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.

• Adapting to constantly shifting power and influence
• Collaborating with ease across many different teams
• Valuing the contribution of new work partners and different interest groups
• Investing huge amounts of energy into getting things right. Try, fail and try again 

• Tolerating an environment of risk and ambiguity
• Showing resilience in the face of constant change
• Being brave in challenging how things are being done
• Having the confidence to take the lead in driving change

• Digital investors: Executives who embrace the VC mind-set, uncover opportunities, educate, invest in talent and ideas, forge partnerships, conduct the transition to a digital model and build an ecosystem that fosters innovation.
• Digital pioneers: Business and function leaders who can reimagine and lead into the future, shape new and different business models, and lead a winning digital strategy
• Digital transformers: Leaders who can manage people through radical change and transform the business

• Rethink the organization’s leadership model to include the concepts of innovation, growth, inclusion, teamwork, and collaboration.
• Identify the likely digital leaders in the organization: Determine who can be the investors, pioneers, and transformers. 
• Train potential leaders to understand the opportunity. 
• Ensure accountability.
• Promote younger people into leadership faster.
• Foster risk-taking and experimentation through leadership strategy. 
• Move beyond traditional leadership training: Focus on leadership strategy, emphasizing culture, empowerment, risk-taking, knowledge sharing, exposure, matrix management, and building talent as guides.