The Millennial generation (1981-1997) is the largest in work force history according to a 2016 PEW Research Center article. Currently, it comprises the majority of the consumer market base, and soon, they'll make up the majority of the work force, too. After that, they'll be calling the shots.
The problem many organizations face today is not a shortage of people—it is a shortage of skills.
After more than 10 years of success as a leader in management development, we’ve come up with the criteria for recognizing how and when to invest in your organization’s future. Here are the three main indicators that right now is the right time to make financial room for training.
Did you know that 83% of organizations aren't equipped with the right information to measure and evaluate the success of their training? If you’re planning to invest in the best management training out there, then you’re probably wondering how to effectively evaluate its impact. Here’s a quick breakdown on how you can do just that in the time it takes to read through this blog post!
More often than not, one of the most important aspects of effective leadership gets neglected. Quarter after quarter, and fiscal year after fiscal year, time and resources are budgeted in ways that, while certainly contribute to revenue growth, don’t cultivate value where it counts in the long run—with people.
Simply put, management development, as a component of successful leadership continuity, needs your urgent attention. What's currently in its place? That new, expensive piece of equipment, the painful software migration, the costly expansion.
The millennial generation has been given a bad rap over the years. They’ve been labeled as lazy, entitled, spoiled, soft—in worst cases, all the above.
But when it comes to Millennials in the workforce, these brandings are inaccurate statements and overgeneralizations of younger, hardworking employees.