Page 29 - BOSS Today Issue 62

BOSS Today #62 DOWN TO BUSINESS DOWN TO BUSINESS BOSS Today #62

THE RISE OF employees engaged, it’s time to shift how

you think about leadership. That doesn’t
mean starting again from scratch, but
it does mean adapting and rebuilding
CONSCIOUS around different priorities.

Here’s what that could look like in
practice:

UNBOSSING Show how their work connects to
1. Help employees find meaning
in their work

something bigger, whether that’s
customer impact, sustainability, or
innovation. Purpose fuels engagement.

2. Stop glorifying burnout
Move away from “more responsibility
CONVENTIONAL LEADERSHIP MODELS ARE OFTEN DEFINED BY LONG HOURS, = more hours”. Focus on sustainable
HIGH STRESS, AND MINIMAL BALANCE, WHICH CLASHES WITH MODERN models like shared leadership, smaller
VALUES - READ ON FOR MORE INFORMATION FROM OUR BUSINESS PARTNER BPIF. teams, and support through coaching
to help take the pressure off individual
leaders.

DI’s Global Leadership Forecast And considering the World Economic 3. Support personal growth,
Dreports that 71% of leaders are under Forum expects Gen Z to make up around not just career growth
significant stress, and just 30% feel a third of the global workforce by 2030, Create learning paths that align with
that they have enough time to meet this isn’t a one-off. It’s a signal that how personal values, not just career tracks.
their responsibilities. As a result, a we define leadership needs a rethink. Let employees grow on their terms.
new phenomenon is gaining traction;
conscious unbossing – intentionally What does Gen Z want? 4. Build trust through autonomy
stepping away from traditional leadership Gen Z isn’t against growth; they’re Empower employees to lead their
roles because they care more about how redefining what it means. Here’s what work, not just follow instructions.
they work. they’re looking for: Equip managers to delegate effectively
This shift comes at a time when and support without controlling.
attracting and retaining young talent n Flatter structures and team-based
is already a challenge. If you’re future working 5. Create a culture of
leaders aren’t interested in climbing the n Purpose-driven work psychological safety
traditional ladder, or sticking around n Autonomy and trust, not top-down None of this works if people don’t
long enough to consider it, that can be a control feel safe to speak up. Create a space
problem for business. n Personal growth, not just a job title for honest conversations, new ideas,
n Work-life balance and wellbeing, not and learning from mistakes. That’s
What is conscious unbossing? burnout masked as success how loyalty and innovation grow. DDI’s Global Leadership
Conscious unbossing reflects a growing Forecast reports that
disconnect. Conventional leadership Crucially, they view traditional middle 6. Structure around shared purpose 71% of leaders are under
models are often defined by long hours, management roles as more likely to be Unbossing doesn’t mean no structure.
high stress, and minimal balance, which a source of stress than development. If It means framework built on significant stress, and
clashes with modern values. Gen Z is leadership equals exhaustion, then it’s collaboration, clarity, and mutual just 30% feel that they have
leading this change. likely to be a pass. goals.
According to the same DDI report, Gen enough time to meet their
Z is 1.7 times more likely than previous What companies need to do differently If you require any HR support, responsibilities.
generations to turn down leadership roles If you want to keep your leadership please contact the BOSS Team at
to protect their wellbeing. pipeline healthy and your younger hello@bossfederation.co.uk

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