Expert Answer:LDR 300 UOPX Transformational Leadership for Mille

  

Solved by verified expert:Your company’s Vice President of Human Resources has approached your team for assistance in recruiting and developing your organization’s future leaders. 60% of your company consists of millennials and your team has been charged with how to successfully increase the number of millennials as leaders in your organization. At this time, senior management is reluctant and disinterested in promoting the millennials to leadership roles. Your team created your plan in Week 2 -Part I of this assignment. Now, you are expected to develop a presentation for your senior leadership that will motivate them to encourage millennials as leaders in your organization.Re-examine your plan from Part 1 as a team.Create a 10- to 15-slide Microsoft® PowerPoint® presentation with speaker notes that contains the following components:Determine how to cultivate millennials as leaders. Include the pathway necessary to accomplish this goal by identifying the objective(s), methods of achieving the objective(s), and ways to measure success.Evaluate how transformational leadership may assist in this process.Include at least one video presentation within a slide.Showcase some of the best practices needed by companies in order to prepare future leaders.Cite a minimum of three peer reviewed sources not including your text.Format your assignment consistent with APA guidelines.IMPORTANTThis is a group assignment so all I need is TWO slides answering the following:Evaluate how transformational leadership may assist in this process.
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Running head: FORMULATING LEADERSHIP PART I
Formulating Leadership Part I
Team C
LDR/300 – Innovative Leadership
Professor Levith
March 4, 2019
University of Phoenix
1
FORMULATING LEADERSHIP PART I
2
Formulating Leadership Part I
In leadership, generational difference can have a strong impact in the development of future leaders. For example, research suggests that the older generation in the United States believes Millennials to have worse moral values, less respect for others, and a lower work ethic
than their parents (Nahavandi, 2011, p. 109). However, Millennials have qualities that can certainly serve as stepping stones for a successful journey to leadership positions, and when guided,
they can serve as essential elements for the organization of the future.
Best Practices to Cultivate to Enhance the Number of Millennial Leaders
To enhance the number of Millennial leaders, it is important to side them with mentors.
In fact, Millennials can learn from the older generation, while the older generation can become
more accepting of them. For example, prioritizing communication and transparency is essential,
and mentors should encourage communication, create connections, and let individuals become
involved by allowing their voice to be heard.
Technology and Engagement
Over 20% of Millennial leaders plan to stay at their current organization for 5 to 10 years,
and even though some say millennials are job hoppers, more than 43% plan on staying more than
15 years (Williams & Spector, 2017). Therefore, feedback is important in order to prepare them
for leadership. Millennials are eager to impart their ideas, are technologically savvy, and can be
quick to leave an organization that does not fit their needs (Chung, 2016). Therefore, engagement and the incorporation of current technology prove critical in attracting and retaining them.
For example, according to the 2017 Deloitte Millennial Survey, millennials appreciate working
in a collaborative and consensual environment, rather than one that directly links accountability
FORMULATING LEADERSHIP PART I
3
and responsibility to seniority (as cited in Happ, 2019). Therefore, it is crucial to offer them a
way to grow within the organization so that they can reach the results they seek.
Input, Communication, and Connections
What makes the millennial workforce different from their previous generation cohorts is
their expectation for their input to be sought and included in decision-making (Ricke- Kiely,
2015,). This is why involvement is imperative due to the connections that they seek with other
employees. Relationships, meaningful work, and shared decision-making are employment incentives for this generation (Ricke- Kiely, 2015,). Ultimately, mentors should communicate, create
relationships, and advocate transparency with the millennials. For instance, seniors can teach the
younger generation dedication, patience, and shared life experiences that only come with time
(Chung, 2016).
How to Present the Information to Senior Managers Within the Organization
To present this information to the senior manager, the first step would be to choose the
mode of presentation which would be the PowerPoint, along with a printed copy due to Millennials being more successful when they are included with a hands-on approach. It would be crucial
to summarize the key points to be presented, while clearly defining the problem. Compelling
cases in the organization would be applied to convince the senior managers why the change is
required. For instance, the provision of robust analysis and facts in an intellectually honest manner to bring out the severity of the problem. The presentation would also stress on the organization’s highest priorities, looking into the issue for a top-down approach, rather than the bottom
up. Crucial characteristics of the Millennials, such as being socially conscious, being open to
technology and to cultural diversity, being more accepting, and seeking work-life balance should
be pointed out, as well as their openness to change. Additionally, the organization would choose
FORMULATING LEADERSHIP PART I
4
a flexible individual, vigilant on this tone, to answer any questions from the senior managers.
Also, staying on task and presenting a strong, invigorating presentation would aid in promoting
interest and the task at hand. However, despite having one presenter, all the team members
would collaborate as most seniors embrace teamwork (Edmondson, 2012).
Conclusion
In conclusion, if generations are able to work well together, workplace satisfaction improves (Chung, 2016). Certainly, Millennials can be guided towards positions of leaderships,
and their many qualities can be essential for the success of the future organization. Cultivating
their leadership skills and presenting their positive characteristics to the older generation can aid
in such process.
FORMULATING LEADERSHIP PART I
5
References
Chung, S. M. (2016). Moving up millennials to leadership roles. American Nurse Today, 11(12),
9. Retrieved from https://search-ebscohost-com.contentproxy.phoenix.edu/login.aspx?direct=true&db=ccm&AN=120238110&site=ehost-live&scope=site
Happ, A. (2019, February 21). Developing millennial leaders. Training Industry. Retrieved from
https://trainingindustry.com/articles/leadership/developing-millennial-leaders/
Nahavandi, A. (2011). The Art and Science of Leadership (7th ed.). [University of Phoenix]. Retrieved from https://phoenix.vitalsource.com/#/books/9781323104965/
Edmondson, A. C. (2012). Teamwork on the fly. Harvard Business Review, 90(4), 72-80
Ricke-Kiely, T. (2016). McManus Warnell, J. (2015). Engaging Millennials for Ethical Leadership: What Works for Young Professionals and their Managers. New York, NY: Business
Expert Press, LLC. Research in Ethical Issues in Organizations, 16, 255-260.
doi:10.1108/s1529-209620160000016013
Williams, R., & Spector, J. (2017, January 10). How to groom millennial leaders to be your next
CEO. Fortune. Retrieved from http://fortune.com/2017/01/10/millennial-leaders-ceo/

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