Our industry is experiencing an influx of new faces and young colleagues. This brings fresh perspectives, innovative ideas, and an overall vibrancy to our profession, which is truly exciting!
To continue evolving to meet the needs of all of our colleagues in a multi-generational workforce, it becomes increasingly crucial to develop leaders who can bridge generational gaps and meet diverse expectations. For meeting and event planners, fostering leadership within their teams ensures not only the smooth execution of events but also cultivates a dynamic and inclusive work environment.
Shifting from Management to Leadership
In today’s diverse workforce, shifting from traditional management to leadership is essential. Let’s talk about the differences.
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Management often focuses on day-to-day operations, project management and giving directions. While these aspects are necessary, leadership encompasses a broader vision. Leaders set directions, inspire change and empower their teams.
This shift from management to leadership is critical in a multi-generational workforce where expectations from leaders vary significantly. The new generation entering the workforce seeks development, training and a clear understanding of what it means to be a good leader.
4 Core Leadership Principles
1. Self-Awareness: Leaders must be aware of how their words and actions are perceived by others. This self-awareness is the foundation of effective leadership. Understanding their impact on their team and adjusting behavior accordingly is crucial.
2. Self-Management: Beyond awareness, leaders must manage how they present themselves intentionally. This involves controlling one’s emotions, being consistent and demonstrating reliability in various situations.
3. Self-Confidence: Confidence is crucial. A leader who lacks confidence cannot inspire trust or motivate their team. Self-confidence, when combined with self-awareness and self-management, forms a robust leadership presence.
4. Impact Through Collaboration: Effective leaders magnify their impact through collaboration. It’s not just about leading by example but also fostering an environment where collective efforts lead to greater achievements.
Emotional Intelligence and Agility
Strong leaders understand the importance of emotional intelligence (EQ) and agility. Emotional intelligence involves being aware of and managing one’s emotions, showing empathy and maintaining composure under pressure. These qualities are vital for leaders to build strong interpersonal relationships and create a psychologically safe work environment.
Agility, on the other hand, refers to the ability to think and act quickly in a changing environment. Leaders need to be resourceful, adept at problem-solving, and capable of strategic thinking. They must be agents of change, rallying their teams to adapt and thrive amidst challenges.
Developing Others
A significant aspect of leadership is the development of others. Great leaders are passionate about coaching, motivating and supporting their team members. This involves recognizing and celebrating successes, providing candid feedback and fostering an environment of healthy accountability. As Sir Richard Branson famously said, “Train people well enough so they can leave, treat them well enough so they don’t want to.”
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It’s also important to turn to the experts for assistance. At Bishop-McCann, we utilized the Meeting Professionals International (MPI) Academy to roll out leadership training to our entire organization.
Getting Started is Easy
1. Establish Regular 1:1 Meetings: Consistent one-on-one meetings are crucial. These meetings should follow the 80/20 principle, where leaders listen 80% of the time. Starting these meetings with personal check-ins, such as asking, “How are you doing?” as it relates to different categories that extend beyond the immediate work environment (family, health, etc.) helps build a deeper connection and understanding.
2. Celebrating Successes and Opportunities: Create monthly celebrations with your team members that recognize what went well while also identifying areas for improvement. This keeps your team motivated and focused on continuous growth.
3. Start, Stop, Continue Feedback: This method involves providing feedback on what behaviors or practices an employee should start, stop and continue. This approach encourages open and honest communication, promoting mutual growth. Then, turn the tables and encourage the employee to explain to the leader what behaviors or practices the leader should start, stop and continue. This is crucial to success because to be a good leader, you must recognize that both the leader and employee are imperfect. Both are trying to be better leaders.
4. Self-Assessment and Reviews: Tools like self-assessments and regular reviews help leaders and team members identify strengths and areas for development, ensuring continuous improvement.
For meeting and event planners, developing leaders within their teams isn’t just about improving event execution but also about creating a work environment that fosters innovation, collaboration and personal growth. Our industry is rich with new talents and young professionals, making it more crucial than ever to develop leaders who can navigate a multi-generational workforce. Developing leaders is an investment in the future success and sustainability of your organization and our industry, creating an environment where all generations can thrive and contribute meaningfully.
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Rob Adams is CEO & Owner of Bishop-McCann, an award-winning, full-service event management partner that helps innovative companies elevate their events and increase attendee engagement by connecting audiences with their brand in a passionate, strategic way.
This article appears in the September/October 2024 issue. You can subscribe to the magazine here.
