Developing Millennial Leaders
Securing the legacy of today’s leaders requires unleashing the potential of tomorrow’s.
You are trying to lead four generations of leaders into an unknown future. The data suggests you are drifting further from understanding your next generation of customers. If you can’t connect the generations inside your organization, how will you connect to them in the market? You are finding that traditional “diversity” programs aimed at “explaining” the differences between the generations is only serving to drive the wedge further between them. We have years of experience and research understanding how to connect multi-generational workplaces in the service of greater performance. Will your next effort to reach new customers bridge this generational divide?
Is this for you?
- Are you worried about talent defections, especially of your emerging leaders? Are the slates of your succession plan dangerously thin?
- Do you have veteran employees struggling in reporting relationships to younger leaders?
- Are younger leaders finding it difficult to lead employees with many more years of experience?
- Is the technology gap between the generations creating an imbalanced environment of legacy users and new adopters?
- Have you defined the issue as a demographic one, giving into the false notion of “millenials” and “boomers” and “Xers” and their distinctions as the problem?
- Do you have a sense that if the differing generations in your organization were to strengthen their relationship, they could produce ideas and solutions together that none could produce on their own?