People Who Need People

Organizations need people. They must hire and retain people to innovatively solve problems for new and old products so they can continue to increase profits and preserve their company’s growth. The challenge for us as emerging Generation X leaders is to do more with less. As leaders, we must inspire people that have different generational values. To be successful as 21st century leaders, we must guide our fewer in number Generation X peers and the newly emerging Generation Y employees through difficult business challenges. We must smooth the loss of the technical knowledge and skills of the retiring Baby Boomer workforce. To perform this, we must have the leadership ability to align their generational peers and inspire Generation Y. Our vision for new managers must set a clear direction to maintain productivity with a workforce that has fewer skills. To further complicate these leaders’ successes, we must deal with the mismanagement of our government and other governments, by ill-advised policies about energy, environments, intellectual property, and trade. Future leaders must adjust to the global markets and currencies variation from the newly formed economic partnerships. With the concerns above, we as leaders must preserve a global competitive edge within our industry to ensure the future of organizations.

Over the next five to ten years, most of the Baby Boomers will retire to their homes and leave their offices behind. The baby boom began in the mid-1940s and ended in the mid-1960s. Baby-boomers are sons and daughters of the Silent Generation, the Veterans, and the Builders. This Generation of men and women knew sacrifice, discipline, common value, teamwork, and strength. The Baby Boomers are the sons and daughters of veterans. As they merged into the workforce, they brought a skilled, driven, and team-orientated attitude into work that complemented their parents. The Baby Boomers unprecedented work ethic and innovation drove major business growth within the United States. As they begin to retire, they will leave a void within the workforce. This void is a large burden on us, the emerging Generation X leaders because we are losing senior managers, technical workers, and knowledge keepers that built the current state of our companies. As these workers retire in large numbers, are we ready now or will we be ready soon to replace them?

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