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7 Ways To Develop Your Company’s Millennials For Leadership

7 Ways To Develop Your Company's Millennials For Leadership

Doesn’t that manager look a little young?

If you’ve asked yourself or someone else that question recently, you may have good reason.

In many organizations, people are moving into management and leadership roles earlier than ever in their careers.

There’s a good reason why this is happening. Demographically, Millennials became the largest generational cohort in the U.S. workplace in March 2015.

US Labor Force By Generation Graph

At the same time, changes among previous generations in the workplace are opening up new opportunities for Millennials.

For example, baby Boomers are retiring at the rate of 10,000 per day, and Generation X — the group currently in their forties and fifties — are too small a generation to fill all the leadership slots opening up as Boomers retire.

What is a “Millennial”?

Demographers don’t always agree on the exact definition of the generational cohort called “Millennials. But in general, they are people born between 1981-2000.

Other generations are also defined as being born during a roughly 20-year period:

  • “Silents” 1928-1945
  • “Boomers” 1946-1964
  • “Generation X” 1965-1980

So, although the oldest Millennials are just in their mid-thirties, they are and will continue to be, moving into leadership positions earlier in their careers than their predecessors.

In fact, a study by Deloitte in 2013 indicated that 50% of Millennials already hold leadership roles.

In addition, a survey done by Deloitte in 2015 suggest businesses, particularly in developed markets, will need to make significant changes to attract and retain their future workforce.

What all this means is that organizations urgently need their Millennial employees to be ready to step up into leadership — now.

How can you make sure they’re ready?

Here are a few suggestions to consider and help your organization build and retain its Millennial leaders:

Read More 7 Ways To Develop Your Company’s Millennials For Leadership

Stakeholder Centered Coaching: A Formula For Measurable Change

Neither the person being coached nor the coach determines improvement.

Rather the degree of improvement is determined by the stakeholders/raters of the Leader over the course of the engagement.

Two Stakeholders Discussing Business

At the end of the day, a true definitive leader and the organization that has hired them wants to see continued improvement in both their leadership and results within the organization.

When you can tie direct business results and objectives to focused, stakeholder driven changes in behavior, a virtuous loop is created whereby the organization and the individual all drive towards the same goal – and get there faster.

While you may never have heard of Stakeholder Centered Executive Coaching, the methodologies and processes behind this style of behavioral modification elicit lasting change because of its tight focus.

By highlighting singular aspects of a leader’s behavior that will garner the most significant impact on the organization – while at the same time directly involving stakeholders – a cohesive and feedback-driven criteria ensures change is outlined, measured and actuated.

Read More Stakeholder Centered Coaching: A Formula For Measurable Change

Employee Assessment Tools: How To Hire The Best Talent Based On Research

Man Showing Employees Something on ComputerUsing reliable research results in order to formulate and choose employee assessment methods is known as evidence-based management – something every leader should strive for.

Looking at the research on executive employee assessment effectiveness offers some fresh perspectives on what works — and what doesn’t.

In this post I’m going to employ this approach to show you what available research had to offer on employee talent assessment for hiring.

Read More Employee Assessment Tools: How To Hire The Best Talent Based On Research

The Six Truths of Executive Coaching

Executive CoachingExecutive coaching has clearly come of age.  Given the growth and fragmentation of the industry (meaning thousands of coaches in the marketplace), it is not surprising that many leaders looking for a coach are confused.

And since there is no official voice for the executive coaching industry, there is a need for some truth about this highly talked-about and somewhat mysterious developmental intervention called executive coaching.

rd&partners has been coaching executives in leading world-class organizations for well over a decade, and six  “truths”  have emerged from our professional coaching of over 1,000 executive clients, and reinforced by the perspective of our many clients who have been long-term buyers of our services.   To help those of you who are seeking clarity about the subject, here are the six time-tested  “truths” about executive coaching.

Read More The Six Truths of Executive Coaching

How to Successfully Manage Your Remote Team

World in HandThanks to technology and globalization, more and more business teams are working together across state lines and international boundaries.

Many corporations employ dispersed teams, where a manager in New York may communicate daily with colleagues in Boston, Los Angeles, and Singapore.

But even with an array of new Web-based collaboration tools at their disposal, most team leaders find managing remote teams extremely challenging.

The first challenge remote managers face is that their team may be dispersed over many time zones, requiring a healthy travel budget and the flexibility to schedule conference calls or online meetings at odd hours in order to accommodate everyone on the team.

Another challenge is the indisputable fact that not everyone possesses the self-discipline and drive to maintain morale, camaraderie and accountability while working independently.

In addition, many remote employees find it difficult to maintain consistency in communication and work flow.

Finally, the usual day-to-day “chit chat” and small talk that gets such a bad rap–but actually helps build relationships–is markedly missing on many remote teams, unless they make a concerted effort to build it into the work routine.

Read More How to Successfully Manage Your Remote Team

The Truth About Executive Coaching:


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