice president of training and development for Chick-fil-A about how great leaders serve. In the book, the word serve is an acronym that outlines the traits that distinguish self-serving leaders from great leaders. The acronym stands for; S = See the Future, E = Engage and Develop People, R = Reinvent Continuously, V = Value Results and Relationships, and E = Embody the Values. The SERVE acronym is definitely not an easy thing to live up to on a daily basis. Yet, it seems as though the Millennials are on to something here.

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Motivating Your Employees When Change is Looming Around the Corner

Fiscal cliff, political objections, merging agencies, and pay decrease discussions around the water cooler have many government employees concerned.   Many of us are wondering what exactly 2013 is going to look like for ourselves and for our country.  Now is the time for agency leaders to take action and encourage their teams.

Culture can be a powerful change agent.  If you think about high performing agencies, most of them have a clear culture that is actually implemented within the organization.  An agency’s culture generally dictates the values, vision, and missions.  It is an indicator of how the agency gets things done on a daily basis.  When leaders adhere to the culture when integrating change, it will support and encourage employee’s reaction to the change.

Can you explain your agency’s culture?  Are your goals and the goals of your team members aligned with the organizations culture?  If not, this could be a great discussion to have in your next one-on-one meeting with your employees.  Employees that know their performance and success is contributing to the success of the organization are more motivated, confident, and passionate about what they do.

Involving your employees with the agency’s mission can lead to confident, engaged, and high performing individuals.  Studies reveal that the more employees are involved in the decisions of a change that will impact them, the more committed they are to the agency.  In turn, the more committed they are, the better their performance.  The better their performance, the more effective the agency will be at accomplishing their mission.

Would you be more accepting of a decision that was made by others and dictated to you or would you rather have an opportunity to provide your contribution and feedback to that decision?  An effective way to implement any change is to allow those who have to endure the change to be involved in the change process.

Our immediate reaction to change tends to be objection.  This is where leaders can really use their skills and influence a direct report’s perception of the impending change.  An employee’s supervisor is the first line of defense against a closed-minded approach to change.  Scheduling regular one-on-one meetings, building trust, and providing the tools the employee needs to successfully overcome the negative mind-set that can occur during change can be the difference in an employee staying with the agency versus leaving for another job.

Do you have a strategy to resolve people’s concern and negative mind-set on change?  Ken Blanchard, author and co-founder of The Ken Blanchard Companies, reveals that “none of us is as smart as all of us.”  Shifting your employee’s outlook can often lead to a change of heart and commitment to the agency.

Want to hear more about how you can motivate yourself and your employees?  Join Dr. David Facer, author of Optimal Motivation, today at 12:00pm EST today as he shares a fresh approach to motivation that can increase employee engagement, productivity, and employee well-being.  Now who doesn’t want that during these hard times?

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