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The goal is to create a robust pipeline of new, more innovative leaders that takes advantage of the strengths and skills of both younger and older leaders. Surprisingly, 5. 9 percent of respondents to our survey report little to no investment in diverse leaders, with similar findings for Millennials (5. Such investments, though, are extremely important to allow companies to leverage the strengths of Millennial leaders—often well- suited to fast learning and conceptual thinking—and Baby Boomer leaders in their 5. The challenge is to combine and build the strengths of leaders at all levels and of all descriptions. This leads to an important question: Are companies ready for the new leaders who are needed today? Many organizations may not be prepared to accept a new generation of leaders, or even to build an environment that allows them to emerge. Yet consider some of today’s leaders. Google’s Larry Page was 3. Pet. Smart’s David Lenhardt, 4. Game. Stop’s J. 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