In 2030, most leaders will be millennials, born between 1980-95. Join #ManpowerGroup's Workforce Futurist, Alexandra Levit, as she paints a vivid picture of the near future of leadership. Discover how traits like flexibility, humility, emotional intelligence, global perspective, and technological curiosity will define the leaders of tomorrow. ▶️ https://lnkd.in/ecvKn27G
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In 2030, most leaders will be millennials, born between 1980-95. Join #ManpowerGroup's Workforce Futurist, Alexandra Levit, as she paints a vivid picture of the near future of leadership. Discover how traits like flexibility, humility, emotional intelligence, global perspective, and technological curiosity will define the leaders of tomorrow. ▶️ https://lnkd.in/eN6nszeh
Age of Adaptability: The Near Future of Leadership
workforce-resources.manpowergroup.com
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In 2030, most leaders will be millennials, born between 1980-95. Join #ManpowerGroup's Workforce Futurist, Alexandra Levit, as she paints a vivid picture of the near future of leadership. Discover how traits like flexibility, humility, emotional intelligence, global perspective, and technological curiosity will define the leaders of tomorrow. ▶️ https://lnkd.in/e-By5793
Age of Adaptability: The Near Future of Leadership
workforce-resources.manpowergroup.com
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In 2030, most leaders will be millennials, born between 1980-95. Join #ManpowerGroup's Workforce Futurist, Alexandra Levit, as she paints a vivid picture of the near future of leadership. Discover how traits like flexibility, humility, emotional intelligence, global perspective, and technological curiosity will define the leaders of tomorrow. ▶️ https://lnkd.in/d4XemPEX
Age of Adaptability: The Near Future of Leadership
workforce-resources.manpowergroup.com
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🌟 Millennials & Managing Up: Turning Challenges into Opportunities 🌟 Let’s talk about managing up – not the version we hope for, but the one where we’re left picking up the slack for ineffective management. 🙄 This isn’t about strategic collaboration; it’s about navigating the gaps left by poor leadership. This version of "managing up" can feel frustrating and draining. Here’s why: 💼 We’re often taking on work beyond our role without the title or compensation. ⚖️ It shifts the balance of responsibility, sometimes leaving us to clean up the mess. 🔥 It can lead to burnout, frustration, and even a toxic work environment. 🚪 And it can push valuable talent out the door. But here’s the thing: millennials are the next generation of managers and leaders. Instead of getting discouraged by poor examples, we have the opportunity to redefine leadership. What we experience today can shape us into more empathetic, supportive leaders tomorrow. The frustration we feel can fuel our desire to create positive change and break this cycle of ineffective leadership. When we have managers who truly empower us, everything changes. 💡 Great leadership gives us the tools, knowledge, and confidence to grow. We’re able to learn from those around us, develop new skills, and succeed together – which leads to long-term success not just for us, but for the entire organization. A special thanks to my leader for guiding me and giving me the opportunity to learn and grow. Your leadership is appreciated! 🌱 #MillennialVoices #LeadershipMatters #ManagingUp #EmployeeAdvocacy #CareerGrowth #FutureLeaders #SupportiveLeadership #EmpoweredEmployees #WorkplaceCulture #NextGenLeadership
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Interesting thoughts on the 2030 Leadership role.
Age of Adaptability: The Near Future of Leadership
workforce-resources.manpowergroup.com
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Leadership and Relationship Coach | President, School of Mentorship | Pastor | Passionate about youth capacity development
Leading A Multi-Generational Workforce/Team In most organizations today, leaders are facing a unique opportunity mixed with challenge of leading a workforce or team of different generations. Mostly comprising a vibrant mix of four different generations namely the Baby Boomers, Generation Xers, Millennials and the up-and-coming Generation Z Leaders must therefore learn how to leverage the opportunity that this dynamic workforce provides and also master the skill of overcoming the challenges that comes with this multigenerational blend Here are some tips that will help Understand The Generational Differences. Each generation differs in their priorities, values, communication style, work-life balance expectations and expectations for growth and development. You should therefore adopt the principle of individualized consideration in providing leadership for them Foster Mentorship and Reverse Mentorship Opportunities Pairing the older workforce with the younger will provide opportunity for guidance, sharing of historical context and experience. On the other hand, reverse mentorship allows the younger workforce to share technical expertise and up to date trends and information with the older. Adopt Situational Leadership Style A one-size-fits-all leadership style will not work in a multigenerational organization. Leaders must be flexible and adaptive, adopting different leadership styles to meet the need and preference of each generation. Avoid Generational Bias and Stereotypes It is very possible for leaders to take sides with one generation against the others. This will lead to a divided team and ultimately disengage team. It is therefore the responsibility of the leader to foster an inclusive culture which will make every generation feel heard, accepted and valued. In conclusion, understanding and leveraging the strengths that each generation brings will help the leader create a cohesive and dynamic workforce that drives innovation and success. ©️David Fadeyi #leadership #workforce #inclusiveleadership
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CEO | Leadership & Team Transformation | Conscious Change Agent | ICF/PCC Certified Executive Coach | Emotional Intelligence Strategist | Building Leadership Pipeline | DISC Certified Practitioner
Millennials stand at the forefront of today's workplace transformation, but is your organization keeping pace with their evolution? Conventional hierarchies can stifle millennials’ growth and they are drawn to environments that prioritize autonomy and collaboration over rigid structures. Instead, embrace agility by simplifying processes and fostering innovation. Millennials thrive in dynamic environments that promote quick adaptation and creative problem-solving! Invest in continuous learning initiatives to fulfill millennials' thirst for growth. Realize that providing opportunities for skill development and career advancement underscores your dedication to their professional growth. Reassess traditional work schedules and embrace flexibility. Millennials highly value work-life balance and appreciate the flexibility of remote work arrangements. By empowering your millennial leaders and aligning your organization with their preferences, you'll propel your company toward new heights of success! Would you like to join the conversation of future-minded leaders? Request an invitation to our next Virtual Leader Conversation: https://lnkd.in/gs5Mk3Xm #heartfeltworkforce #consciousteamconnection #OrganizationalEQleadershipDevelopmentProgram #futureofwork #millennialleadership
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Keynote Speaker | Authority in Leadership, Sales & Communication | Elite Trainer | C-Suite Advisor |🌟LinkedIn Top Voice
Leadership Agility: Navigating Multi-Generational Teams Today’s workplace is becoming increasingly more diverse, meaning leadership agility has become more critical than ever, especially when navigating the complexities of multi-generational teams. With Baby Boomers, Gen X, Millennials, and Gen Z all sharing the workspace, leaders are faced with the challenge of harmonizing different values, work ethics, communication styles, and expectations. While potentially challenging, navigating these diverse, multi-generational teams also presents a unique opportunity for innovation and growth. The key to leadership agility in this context lies in the ability to understand and leverage the strengths of each generation. Recognizing that each group brings its own set of skills, perspectives, and motivations to the table is the first step. For instance, while Baby Boomers may value stability and face-to-face communication, Millennials, Gen Z, and Gen X to a certain degree may prioritize flexibility and digital connectivity. Balancing these preferences requires an adaptive and inclusive approach to leadership. Effective communication is at the heart of navigating multi-generational teams, requiring leaders not only to tailor messages to meet the varied communication preferences across generations but also to foster an environment where open dialogue is encouraged. Creating spaces for cross-generational mentorship and collaboration can also bridge gaps, facilitating knowledge transfer and mutual respect. Moreover, leaders must champion a culture of continuous learning and adaptability. Encouraging teams to embrace change and see the value in different perspectives strengthens the organization's ability to innovate and respond to challenges. When navigating multi-generational teams, the agile leader’s role is to unite diverse talents towards a common goal, leveraging generational diversity as a source of strength. By doing so, leaders can enhance team cohesion and productivity while preparing their organizations to thrive in an ever-changing business landscape. . . . . #LeadershipAgility #MultiGenerationalTeams #DiversityInWorkplace #LeadershipDevelopment #TeamBuilding #InclusiveLeadership #GenerationalDiversity #AdaptiveLeadership #TeamLeadership #CommunicationAcrossGenerations #LeadershipSkills #AgileLeader #MultiGenWorkplace #LeadershipSuccess #LeadershipInsights #TeamCohesion #WorkplaceInnovation #LeadershipInclusion #AdaptableLeadership #GenerationalValues
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The challenge of leading a multigenerational workforce is fast becoming a common challenge for many managers. In this article, our Chief Business Strategist and Founder, Dana Hayes-Burke, discusses the realities that managers face. Check it out! #multigenerationalteams #leadership #humanresources https://lnkd.in/ewh3QG4M
The Challenges of Leading A Multigenerational Workforce In the Caribbean
https://dhbstrategy.com
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Founder AKA Communications | 4X Author working on #5📖 | People-First Leadership | Teaching revenue leaders that high EQ is what drives revenue growth.
Millennials are creating their own leadership paths because they have no choice. According to Korn Ferry the top 2 things Millennials claim their education didn’t prepare them for are 👇🏼 1️⃣managing others 2️⃣working with older people As an elder millennial (such a fun term😂) I can attest that my Business Management degree did nothing to support developing those skills. I developed them through experience. With 5-11 million Millennials now holding the leadership roles they’ve aimed for, they desperately want to develop the skills necessary to make a difference as a leader, but they’re drowning. And, it makes sense. The average age for a new manager is 30… But, the average age for leadership development training is 42. So, how are these leaders supposed to get the skill development training they need if organizations aren’t prioritizing it? They seek it out on their own. They hire coaches & rely on feedback loops. Yes, they take things into their own hands, but they shouldn’t have to. If you’re hiring new leaders, show them you care by investing in them. Stop making them figure it out on their own. —— I recently read that millennial leaders are “healing” employees workplace trauma because of their high EQ.🤩🙌🏼 Tag a millennial leader you want to thank❤️ —— Leadership coaching for the new generation of leaders 👇🏼 www.angelevenson.com
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