The 75.4 million Millennials, those ages 18-34, are surpassing the 74.9 million Baby Boomers, those ages 51-69, according to Pew Research Center in Washington, D.C. That means that the Millennial generation is clearly heralding in and creating the next generation of leaders. Even more telling is that according to a report by Workplace Trends, The Millennial Leadership Survey, “91% of millennials aspire to be a leader.” This population, however, is choosing not to be loyal to employers, but are rather planning courses to excel in leadership and to work for organizations that support this growth.
An extensive and enlightening survey completed by Deloitte, The Deloitte Millennial Survey 2016, illuminates the position of Millennials on leadership. The Deloitte survey results concluded that the top concern among the Millennial population is that of becoming a leader, yet 63% of Millennials believe they are not receiving the proper training. Furthermore:
Millennials, in general, express little loyalty to their current employers and many are planning near-term exits. This “loyalty challenge” is driven by a variety of factors…. [At the top of the list,] Millennials feel underutilized and believe they’re not being developed as leaders. Millennials fully appreciate that leadership skills are important to business and recognize that, in this respect, their development may be far from complete. But, based on the current results, Millennials believe businesses are not doing enough to bridge the gap to ensure a new generation of business leaders is created.
As the development of leadership skills is a top concern with this up and coming population, organizations can approach this learning gap in the 10 following Millennial-specific ways, subject matters, and competencies: