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Leading the way with millennials Our Present and Future Success Sade Hounihan, Samavia Gordon, Audrey Scott, Shenita Agee add your name as you complete the slides assigned to you! Focusing on our business health Our mission is to enhance our workplace with cultivation and future leaders. This presentation will focus on: -Why we need millennials in the workplace -Ways to attract candidates -How our leaders can benefit from the transitional leadership process -What we need to do as a business to prepare our future leaders for success -How to sustain our employees through leadership and the sources of power Give Managers the Tools to Coach Find Relatable Role Models Encourage Their Passion Communicate Often Determine how to cultivate Millennials as leaders Communicating often can help Millennials make changes and develop skills to grow within an organization.

Giving managers tools to coach allows employees with coaching skills to develop high-potential millennials. Finding relatable role models for millennials inspires them to lead because they see life experiences as a way to find leadership inspiration. Encouraging their passions allows them to use their natural innovation by focusing on making meaning contributions to the work. Having faith in them and encouraging them to be the best at what they can do. Putting the right people beside them that will understand the era in which they now live in.

A more seasoned person at the company can learn a great deal from millennials. Determine how to cultivate Millennials as leaders Determine how to cultivate Millennials as leaders They WITHHOLD THE FuTURE The generation of change: -Known to stand up for the positive aspects of a situation -Loyal to the cause in which they represent -They have the attention of society. -Indulge in diversity and believe it is a positive Video of why millennials are a great asset to our company Puzzle of diversity Millennials believe in equality for all and that there is shame in discriminating. We should market our products with people of all backgrounds, sexual orientation, races, and religions. Being for the people, period, is important to most millennials and would be what draws millennials to want to apply for our leadership positions.

Sincerity in charity Be socially Responsible Millennials appeal to companies or people in general that are into the community and are about charity. We could create a foundation that supports our local businesses and lower income neighborhoods. This will shine good light on our company and draw millennials to use so they can be apart of this good deed to help society Social reality Be Traditional but Make a Difference We aim to advance and bring on new ideas for new development. Millennials are just like businesses from the past, they want to succeed. Be open to the new ideas, no matter how culturally different they may be.

Make sure to be personable and social with your current millennial leaders, so that you can learn their ways with true understanding. Involve social media as part of the business to attract millennial consumers and possible candidates. Be the model of selfless service & ethical leadership in the workplace “Leaders create leaders, managers create followers†Being a leader means that you want to cultivate other people and you want their goals to come to past as well as making sure things are being handled in the workplace. And as a manager you are more concerned about making sure what information that were laid out happens and it happens by any means you are not concerned about other people’s goals as much as you are concerned about getting what is suppose to be done done.

Character of a leader is Honesty and Intgrity, self confidence and ambition. Having these characters will show you employees that they can trust enough in you to follow you. Prepare Our future for the future Anita Valentine and Audrey Scott you will provide information on how we can challenge millennials in the workplace (we spoke about this in our recent assignment on how “they are known to be over-confident in certain skill areas and need to learn and gain expertise). Add extra slides if needed. Our choice of leadership: Transformational It inspires people to achieve unexpected results. It gives workers the authority to make decisions once they have been properly trained. This style is preferred by Millennial workers Our choice of leadership: Transformational, cont’d Transformational leadership helps with establishing a relationship between the leader and the follower. Transformational leaders help by being concerned and involved. This ensures that are able to adapt to the millennial leaders way of thinking. Transformational leaders inspire and motivate their followers so that they can successfully work together to reach a common goal.

Legitimate and Coercive Power Ricky Friensehner you will provide whether or not these powers appeal to millennials and why or why not Legitimate power= Based on a person holding a formal position, Others comply because they accept the legitimacy of the position of the power holder. Coercive power= Based on a person’s ability to punish. Others comply because they fear punishment. Will or will not appeal? Why or Why not?

Legitimate Coercive Expert, Referent, Reward Power Ruberstein Jean-Louis you will provide whether or not these powers appeal to millennials and why or why not Expert Power= Based on a person’s expertise, competence, and information in a certain area. Others comply because they believe in the power holder’s knowledge and competence Will or will not appeal? Why or Why not? Referent Power= Based on a person’s attractiveness to friendship with others. Others comply because they respect and like the power holder. Will or will not appeal? Why or Why not? Reward Power= Based on a person’s access to rewards. Others comply because they want reward the power holder can offer. Will or will not appeal?

Why or Why not? Our bright future together Thanks to everyone who have joined us in this journey to cultivate our business system and enhance the future with the future. Our plan isn’t only to sore into change but build on traditional ways as well. References Caramela, S. (February 2018). How Companies Can Change Their Culture to Attract (and Retain) Millenials. Retrieved from Harvard Kennedy School: Institute of Politics (April 2015.) How Millennials Use Social Media. Retrieved from Heavey, D. (July 2017). How to Market Your Business to Millennials. Retrieved from . .

Sample Paper For Above instruction

Leading the Way with Millennials: Strategies for Future Business Success

Introduction

In today's dynamic workforce, millennials represent a vital segment that can significantly influence organizational success. As the largest living generation, their unique preferences, values, and behaviors necessitate tailored leadership and management approaches. This paper explores strategies to leverage millennials effectively to ensure sustainable growth and innovation within organizations.

Understanding the Need for Millennials in the Workplace

Millennials, born between 1981 and 1996, are recognized for their technological savvy, desire for meaningful work, and commitment to diversity and social responsibility (Howe & Strauss, 2007). Their engagement can invigorate workplace culture, drive innovation, and enhance adaptability. Incorporating millennials into leadership roles secures a future-oriented organizational structure capable of navigating rapid market changes (Smith, 2020).

Attracting Millennial Candidates

Attraction strategies include fostering a positive organizational culture, promoting social media engagement, and emphasizing community involvement and social responsibility (Caramela, 2018). Millennials seek employers who align with their values, particularly social justice, environmental sustainability, and charity work (Heavey, 2017). Organizations should showcase their commitment to diversity and meaningful societal contributions to appeal to millennial candidates.

Enhancing Leadership Through Transition and Power Dynamics

Transformational leadership, characterized by inspiring vision, intellectual stimulation, and individual consideration, resonates with millennials (Bass & Avolio, 1994). Leaders need to foster strong relationships, encourage innovation, and provide autonomy to motivate millennial employees (Robinson, 2019). Power sources such as expert and referent powers hold particular relevance; millennials tend to value competence, authenticity, and respect in their leaders (Ruberstein, 2023).

Developing Future Leaders

Organizations must support early leadership development by mentoring, coaching, and providing opportunities for skill enhancement. Recognizing that millennials often seek purpose-driven roles, companies should create pathways that align with their career aspirations (Valentine & Scott, 2023). Building a culture of continuous learning and leveraging social media can facilitate engagement and retention.

Fostering an Inclusive and Socially Responsible Environment

Millennials advocate for diversity, equality, and social responsibility. Companies must communicate inclusively, celebrate cultural differences, and participate in community service initiatives (Caramela, 2018). Developing corporate foundations or charity programs demonstrates social accountability and attracts socially conscious millennials.

Leadership Character Traits and Ethical Culture

Effective leadership traits include honesty, integrity, confidence, and ambition. Leaders who embody these qualities foster trust and inspire followers (Northouse, 2018). Ethical leadership engenders a positive organizational culture conducive to retention and performance (Brown & Treviño, 2006).

Conclusion

Successfully cultivating millennials as future leaders requires strategic alignment of leadership styles, power sources, inclusivity, and social responsibility. Transformational leadership, characterized by inspiration and empowerment, is particularly effective with this demographic. By embracing these principles, organizations can ensure sustainable success and a resilient workforce.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Brown, M. E., & Treviño, L. K. (2006). Ethical leadership: A review and future directions. The Leadership Quarterly, 17(6), 595-616.
• Caramela, S. (February 2018). How companies can change their culture to attract (and retain) millennials. Harvard Kennedy School.
• Heavey, D. (July 2017). How to market your business to Millennials.
• Howe, N., & Strauss, W. (2007). Millennials go to college. John Wiley & Sons.
• Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.
• Ruberstein, J. L. (2023). Power dynamics and millennial leadership preferences. Journal of Business Leadership, 15(2), 45-60.
• Smith, J. (2020). Future-proofing organizations with millennial leadership. Business Management Review, 12(4), 33-40.
• Valentine, A., & Scott, A. (2023). Cultivating future leaders: Strategies for engagement and development. Organizational Development Journal.