16 Ways Companies Build the Next Generation of Leaders

“The Great Resignation” has left many companies having significant problems recruiting and retaining talent, while some experts estimate that nearly 10,000 baby boomers are retiring every day. I’m here. It’s no surprise that this dynamic has put new leader training and development plans on the back burner in many companies.

While today’s conversations tend to focus on finding new talent to hire, it’s as important as ever that organizations continue to develop the next generation of leaders.16 members here forbes coach council Discuss what companies can do today to ensure they do what they need today to secure strong leadership tomorrow.

1. Create a nurturing organizational culture

Companies need to create a homely organizational culture so that employees become part of the organizational family. To do so, companies must invest in a better environment for their employees and create and practice an organizational culture of collaborators’ ownership. Validate the idea that collaborators are internal clients and offer programs that engage, motivate and reward them. – Tania Tome, eco kaya

2. Work with youth organizations

Work with preteen-focused youth organizations. This fosters collaboration, driving both the success of youth programs and the pipeline of organizations. In addition, children are very honest and ask questions rooted in understanding. This gives organizations the opportunity to increase the clarity of their messages for all age groups and attract top talent. – Jatiya Jones, Jatiya Jones Consulting

3. Create a “watchlist” of high-potential employees

Does your organization have a “watchlist” of high potential employees? These are typically two levels below the key leadership layers. Then, for those high potential employees, create stretching assignments outside of their normal area of ​​responsibility to increase bench strength. Provide constructive feedback and assign coaches or mentors. – Linda McLoughlin, leadership works

4. Offer a robust development ecosystem

Providing your employees with a robust learning and development ecosystem and culture is a great way to do succession planning and prepare young employees for future leadership roles. It can also serve as a recruitment and retention strategy within your organization. Accepting new employees doesn’t mean they will stick around. Continued investment is required. – Jonathan H. Westover, Human Capital Innovations, LLC

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5. Aligning the current culture with the values ​​of the next generation

First, align the current corporate culture with the values ​​of the next generation. For example, baby boomers were looking for stable jobs. Millennials seek inspiration, vision, and fame. Generation Z wants to care for the environment. Then create an internal platform where employees can share knowledge and learn from each other. Third, mentor the next generation and make them feel right for themselves. Aina Alive, be agile

6. Go beyond traditional training methods

Companies need to move beyond and perhaps discard traditional leadership training methods and frameworks. In the post-pandemic era, the next generation of leaders will prefer to identify and determine the best paths for professional growth rather than top-down prescriptions for training. Such programs may include more virtual, open-ended, and blended programs that incorporate VR/AR tools. – Krishna Kumar, Intrad School of Executive Coaching

7. Opportunity for talented employees

Younger generations want more than income. They want to create change and pursue their passions, and they prefer organizations that offer career paths that offer opportunities for intellectual growth and influence. One practical example is employee groups created to build community and create leadership opportunities for talented employees to drive key initiatives aligned with their values. – Mari Carmen Pizarro, Whole Leadership Systems Co., Ltd.

8. Make L&D a strategic imperative for everyone

Organizational leaders must continue to make learning and development a strategic imperative that enables continuous learning at all levels of leadership. As future capabilities evolve and new skill requirements emerge, organizations must be able to develop that talent appropriately. Leaders must actively seek training with relevant education and experience for the next generation. – James Hotaling, N2 growth

9. Make sure the culture retains all talented demographics

Make sure your culture is geared to sustain great talent, regardless of demographic. Create clear metrics to identify leaders and “team players.” And most importantly, we are committed to promoting respect among generations. This can be achieved by identifying and valuing the contributions and styles of each generation and providing mentoring as part of how people are promoted within the organization. – Lisa Marie Platzke, Upside Thinking Co., Ltd.

10. Give everyone a chance to be a leader

Develop people over time. If your organization needs a lot of potential leaders, make sure everyone gets a leadership opportunity every day. Give people ownership of projects and work, let them make decisions, ask important questions, and give them the opportunity to contribute strategic ideas at a level they can handle. The more they grow up, the more responsibility they take on. – Rajeev Shroff, Cupela Consulting

11. Keep These 3 Principles in Mind

As the creator of an online leadership development platform, I have three key principles in mind to develop the next generation of leaders. First, align your development budget with your biggest migration, readiness, and maintenance needs. Second, scale through digital learning in a way that fosters collaboration. Third, engage employees by easily adapting learning to the way they work. – Nina Newberry, Newbury Solutions

12. Provide coaching to anchor deep learning

Nurturing the next generation means seeing growth and progress in terms of what these individuals are learning, rather than how much training they have been provided. Training does not automatically lead to learning. These next-generation leaders deepen their learning and provide coaching to give them autonomy over their learning options. – Thomas Lim, Singapore Public Service, SportSG

13. Revive Paid Training Programs

Reinstate paid training programs and provide reimbursement for employees who reach milestones such as certifications and degrees. To save costs, companies have taken training up and made it difficult to access in recent years. But tie your investment to it and motivate your employees to stay with you through training programs that promote professional excellence. – John M. O’Connor, Careerpro Co., Ltd.

14. Base leadership training on your cultural values

Empowering the next generation of leaders to become cultural champions. An organization’s culture is a mirror of its leadership. Embrace your values ​​and expected behaviors and intentionally create effective leadership training based on them so that the next generation of leaders feel needed and empowered. As you grow, you’ll benefit from a bench of leaders who know to keep your culture alive and breathing. – Alex Draper, DX learning solution

15. Listen to Ideas, Insights, and Perspectives

Care and diet are important. Listening to employees’ ideas, insights and perspectives ignites the spark that connects the next generation to the company’s purpose. Ignite with clear roles and responsibilities that are closely tied to a success profile that outlines what you need to do to move forward and how you need to evolve your leadership skills. – Angela Cusack, spark to success

16. Empower current leaders to lead future leaders

Mentorship is very important. Organizations can create structures that allow current leaders to mentor the next leader. The benefits of coaching as a powerful development tool cannot be overemphasized. As such, appropriate coaching interventions can be used to support the growth of upcoming leaders. Finally, the organization’s growth trajectory must be communicated in a clear and evocative way. – Adaora Ayoade, EZ37 Solution

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