Holistic Leadership: Giving Managers Crucial Skills to Inspire and Motivate

Troy P. Thompson

Personal Development & Leadership Consultant, #BetterWithTroy

Millennial Workforce Takeover

• At more than 56 million, Millennials make up the largest generation in the U.S. labor force

• 39% have a bachelor's degree or higher

• Millennials are having children at the slowest rate of any generation in American history. Birth rates among women in their twenties dropped by 15 percent between 2007 and 2012

• More than 81% of millennials expect companies to make commitments and be good corporate citizens

• Six in 10 millennials are open to new job opportunities

*Fry, Richard. “Millennials Are Largest Generation in the U.S. Labor Force.” Pew Research Center, Pew Research Center, 27 July 2020, www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/. *Adkins, Amy. “Millennials: The Job-Hopping Generation.” Gallup.com, Gallup, 16 Dec. 2019, *www.gallup.com/workplace/231587/millennials-job-hopping-generation.aspx. *Written by Amy Bergen , et al. “Are Millennials Really Having Fewer Kids?” Money Under 30, www.moneyunder30.com/are-millennials-really-having-fewer-kids.

• Millennials don't just work for a paycheck --they want a purpose.

• Millennials are not pursuing job satisfaction -- they are pursuing development.

• Millennials don't want bosses -- they want coaches.

• Millennials don't want annual reviews --they want ongoing conversations.

• Millennials don't want to fix their weaknesses -- they want to develop their strengths.

• Millennials don't want a job -- they want a good job.

What Do Millennials Want?

*Robison, Jennifer. “What Millennials Want Is Good for Your Business.” Gallup.com, Gallup, 4 Aug. 2020,

www.gallup.com/workplace/248009/millennials-good-business.aspx.

• Novartis is the world's second-largest pharmaceutical company with an annual revenue of over $48.6 billion as of 2019

• Employs more than 125,000 employees • Manufactures drugs to treat illnesses

including: Depression, COPD, Hypertension, Alzheimer’s, Various Cancers

• In 2018, Novartis ranked second on the Access to Medicine Index, which "ranks companies on how readily they make their products available to the world's poor.”

• Poised to become the world’s top drug manufacturer in 2024

“UnBossed” Transformation

• Prior to Vasant Narasimhan taking over as CEO in 2018, Novartis struggled with collaboration and learning from failures and experiments

• The company’s “unbossed” initiative aims to “develop servant leaders who put their teams’ success above their own”

• In 2019, the company launched it’s Unbossed Leadership Experience (ULE), to help managers build the capabilities they need to help transform the organizations culture and create a more self-directed workforce

• Launched a virtual language training program, supporting effective communication among colleagues from 120 countries

Elements of Servant Leadership

The Employee-Manager Gap

• 30% of employees report that their manager involves them in goal setting

• 27% report that the feedback they receive helps them do their work better

• 22% strongly agree that their performance is managed in a way that motivates them

• 19% report that they have talked to their manager about steps to reach their goals

*Ott, Bryant. “3 Reasons Why Performance Development Wins in the Workplace.” Gallup.com, Gallup, 14 May 2020, www.gallup.com/workplace/231620/why-performance-development-wins-workplace.aspx.

Establishing Autonomy

• Create choice within boundaries.

• Grant employees’ ownership.

• Create learning moments, not shaming sessions

Establishing Mastery

• Provide and subsidize learning opportunities

• Mentorship Programs• Recognize progress

Establishing Purpose

• Asking employees about their personal dreams and goals

• Connecting every employee duty and task to a larger goal or company mission

• Delegating new responsibilities and even asking for help on responsibilities management would usually handle

Performance Review:Question Framing For Actionable Feedback

Current Role

Standard questions:• Are you happy with your job?• Do you think this role is a good fit for you?

Effective questions: • Which job responsibilities/tasks do you enjoy

most? Which do you least enjoy?• How do you think your role helps the company

succeed?• What do you like least about your current role?

What would you change?

Employee Strengths

Standard questions:• What are your biggest strengths?• Do you feel your strengths are maximized here?

Effective questions: • What personal strengths help you do your job

effectively?• What skills do you have that you believe we

could use more effectively?• What kind of work comes easiest to you?• Where do you feel there’s room for you to

improve?

Future Outlook

Standard questions:• What are your goals?• Where do you see yourself in five years?

Effective questions: • What are your most important goals for the next

quarter?• What professional growth opportunities would you

like to explore?• What type of career growth is most important to

you?

Key Benefits

Managers- Deeper Relationship with direct reports

- Increased feedback

Junior Staff- Greater sense of purpose and direction

- A long-term vision for themselves within the organization

Org. Culture- Increased synergy among teams

- Decreased turnover

Additional ways managers can empower & motivate their employees

• Employee Resource Groups

• Affinity Groups

• Committees

• Conduct a diversity and inclusion survey

• Define your group’s Mission & Goals

• Get leadership buy-in

• Do not form an ERG strictly as a social group

• Avoid isolation or consistent exclusion of nonmembers

• Don’t forget to capture attendance and key ideas during every event

Supporting Employees Remotely

• Mental health employee resource groups

• 1:1 health coaching for employees

• Manager well-being calls• Company-wide emails &

newsletters

• Reframe performance reviews

Key Takeaways

• Becoming a better manager starts with embracing generational differences• Autonomy, Mastery, and Purpose are necessary components for establishing an

inspired workforce• Proper question framing is key for actionable feedback• Leverage industry associations and professional development organizations for cost-

effective and remote employee development • Participate in employee-led groups to get a pulse on how best to spur diversity and

inclusivity

Thank You!