• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Ppt 1 The Leaders We Need
 

Ppt 1 The Leaders We Need

on

  • 3,122 views

 

Statistics

Views

Total Views
3,122
Views on SlideShare
3,110
Embed Views
12

Actions

Likes
1
Downloads
139
Comments
0

2 Embeds 12

http://www.slideshare.net 8
http://www.bluteaudevenney.com 4

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Ppt 1 The Leaders We Need Ppt 1 The Leaders We Need Presentation Transcript

    • The Leaders We Need Session : How the Next Generation is Changing Leaders and Leadership
    • The War for Talent never ended. Leaders must consistently rethink the way their companies plan to attract, motivate, and retain employees.
    • The Challenge: People are the biggest source of competitive advantage. 70% of management will retire in the next 7 years.
    • The Challenge: Less than 10% of leaders are confident in their current talent to execute on organizational strategy.
    • The Cause: Too many organizations still dismiss talent management as a short-term, tactical issue rather than an integral part of a long-term business strategy.
    • The Central Issue: Leaders must link business strategy and talent management. www.bluteaudevenney.com
      • The Link to Strategy:
      • Define strategic vision, initiatives, and goals.
      • Define the employee skills, type of motivation, and the mindset and culture needed to execute .
      • The Environmental Situation:
      • Managerial Gap
      • Rise of the Knowledge Worker
      • The Impact of Demographics – Enter the Millennial
      • The Managerial Gap:
      • Front-line confidence in manager’s ability declining steadily since 1999 to 25% in 2008.
      • Source: DDI 2009
      • The Managerial Gap:
      • 45% of newly promoted managers fail within the first 18 months
      • 50% of managers in place are assessed as not performing to potential
      • Source: Center for Creative Leadership
      • Why?
      • Managers do not spend enough time on talent management
      • Too many silos and managers don’t collaborate
      • Managers are not committed to developing people’s capabilities and careers
      • Why?
      • Managers are unwilling to assess performance of employees
      • Managers do not address under-performance even when chronic
      • Managers do not understand the business strategy
      • Senior leaders do not support manager development
    • The 20 : 60 : 20 Rule
      • The Rise of the Knowledge Worker:
      • The fastest-growing talent pool – 35% of the workforce
      • They are different because they create more profit than other employees – up to 3x more
      • They require minimal oversight
    • Need to understand personality, communication, and collaboration.
    • The Impact of Demographics: The Millennials are now 12% of the workforce and will take over in the next 10 years – they are the largest cohort since the Boomers and will change business and work.
    • Millennials have been shaped by the Internet, information overload, and overzealous parents.
    • Millennials demand more flexibility, meaningful jobs, professional freedom, higher rewards, and a better work-life balance.
    • Millennials are different and more difficult to manage and lead.
    • Organizations need a more inclusive approach to talent management.
    • The Employee Value Proposition: Why should a smart, energetic, and ambitious person want to work for your organization?
    • Think about culture, competencies, and motivators.
      • Leading across generations:
      • Boomers (1946-1964)
      • GenX (1965-1981)
      • Millennials (1982-2002)
      • Homelanders (2002+)
      • Why are Millennials important?
      • There are 82 million Boomers and 100 million Millennials
      • They are the biggest Generation ever
      • They are different
    • Why are Millennials important? They will re-define work environments, success, communication, management, entrepreneurism, culture, professional relationships and leadership.
    • “ These confident young people tend to be very opinionated and expect to be heard. They also crave feedback and praise for accomplishments.” Career Journal
      • Where they came from:
      • Told they were special
      • Coddled and nurtured
      • Bike helmets and baby-on-board
      • Raised to express their feelings
      • Encouraged to be involved
      • Told to experience new things
      • Millennials have seven core traits:
      • They are special
      • They are sheltered
      • They are confident
      • They are team-oriented
      • They are conventional
      • They are pressured
      • They are achievers
    • Millennials are optimistic: 78% said their life would be better in 10 years and 90% said, “If I work hard, I can achieve my goals.”
      • What leaders need to know:
      • They are multi-tasking, goal-oriented, and confident
      • They want to have fun at work, have work-life balance and work as pack animals
      • They have a strong individual spirit and optimism
    • “ This is the most high-maintenance workforce in the history of the world. The good news is they are also going to be the highest performing workforce in the history of the world.” Bruce Tulgan
      • The Leader’s Message for Millennials
      • We provide new experiences and opportunities
      • We value integrity and honesty
      • We challenge you quickly
      • We give you a path of advancement
      • We offer a flexible work environment
      • We reward hard work
      • We have a fun atmosphere
      • The Leader’s Message for Millennials
      • We treat you with respect and value your opinion
      • We provide mentoring and leadership development
      • We respect your personal life
      • We offer a collaborative environment
      • We support diversity
      • We are charitable and green
    • www.bluteaudevenney.com Millennials expect a lot from their leaders and do not have the patience to wait.
    • “ A Millennial’s psychological contract is with the relationships within the organization, not the organization itself.” University of Wisconsin
      • The Millennial Motivators:
      • Ask what motivates them
      • Outline goals and rewards
      • Recognize
      • Create a fun culture
      • Lots of feedback
      • Rewards of increased responsibility
    • Lead the Millennial Culture Shift