Formulating Leadership

***The work has been done. I just need you to organize and format the work that has been done. One was done in a Word document and needs to be added as slides.*** Your company’s Vice President of Human Resources has approached your
team for assistance in recruiting and developing your organization’s
future leaders. 60% of your company consists of millennials and your
team has been charged with how to successfully increase the number of
millennials as leaders in your organization. At this time, senior
management is reluctant and disinterested in promoting the millennials
to leadership roles. Your team created your plan in Week 2 -Part I of
this assignment. Now, you are expected to develop a presentation for
your senior leadership that will motivate them to encourage millennials
as leaders in your organization.Create a 10- to 15-slide Microsoft® PowerPoint® presentation with speaker notes that contains the following components:Determine how to cultivate millennials as leaders. Include the pathway necessary to accomplish this goal by identifying
the objective(s), methods of achieving the objective(s), and ways to
measure success.Evaluate how transformational leadership may assist in this process.Include at least one video presentation within a slide.Showcase some of the best practices needed by companies in order to prepare future leaders.Cite a minimum of three peer reviewed sources not including your text.Format your assignment consistent with APA guidelines.


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Preparing Future Leaders
As older leaders retire, new leaders must be created to fill their shoes
therefore it is vital for practices to be developed to pass on skills and
knowledge to the next generation of leaders.
Best Practices for Preparing Future Leaders
Nahavandi, A. (2015). The art and science of leadership (7th ed.). Upper
Saddle River, NJ: Pearson.
Newhall, S. (2012). Preparing our leaders for the future. Strategic HR
Review, 11(1), 5-12. Retrieved from
Include the pathway necessary to accomplish this goal by identifying the objective(s), methods of
achieving the objective(s), and ways to measure success.
Slide 1:
Heading: The Pathway Objectives
The first step to starting the pathway to help motivate leaders is:
Develop leadership programs
Begin enrollment
Start mentoring students
Speaker Notes
The company has the ability to take on many millennials who have the chance to become great leaders.
The program the company will develop will take those who are still in school as interns, and also
employees who have been with the company for at least a year and their degree will benefit the
company in some way. The internship will be 6 months to a year, and the time line will be based on the
students degree, or how long they have been with the company for
Slide 2:
Heading: Measuring Success
Text: The company will measure success in 3 different ways:
Company knowledge
Mentor/Team review
Senior leadership interview
Speaker Notes
The students and employees we want to enroll in this program we are assuming are there because they
want to grow and be promoted within the company. The company has a lot of quirks, tips and tricks that
need to be learned. The history, problem solving, business partners, you name it. The program will allow
the member of the program to learn the base of this in order to really grow and expand in the company.
Knowledge is power. A good leader needs to be able to take reviews from their team, and needs to be
able to work with different people. The mentor and team review will look at all of the different scenarios
the member was placed in and how he or she handled it. The last step for the program I the senior
leadership interview taken before and after the program, during the program the senior leaders will
observe and take notes of the members and at the end will interview them on certain situations they
saw happening (bad customer service, problem solving, working with other interns).
• .
Evaluate how transformational leadership may
assist in this process
• Transformational leadership has significant positive impact on
organizational learning and knowledge management process
capability, and partially mediates the relationship between
transformational leadership and organizational learning.
Additionally, the knowledge-intensive culture has
strengthened the relationship between transformational
leadership and knowledge management process capability.
• .
Preparing Future Leaders
• Recognize High Potential employees
• These employees can be identified by their Performance and
Development summaries that are done yearly or bi-yearly
• 360’s
• Leadership Questionnaires
• Behavioral Interviews
• Training that is tailored to specific developing needs
– Offer a variety of engaging learning experiences such as:
Leadership development
Learning Teams
Cross training
– Challenge them with unfamiliar jobs
Preparing Future Leaders (con’t)
• Evaluate the Impact
– Individual Growth
• Set Specific Goals for each of your High-potential Employee
• Provide them with Regular Feedback (have they shown improvement)
– Maintain Data
• How Many Employees completed the program
• What percentage were promoted after completing the program
• The percentage of overall improvement after the program (6 month –
• Did the organization hire externally instead of within
Becoming a Transformational Leader
Creating and Inspiring a vision for the future
Motivating people to buy into and delivering the vision
Managing and sustaining the vision
Building, cultivating, and molding strong trust based
relationships with the entire organization
Retrieved from
Why Transformational
• Ready to make a change
when a change is in need.
• Balance a short term vision
for a long term goal.
• Building strong coalitions
and mutual trust within
the entire organization.
• Showing what they are
capable of.
• Being energetic and
supporting the
organization thru your
Retrieved from
Becoming an Inspirational Leader. (2017). Retrieved from
Retrieved from
Spahr, P. (2015, October 30). What is Transformational Leadership? How
New Ideas Produce Impressive Results. Retrieved from St. Thomas
University :
Retrieved from
Learning Team B
November 20, 2017
Dr. Arrington
Cultivating Millennials As Leaders
Leadership development remains a key area of focus among successful organizations of all sizes in this time
of constant change.
Millennials have a different set of expectations from their employers and are aggressive with their career
Engage millennials and provide them with experiences as well as retaining them within your organization.
A company’s ability to attract and retain millennials as well as the investment they make in developing
them will either make or break the company.
Employers can address the leadership ambitions of millennials not just by expanding or enhancing their
internal leadership programs, but making different career paths available. Providing specialist tracks,
opening up avenues beyond regular full-time positions to ensure employees can rotate between
departments and job roles.
Millennials have more self-esteem while also having more anxiety and a higher need for recognition.
It is important to note that there is no single approach to developing these leaders of tomorrow. Each
organization must consider its business objectives, understand talent preferences and consider using
their career objectives to create the right fit.
¦ Creating Tomorrow’s Leaders: Leadership Development for Millennials. Felix Global.
October 19, 2015. Retrieved November 13, 2017 from

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