Jun 14, 2010 - Shout Out to New Leader Program by: Diane
I am really, really impressed by the NLP class of 2010-1. Most are from generation X and Y, the two youngest generations in the workplace (There are at least 15 names for the generation Y). They represent a diversity of organizations from all over the United States and abroad. I am impressed by their emotional intellegence, interpersonal communication skills and general savvy - the participants soaked up information like a sponge. Usually there are five to ten participants that stand out in the NLP but in this class of 60+, over 60% are Federal superstars. They have much to offer to public service leadership
We have made many generalizations of these younger generations. Some may have merit and some may not. But this I do know that these younger generations have much to offer the workplace of the 21st century. Just as the Boomers had in the 20th century.
However, I am a bit worried by the behaviors and remarks of some of thier Baby Boomer and veteran supervisors and managers. I am appalled at some of the statements that have been made to younger generation Feds. Statements that would definitely stifle most employee's progress and development within organizations. I thought the idea is to develop development new talent within the goverenment... But I get the impression that, hopefully only a few, of the older generation supervisors and managers do not want to share thier knoplwdge, skills and abilities. I get the feeling that a few don't want the younger generation to "rock-the-vote" but just keep the status quo.
Please don't get me wrong, there are older generation supervisors and managers doing everything that they can possibly do to forward the development of the younger generations within their organizations. But a few really don't get it at all. So please (that is if you can) tell those supervisors and managers who are creating the "drama" in the workplace to take the time to listen and learn about and develop this new generation of leaders or just get out-of-the-way. It only takes a few "poor" managers to give the organization a bad name. While Boomers and Veterans still have much to offer organizations, start now to look for replacements (new leaders). It is never too late to develop new ideas and examine different pwerspectives.
What do you thnk?
Oh, yes, the next blog is about micro-inquities in the workplace and the impact to employees and employers.
Dianne Floyd Sutton is President of Sutton Enterprises, author, trainer, educator, facilitator, expert witness, coach and actor. She has twenty-five years of combined experience in Human Resource Development (HRD) and Equal Employment Opportunity (EEO) training. And she has twenty years of business experience as Sutton Enterprises.
