Developing Our hereafter Leaders: Who Will Do It and How Will They Do It?

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Current perceptions of Boomers and Generation Y gift a litany of contrasts, both in terms of how they view their role in the workplace as well as what indubitably matters to them about their work life. Boomers were raised in an abundant, healthy economy so define their self-worth by the type of work they do and the position they hold in the organization. Many boomers have spent a indispensable number of years working for the same owner so are loyal to that employer. They live to work and expect everyone else to feel the same - work long hours and vocalize a strong work ethic. Generation Y are children of boomers, some of which were rewarded for their years of loyalty by being downsized during the recessions of the 1990's and the early 2000's. So these children do not see value in owner loyalty but are more focused on empowerment and equity. Their natural instinct is to question authority and question active participation in decisions made about their position, profile and responsibilities. Generation Y believes everyone should get more from their employers and they are loyal to their colleagues, not their employer.

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Documented perceptions of each other tend to focus on the contrasts - the differences - rather than on the similarities. Yet the similarities are what these two generations can build on to generate best working environments for themselves and each other. Boomers are egocentric, what matters to them is what matters. They live to work, having evaluated their worth to the assosication by their position, the number of hours they work, and the number of promotions they receive. Generation Y are focused on themselves and want to make their own choices. They are caught up in themselves, believe that they work hard, and they are seeking careers that help them to ascend swiftly up the vocation ladder. Boomers want to be rewarded for results; Generation Y wants rapid success. Both groups expect other members of the worker workforce, no matter the generation or the position or function, to have the same work ethic and the same sense of community. Similarities abound.

There are dissimilar formative life experiences which have shaped each generation in the workplace today - Boomers, Generation X and Generation Y. These life experiences have shaped their preferences, expectations, beliefs and most importantly when it comes to working with others of dissimilar generations, their working styles. Although expectations and preferences may be different, this does not mean that values are different. And the characteristics associated with each generation are descriptors of the generation not of all members of that generation. Beloved media and demographic experts may be taking these differences in working style too far by suggesting there is friction between the generations due to value differences. Most of this study is written by members of the Boomer generation, and has diminutive empirical data to reserve the claims about Generation Y, in particular. Given that Boomers and Generation Y are similar in size, the study tends to generalize about both. Boomers are the 'exiting' generation and Generation Y the 'entering' generation and the fact remains that Boomers have the responsibility, and should accept the accountability, for developing the future leaders.

So if we take the position that the differences between the two generations are indubitably manageable and can be accommodated and that it is more prominent to build on the similarities, then the question is what is the Boomers' accountability for developing the next generation of leaders and how will they do it?

Leaders must create a good comprehension of the generations in their workplace.

Whether this study is done by the leader themselves or done for them by the organization's human resources department, it is prominent to compare the differences and similarities, rate them and integrate a competency of 'flexibility' into the leadership profile. Demands for flexibility as a future competency will only growth as the balance shifts between Boomers and Generation Y. With the plethora of communication and technology options available to employees, leaders will need to clearly understand how each fits into their organization's culture and continuously redefine their company strategy to direct venture decisions based on these options.

Encouraging sharing of preferences, expectations, and working styles by setting up discussions between members of dissimilar generations is a good first step. Leaders who encourage open dialogue and continuous conversation among these generations will not only heighten the comprehension between them but create a solid foundation for worker engagement.

Leaders must create a new leadership religious doctrine colse to developing future leaders.

Optimizing generational preferences and life experiences needs to be an integral part of the new leadership religious doctrine for Boomers seeking to create future leaders from the Generation Y group. And group is indubitably the spoton term, as these employees grew up participating in groups. Their immature dating behaviour was primarily as a member of a group, not as a couple. They find comfort, strength, happiness in a group and leverage the group input for creative and innovative solutions to the challenges they face in their life. As a result, they feel comfortable participating in a team environment where active participation is not only startling but encouraged by their leader. Recognizing the value of the group input to Generation Y employees will heighten the leader's effectiveness and contribute to increased creativity and innovation in their organization. This inclusive leadership style will heighten the assosication overall.

One collaborative benefit of this new leadership religious doctrine and inclusive style is an growth in the organization's capacity to carry on change. With the focus on construction a high performance organization, one that captures the creativity and innovation of all its employees, it is natural that convert supervision capabilities would grow. Of course, without this capacity, generational preferences and working styles will be difficult to integrate. The inclusive style encourages new ideas, challenges to current ideas and methods, open communication and dialogue, and opportunities for new employees to participate in relevant projects and organizational initiatives.

A second collaborative benefit is a renewed focus on recruitment and holding of high performers. No matter what generation they belong to, high performers seek out collegial environments and reserve tools and techniques to help them specialist their role. These attributes are not the province of one singular generation but exist in all organizations so leaders who provide these team-oriented environments where studying opportunities abound will attract the best of each generation.

A third collaborative benefit of this new leadership religious doctrine is growth of the digital organization. As new employees enter the organization, they bring with them well-known communication tools and a sophisticated comprehension of social media and its use. This knowledge and expertise will help to heighten the competitiveness of the assosication by pulling it into the digital age.

All these benefits arise from leaders encouraging all employees to actively participate in, and contribute to, the direction of the organization. By opportunity up the lines of communication and enhancing the interaction between the generations, these leaders provide a foundation for high performance growth. Why limit strategic and planning discussions to only the most senior members of the organization? finding ways to reach out to new and junior employees to encourage their input and feedback creates a more flexible assosication where creativity and innovation may outside best products and services.

Leaders should reach out to their mentors, coaches, and human resources experts to create and fine tune their own mentoring and coaching skills.

Extending the inclusive leadership style to other leaders and managers within the assosication provides an opportunity to mentor and coach colleagues as well as inherent new leaders. Developing future leaders involves sharing the new religious doctrine with other leaders and managers and teaching them the competency of flexibility and the concepts of open dialogue and continuous conversation.

Working with human resource and leadership experts internal and external to the organization, leaders can rate leadership competency and quality within their current leadership group. Comparison of this estimate to the competencies and capabilities identified in the new leadership religious doctrine will highlight the performance gap between the current state and where the assosication needs to be, in terms of its leadership development.

Best practices study - whether conducted by the current leaders or those to whom they delegate this task - is a solid step to scope out the framework for leadership estimate and development. This study provides a benchmark against which to identify barriers to the amelioration of future leaders and how to take off those barriers. A studying assosication has a studying leader when they spend the time and effort to find out the best practices in other companies and industries that have successfully grown their future leadership rank.

Finally, creation of a 'leaders developing leaders' formal process and amelioration agenda will ensure amelioration of future leaders has the authority, tools, reserve and techniques indispensable to indubitably make it happen.

Each of the three generations currently residing in the workplace have their own preferences and expectations about their work environment and may have differences in their working styles. But given that each generation is focused on personal amelioration and growth and seeks out opportunities for this growth, there exists a solid foundation for continuous performance improvement. Boomer leaders need to expect, and be expected, to create the next generation of leaders. This is a indispensable part of their legacy.

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