Welcome to This Week’s Boundless Newsletter!

This week, we’re diving into four topics designed to help you grow as a leader, tackle challenges, and stay at the top of your game. Here’s what’s inside:

• Conscious Unbossing: Discover how Gen Z’s shift away from management roles creates a leadership gap—and how you can step up and take advantage of the opportunity.
• Building Leadership Skills in Your Team: Learn how to assess and develop future leaders within your department using four essential areas: performance, potential, readiness, and fit.
• 360-Degree Feedback Assessments: Explore how this valuable tool offers well-rounded insights, helps identify blind spots, and supports continuous improvement for middle managers.
• Why Fitness Boosts Leadership Performance: Understand how prioritizing physical health can improve your decision-making, resilience, and emotional control—making you a more effective leader.

Each article provides practical insights to help you grow as a leader and build high-performing teams. Jump in, reflect, and connect with other Boundless members to share your thoughts and experiences!

Conscious Unbossing: A Leadership Opportunity for You Because You'll Step Up

A growing number of Gen Z employees are rejecting traditional management roles. Surveys show that 72% of younger workers prefer to stay in individual contributor roles instead of becoming managers, a shift known as “conscious unbossing.” Many Gen Z professionals see leadership as high-stress, with little reward, and prefer to focus on personal development or entrepreneurial pursuits rather than managing others.

This trend raises challenges for organizations, but it also presents opportunities for aspiring leaders. Fewer workers are willing to take on middle management roles, leaving leadership gaps that ambitious individuals can seize. Understanding what’s driving conscious unbossing will help you better navigate this shift and take advantage of leadership opportunities.

Why Gen Z Workers Avoid Middle Management

• Burnout and Instability​
  Many Gen Z workers have seen millennial managers experience burnout or layoffs, especially during and after the pandemic. These experiences have shaped their perception of management roles as being overly demanding with little payoff.
• Corporate Flattening​
  Tech companies like Amazon and Meta are cutting middle managers to create flatter organizations, further reducing the appeal of management. Many young workers believe middle management roles are becoming obsolete and less secure.
• Desire for Autonomy​
  Gen Z values personal freedom and fulfillment. Many prefer focusing on individual projects, personal branding, or entrepreneurship rather than managing others. The rise in influencers and freelancers among Gen Z reflects this shift.
• Perceived Lack of Skill Development​
  With much of their early career spent working remotely, Gen Z employees feel they’ve had fewer opportunities to build the interpersonal skills needed for management. This has left them hesitant to pursue leadership roles.

A Leadership Opportunity for Aspiring Managers

For those who are ready to lead, conscious unbossing creates a unique opportunity to stand out. Organizations need capable leaders to fill the gaps left by employees who opt out of management roles. If you’re willing to step up, now is the time to position yourself as a problem-solver who can fill this critical need.

• Seize the Leadership Gap​
  With fewer candidates pursuing management, organizations are looking for individuals ready to take on leadership responsibilities. This creates faster opportunities for advancement.
• Shape a New Leadership Model​
  The rejection of traditional management roles is a chance for new leaders to build a different kind of workplace—one focused on mentorship, work-life balance, and innovation.
• Develop Crucial Skills​
  Even if management roles seem challenging, stepping into leadership will allow you to develop essential skills like communication, decision-making, and team-building—making you an invaluable part of your organization.

You can read about this newly uncovered trend reported by Fortune Magazine here.

Building the Right Leadership Skills in Your Team

Strong leadership within your team or department is critical to achieving success. Great leaders maintain stability, facilitate change, boost engagement, and drive team performance. As a manager, one of your most important responsibilities is identifying and developing potential leaders within your group. But choosing future leaders based solely on intuition isn’t enough. You need to be intentional by using a leadership framework to assess skills, behaviors, and growth potential.

Evaluating leadership within your team can be structured around four key areas that reveal strengths and development opportunities. With a clear understanding of where individuals stand, you’ll be able to grow leadership talent, fill capability gaps, and empower future leaders.

Four Areas to Assess Leadership Potential on Your Team

• Performance​
  Start by assessing each team member’s current effectiveness. Identify those who are consistently delivering strong results and demonstrating behaviors aligned with the team’s goals. These high-performers, or A-players, are often the ones ready for additional challenges.
• Potential​
  Beyond current performance, look at who has the capacity to grow into more complex roles. Potential is about spotting individuals who are adaptable, eager to learn, and able to take on increasing responsibilities. Keep an eye on team members who show initiative and a willingness to tackle new challenges.
• Readiness​
  Even high-potential employees need time to develop specific leadership skills. Use gap analyses to identify where they need further training or mentorship to be fully prepared for leadership roles. Providing targeted development helps ensure they can step into a leadership role with confidence.
• Fit​
  A great leader not only has the right skills but also aligns with your team’s culture and values. Assessing how well a person fits within the existing dynamic is essential for ensuring they can lead effectively, foster collaboration, and maintain harmony among their peers.

By measuring your team members in these four areas, you can make informed decisions about who is ready to take on leadership roles and what development is needed to prepare others. This intentional approach helps you cultivate a healthy leadership pipeline within your team, ensuring stability and continuous growth.

Developing leadership talent isn’t just about filling roles—it’s about building a resilient and adaptable team that can thrive in the face of change. As you focus on growing your team’s leadership potential, you’ll foster greater engagement, improve performance, and set your department up for long-term success.

Want to discuss leadership growth strategies with other managers? Join the Boundless community here to connect with peers, exchange ideas, and grow together.

Why 360-Degree Assessments Are Essential for Middle Managers

Assessments play a vital role in leadership development by providing structured feedback that helps leaders understand their strengths and areas for improvement. For middle managers, 360-degree assessments offer a unique opportunity to gather insights from multiple perspectives, including peers, direct reports, supervisors, and even external stakeholders. This holistic feedback paints a fuller picture of how others experience your leadership style—and what you can do to enhance it.

What is a 360-Degree Assessment?

A 360-degree assessment is a feedback tool that collects opinions about a leader’s performance from those who interact with them regularly. It focuses on areas like communication, decision-making, emotional intelligence, and team management. Unlike traditional performance reviews, which typically come from one supervisor, 360 assessments involve feedback from all levels, providing well-rounded insights. This can help middle managers identify blind spots—things they may not realize are affecting their team or performance.

Why 360-Degree Feedback is Powerful (and Hard to Hear)

Hearing honest feedback about your leadership style can be challenging, especially if it highlights areas that need improvement. However, the value lies in uncovering gaps between how you perceive yourself versus how others experience your leadership. It’s natural to feel defensive when feedback touches on sensitive areas, but the key to growth is to approach it with an open mind and a willingness to learn. Remember, receiving constructive criticism is not a reflection of failure—it’s an opportunity to improve and become a more effective leader.

How to Overcome the Challenges of Receiving Feedback

1. Pause Before Reacting​
   It’s easy to get emotional when hearing unexpected feedback. Take time to process the information and avoid responding defensively. Reflect on the insights objectively.
2. Look for Patterns​
   One piece of feedback is just an opinion, but when you see consistent themes across multiple respondents, that’s an area worth focusing on. Pay close attention to recurring patterns—whether they highlight strengths or areas for improvement.
3. Focus on the Positive​
   It’s common to fixate on the negatives, but don’t overlook the positive feedback. Understanding what you’re doing well is just as important as identifying areas to improve. Make a note of the behaviors others appreciate and look for ways to incorporate them more intentionally into your leadership style.

Turning Feedback into Action

1. Create an Action Plan​
   Use the feedback as a roadmap for personal growth. Identify 2-3 areas to improve and create actionable steps to address them. For example, if feedback indicates that team members want more transparency, commit to more frequent updates in team meetings.
2. Get a Mentor or Coach​
   Working with a mentor or coach can help you make sense of the feedback and stay accountable. They can provide guidance on how to implement new behaviors effectively.
3. Celebrate Your Strengths​
   Don’t just focus on what you need to change. Identify behaviors others value in your leadership and find ways to do more of them. If your team appreciates your ability to empower them, double down on that by delegating more responsibilities and offering encouragement.
4. Follow Up with Your Team​
   After making changes, ask for feedback again to ensure your efforts are having the desired impact. This demonstrates humility and shows your team that you value their input and are committed to continuous improvement.

Why 360 Assessments Matter for Middle Managers

For middle managers, a 360-degree assessment offers more than just personal insights—it helps build stronger relationships, improve team performance, and foster a culture of trust. By understanding how others experience your leadership, you can adapt your approach to meet the needs of your team and align more closely with organizational goals.

The most effective leaders are those who continuously learn, adapt, and grow. Embracing the feedback from a 360-degree assessment—both the positives and the areas for growth—will help you develop into a more well-rounded, trusted leader.

If you want to talk about 360 Assessments, hop on over to Boundless New Leaders and discuss it (Click here).

Why Fitness is a Game-Changer for Leaders

Fitness isn’t just about staying in shape—it’s a leadership tool that can significantly improve your ability to lead effectively. The demands of leadership require sustained energy, mental clarity, emotional control, and resilience. Leaders who prioritize physical fitness develop these abilities, becoming more effective in managing teams, making decisions, and inspiring others. Here’s how fitness can enhance your leadership performance.

1. Higher Energy Levels for Peak Performance​
Leading a team involves long days, meetings, and solving complex problems. Regular exercise improves cardiovascular health and boosts energy, helping leaders stay engaged and productive throughout the day. When you feel physically energized, you are more likely to remain motivated and responsive to your team’s needs.

2. Improved Mental Clarity and Decision-Making​
Physical activity increases blood flow to the brain, improving cognitive function. Regular exercise also releases endorphins, which reduce stress and sharpen focus. These benefits lead to quicker, better decision-making and enhanced problem-solving—key traits for successful leadership. Staying fit allows leaders to be more present and effective, especially under pressure.

3. Emotional Stability and Stress Management​
Leaders are often required to manage stressful situations calmly and empathetically. Fitness plays a vital role in emotional regulation by lowering cortisol levels and boosting mood-enhancing chemicals like serotonin. Leaders who work out regularly are better equipped to handle challenges with emotional intelligence, staying composed during high-pressure moments and setting the tone for their team.

4. Building Confidence and Resilience​
Fitness builds resilience through discipline. Whether it’s achieving a personal best or sticking to a fitness routine, these small wins foster a growth mindset and build confidence. Leaders who develop physical resilience are better prepared to face leadership challenges, bounce back from setbacks, and maintain focus on long-term goals.

5. Setting a Positive Example for Your Team​
A leader who prioritizes fitness sets a powerful example for the team. Promoting wellness within the workplace encourages employees to adopt healthy habits, leading to improved morale, reduced absenteeism, and higher productivity. Participating in fitness challenges with your team also fosters stronger relationships and a sense of camaraderie.

Lead with Strength—Inside and Out​
Leadership is about more than making decisions—it’s about maintaining the physical, mental, and emotional stamina required to inspire and support your team. Integrating fitness into your routine helps you lead with greater energy, clarity, and resilience. Your commitment to well-being will also create a healthier, more engaged team.

As you reflect on this week’s topics, challenge yourself to take the next step. The Boundless platform offers a place to dive deeper into leadership content, engage in meaningful discussions, and connect with other leaders on the same journey. Don’t miss the chance to meet peers, share ideas, and expand your network. The best way to grow as a leader is alongside others who push you to be your best. Join the conversation, exchange insights, and make the most of what Boundless has to offer. Your next breakthrough could start with just one great connection—see you on the Boundless platform!