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Adam Kingl – NEXT GENERATION LEARDERSHIP : How To Ensure Young Talent Will Thrive With Your Organization
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NEXT GENERATION LEARDERSHIP : How To Ensure Young Talent Will Thrive With Your Organization

Adam Kingl
LIGHTLY USED, HARDCOVER

RM24.00

Insights & Strategies For Organizations To Effectively Engage And Develop Young Talent

Remarks Free Cover-Pages Wrapping
ISBN 9781400215478
Book Condition LIGHTLY USED
Format HARDCOVER
Publisher Harpercollins Leadership (AMACOM)
Publication Date 05 Mar 2020
Pages 225
Weight 0.45 kg
Dimension 23.5 × 15.5 × 2.5 cm
Retail Price RM112.33
Availability: Out of stock

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Description

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.
 
Just like generational changes, the business world is regularly undergoing paradigm shifts. During the 1990s, businesses had to drive down costs and ensure efficient processes, so the context demanded focus on operational excellence. In the beginning of the 2000s, operational excellence had made businesses vulnerable to disruption and, consequently, focus shifted to growth through innovation.
 
People create value. Creating an environment in which talented humans — of all generations — want to work is *the* business challenge and equally the huge opportunity of our times. Next Generation Leadership 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.
 
Currently, the business world is undergoing yet another paradigm shift, driven mainly by three factors:

1. An increasingly interconnected world
Organisations and people are more tightly connected than ever. Any issue spreads at lightning speed risking to cause lateral damage.

2. Employee engagement
In a world, where personal change is increasingly natural, employees have tobe engaged in order to be retained. “Attract and retain” is dead – “Attract and re-attract” is born.

3. The rise of Generation Y
This latest generation to enter the workforce have great potential, while being
fundamentally different from previous generations, requiring changes to how
businesses are run.
 
Today’s global workforce is made up of 50% millennials, and in just a few short years that number is projected to balloon to 75%! And although the approach to leadership is changing, it’s not changing fast enough — what we deem important and how we lead needs to catch up.


The fundamental shifts that 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 9-5 existence for forty-plus years, leading to a typical retirement at sixty-five.
 
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 9-5 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 book 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.
 
If your company will make simple changes to how it manages Generation Y—who will compose 75 percent of the global workforce by 2025—then your advantages in the marketplace will be deep and lasting. You will attract the best talent, keep them longer, and in some cases attract that talent to return later in their careers.
 
Second, you will connect with customers and shareholders, comprising more Gen Ys with every passing day, more easily and deeply. But misunderstandings abound as older generations struggle to interpret the priorities of Gen Ys as anything other than a poor work ethic from a spoiled generation.
 
In Next Generation Leadership, Adam Kingl skillfully weaves together research, observations, and case studies to illustrate how people entering the workforce today have permanently altered their views on careers, work-life balance, and leadership. If you’re an executive feeling pressure to reinvent how you lead, operate, incentivize, hire, promote, and communicate—this inspiring and practical book can help you reach across the generational gap.
 
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About the Author :
 
Adam Kingl is an author, speaker, educator and consultant. He collaborates with global organizations on their executive development, innovation environment, leadership and culture transformation, and envisioning their future. Previously, Adam was the Regional Managing Director, Europe, at Duke Corporate Education, Duke University and Executive Director of Thought Leadership and Learning Solutions at London Business School
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