But while Posus says Management 2.0 will be the model for the future, implementing it will bring multiple challenges, including the realities of the multi-generational workforce.
Baby Boomers who don’t really want to retire are coming back into the workforce as free agents, often in consulting and mentoring roles. They may find the Management 2.0 style more than a bit foreign to them and possibly not cope well. Gen X is likely to really embrace this model but may also find it difficult to “sell” to others.
Gen Y may find it conceptually interesting, but is likely to side with Baby Boomers in wanting more structure. On one hand, they may really like the freedom this model provides, while on the other hand may not cope well with the individual responsibility such a model requires to work. “Gen Y’s may want more ‘telling’ in their environments and may find it difficult to adapt.” Posus says.
Still, there will be numerous benefits to all generations, including making it easier for them to all work together. To reap these benefits, Posus says, organizations must institute strategic learning and development inputs to develop the culture to work within this model. Some of the cultural set-up components from self-managed and/or self-directed teams may be helpful here.
Posus says formal and informal mentoring at every level of the organization will be required to make the model succeed and prove easy to grow organically. Those coaches and mentors must be fully versed in the model and become “trainers” and “consultants” to assist the organization, and the people within, with the necessary cultural development. And the coaches and mentors will most likely need to understand the multi-generational workforce dynamics and be both flexible and adaptable in their coaching/mentoring styles, he says.
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