CASE APPLICATION :

Developing Gen Y Leaders

12-14 Why do you think that there’s a huge gap in theory (what we know we should do) and practice
(what we’re actually doing) of leadership development?

There is a huge gap in leadership theory and practice of leadership and development. The
reasoning of why there is a gap in leadership theory and practice is that there is lack of motivation of
leaders-in-training to apply newer leadership theories. Besides, different leadership researchers have
different assumptions, making their studies end up with a different focus. Moreover, the Theories taught do
not seem to be applicable to most leadership environments. From these contributing factors, huge gaps
arise between leadership theory and practice.
12-15 What are some reasons that companies might not be addressing Gen Y leadership
development programs?

Generation Y employees are wild cards

Tougher to train Gen Y

Generation X is more dependable and loyal

12-16 Take each of the six leadership attributes that 3M feels is important. Explain what you think each
one involves. Then discuss how those attributes might be developed and measured.

Ability to develop a plan and implement it- Everything needs to have a plan so that there is an end goal,
so that everyone has a goal to work towards. I think that this can be measure by how closely the end
results resemble what the hypothetical plan looks like, and the success of that plan.

Ability to motivate and rouse others- The ability to make the people around you work harder, whether
that be by incentives, compliments, or raising the overall morale of the company. This can be measured
with surveys and questionnaires that will rate the overall morale and happiness level of the workforce.

Able to be ethical, thrust worthy and abide by the rules- The ability to not do anything under the table,
and follow directions from up above without questioning it. I think this can be developed by putting the
manager in different kinds of situations and seeing how he reacts, and what he learns from each of those
situations. I think that this would be measure by personal experience with that manager, and talking to
the people that he works with on a day to day basis.
Able to achieve outcomes- The leader must be able to deliver positive results in most or all fields, and
keep improving over time. If the leader came up with a plan, he must try as hard as he can to get the
results that he promised. This can be measure by charts with information on them regarding productivity,
waste tracking, and statistics on what has improved lately.

Ability to strive for excellence- To go above and beyond what the norm is for something and take it to
the next level. This can be measured by the overall success of the manager, and comparing it to what has
been done in the past.

Able to be a capable and creative innovator- To innovate using existing products or space more
productively and creatively. An example of this would be make a new food dish at a restaurant already
using the same exact ingredients that they already purchase. . One way that this can be measured is to
use this innovation in the business, and see if it creates a desirable impact.
12-17 Would any of those six leadership attributes be appropriate for any of the other companies
mentioned? Explain.

A leader is an individual who influences others and controls the way others work and perform.
Leadership is a quality and a process where leaders leads a group and make them to achieve the goals.
The six leadership attributes that developed by 3M is appropriate for other companies as well. Leader’s
attributes are the inner or personal qualities that constitute effective leadership. Every leaders regardless of
which company should have the leadership quality to help achieve the organization’s goal. The six
leadership attributes can be used for every person to be a better leader. Leadership is an essential part and
a crucial component of effective management, it has the potential to influence and drive the group efforts
towards the accomplishment of goals
12-18 Three different types of organizations are described here. 3M is primarily a manufacturing
organization. Ernst & Young and Deloitte are professional service organizations. Facebook is a
tech company. Compare and contrast their differing approaches to Gen Y leadership
development.

3M, Ernst & Young, Deloitte, and Facebook have all started leadership development programs for
Generation Y leaders. The techniques they used do have some similarities, but they also have their huge
differences. All their techniques in Generation Y leadership development programs are similar in the fact that
they embrace technology and are focused on mentoring. However they differ by the approaches they take
to achieve this. 3M, emphases on the six attributes to identify and develop leaders while Ernst & Young and
Deloitte focus on recruiting college students who show leadership potential. At Facebook, Generation Y
leadership development programs are focused on technology and identifying what works most effectively.
 3M Ernst & Young Deloitte Facebook

Involve technology and mentoring

Focusing on managers’ Focusing on future Focusing on Millennial Focusing on

characteristics leaders (talented college employees technologies and
freshmen) effectiveness

Six Leadership Attributes Emerging Leaders “Welcome to Deloitte” People Skill

Program - Client management - Able to influence and
International Intern skills inspire people
Leadership Conference - Team building skills - Needed to endure in
- Professional the company
development
opportunities
DISCUSSION QUESTION
12-1 Define leader and leadership and discuss why managers should be leaders.

Leader is someone who can influence others and who has managerial authority while leadership

is what the leaders do, which is a process of leading and guiding a group and influence the group to

achieve its goals. Managers should be the leaders because management and leadership are fundamentally

intertwined. The administrative duties and responsibilities of a manager are more effective and efficient

when leadership principles are incorporated in management. In so doing, they manage the organization

and lead their followers at the same time. A manager who cannot lead is not able to build trust and create

engagement within an organization to get to where they need to go.

12-2 What behaviours do leaders exhibit that non-leaders do not?

1. They challenge themselves: step out of the comfort zone

2. They do not follow: They learn
3. If they hear you, they will listen: They are open to new and different perspectives
4. They lead by example
5. They over-communicate: They communicate all the time
12-3 “Leader are born, not made”. Do you agree with this statement? Why or why not?

I do not agree with this statement. Although, it may seems that they are a few characteristics of
leadership that are born with, we have to realize that they are a lot more of leadership traits that can be
developed. There were few of the leaders who make their way to be a leader through their dedication,
hard work, experience, intelligence, qualities and skills such as Mahatma Gandhi, Nelson Mandela and
Martin Luther King.
12-4 “A leader’s effectiveness depends on their follower’s ability”. Which theory state this and why?

Hersey and Blanchard’s Situational Leadership Theory says regardless of what the leader does,
the groups effectiveness depends on the actions of the followers. A good leader will be able to adapt her
or his leadership to the goals or objectives to be accomplished. Goal setting, capacity to assume
responsibility, education, and experience are main factors that make a leader successful. Not only is the
leadership style important for a successful leader-led situation but the ability or maturity of those being led
is a critical factor, as well. Leadership techniques fall out of the leader pairing her or his leadership style to
the maturity level of the group. Effective followers can shape productive leadership behavior just as
effective leaders develop employees into good followers.