Great talent is out there, and companies are all competing for the best of the best – people that clearly demonstrate the potential to be the leaders of tomorrow. Organizations not only struggle with finding and recruiting talented individuals, but also how to support human capital in reaching their full potential.
How do you develop this talent and prepare them for leadership roles? How do you keep them engaged, challenged and motivated? In short, how do you bring out the best in them? Read more
It’s no secret that millennials have become major players in the job market and are reshaping the workforce. Diversity and the gender gap have also become key factors, making the female millennial a very important segment of the talent pool for companies to focus on when recruiting.
PwC explored this important talent segment in a recent report, The Female Millennial: A New Era Of Female Talent. The report explored their key characteristics and what is important to this new generation of female talent.
“Your journey is simple — it’s made of steps. Some steps will be right on. Sometimes you will trip. If it’s right on, celebrate, because some people wait a lot to celebrate. And if you tripped, turn that into something to learn. If every step becomes something to learn or something to celebrate, you will for sure enjoy the journey.” – Bel Pesce
Authentic leaders are in demand today. Employees, colleagues, and business partners want to work for/with leaders who are real. People are tired of rhetoric and corporate speak – they want leaders who are genuine, honest, and engaging.
“In today’s culture, where so much emphasis is placed on the superficial, people crave authenticity. Employees today are hungry for real what-you-see-is-what-you-get leadership. The most inspiring and influential leaders therefore don’t lead because of what they do (though they do plenty), but because of who they are. Too often leaders and those who aspire to be, forget that,” says Margie Warrell, Forbes. Read more
In order to retain top talent in today’s competitive environment, leaders must generate high employee engagement and commitment to company success – especially at a time when turnover is reaching new peaks.
Whether your organization is looking inward to retain thought leaders or outward to recruit new talent, it’s important managers understand how to create and sustain empowerment for current or prospective employees.
Four tips to help make your organization create a culture of empowerment where employees feel motivated, and encouraged, to make decisions and take responsibility:
People may join an organization because of pay, benefits and work/life balance perks. But what really convinces them to stick around?
The answer almost always correlates to their relationship with their leader. This affiliation often dictates how productive employees are, how content they are, and how long they stay with the company.
Senior executives are increasingly struggling with managing generational differences in their workforces. Today’s workforce is more diverse than ever – not only in terms of race and gender, but also age, economic status and education.
Poised to make the biggest impact to our workforce today is the Gen Y generation, known as Millennials. Approximately eighty million strong (forty million of which are already in the workforce), this “up-and-coming” generation is, perhaps, the most diverse (and problematic?) generation yet. Largely born in the 80’s and 90’s, Millennials are expected to account for a vast percentage of tomorrow’s leaders. In fact, Millennials will make up three out of every four workers worldwide by 2025.