Most industries have prepared for the influx of millennials in the workplace, and that preparation has largely paid off, as many organizations are finding success in new ways through this tech savvy generation. As millennials continue to gain experience, it’s now important to focus in on preparing them for leadership roles.
While most organizations realize this, many are still struggling to figure out how they can implement a leadership development program that speaks to millennials – and even when it does, it can be difficult to measure the effectiveness of such a program.
Fortunately, at BizLibrary, our client success team has helped dozens of organizations with this very challenge, so we’ve prepared a list of questions to ask.
These questions are designed to help you narrow down your goals and find ways to measure the effectiveness of your leadership development program.
Start with the End Goal
Start by determining the end goal for your leadership development program.
What business challenge are you trying to solve? Some of the common answers our clients give us include solving issues related to high turnover, low production numbers, being proactive in succession planning, and finding leaders for sales teams that are struggling to hit their targets.
Your specific challenge is going to shape the face of your leadership development program, so finding the reason why you are investing in leadership development is fundamental.
Next, decide how you’ll measure the success of your leadership program. If you’d like a detailed resource on measuring the ROI on your training initiatives, check out this free, on-demand webinar.
By identifying specific key performance indicators for your organization, you can develop a sense of direction for your leadership development program.
Setting goals for your program helps you measure the effectiveness of your leadership development and helps identify which behaviors indicate success, as well as ways to reinforce and support those behaviors on the job.
Finally, before developing your training content, examine your current leaders. What do they do that is working well for your company? Can you emulate those strategies and implement them in the most focused version of your leadership development program? Additionally, what strategies are leaders not using that you know they should?
Answering these questions helps develop a holistic leadership program.
A Holistic Approach
One strategy that you may consider when developing younger employees is a mentorship program.
At BizLibrary, we’ve developed a mentor program where employees work with new hires to help them develop their skills. These personalized interactions help new employees learn how to add value to organizations, but also allow mentors to practice teaching and coaching with newer employees.
With this approach, both mentors and mentees are learning new skills that can help them become strong leaders in the future.
A holistic leadership development approach means formal and informal training, and truly requires a learning culture in your organization. If you’d like to learn more about establishing a learning culture in your organization, please check out the free, on-demand webinar “6 Ways to Improve Employee Engagement and Create a Culture of Learning.”
Develop Training Content
Once you’ve identified the challenges you’re facing, the behaviors you’d like to reinforce, and prioritized learning throughout your organization, it’s a good time to start identifying content that helps you achieve these goals and develop tomorrow’s leaders.
Fortunately, this is the easy part. We recommend finding quality videos that help share your leadership values in short, concentrated bursts (microlearning). This format is very familiar to younger employees and easily fits into their work schedules. Work with individuals to develop a time frame and training cadence, frequency, and follow up.
By combining mentorship with formal focused training, you can begin preparing your youngest employees for future leadership roles now.