No. But it often requires flexibility with how you spend your time throughout the week.
Promotions are tricky to get right. Ideally, anyone who might qualify would ask to be considered for leadership roles, and yet companies find that promising candidates sometimes stay silent.
A new survey from WorkplaceTrends.com and consulting firm Virtuali suggests one reason for the disconnect: a full 91% of polled Millennials said they were interested in leadership roles, but the biggest identified reservation was a concern about work-life balance. The assumption is that managers are on the hook for long and unpredictable hours in a way that individual contributors are not.
Read the rest of the article at Fortune: http://fortune.com/2015/08/11/work-life-balance-job-promotion/.
Millennials challenge many of today's traditional business practices, so it's not surprising that they are also disrupting corporate leadership. The millennial generation isn't attracted to the money or recognition associated with leadership positions. Rather, they want to be leaders to inspire others, make a difference in the world and lead companies that care about more than the bottom line, according to a new survey from Virtuali and Workplacetrends.com. Nearly half of the 412 millennials surveyed (47 percent) say they are motivated to be leaders because they want to empower others, while only 10 percent care about legacy, and 5 percent say they'd take a leadership job for the money.
Read the rest of the article at CIO Magazine: http://www.cio.com/article/2956600/leadership-management/how-millennials-challenge-traditional-leadership.html.
Leadership must be important — more than 20,000 books and thousands of articles have been written about the critical elements of and the impact it has on people, organizations and countries, if not the world.
In my article in The Financial Post I show that although leadership training programs abound, they have failed to produce good leaders. We can add to this problem the fact that the next generation of leaders, Gen Y or Millennials, have vastly different expectations for leaders and how they want to be trained as future leaders.
Virtuali, a leadership training firm and consultancy, and WorkplaceTrends.com, a research and advisory membership portal servicing forward-thinking HR professionals, announced the results of a new survey entitled "The Millennial Leadership Study". Following a national survey of 412 millennials, the study found that 91% of Millennials aspire to be a leader and out of that, 52% were women. Almost half of Millennials define leadership as "empowering others to succeed" and when asked what their biggest motivator was to be a leader, 43% said "empowering others", while only 5% said money and 1% said power. When asked about the type of leader they aspire to be, 63% chose "transformational", which means they seek to challenge and inspire their followers with a sense of purpose and excitement.
Read more at Psychology Today: https://www.psychologytoday.com/blog/wired-success/201507/millennials-how-gen-y-will-lead-us-the-future.
Business publications, marketers, and even the White House Council of Economic Advisers seem to be obsessed with decoding the Millennial worker--what perks to provide, how much to pay, and how to motivate, coddle, and cater to the so-called spoiled generation.
But a new study from WorkplaceTrends.com and leadership training firm Virtuali supports the idea that this us-versus-them mentality is exactly the problem with today’s workplace dynamic. Findings suggest that there may be a way to motivate Millennial workers and all of your employees with one simple tactic: Talk to them.