Two friends of mine (both former classmates at Azusa Pacific University) recently sold their tech start-up for $30 million dollars. My wife and a close friend (also both APU grads) have started their own writing/editing business. A quick scan of my LinkedIn contacts reveals vice presidents, directors, and mid-level managers. Some have titles that didn’t exist ten years ago (social media architect, digital marketing manager, chief experience officer, etc.). Most are well-educated. Their skills are varied. Their industries run the gamut from technology to ministry. But they all have one thing in common:
They’re working their way into executive leadership—both in ministries and for-profit organizations.
Generation Y—the future. The oldest folks in this group were born somewhere between 1976 and 1982 (depending on the research study). As I write this, those “elders” have already turned thirty, and we’re beginning our climb up the leadership ladder. But what does that look like? Especially as the retirement age is no longer fixed at 65. How will three generations (Baby Boomers, Generation X, and Gen Y) work together to lead organizations?
As the director of marketing for Evangelical Christian Credit Union, and someone who leads a staff of nine individuals, I would like to start a conversation, one that will help us all grow. To kick start that conversation, let me begin by laying out some of the key questions I see facing leaders today:
For Boomers and Gen X:
- What would you like to learn about Gen Y?
- What concerns do you have about Gen Y’s future in leadership?
- How can members of Gen Y increase their leadership potential?
For Gen Y:
- Where are you leading today?
- What can Boomers and Gen X do to help you lead better?
- What are some of the roadblocks you see to leadership?
While you consider these questions, take a look at this info-graphic that describes Gen Y (they use the term millennial, but the age range falls within Gen Y).
What additional questions do you have about Gen Y and their future in leadership?