A new trend is emerging full of young supervisors overseeing their company’s departments and young entrepreneurs running their own businesses. If you are one of these individuals or aspiring to be apart this group, you are apartof a group called the “What’s Next?" Generation.
Who is the What’s Next Generation?
The “What’s Next?" Generation is simply a mindset and most of those with the mindset are bornbetween 1965 and 1980. Members are usually between 26 and 41 years of age and are apart of the traditional Generation X. What has made Generation X so remarkable is their ability to shatter old stereotypes of laziness and being overly cynical.
The “What’s Next?" Generation are those who not only expect change but create and need change. They are constantly asking themselves and others “What’s Next?." These questions range from What’s the next career move? What’s the next product? or What’s the next trend? Leaders, Trendsetters, and Result-Oriented are our calling cards. We have already had a huge impact on society and due to our age and position in life will now have an even bigger impact.
What’s Next for Your Future?
By 2011, the 65 and older population will be growing at a faster rate than the population as a whole according to Fast Company. This trend will mean that Baby Boomers will be retiring at record numbers leaving a job boom for Generation X. That means this new generation will have access to managerial and executive roles positioning them to supervise remaining Baby Boomers and younger generations.
In addition, this generation is extremely entrepreneurial and ambitious. The What’s Next Generation fueled the economic boom in the 1990s and continue to be entrepreneurial in nature . This generation forming new businesses also puts them in a position to supervise their employees and manage organizational growth . This generation has the challenge of garnering respect and leading others sometimes older than your mothers and fathers.
Effective Methods of Supervising Employees No Matter How Old They Are.
1) Be Inclusive. Listen to others suggestions. Don’t think that you have to know it all. That’s why you have others on your team or working for you. Diversity ensures the survival and productivity a company. Older employees provide a wealth of experience and seasoned perspective. Younger employees on the other hand provide fresh ideas and new techniques which are equally beneficial. Embracing the differences will add to the overall success of the organization.
2) Be Sensitive To Age Differences. As a What’s Next generationer you tend to be very result oriented which is one of your claims to fame. However, other generations may not value this trait as much. Baby boomers tend to value long work hours while the Millennium generation tends to value diversity of experience in the work place. Make sure that you make your expectations known and that your employees understand your leadership style.
3) Know Your Stuff. Really master your subject matter. Even if older employees have a problem with your age, they can not argue with your mastery of a subject matter and will respect your competency. Use your result oriented nature. Garner respect by getting things done and showing that you practice what you preach.
Kimberly Clark Menchion is in her early 30s and is an Attorney, Real-Estate Investor, Entrepreneur, and Professional Speaker. To read articles such as these or to contact her for speaking engagements, please visit http://www.thewhatsnextgeneration.com.
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Article added to SearchWarp.com on Sunday, November 25, 2007 View other articles written by Kimberly Menchion(15)
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