Young executives and organizational trends

Jota Ponce

"Every effort involves personal commitment"

According to CL Selection, a consultancy specializing in executive search for middle management positions and positions input specialized high-potential executives as they incorporate more youth of Generation Y (born since 1980) in organizations, there will be a break in strategic management and human resources management in enterprises.

"You lose uniformity partner management, removing old models in which staff sacrificed their motivations, feelings, personal goals for the company. Instead, companies are beginning to understand the employee segmenting for profiles, to be attentive to their interests, they explore the potential of change, motivations and how the company can reward those achievements for the organization, in them. "Explains Diego Cubas, General manager CL Selection.

Organizations begin to understand the attitudes, styles, ways of thinking and acting, which becomes an advantage that defines business success. "As a result, corporations understand what it takes to attract, retain and develop the talent in the future. For example, companies today before carrying out a campaign to attract Trainees, make an exhausted psychographic profile analysis of young executives to learn what you want, how to achieve their full potential, what to offer, how to retain and develop . "Accurate Diego Cubas. Given this reality, Diego Cubas, General Manager CL Selection, recommends the following:

1 Traducido de: Huse, Edgar F. Huse, Organization Development and Change.

Understand and manage the difference. While the last century was a time of uniform management, today, the trend is the identification of the employee, understand that each person is unique and must be managed differently.

Vertical Relations and Communication. Change the concept of vertical relations and internal communication in organizations. The new business, future business leaders do not tolerate bureaucratic hierarchical structure that characterized traditional business model where it was unthinkable that a young executive had direct contact with the CEO. The new generation values horizontally and open communication. "In my experience, I had the great opportunity to work in an organization with a contemporary culture and diversity-oriented, and it looked like GM knew all the people in the organization (over 500) and he knew the role of each. (This company is currently the world leader in the sector where it competes). "

Leadership Development. Today, young executives lead teams of people of other generations. Some, develop leadership skills and assertive communication to throughout their careers dizzying, allowing them to successfully manage employees from previous generations. But others, grew as a result of their achievements without having developed some leadership skills that would enable them to better manage their teams. For them, there are skill development programs such as: ability to influence, assertive communication, teamwork, political skills, leadership, amongst others. Organizations need to develop these potential young executives, leadership skills necessary to develop their careers from the outset.

Change of Address. Leaders must create corporate cultures focused on generating shared value, horizontal communication, innovation and change promoter. We still have many leaders to reach them, we have to go through some secretaries in the middle.

2 Traducido de: Huse, Edgar F. Huse, Organization Development and Change.