Business needs more leaders.
That’s not earth-shattering news. In fact, I can cite numerous business experts and magazines that point to a dearth of business leadership.
One of the most recent examples comes from Global Human Capital Trends 2014: Engaging the 21st-century workforce by Deloitte Consulting and Bersin by Deloitte. One of three broad areas put forth by the report is a “. . . need to broaden, deepen, and accelerate leadership development at all levels.” The report went on to say:
“Building global leadership is by far the most
urgent [need]. . . In a world where knowledge
doubles every year and skills have a half-life of
2.5 to 5 years, leaders need constant development.”
Where will business find these new leaders? While many potential leaders are already in your organization, a new source for leaders is entering today’s workforce. They are called Millennials.
Millennials have much to offer organizations. They understand technology more than any other generation. That’s a valuable characteristic considering technology is changing faster than what most people can manage. Also, Millennials want to be part of a cause. It’s more than wanting to take care of the planet (although this is important to them). They want to be involved in your organization and make a true contribution to its success. Millennials are optimistic. They are relational.
For all of the positives they bring to the workplace, they do bring some challenges. Many Millennials lack basic business skills and etiquette. Some have short attention spans. And they may lack an understanding of how to work their way up in an organization. So if they are to be developed into the next generation of leaders, businesses must manage Millennials differently than previous generations.
That’s one of the points made by writer Adam Vaccaro in a recent Inc. article titled Why It’s So Hard to Turn Fickle Millennials Into Leaders. Vaccaro offers three strategies for developing Millennial leaders:
1. Give them face time
2. Give them opportunities to try new things
3. Give them a different type of manager
That last item is why I wrote The Millennial Challenge: How To Unleash Today’s Young Talent. Today’s Millennial worker needs an updated management approach, new ways of hiring, motivating, and developing this unique worker.
To find out how your organization can adapt to this new generation of employee, please visit Amazon or go directly to the PCC website and order your copy today.
Once you read these updated management strategies, if you want to go deeper, invite ProCulture to take your managers through an extended discussion of how to get the most out of your Millennial workforce.
Organizations that adapt to this new worker and successfully integrate them into the company team will reap the rewards of new energy, new ideas, and new vision for making a difference in our world.
Companies that choose not to update their management strategies may soon find themselves joining other “progressive” companies such as Borders and Blockbuster.
Darren K. Ford
I've enjoyed a great career. Worked in many different industries with great coworkers and customers. I talk to a lot of people while drinking a lot of coffee. I read constantly. From all of this, I have much to say.