leadership development, talent development, millennial leaders
The talent that will take your organization to the next level is just waiting to be developed. With millennials now the largest generation in the workforce, there’s a very good chance that your organization’s future leaders are under 35.
To secure your long-term (and even short-term) success, you need frameworks and systems that help you identify high-potential millennial talent and nurture that talent in just the right way.
But what are the best ways to develop millennial talent? Here are three key things to keep in mind when developing millennials into leaders.
Millennials Learn And Communicate Differently Than Gen Xers Or Baby Boomers
Millennials are team-oriented and socially conscious. Provide opportunities for them to work with and learn from peers within the development programs.
Another effective way to engage and nurture millennials is to align projects and experiences with their motivations or social goals. Perhaps you could give a millennial a role in a company-sponsored charity event or other initiative. This would give the employee an opportunity to work on leadership traits she might not have the opportunity to develop in her day-to-day role. And she will not only develop new skills, she will strengthen her connection with the company and build peer connections that are harder to sever.
Millennials Want You To Invest In Their Future
While millennials are less likely to stay with an organization for many years than Gen X or baby boomer employees are, this trend can be reversed with nurturing. Because millennials are career focused, they will respond well to a clear path to career advancement.
Once you identify high-potential millennials, begin developing their talent as soon as possible. This investment in their future will strengthen their loyalty to your company. You should also follow up with them on both a personal and professional level often. Ask them about their goals and how they feel about your talent development efforts.
Millennials Are People Too
Of course, not everyone is the same. Some generalities may be true for some individuals within a generation, but you should treat age as you do other environmental and cultural factors: as tendencies, not facts. Always tailor your approach to the individual and what you know about their personality traits, goals and learning style.
But with a talent development approach that meets the unique needs of millennials, you can cultivate the right talent and put your company on the path to greatness. This path all starts with the right framework, one that looks to the future and puts real structure around giving your high-potential employees the support they need to succeed.
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