Chief Learning Officer (03/11) Nikravan, Ladan
Employees from Generation Y, often characterized by an enthusiasm for networking and collaboration, are often stereotyped as know-it-alls. However, recent articles indicate that 18-to-29-year-olds remain enthusiastic and optimistic, with a desire to develop in the workforce. While many Gen X middle managers have been trained and experienced to be less assertive than the younger Gen Y staff, they must now manage a group with high communications skills and the confidence to speak up and interact with global partners. So-called “Millennials” lack experience, although they often want to take initiative and share ideas, and so require thorough learning and development. Intuit offers a rotational development program in which new recruits participate in finance, marketing, and product development every six to 12 months, keeping young workers engaged while preparing them for future leadership positions. Deloitte has designed a state-of-the-art leadership program called the future leaders apprentice program (FLAP), for which new recruits are immediately eligible. The company also has a coaching and mentoring program, an ideal development tool for Millennial workers.
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Gen Y bores easily, so training must be interactive and challenging.