If you are wondering how to develop the next generation of leaders in your organization, here are some tips to help you on your journey. These include identifying leadership positions, creating succession plans, connecting to the team on a human level, providing feedback to new leaders, and identifying leadership roles.
Millennials’ motivations
A recent phenomenological leadership study focused on the concept of generations and culture. It emphasized the perspectives of America’s youngest generation. Its findings highlight the importance of understanding the nuances of leadership behavior, as well as the gaps in research that exist in leadership.
One of the key insights of this study is that millennials’ motivations for developing the next generation of leaders is to make a difference. They are the first generation to be exposed to technology in a meaningful way, which has resulted in certain behavioral characteristics.
These behaviors are generally considered to be a part of the ‘Millennial’ value system. These traits are what millennials look for in leaders. They are open-minded, collaborative, and transparent. These leaders are driven to do the best for their employees and their organization.
In addition to these traits, millennials are also attracted to leaders who understand them on a personal level. People who get to know millennials on a personal level are able to encourage and offer guidance.
This approach can help them infuse passion into their community. Millennials share their experiences on social networks, which allows them to network with other young people.
Leaders can also encourage a culture of transparency by making themselves available to their followers. Millennials like to be aware of what’s happening in their organizations, and want to know how they can contribute. Moreover, millennials expect clear goals, objectives, and outcomes from their organizations.
Millennials are attracted to leaders who understand their interests and values, and can advocate for them. Employers can identify high-potential employees to help them develop their next generation of leaders and create succession plans that reflect their personalities.
Building succession plans
To ensure your organization’s long-term sustainability, it is important to create succession plans. Having a plan in place before the need arises will help you retain top talent and stack the odds in your favor. A structured approach and the nurturing of high-potential internal talent are key ingredients for creating a successful succession planning strategy.
Effective succession planning relies on an assessment of each leader’s skills and core competencies. The next generation of leaders needs experience to respond to today’s strategic challenges. It is also important to consider diversity. When creating a succession plan, it is important to consider the culture and values of your company.
Succession gaps should be addressed through education and cross-training. This helps develop a new employee’s knowledge and soft skills. Job rotations allow candidates to gain more experience and knowledge.
Successful companies focus on developing expertise and experience. They also offer learning opportunities for their successors. Keeping future business implications in mind while developing leaders makes them more effective and productive.
A wide-ranging succession plan should consider both short-term and long-term departures. An ideal succession strategy also includes developing team members at all levels. These strategies build a solid foundation for the organization and increase alignment between business development plans and company values.
The best succession plans are transparent. Your team needs to understand your plans and why they are important growth levers. Without this, your plan may overlook hidden gems, or fail to provide the necessary diversity. You can also automate your process with tools and templates.
Finally, ensure that all employees have a pleasant work environment. Invest in professional development and training, including certifications and company knowledge.