Monday, 28 April 2008
Generation X and Why They're Avoiding Leadership
I recently read a commentary in a local Baltimore business newspaper entitled, “Gen X and Leadership: Are We Ready for the Challenge?” It was written by Bill Pisano, who is with Stephen James Associates, a national executive recruiting firm headquartered in Baltimore. Mr. Pisano is part of a committee that is reaching out to the younger generation by holding a high level speaker series featuring some of the region’s major business leaders. These sessions are excellent opportunities for gaining knowledge and leadership skills. He encouraged a number of his Generation X peers to attend one. Unfortunately, a very small percentage of the group agreed to attend.
Pisano wrote that this is not the first time he found a reluctance of Gen Xers to take leadership responsibilities from those Baby Boomers who will be retiring in the near future. "With the country’s largest and most influential generation on the brink of retirement, the need for capable and inspiring leadership is about to be greater than ever," he says.
It is not a lack of ability or effort that prevents many Gen Xers from seeking leadership roles. There obviously is not one simple answer. He cites the following circumstances that may play a part in Xers’ disinterest. First, leadership skills and knowledge may not have been passed on to the Xers. Boomers may not be proactive in sharing their success stories. Second, our companies don’t always offer leadership training. The slowing economy may force companies to cut corners, and educational benefits are often the first to go. Third, there is a difference in work priorities between Gen Xers and baby boomers. Xers thrive on flexibility, technology and a life-work balance. They tend to dislike hierarchical structure.
Given these circumstances, what can Xers do? Specifically, they can establish a presence by actively networking and joining professional development and civic groups. They can participate in company training programs, and if the programs don’t exist, they must seek them out on their own. Finally, they must always find ways to stand out; even in non-structured work situations.
Participation in ASCE local activities presents a excellent way to accomplish all this. ASCE offers many continuing education opportunities in the leadership and professional development area. What else can ASCE do to promote leadership and professional development among not just the Gen Xers, but all our members?
Pisano wrote that this is not the first time he found a reluctance of Gen Xers to take leadership responsibilities from those Baby Boomers who will be retiring in the near future. "With the country’s largest and most influential generation on the brink of retirement, the need for capable and inspiring leadership is about to be greater than ever," he says.
It is not a lack of ability or effort that prevents many Gen Xers from seeking leadership roles. There obviously is not one simple answer. He cites the following circumstances that may play a part in Xers’ disinterest. First, leadership skills and knowledge may not have been passed on to the Xers. Boomers may not be proactive in sharing their success stories. Second, our companies don’t always offer leadership training. The slowing economy may force companies to cut corners, and educational benefits are often the first to go. Third, there is a difference in work priorities between Gen Xers and baby boomers. Xers thrive on flexibility, technology and a life-work balance. They tend to dislike hierarchical structure.
Given these circumstances, what can Xers do? Specifically, they can establish a presence by actively networking and joining professional development and civic groups. They can participate in company training programs, and if the programs don’t exist, they must seek them out on their own. Finally, they must always find ways to stand out; even in non-structured work situations.
Participation in ASCE local activities presents a excellent way to accomplish all this. ASCE offers many continuing education opportunities in the leadership and professional development area. What else can ASCE do to promote leadership and professional development among not just the Gen Xers, but all our members?
Posted by at 10:30 AM in Planning for Future in Civil Engineering