Millennials are moving into the C-suite-but are they ready?

"For years, millennials have watched the C-suite from just on the other side of the glass wall-managing divisions, leading teams, and driving innovation while patiently waiting their turn. That turn is now arriving. With baby boomers rapidly aging out of leadership, a long-stalled generational shift is gaining momentum. The question is no longer if millennials will lead, but whether they will be ready when the moment comes."

"Born between 1981 and 1996, millennials are now between 29 and 44 years old. Many have spent 15 to 20 years climbing the corporate ladder, only to find the final rung out of reach. Executive bottlenecks-created by boomer longevity, flat org charts, and limited enterprise-level roles-have kept many qualified candidates in a holding pattern. Ironically, the very lack of top-tier experience that holds them back is also the result of being held back."

"And yet, the baton is clearly passing. By 2030, millennials and Generation Z are projected to make up 74% of the global workforce. As boomer retirements accelerate-often for reasons no strategic plan could predict-millennials are stepping into the void. But the rules have changed. There is no clear playbook for how to assume leadership amid organizational flux, economic volatility, and rapidly shifting workplace values. That's why now is the time for intentional preparation, not hopeful waiting."

Millennials (born 1981–1996) are now aged 29–44 and have often spent 15–20 years advancing internally but have faced executive bottlenecks due to boomer longevity, flat org charts, and limited enterprise roles. Baby boomer retirements are accelerating, and millennials with increasing workforce share are stepping into leadership gaps amid organizational flux, economic volatility, and shifting workplace values. Succession planning must be reframed as a business continuity strategy rather than an ad hoc senior-level conversation. Companies need to spot leadership potential earlier, create stretch roles and rotational experiences, and intentionally prepare emerging leaders rather than rely on hopeful waiting.

Read at Fast Company