dennis ahrens, m.s dennis.ahrens@comcast.net developing millennials as leaders wood’s creek...
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Dennis Ahrens, M.Sdennis.ahrens@comcast.net
Developing Millennials as Leaders
Wood’s Creek Consulting CompanyExecutive Peer GroupSeptember 24, 2009
2
Generations in the Workplace
Matures / Traditionalists / Veterans (1947 & earlier)
Boomers (~1948 – 1964 Generation X (~1965 – 1980) Generation Y (~1981 – present)
Demographics
Largest generation in history (30% of world’s 6 billion inhabitants)
Most racially and ethnically diverse US generation ever
Digital natives
Key Messages
Consistent and compelling messages driven into this generation:
You are special Leave no one behind Connect 24/7 Achieve now Serve your community
The Downside
Lacking Critical Traits & Skills
Work ethic Discretion Independence Realistic
Expectations The Basics Soft Skills (e.g.,
conflict resolution)
The Incredible Upside
Brighter than previous generations, scoring 15 points higher in terms of raw intelligence than kids 50 years ago
Work collaboratively, gathering information quickly and sharing it readily
Possibly the next hero generation
Characteristics
Confident and Goal Oriented Connected and Interdependent Optimistic and Hopeful Inclusive and Team Oriented Equitable and diverse Impatient Conventional
Tremendous Leadership Potential ?Distinctive Traits of Leaders
Drive Honesty and integrity Self-confidence Cognitive ability Knowledge of the business Desire to lead
Hesitant to Lead?
Top down / command and control leadership not important
Resistant to accepting traditional role-based leadership positions
Work / Life balance is a priority
Successful Leadership Development Efforts
1. Individual learner characteristics 2. The quality and nature of the
leadership development program 3. Genuine support for behavioral
change from the leader's supervisor
1. Individual learner characteristics
Motivation to learn High achievement drive Openness to experience Internal locus of control Self-monitoring
2. Quality and nature of the leadership development program
Self-paced e-learning On-the-job Job aids Role Plays and Group Simulations Case Studies Project-Based Leadership
Project Based Leadership
Millennials with effective skills that include leadership abilities will emerge as leaders in projects despite aversion to a long-term management as a career. Create environment in which leaders will emerge Define the mission Remain flexible enough to refine and redefine it Embrace the emergent behavior of communities. Take advantage of the skills of multiple leaders
3. Genuine support for behavioral change from the leader's supervisor
MENTORING RELATIONSHIPS!
Types of Mentoring Relationships
Relationship Focus
Coach Sill development (“how to”) and motivation to use those skills
Sponsor Career guidance for emerging leaders
Counselor Advice and perspective
Contemporary Personal model for business and personal success
Mentoring Tips
Provide lots of challenges Consider mentoring Millennials in groups so
they can act as each other's resources or peer mentors
Because they appreciate structure and stability, mentoring Millennials should be more formal Set meetings More authoritative attitude on the mentor's part. Break down goals into steps Offer any necessary resources and information
needed to meet the challenge
Our next generation of leaders can emerge quickly, if we…
Involve them in collaborative, team-based projects and environments
Provide a variety of projects, assignments, and career opportunities
Integrate them with the existing workforce to create innovative work environments that challenge assumptions and create new opportunities
Develop mentoring relationships Recognize their contributions by adapting to (and learning
from) their technology and networked-based approaches to accomplishment
Accept they will evolve as leaders who look very different from the generations currently in the workplace
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