Millennials expect to be developed via opportunities, mentoring, and stretch assignments. However that is hard to come by in top-heavy companies.
Most millennials think their roles provide little development while most companies report they have excellent or adequate programs for Millennials.
Leadership development is viewed as a current and future priority. Despite efforts to produce and nurture new leaders, only 7 percent of senior managers think that their companies develop global leaders effectively. Around 30 percent of US companies admit that they lack enough leaders with the right capabilities.
Digital leaders must be able to unite the organization and nurture a digital culture that embraces change. For that to happen, a clear, coherent strategy outlining their digital agenda is essential.
When digital transformation begins to effect change in an organization, disrupting the business model, processes and practices, the business is recognized as having ‘digital maturity’. Successful digital leaders will have a clear vision for the company’s future and be willing to commit resources and implement needed changes to make it happen.
Companies should gain a clear understanding of the way each employee and team do their present work and involve them in redesigning their roles and ways of working. It will spark better ideas and ensure pain points will get addressed early on. It will also create stronger skill matches and smoother transitions.
When organizations introduce new work, outside-in analytics and expert input can also help to find answers.