10-15 slide Microsoft PowerPoint

Formulating Leadership Part 1

Robert Gonzalez, Joe Sikkens, Andrew C Yazzie Jr

LDR / 300

April 30, 2018

Richie Dreighton

Formulating Leadership Part 1

Change is happening and progress is still needed. According to the U.S. Census Bureau, millennial are the largest living generation and in a recent study, by 2020, millennials will make up 48.8% of the workforce in our country (Up Worthy 2018). Then, within five years, that percentage will increase to 75%. Our company, however, is already seeing the generational shifts since 60% of our workforce are millennials. Our Human Resources has been approached for assistance in recruiting and developing your organization's future leaders. As Vice President of HR, our team has been charged with how to successfully increase the number of millennials as leaders in your organization. At this time, senior management is reluctant and uninformed as to how they should promote the millennials as leaders. Though grounded with evidence, these are five predictions for what we’ll see from millennials, starting in the coming year, and potentially stretching out for decades to come: They'll set new standards of leadership, Start preparing for generation Z, Push harder for diversity and inclusion, and Settle down, Face the dilemma of automation.

Best practices to develop millennial leaders.

There are a few misconception factors that often are perceived by the workforce. Generation of workers provides different talents and skills to the company; nonetheless, our goals and objective remain the same. The labor force is trending towards millennials becoming the majority group. According to the U.S. Census Bureau, more than one of the three workers in the workforce will be a Millennial as they surpassed Generation X. Technology and teamwork seems to offer the most conform for millennial. Current technology can help with attaching and retaining millennials within the workforce. This is a new generation of potential employees that prefer a creative environment that promotes innovation. The different age does not agree with the old school of firm methods of managers and supervisors. The old way of doing the thing will be pretty much obsolete according to the millennials. Flexibility is a critical factory in incorporating into our new millennial leaders.

From our research we have learned that millennials do not want training but instead hands on experience. The traditional death by PowerPoint lectures is not as effective with them. Millennials recognize that everything changes so fast, and our traditional leadership strategies are too slow. This is why they prefer to practice in the context of their real job. Coaching is also another approach we would take. They prefer methods like free thinking and offering alternative positions and roles with flexible hours to give the company leverage in attracting new leaders.

Mentoring and training programs are essential in providing employees the skill that will allow them to be successful in the workforce. Millennials value having the opportunity to interact with senior leaders more than they do raises and promotions. Keeping them engaged in a challenge, we must offer them the ability to expand their knowledge. Empowering them will allow them to become proficient and focused on their work. We must enable millennials to be themselves. However, we also must address the level of expectation that is expected from them.

Presentation of leadership development plans.

The most productive way to show that millennials could produce the result in an unconventional way is to present the objectives and the different solution that they can create. Conducting a study that offers the opportunity to show strengths in the millennials and how they find the answer to a various task can explain their thought process. The study would help find critical points and solation making skills. Having a two-way line of communication between the senior’s managers and millennials about the possibility of what they can bring to the table and help answer any question they might have. Shirley upper managers will feel more comfortable on why millennials can be effective leaders in the workforce. Understanding the difference between ages gap will help make both sides a successful team. Millennials are more engaged and focused on the task and how things are done. Millennials have their way of doing stuff like the following: They'll set new standards of leadership, preparing for generation Z, push harder for diversity and inclusion, and settle down, face the dilemma of automation.

Conclusion

By 2020, PWC predicts, that’s 50% of the workforce will be millennials (Sharma, 2014) but a closer look at our company we’re already at 60%, by the year 2020 we would be at 75% or higher, if we keep on track and stick with the plan at hand. We often labeled them as impatient, because of expectation of instant gratification; millennials may bring some valuable characteristics to the business operations. Millennials like to seek an immediate impact on business, and leave a lasting impression on customers and clients.

References

Richard Fry, (2018). Millennials are the largest generation in the U. S. Labor force. (May 2015). Fact Tank, News in the numbers. http://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/

Larry Alton, 5 Ways Millennials will transform the workplace in 2018, By Forbes.

the-workplace-in-2018/#6686c83a558d" https://www.forbes.com/sites/larryalton/2017/12/28/5-ways-millennials-will-transform-

the-workplace-in-2018/#6686c83a558d

Sharma, S. (2014). Forbes. Retrieved from Http://.forbes.com/sites/onmarketing/2014/10/29/

three-thing–everyone-should-know-about-millennals-leasder/#226881eb0ee

Retrieved from: http://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/