After examining hundreds of frameworks, studies, and philosophies developed by multiple generations of leadership experts, and asking that same question to experienced CEOs, respected academics, and leadership researchers, the authors discovered that all effective leaders take into account the long term and the short term, the desired outcomes and the people, and the leader’s own values, skills and passions.

• Great leaders answer the question, “where are we going?” They shape the future.
• Great leaders translate strategy into action. They make things happen.
• Great leaders know who they need around them to fulfill their strategy. They engage today’s talent.
• Great leaders build a workforce for the future. They are human capital developers.
• Great leaders always ask themselves: “Am I prepared for what’s next?” They invest in themselves by constantly learning.

THE LEADERSHIP CODE is authored by Dave Ulrich, Kate Sweetman, and Norm Smallwood and is yet another good addition to the leadership series books that are there on the book shelves. I recently finished reading this not-too-long book (180 pages of leadership wisdom) and have evolved to a better understanding on how to be an effective leader.

There were some chapters in this book that were to the mark and presents a simplified direction for the present day leaders. The two rules (or codes) that are specifically relevant to today’s scenario where the generation Millennial is taking on the workplace by millions; special focus must be on:

• Rule 3 – Engage Today’s Talent and
• Rule 4 – Build the Next Generation

In a few pages in these chapters, the authors sum up some key strategies for nurturing talent within a company which includes:

• Good Communication
• Creating a Positive Environment
• Having fun at Work
• Coaching and Mentoring
• Delegating and Empowering
• Sharing Incentives and
• Encouraging Networks and relationships

Overall a good read and some of the topic already much read around again emphasize and rather define precisely on how you can be an effective leader. As one of the latest books on leadership I would have loved to see another chapter or a special reference and advice to the young Generation Millennial leaders on how they can be more effective at leading people of different generations, but well maybe in their next edition or as I write this another book on leadership would in print specially focused on the younger generation leaders.

On their website http://www.leadershipcodebook.com/ , the authors provide some practical advice and also some assessment tools that we can learn from and test our abilities on being an effective leader. As you go through the book, don’t shy away from highlighting and underlining some to-the-point and apt “how-to” and “what-to-do” to be a good leader. Also don’t ignore the self-assessments dispersed throughout the book; it holds a mirror to your face and at times it is required if you have been doing what you have been doing and getting the same results over and over again.

Are you an effective leader?
Happy reading!

What is to be noted for this generation is one with an easy going attitude, most of them would not think about having a “5 year plan” or an answer to the question “what do you want to do 5 years from now?”
So the possibility is huge that the generation millennial workforce would be in and out of work and / or taking up further college education with some work experience and / or would be the ones taking longer breaks from work.

We have recent evidence that career coaching is a requirement for the generation millennial at work, in a recent interview in March telecast of Spotlight 25 where Willow Bay interviewed many 25 yr old women on what they thought about their career and life in the 21st century and had an interesting point to make:
She says: So many have told me that there’s no road map for where they’re going and that a little guidance would go a long way.

The millennials would be looking for those mentors – career coaches who provide them the means to discover themselves, they do not want to be told what to do. This is huge advantage coaching has over counseling.

Mentoring and Guidance – The Stepping Stones to Success
This generation (also known as Generation Next or Nexters) has been the most multi faceted in terms of having more exposure to the educational, extra-curricular and cultural activities their entire student lives; they realize the importance of a focused learning approach. They have had mentors and teachers all along their activities and once they realize the importance of career coaching, it would be indispensable for this generation.

No matter how smart and confident this new generation is they need personal guidance, they have been the ones who have seen their parents work in high tech industry and also with all tech tools under their arms, they have the capabilities of making it great in their careers but the first step, the direction is lacking. That is where the career coaches come in and have to be sensitive in understanding their different needs and ways to be coached.

Generation Millennial (those born in the period 1976-2000, also often cited in other studies as those born between 1980-2002) females are stronger and more confident than the generation X working females as they step into the workforce this century. As would be expected of any new generation to be smarter and more efficient than the previous one!

This new generation in the workforce would be the one of risk-takers and also those who enjoy working for what they believe in and they are the ones who are not in a job only for the money. A larger percentage of this generation has grown up in affluence as never before experienced by the previous generations. They have more direction and more access to information than ever before. All these factors influence their career direction.

• But what are their expectations as they step fresh in the job market?
• Are they willing to build a life around their career or more interested in having a career around their lives?
• Will life-work balance issues be of lesser importance to them as compared to the present working career woman (a generation Xer or of baby boomer generation)?

Perhaps the perception of the work place for the new generation male or female is that of a “get-it-all” environment. They have had less interference at home and their schedules as compared to previous generations, they are more fearless than ever before, but would that mean that retaining them would be a problem for most employers? Will they be aggressive enough to struggle through the corporate ladder or would they be the take-it-easy generation at work?

According to a survey published in the Lifetime News Release, some very interesting statistics came to light on the Gen Y female work aspirations:

Gen Y Women Want and Will Work Hard for Promotion, but They Don’t Want It to Take Long

• 69% of women surveyed said that they are willing to sacrifice to reach the top of their field.
• Gen Y women have no qualms about leaving a job for something better or different. 67% said that they expect to stay in their current job for five years or less (18% less than one year, 26% one-two years, 23% three-five years).
• Half expect to be promoted in two years or less. Ultimate Career Goals Focus on Control and Flexibility.
• When asked their ultimate career goals, Gen Y’s two most stated goals were starting their own businesses and being considered one of the top people in their field. (30% and 29% respectively). Another 23% said that achieving flexibility with respect to where and when they work was the top goal.
• Young women already in the workforce more than five years were much more apt to want to start their own businesses (34% vs. 22%).
• Entrepreneurship is also a bigger goal for African-American women – 43% defined their ultimate goal as starting their own business vs. 25% of Caucasians and 27% of Latinas.

Since they are now in the workforce or the new graduate force every year from now ready to do so, we shall soon see the new trends at workplace. The work culture has to change and evolve to help them adjust and also to retain this new workforce. Call it the Generation Y, Generation Next or Generation Millennial, they are the ones who will make a tremendous impact in shaping the 21st century as it is now and as it will be in future.