Millennial Leaders on the Move: Preparing New Leaders for Frontline Management

Millennial Leaders on the Move:
Preparing New Leaders for
Frontline Management
November 17, 2017
©2017 NetSpeed Learning Solutions

© 2017 NetSpeed Learning Solutions. All rights reserved.
Objectives
• Describe the leadership skills prized
by emerging leaders
• Ensure that your organization attracts
and retains Millennial talent
• Develop emerging leaders in Self-
Development, Performance
Management, Team Performance,
and Organizational Impact

© 2017 NetSpeed Learning Solutions. All rights reserved. 3
Purpose
What is driving your organization’s desire to
develop your emerging leaders?

2 million
each month

Why People Leave
The primary reason someone quits a job is:
– He/she is underpaid
– He/she is overworked
– He/she wants to develop his/her career
– He/she has a poor relationship to his/her manager
– He/she wants to relocate

Quitting
Poor
Relationship
with a Manager
#1 Reason for
Quitting a Job

Investment
12%
Said their organization currently
invests sufficiently in the
development of frontline
managers
Source: Harvard Business Review Survey

Investment
40%
Believe that frontline managers do
not receive sufficient tools and
training to develop into effective
leaders

Investment
60%
Of frontline managers claim to never
have received training before
stepping into a leadership role
Source: Workplace Leadership

Lack of Training and Tools
79%
Say the lack of frontline leadership tools,
training and development negatively
impacts their firm’s performance
“moderately” or “significantly”

Leverage
“Frontline managers…are directly responsible
for managing the vast majority of a company’s
employees and, therefore, have exceptional
leverage on company performance.”

Frontline Managers
50% 80%

Enter the Millennial Generation

Who Are They?
The generation born
from 1982 – 2002.

Millennial Myths
What “myths” are
floating out there about
millennial employees in
the workforce?

Their Worldview
What events
have helped to
shape Millennial
values and
priorities?

Values Shaped

“I was raised to believe I could change the world. I’m
desperate for you to show me that the work we do
here matters, even just a little bit. I’ll make copies, I’ll
fetch coffee, I’ll do the grunt work.
But I’m not doing it to help you get a new Mercedes.”
Elizabeth McLeod, Millennial
“Why Millennials Keep Dumping You: An Open Letter to Management”

Millennials into Management
“25% of the Millennial generation are moving
into leadership roles.”
Eric Reed
“How Millennial Managers are Shaping the
Workforce”

Negative Impact
What is the likely result of frontline managers
who lack critical skills?
– Overworked managers
– Underperforming teams
– Little employee development
– Lower quality
– Lower productivity
– Customer dissatisfaction
– Reduced employee engagement
– Lower profitability

Critical Skills
What skills are most critical for
emerging frontline leaders?
– Coaching and feedback
– Goal setting
– Delegating
– Executing tasks and assignments
– Communicating clearly
– Handling performance problems
– Motivating and inspiring
– Business acumen
– Running meetings

Chat
What is your organization already doing to
develop these new leaders?

Developing Frontline Leaders
Competitive
Advantage

Investment
2X more
5X more

Need for Investment
“We may be unconsciously harming our
organizations by giving short shrift to those at
lower levels.”
Victor Lipman
Harvard Business Review

Chat
Why do organizations spend
so much time and money
developing senior leaders at
the expense of developing
frontline leaders?

Transition to Leadership
“Most students of management agree that the
transition from employee to manager is one of the
most challenging in business. It brings new roles and
responsibilities, new ways of looking at organizations,
and new ways of relating to peers and multiple
constituencies.”
Victor Lipman
Harvard Business Review

“We Want to Lead”

We Need Leadership

Movement is a Given
Is your organization concerned?

Millennial Values
“Millennial managers emphasize benefits and
training in an effort to keep employees happy.”
CEO of Me

For Emerging Leaders

Emerging Leaders

Self Development
• Leading at Net Speed
• Building Open
Communication
• Working with
Communication Styles
• Writing for High Speed
Readers
• Connecting with Your Career
• Managing Time in Fast
Forward

Leadership Assessment
Complete the
leadership assessment.
http://netspeedlearning.com/leadership/assessment/

Performance Management
• Hiring the Best Talent
• Getting the Right Start
• Delegating Smartly
• Coaching to Redirect
• Coaching Smart People
• Turning Performance
Problems Around

Team Performance
• Communicating to Influence
• Meeting Change with
Resilience
• Building the Total Team
• Transforming Team
Conflict
• Running Effective Meetings
• Managing Projects by Design

Organizational Impact
• Setting and Achieving Goals
• Creating an Inspiring Work
Culture
• Making Strategic
Decisions
• Leading Across Generations
• Thinking to Break the Box
• Appraising Performance

Year One
•Leading at Net
Speed
•Building Open
Communication
Self
•Coaching to
Redirect
•Turning Perf.
Problems Around
Performance
•Building the Total
Team
•Meeting Change
with Resilience
Team
•Setting and
Achieving Goals
•Appraising
Performance
Organization

Year Two
•Working with
Comm Styles
•Connecting with
your Career
Self
•Hiring the Best
Talent
•Delegating
Smartly
Performance
•Transforming
Team Conflict
•Running Effective
Meetings
Team
•Creating Inspiring
Work Culture
•Leading Across
Generations
Organization

How Millennials Learn
How do they prefer
to learn?

How Millennials Learn
• Interactively
• Collaboratively
• Connected via technology (mobile)
• Bite-sized
• On demand 24/7
• Online or virtual
• Gamified (if relevant)

Leadership Development
68%
53%
Prefer online
classes for
leadership
development
Prefer
mentoring for
leadership
development

NetSpeed Leadership 2®
1. Face-to-face Classroom Training (24, 3-hour
modules)
2. Web Training modules (24, 90-minute sessions)
3. Online reinforcement tools
4. NetSpeed Administrator™
(to report the impact of training)

Retention
Source: National Training Laboratory Institute for Applied Behavioral Science
Lecture
Reading
Audio/Video
Demonstration
Discussion
Practice by Doing
Teaching Others
Immediate Application On-the-Job

PowerPoint Slide Deck

Participant Guide

Facilitator Guide

Reinforcement Tools
Job Aid Card
Electronic Magazine

NetSpeed On The Job

Critical Role
“On nearly every performance
metric—from customer
satisfaction to employee
engagement to productivity to
achieving business goals to
contributing to effective
communications—frontline
managers play a fundamental
role in achieving business
priorities.”
--Harvard Business Review

Putting It All Together
Insights
Actions

Complete the Survey
• A link to view the slides from
this webinar
• A link to view the recording
• Download The Other Side of
the Desk ebook

Q & A

Sources
Pew Research Center: “Millennials in Adulthood”
Intelligence Group: “What Millennials Want in the Workplace”
Virtuali and Workplace Trends: “The Millennial Leadership Study”
Thin Difference: “New Leadership 101”
Brandon Hall Group: “Emerging Millennial Leaders”
Deloitte: “Millennial Survey 2016”
Harvard Business Review Survey 2014
Bersin by Deloitte: Leadership Development Facebook 2014

Millennial Leaders on the Move: Preparing New Leaders for Frontline Management

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