Stop Managing, Start Leading | Hamza Khan | TEDxRyersonU

TEDx Talks
24 Aug 201618:13

Summary

TLDRHamza, born in 1987, shares his journey from being a non-conformist employee to a 'horrible' boss who rejects traditional management styles. He advocates for a Theory Y approach, emphasizing trust, autonomy, and co-creation, which he believes fosters a more productive and fulfilled workforce. Drawing inspiration from Jay-Z's leadership, Hamza encourages managers to lead, not just manage, allowing teams to achieve self-actualization and deliver outstanding work.

Takeaways

  • 😀 Hamza, born in 1987, identifies as a horrible boss due to his resistance to traditional workplace rules and his past as a non-conforming employee.
  • 🎧 His love for hip-hop and the influence of artists like Jay-Z have shaped his management philosophy, emphasizing individuality and empowerment.
  • 🕒 Hamza's experience with traditional 9-to-5 work schedules clashed with his work style, leading to a memorable confrontation over tardiness and a subsequent decision to quit.
  • 🚀 He challenges the relevance of the Industrial Revolution-era management practices in today's knowledge-based, creative economy.
  • 🌐 Recognizing the global workforce's shift towards Generation Y, Hamza discusses the need for a new managerial approach that values innovation, resourcefulness, and agility.
  • 🏢 He advocates for a Theory Y management style, which trusts employees' ambition and self-motivation, contrasting with the controlling Theory X.
  • 🌱 Hamza's leadership approach involves providing trust, autonomy, and a conducive environment for his teams to achieve self-actualization and produce excellent work.
  • 🤝 He believes in co-creation and building a community-like workplace where people can bring their whole selves to work, fostering a sense of belonging and creativity.
  • 🏆 Success is measured not just by awards and client achievements but also by the personal and professional growth of the team members.
  • 🌟 The script concludes with a call to action for managers to transition from traditional management to leadership, focusing on outcomes and the holistic development of the next generation.

Q & A

  • What are the three things the speaker, Hamza, wants the audience to know about him?

    -Hamza wants the audience to know that he was born in 1987, he loves hip-hop, and he considers himself a horrible boss.

  • Why does Hamza feel he was a horrible employee in traditional workplaces?

    -Hamza feels he was a horrible employee because he never completely cooperated with the rules of traditional workplaces and couldn't adapt to the 9 to 5 work schedule.

  • What was Hamza's reaction when his boss confronted him about being late to work?

    -Hamza reacted sarcastically to his boss, questioning the relevance of the stock market opening to his work as a graphic designer, and then decided to quit his job.

  • How did Hamza spend his last two weeks at his job after deciding to quit?

    -Hamza spent his last two weeks showing up early and watching movies at his desk for eight hours a day, leaving at 5:00 p.m. sharp.

  • What generation does Hamza belong to and what are some criticisms of this generation?

    -Hamza belongs to Generation Y, which has been criticized as entitled, lazy, disloyal, unmotivated, and selfish.

  • How does Hamza describe his work approach and philosophy as a manager?

    -Hamza describes his management approach as one based on 100% trust, providing his teams with responsibility, goals, and deadlines, and allowing them the freedom to work from anywhere with Wi-Fi.

  • What is the difference between Theory X and Theory Y management styles as mentioned by Hamza?

    -Theory X assumes employees are lazy and dislike work, while Theory Y assumes employees are self-motivated, ambitious, and enjoy their work, given the right conditions.

  • How does Hamza apply the lessons from Jay-Z's management style to his own?

    -Hamza applies Jay-Z's focus on individuality, empowerment, and creating an environment conducive to success, allowing his team members to manage themselves and providing them with the support they need.

  • What does Hamza believe is the role of management for the next generation?

    -Hamza believes the role of management for the next generation is not to manage but to lead, focusing on providing complete and meaningful experiences for both employees and customers.

  • How does Hamza define his role as a 'horrible boss'?

    -Hamza defines himself as a 'horrible boss' because he doesn't manage in the traditional sense; instead, he acts as a friend, mentor, comrade, resource, cheerleader, and coach, empowering his teams to succeed.

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Ähnliche Tags
Management StylesLeadership ShiftWorkplace CultureCreative TeamsMillennialsSelf-MotivationWork-Life BalanceProductivityModern WorkplaceGenerational Change
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