How Can We Quickly Turn Millennials into Great Leaders?

Why should we be thinking about this??Look at the hourglass. At the top are the Baby Boomers who are retiring at 10,000 a day! Many have been our leaders for several generations. Who is going to take their place?

You say, “The GenX generation?” No, they are too small to fill all of the open positions.

“Do you mean we will dip down to the next generation below the GenXers – the Millennials?”

Yes, Millennials. Millennials, also known as Generation Y, present fascinating opportunities for workplace growth and innovation!?

Techology. Born in the digital age, millennials are naturally proficient in technology. They have nothing to unlearn and relearn like the Baby Boomers and some of the GenXers did. This offers businesses an opportunity to leverage their digital expertise for advanced training programs, tech-driven solutions, and in creating innovative processes.

Values Driven. The organizations who demonstrate social responsibility are ranked higher by Millennials who are conscious of societal issues.

Adaptability. Millennials can adapt quickly to change. This will be especially helpful in organizations who are experiencing regulatory and technological changes.

Collaborative. Millennials value teamwork and an inclusive workplace environment which means opportunities and growth for a diverse population.

Focus on Work-Life Balance. They have observed their Baby Boomer and GenX parents sacrifice home life for work. Millennials are seeking a better balance with remote work opportunities and ability to take time off when needed.

Innovation and Creativity. Millennials will challenge the status quo and seek innovation. As Baby Boomers retire, Millennials may seek change – a “better” way to get things done.

What do Millennials want from their workplace?

1.???Work-Life Balance – maintaining productivity at work while also pursuing personal interests and commitments.

2.???Purposeful Work – work that aligns with their values and roles that provide a sense of purpose and allow them to make a positive impact on the world.

3.???Opportunities for Growth and Development – valuing ongoing training, mentorship, and opportunities for career advancement within their organization with their employer invested in their development.

4.???Collaborative and Inclusive Environment – prioritizing teamwork, diversity, and inclusion – a culture that values each individual’s contributions, encourages open communication, and promote a sense of community.

Are you starting to see a match?

Millennials’ skill set and what they want from an employer often mirror each other in several key areas, showing a clear alignment of values, priorities, and expectations.

The combination looks like this:

1.???Tech-Savviness and Flexibility: Millennials’ ability to navigate and adapt to new technologies is a significant asset to employers, especially when the organization is going through change. Also, their preferences for digital communication and flexibility in work options pushes companies to stay current with technological advancements as they evolve their work practices. This, for example, in how your workplace could use AI to shorten the time needed to produce revised documents after changes in regulatory requirements or company procedures.

2.???Purpose-Driven Work and Corporate Responsibility: Millennials’ desire to make a positive societal impact can lead them to incorporate ethical considerations into their work. Organizations with a social purpose can show the direct correlation between the data entry work that an employee does with the outcome for a low-income client, for example. That connection will make the data more purpose-driven. In addition, the desire for purposeful work encourages organizations to clearly define, update, and communicate their mission and values.

3.???Continuous Learning and Professional Development: Millennials’ eagerness to learn and grow is a boon for the transition between Baby Boomers and GenX and Millennials. When the company provides the opportunity for upward mobility with the price tag of an investment of time for the employee, it becomes a win/win situation. The more leadership and management training you provide, the more skill, consistency, and engagement you will have in your operation.

4.???Collaboration and Inclusivity: The Millennials’ desire for teamwork and diversity encourages a more inclusive and collaborative workplace. The organization then can prioritize these values, fostering a culture of respect and equality.

Overall, the alignment between Millennials’ skills and their workplace expectations can bring about a positive evolution in workplace culture, driving innovation, inclusivity, and a stronger sense of purpose within an organization. During staffing changes, regulatory changes, and technology changes, this alignment becomes even more valuable.

What is needed to foster a collaborative and cohesive transition?

1)??Optimize Talent Management. We can facilitate effective identification and nurturing of high-potential talent, enabling smoother leadership transitions and organizational continuity.

2)??Boost Employee Retention. We can increase job satisfaction by offering clear career progression, enhancing employee engagement and retention.

I would love for you to attend our free webinar to be held twice in July, “Strategies to Cultivate Tomorrow’s Talent Today.” Here’s the link: https:nanmckayconnects.com/strategies.?