The Garden network is a network for next generation leaders. What are the characteristics of the new generation of leaders?
The new generation of leaders are value-driven and long-term in their approach. We also see a growing need for health-promoting leadership as mental illness, stress and burnout grow as social phenomena. We also see the younger generation valuing work-life balance to a greater extent, which is why we are working to promote leadership with room for life.
As the world around us changes ever faster, industry and professional boundaries are becoming increasingly blurred. The next generation of leaders will need to be more generalists, focusing on the knowledge of managing people and the different dimensions of leadership, rather than specialists or experts in their specific fields of activity.
We believe that a key element in the development of the new generation of leaders is cross-generational exchange, in both directions. Young people need to learn from experienced leaders how leadership takes shape in practice, and older leaders need to gain younger insights to position themselves correctly for the future.


Recent surveys show that interest in becoming a leader is declining among younger people in the labor market. What is your view, is this true, and why is this so?
Many surveys portray a declining proportion wanting to lead or an overall low number who see themselves as leaders in their career.
With Europe's oldest managers, we see this as a matter of destiny. There will be an inevitable retirement shift and millennials will soon be the largest group in the labor market. We want to inspire, develop and enable the next generation of leaders to take over the baton by offering free leadership development for young people across Sweden.
We believe that the declining interest in leadership is largely due to prejudices about the role of the manager, or the view of leadership and management as linked. The management profession has also become increasingly administratively burdened over time and less room has been given to actually lead.
At the same time, younger people increasingly want to be involved and contribute to change and development. We work to communicate the importance of leadership in this context, both in terms of self-leadership and leading others.

What do today's organizations need to think about in order to attract young talent?
The Garden network aims to help small organizations attract, develop and retain young leadership talent. The new generation of leaders (and young people in general) want to be involved and contribute. They also want to constantly evolve and see skills development as a lifelong process. Providing space and resources for this must be a priority, combined with an organizational culture that promotes honesty, openness and unpretentiousness. Organizations also need to understand that younger people are more attracted to employers that align with their values.
Young people want to feel involved and meaningful in their work, and they want to contribute to the larger strategic goals of the organization. This is where organizations can better position themselves towards younger workers by clearly communicating their values and purpose as an organization.
We are working on developing a business offer to help small organizations navigate this jungle. We want to help them attract, develop and retain their future leaders and welcome all contact to create this together.