TDNet Discover

The study investigates the critical and ongoing need for generational leadership training within organizations, emphasizing the strong correlation between inadequate training and increased employee turnover. As organizations navigate the complexities of a multi-generational workforce, adapting leadership training programs becomes essential to address the diverse values and expectations of various age groups. Employees from different generations exhibit distinct preferences regarding leadership styles, communication methods, and motivational factors Theoretical frameworks, including Great Man and Behavioral Theory, remain a foundation for understanding these leadership dynamics. Great Man Theory states that influential leaders are inherently endowed with specific traits. In contrast, Behavioral Theory asserts that successful leadership can be cultivated through learned behaviors and practices. By synthesizing these perspectives, the study argues that organizations must implement targeted training initiatives that enhance fundamental management skills and resonate with the unique motivations of different generational cohorts. The approach aims to mitigate turnover rates associated with inadequately prepared leaders, fostering a more engaged and productive workforce. A well-structured generational leadership training program can help organizations build capable leaders equipped to navigate modern organizational complexities, enhancing employee retention and satisfaction. The study demonstrates quantitative methods, utilizing secondary data from surveys and data sets to support these findings. The data is analyzed using charts from MS Excel reviewing the percentage of turnover related to inadequate training, using the chi test to compare the different values. By providing realistic evidence on the relationship between generational training and turnover costs, the study contributes valuable insights for organizations seeking to enhance leadership development programs in an increasingly diverse workforce.