Cracking the Talent Development Code of the iY Generation Time to Upgrade (Part 2)
THE OBJECTIVE OF THIS FOLLOW-ON ARTICLE IS TO FOCUS MORE ON THE SPECIFIC SKILLSET INTERVENTIONS REQUIRED TO ‘UPGRADE’ THE POTENTIAL TALENT CONTRIBUTION OF THE IY GENERATION SO AS TO “GET THE VERY BEST RATHER THAN THE MOST FROM OUR YOUNG TALENT”.
IINTERVENTIONS – MAKING THE UPGRADE
n part one of this two part article, our purpose was to give a general overview as to why we need to upgrade the iY Generation. This generation make up the largest portion of the new talent entering the jobs market today, so worthy of our attention, as they are also the brightest hope and best resource to secure future success. Article one left us to consider the benefits of ‘upgrading’ from the imbalanced, over technical focused, modern education system to complete the value offering for the modern workplace. This value, it is successfully and scientifically argued, far outweighs the price we will be expected to pay for the education system omissions. Therefore, it is time for investing in the completion of their development rather than just labelling and complaining about their shortcomings. In this follow-on article, we will explore where employers/mentors/ parents need to pinpoint their focused attention and meaningful engagement with the iY Generation with the objective of getting the very best from what they can be rather than just settle for the most of what is. This is not only our responsibility but also a strategic business development opportunity to benefit all, as we will see later. The best place to start is always with ‘why’. If our why/purpose is clearly understood, then what’s to be done and how best it will be done, falls logically in line and more neatly into place. In business, there are leaders and those who lead, the former may have the title and responsibility, the latter understand why and enjoy dedicated followers (i.e. ultimately loyal customers) and achieve real results. Technical Competence Capital (i.e. what is says on the CV) is only one element of what creates the value equation of Human Capital (i.e. what actually gets done). It mirrors the IQ contribution to the academic performance equation model, which is proven to account for, at best, 30% of the academic achievement. Many renowned experts and colleagues, contend that, likewise in technical competence capital, it counts for about one third of performance and productivity in the workplace and life. Therefore those who engage in a ‘fostering’ role (e.g. employers, managers, leaders) with the iY Generation have an opportunity as well as a responsibility to lead and foster their positive and balanced skill development. This is done in order to build a complete ability model that realises their rich potential and full capacity (i.e. delivering the other two thirds of what they can contribute to the desired performance and productivity). Technical competences and skills are important, very important, but there is so much more in the high performance and effective engagement equation, two thirds more. If we are to get the best version, then we will need to build on what they already do well, and balance the equation for a more complete model. This more complete model requires a positive and proactive approach to their enrichment and can make those labels and shortcomings the iY Generation now attract lost in oblivion.
Here is the labelling reminder: “Entitled rather than Enterprising”, “Fashionate rather than Passionate”, “Slackavists rather than Activists”, and would rather be “Entertained than Engaged”.
‘BRIDGING & BONDING HUMAN CAPITAL’
Human Capital or Human Contribution in a modern effective workplace does require a solid foundation of the latest versions of technical competences but this has to be alongside, rather than replace, the more traditional skills that are well known and established
The best place to start is always with ‘why’. If our why/purpose is clearly understood, then what’s to be done and how best it will be done, falls logically in
line and more neatly into place.