Ppt 1 The Leaders We Need

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  • 1. The Leaders We Need Session : How the Next Generation is Changing Leaders and Leadership
  • 2. The War for Talent never ended. Leaders must consistently rethink the way their companies plan to attract, motivate, and retain employees.
  • 3. The Challenge: People are the biggest source of competitive advantage. 70% of management will retire in the next 7 years.
  • 4. The Challenge: Less than 10% of leaders are confident in their current talent to execute on organizational strategy.
  • 5. 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.
  • 6. The Central Issue: Leaders must link business strategy and talent management. www.bluteaudevenney.com
  • 7.
    • 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 .
  • 8.
    • The Environmental Situation:
    • Managerial Gap
    • Rise of the Knowledge Worker
    • The Impact of Demographics – Enter the Millennial
  • 9.
    • The Managerial Gap:
    • Front-line confidence in manager’s ability declining steadily since 1999 to 25% in 2008.
    • Source: DDI 2009
  • 10.
    • 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
  • 11.
    • 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
  • 12.
    • 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
  • 13. The 20 : 60 : 20 Rule
  • 14.
    • 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
  • 15. Need to understand personality, communication, and collaboration.
  • 16. 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.
  • 17. Millennials have been shaped by the Internet, information overload, and overzealous parents.
  • 18. Millennials demand more flexibility, meaningful jobs, professional freedom, higher rewards, and a better work-life balance.
  • 19. Millennials are different and more difficult to manage and lead.
  • 20. Organizations need a more inclusive approach to talent management.
  • 21. The Employee Value Proposition: Why should a smart, energetic, and ambitious person want to work for your organization?
  • 22. Think about culture, competencies, and motivators.
  • 23.
    • Leading across generations:
    • Boomers (1946-1964)
    • GenX (1965-1981)
    • Millennials (1982-2002)
    • Homelanders (2002+)
  • 24.
    • Why are Millennials important?
    • There are 82 million Boomers and 100 million Millennials
    • They are the biggest Generation ever
    • They are different
  • 25. Why are Millennials important? They will re-define work environments, success, communication, management, entrepreneurism, culture, professional relationships and leadership.
  • 26. “ These confident young people tend to be very opinionated and expect to be heard. They also crave feedback and praise for accomplishments.” Career Journal
  • 27.
    • 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
  • 28.
    • 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
  • 29. 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.”
  • 30.
    • 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
  • 31. “ 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
  • 32.
    • 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
  • 33.
    • 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
  • 34. www.bluteaudevenney.com Millennials expect a lot from their leaders and do not have the patience to wait.
  • 35. “ A Millennial’s psychological contract is with the relationships within the organization, not the organization itself.” University of Wisconsin
  • 36.
    • The Millennial Motivators:
    • Ask what motivates them
    • Outline goals and rewards
    • Recognize
    • Create a fun culture
    • Lots of feedback
    • Rewards of increased responsibility
  • 37. Lead the Millennial Culture Shift