Below are a couple pieces of current research about the so-called generation X.

A. In a study commissioned by Deloitte & Touche,

• 95% of generation X employees described their ideal work environment as stable; 77% said clearly structured.
   
• 75% believe that mentors are very important for career growth; only 57% currently have a mentor.
   
• Job satisfaction among this group is directly related to their ability to grow and learn on the job.

For more information, contact Deloitte & Touche.

 
B. In a Public Allies Survey, young adults were asked who they most admired as role models of leadership.
There answers:

• 44% responded family member
   
• 26% teacher or coach
   
• 11% community leader

In our own ongoing research at ILA, we have found similar results, with family members being the most frequently cited response.

Key Points:

What are some of the conclusions you might reach about strategies to meet the needs and expectations of your younger associates? Clearly traditional business or political leaders are not influential as people much closer to them. Couple that information with their strong desire for mentors (again a close, personal relationship) and you might begin to see a trend emerging. Younger people may in fact view leadership effectiveness by their closeness and connection with the leader, rather than the overall popularity or positional status of the leader. Think about the relationship that you are developing with your generation X people, and whether it is consistent with these findings!

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