What Got You Here Won't Get You There: Leading the Next Generation in the Workplace
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What Got You Here Won't Get You There: Leading the Next Generation in the Workplace
- 1. What got you here won’t get you there Leading the next generation in the workplace Bill Sheridan, CAE
- 3. Photo by XFlickrX: https://www.flickr.com/photos/environment/2167097486/
- 4. Flexibility Team cohesion Collaboration Supervisor support and appreciation A clear career path Social responsibility What do millennials want?
- 6. Tomorrow’s CPAs are: • Proactive • Flexible • Collaborative • Trustworthy • Future-focused • Balanced • Technological
- 7. What’s Keeping young CPAs up at night? Not enough time Being reactive vs. proactive Talent development Keeping up Growth (and opportunity) Doing more with less Information overload
- 8. 11 things young professionals want you to know 1. More collaboration. 2. More transparency. 3. Encourage initiative. 4. Focus on strengths. 5. Expect the unexpected. 6. Take time to save time. 7. Look beyond the billable hour. 8. Engage your team in your vision. 9. Be realistic. 10. Train your staff and expect accountability. 11. Take a financial risk on leadership.
- 9. What Got You Here Won’t Get You there Download these slides: Slideshare.net/BillSheridan Follow me: MACPA’s blog: CPASuccess.com Facebook.com/BillSheridan LinkedIn.com/in/BillDSheridan Twitter.com/BillSheridan Gplus.to/BillSheridan YouTube.com/BillSheridan SlideShare.net/BillSheridan
Editor's Notes
- So why are we here? What are we talking about today? The answer, in a nutshell, is found in this slide. This is a graph of the number of births per year, according to the Bureau of Labor Statistics. The bars in red represent the Baby Boomers, folks born between 1946 and 1964. The bars in blue represent Generation X, folks born roughly between 1965 and 1980. The tan bars represent the Millennials, those born between the early 80s and the early 2000s. If you are worried about the future of your organization, this graph should scare the hell out of you. There are 76.4 million Baby Boomers out there right now. There are 51 million Gen Xers. And there are 86 million Millennials. What does that tell you? Here’s what it tells me:
- Here’s the problem: The Millennials? They don’t work the way the Boomers and the Xers do. The gap isn’t only in the numbers. It’s in the attitudes and priorities and work habits – and, for that matter, the life habits – of our youngest colleagues. They do things a bit differently. That doesn’t make them wrong. Not at all. It just makes them different. It means we have to work to understand them. And vice versa. Nobody is right or wrong here. We all just lack understanding. So let’s start by understanding what these young professionals want from their work.
- Thankfully, there is plenty of research to give us a clue. The Intelligence Group, a research company that focuses on youth issues, has done a lot of research on millennials in the workplace, and they found that: 64% of them say it’s a priority for them to make the world a better place. 72% would like to be their own boss. But if they do have to work for a boss, 79% of them would want that boss to serve more as a coach or mentor. 88% prefer a collaborative work-culture rather than a competitive one. 74% want flexible work schedules. And 88% want “work-life integration,” which isn’t the same as work-life balance, since work and life now blend together inextricably. Finally, they’re looking strategically at opportunities to invest in a place where they can make a difference, preferably a place that itself makes a difference. Pricewaterhouse Coopers recently released the results of a similar study. It found that millennials: Don’t want work demands to interfere with their personal lives. Want greater flexibility at work. Want a strong cohesive, team-oriented culture. Want opportunities for interesting work.
- Now, what about young CPAs? Let’s start with this: It’s a white paper produced by the graduates of the MACPA’s 2011 Leadership Academy. What did they find?
- According to these young professionals, the future is one in which CPAs: are proactive, flexible, adaptive and collaborative by nature; have regained the trust of their clients and the public at large; have successfully bridged the profession’s “leadership gap” by focusing on succession planning, personal growth, and generational cooperation; have created the profession’s premier global industry standards and best practices; have redefined the profession through work-life integration, collaboration, and a team-first approach; and have earned a reputation as technological innovators.
- Next up is the MACPA’s Leadership Academy. This year’s class said they’re looking for leaders and colleagues who can help them save time and grow as leaders. We received very similar results when we surveyed the young professionals who attended this year’s AICPA E.D.G.E. Conference.
- Mixed in with all of that feedback from our young professionals were some unmistakable messages for the people who lead these young professionals. Hold more collaborative meetings. Fewer closed-door "management" meetings. Be more transparent about the decisions that affect the members of the firm. Stop squelching the initiative of those below partner level. If people are willing to take on stretch assignments, encourage that. Reallocate people to effective teams based on their strengths. Schedule for the unknown. Expect items you can’t control or anticipate. Take time to save time via teamwork and brainstorming. Realize that your organizations’ health doesn’t rely solely on the billable hour. What are the other metrics of a healthy organization? Create a sustainable leadership culture in which everyone is engaged to accelerate your vision and mission we have. Not all clients are good clients. Be realistic of new work that’s brought in. Invest money and time in your staff’s training, then encourage feedback and expect changes as a result of the investment. Take a financial risk on leadership.