Most clients begin applying the Transformational Organization Framework by developing a depth of leadership skills specific to transformation.
This serves the multiple purposes : suspending the current culture and organization ‘paradigm’ so that transformative initatives have the space to create an island of the transformed state, equipping the organization with the leadership tools and techniques requried to realize the transformation, clearly defining the role of the transformation leader, and preparing sponsors for their role in the transformation.
Because transformation demands an entirely new way of thinking to be successful, Transformational Leadership methods and practices adapted from the work of James McGregor Burns and Bernard M. Bass are implemented according to the specific circumstances, objectives and environment of the client and an assessment of the current transformational leadership capability within the organization.
For the generation that will soon become the majority of America’s workforce, flexible work hours and personal fulfillment are more important than a bigger paycheck.
What’s the biggest incentive you can offer a millennial to come work for you instead of your competition? If you answered “more money” you need to rethink your strategy, because you might not be as attractive as you think for the generation that will soon become the majority of our workforce.
Millennials aren’t the new workforce, they are the workforce, according to Pew Research Center. According to Forbes, millennials today have over $200 billion in annual purchasing power, which makes them major players in the economic future of the country at both ends of the buyer-seller spectrum.
Now that this highly connected, technology-infused generation accounts for the majority of those with jobs, it behooves businesses to take advantage of the skill sets that this generation has to achieve company goals — goals which have shifted seismically in response to the same millennials they’ve hired, who are also doing the purchasing today and will be the majority of the marketplace tomorrow.
…In 2015, Millennials will become the largest age group in the American workforce. These young people grew up online, and they’re already comfortable with the concept and the applications of big data. To save business intelligence programs and capitalize on these young tech natives, businesses should adapt their BI platforms to meet Millennials’ needs (rather than expecting Millennials to adapt to their way of doing things)…
…the millennial generation — people between 18 and 34 years of age — will become the largest generation in the modern workforce, even bigger than the baby boomer generation. This finding highlights how the overall generational makeup of the workforce changes each year as boomers retire and more millennials enter the workforce…