Simon Sinek on LeadershipAuthor and speaker (and 3rd most viewed TED talker of all time) Simon Sinek recently did an interview with Tom Bilyeu from Inside Quest that caused a bit of buzz on social media. The full interview can be found HERE and I encourage you to watch it as it really is excellent - the first 25 minutes or so are full of insights that echo very strongly with what we believe and champion at Satisfaction At Work.

But it was his 'Millennial Question' segment about 40 minutes into the interview that seemed to hit a nerve out there on the interwebs resulting in millions of YouTube views and countless tweets, retweets, etc...  (one particular 15-minute excerpt of that part already has over 5,000,000 views)

In this segment he talks about how Millennials are "tough to manage" and are seen as being "entitled and narcissistic and self-interested, unfocused, lazy".  He goes into a number of cause and effect style reasons for this perceived issue and it is very interesting to hear his take on it. He is tremendously articulate to the point that even in areas where I may disagree or have differing views (and there definitely were some in that segment) I was more than willing to listen, digest and appreciate his insight.

There was however one short 45 second snippet that really resonated with me. He had been talking up to that point about how Millennials have trouble building relationships due to technology and other factors that lead to an instant gratification mindset.

We are all aware that there is No Magic Pill To Boost Leadership & Employee Engagement, but rather it's the ongoing smaller aspects, traits, behaviors and actions that help deliver the desired results and outcomes.

In the interview he states categorically that "trust doesn't form in an event; in a day" and goes on to say how organizations need to "create mechanisms where we allow for those little innocuous interactions to happen."

Understanding and facilitating these two sentences alone would do wonders for any organization, resulting in a workforce that appreciate each other, knows what motivates every person and where all employees feel valued.

He made reference earlier in the interview that these sort of things cannot be taught in a 2-day leadership course and poof things just happen.  Nor can they happen if building leadership and increasing employee engagement is viewed purely as the job of management and/or the HR department.  The employees must be part of the improvement and ongoing growth process.  The must be empowered to and encouraged to be open, to take ownership for improving their workplace and to build strong, lasting relationships with the folks they work with day in and day out.

Again, I encourage you to watch the entire interview and remember it is the connections we build with our peers, subordinates and supervisors that ultimately determine how successful we, our team and the business will be.