Many people believe that older managers make better leaders because they have more experience in their industries. However, a recent Harvard study shows that young managers bring a lot to the table — elevation to a managerial position at a young age only happens with the highest achievers. Placing young managers into key roles within an organization comes with many benefits.
Technologically Savvy
One of the obvious benefits of employing young managers comes in their comfort with modern technology. Younger generations grew up with the Internet, cellphones and social media, so their members often naturally have more knowledge than their veteran counterparts who've had to adapt to changing technology over the years. Young managers can help their teams connect with customers and other businesses through online communications and find innovative ways to enhance company branding and marketing.
Open to Change
Young managers haven't worked long enough to be stuck in their ways, making them more flexible and open to change. Lack of formal experience fosters a stronger sense of optimism, no matter the difficulty. Younger leaders aren't afraid to get behind challenging new projects that require adaptation.
Enthusiastic
Young managers possess an innate enthusiasm that's highly beneficial to the workplace dynamic. While veterans can become tired or burned out after years of service, young workers can bring fresh energy and focus to the table, which improves morale across the board. Letting young managers make suggestions, lead teams and help with motivational programs injects positive energy into the work atmosphere while inspiring others.
Receptive
Older managers tend to be less receptive to feedback after years of perfecting their own formula. Young managers, on the other hand, are hungry for feedback, both positive and negative, to help them cultivate their management style. In addition to wanting feedback, young managers are also more willing to implement that feedback into effective changes.
Results Focused
Because of a strong need to prove themselves, young managers tend to be results-oriented and hungry for achievement. This makes younger leaders more apt to put lots of hard work and energy into accomplishing concrete objectives, while a more seasoned veteran may fall back on tried and true formulas to get by and remain complacent.
Goal Oriented
Younger leaders often show more willingness to set ambitious goals than their older counterparts. More seasoned workers tend to set more mediocre goals in order to avoid difficulties and possible failure. By contrast, many young managers love lofty goals and inspire their teams to work together to achieve them.
At some point, every organization will be faced with the task of replacing long-term managers and executives with younger leaders. While there young managers face many obstacles and challenges in proving themselves and gaining trust, they also bring diversity, enthusiasm and fresh perspective where it's most needed.
Photo courtesy of stockimages at FreeDigitalPhotos.net
Become a member to take advantage of more features, like commenting and voting.
Register or sign in today!