Millennials are increasingly shaping the business environment—both large and small organizations are welcoming a growing number of these young digital natives. Consequently, it was only a matter of time before they ascended into executive positions, embarked on entrepreneurial ventures, and quickly climbed the corporate hierarchy. According to forecasts from the U.S. Bureau of Labor and Statistics, millennials are projected to constitute about 75 percent of the workforce by 2030, with one-third occupying leadership positions.
Simultaneously, firms are banking on their top talents—the future leaders. In just 2024, U.S. companies reportedly invested around $15 billion in leadership development, dedicating 70 percent of that budget to young employees deemed “high-potential”—distinguishing true “leaders” from their peers. However, it’s worth noting that approximately $10.5 billion of that funding may have been misallocated.
A large number of individuals perceive themselves as lacking “leadership qualities,” yet every person possesses the ability to impact and inspire others significantly, to lead.
From my background in consulting across various sectors and coaching countless millennials, it becomes clear that the pertinent question isn’t, Am I a leader? Rather, the question should be, What type of leader am I?
The most crucial quality every young leader must cultivate for personal growth and career advancement is self-awareness. This encompasses a sufficient understanding of your innate tendencies in thinking, acting, and feeling. The path to enhancing your self-awareness involves exploring, developing, and utilizing the inherent talents and materials within you.
You can begin to foster self-awareness by reflecting on two straightforward questions:
1. How do you enjoy planning?
2. How do you prefer to execute that plan?
Some individuals initiate planning by reflecting on the details of a project, task, or new concept first. Others prefer to start the planning process by contemplating the possibilities the project, task, or new concept presents.
When it’s time to execute the plan, some individuals favor thinking through the process of completing the project first. Others prefer to begin the execution phase by considering the people involved in the project.
By analyzing how your preferences align, you can determine the kind of leader you are. This clarity provides you with the language and understanding necessary to advance in your career.
There are four categories:
1. Details + Process = DRIVERS
Drivers are logistical leaders who prioritize efficiency, accuracy, and punctuality.
Drivers adhere to the philosophy that “the leader is the lesson.” They firmly believe that credibility is built and maintained by the standards of excellence and execution they demonstrate at every moment. They actively drive behavior by concentrating on the minutiae of the process and seeking the most effective methods of operation.
• Drivers account for roughly 35 percent of the U.S. population.
• Key traits: realistic, logical, pragmatic, and systematic
2. Details + People = DOERS
Doers are tactical leaders focused on support, collaboration, and achieving shared goals.
Doers are driven by the requirements of those around them. They operate diligently with a mental inventory of tasks needed to fulfill their commitments. They literally do the demanding and often thankless tasks that frequently go unrecognized but are vital for success.
• Doers represent an estimated 35 percent of the U.S. population.
• Key traits: responsible, cooperative, tolerant, and loyal
3. Possibilities + Process = DESIGNERS
Designers are strategic leaders dedicated to creativity, innovation, and finding improved methods to achieve objectives.
Designers are captivated by what might be possible. They are inspired by the most recent theories or strategies for accomplishing tasks. They seek competence in both their teams and those they follow. They literally design long-term solutions driven by curiosity and effective results.
• Designers comprise about 15 percent of the U.S. population.
• Key traits: analytical, independent, clever, and theoretical
4. Possibilities + People = DEVELOPERS
Developers are ideological leaders who emphasize engagement, personal growth, and adding value to their work.
Developers aspire to lead a harmonious life. They are motivated by a profound sense of empathy and personal values. They seek workplaces that prioritize core values. They literally develop people, programs, and products that contribute positive value to the world.
• Developers constitute an estimated 15 percent of the U.S. population.
• Key traits: adaptable, empathetic, innovative, and passionate
So, what type of leader are you?
You may doubt your leadership potential, yet you might simply require a little encouragement, practice, and patience to embrace your distinctive leadership style.
