Next Generation Leadership: How to Ensure Young Talent will Thrive with Your Organization
- 5h 32m 42s
- Adam Kingl
- HarperCollins Leadership
- 2020
Employers who refuse to adapt to the expectations of younger generations are losing out on top talent, as they leave for positions at companies with more modern practices. Learn what companies need to do to fit into the new normal in the workplace.
Generation Y sees the world differently than any other generation in modern memory. And nowhere is this more evident than in the workplace. The astronomical shifts that this generation has seen in the economy, technology, and the world have changed what they want from life and work - which is not a nine-to-five existence for 40-plus years, leading to a typical retirement at 65. What older generations call a poor work ethic from a spoiled generation, Gen Y sees as a different way of doing things. Companies that don’t get on board risk losing the diverse, young talent that is critical for them to be able to compete.
Companies that take the time to listen realize that what Gen Y is asking for isn’t that crazy; in fact, it’s better in many ways.
- A demand for work-life balance isn’t a cry for fewer work hours - it’s a cry to be able to work from outside the office beyond a rigid nine-to-five schedule (which can lead, ironically, to Gen Y employees working even more hours than you expected).
- Leaving a job after a couple years isn’t an inability to commit - it’s a need to learn more, expand their experience, and develop their career at a faster pace, something that is helpful to companies that hire those individuals, including your own.
- Elevating nontraditional benefits over financial benefits is a step toward creating an emotional connection to the company where employees spend the majority of their time and invest significant mental and emotional efforts.
- The need to work for a company with a purpose is a reflection of the power that social media has had on the social consciousness.
This audiobook will explore what’s behind these shifts in the character of the emerging workforce. It shows that, as Gen Y assumes managerial positions, the nature of leadership and business will change over the next few decades in irrevocable and profound ways.
In this Audiobook
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Chapter 1 - It All Starts with a Pattern
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Chapter 2 - The Obsession and Discontent with Generations
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Chapter 3 - Loyalty isn't as Reliable as it Used to Be
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Chapter 4 - What Generation Y Wants from Work
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Chapter 5 - It's about the Team
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Chapter 6 - Bringing Out the “Best” in Best Self
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Chapter 7 - Virtual Management in a Virtual Age
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Chapter 8 - New Definitions of Development
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Chapter 9 - Agility—Hard to Talk about and Harder Still to Master
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Chapter 10 - Purpose—The Power of a Strong, Shared “Why”
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Chapter 11 - Financial Implications of Next Generation Leadership
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Chapter 12 - Work and Leadership for the Twenty-First Century
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