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Mentoring Millennials: Making the Change for Your Organizaiton
- 2. Webinar Panel Matthew Heilman Katie Mouton
- 3. Housekeeping • The webinar will be recorded and sent to everyone via email. • All participants have been muted, but feel free to participate. • Get social! Tweet using #insalawebinar
- 4. INSALA improves organization performance We provide mentoring technology to help your employees grow and develop. Insala's Hi-Impact Mentoring® software is used by organizations to improve career development, leadership development and social learning. We combine the latest best practices in launching and managing mentoring programs with our online mentoring software to creating a meaningful experience for all stakeholders.
- 5. Agenda 1. What are millennials asking for? 2. Why is making the change for millennials important? 3. Do's and Don'ts of mentoring millennials 4. What is the ROI?
- 6. “That’s it. The world is ending. These millennials are going to ruin what is great about our businesses. You know, they’re lazy. They don’t communicate well. They’re completely self- absorbed. They’re… they’re… going to do amazing things if we allow them to!” – Shawn Kessler
- 7. What Generation Do You Represent?
- 9. What do you think Millennials want?
- 10. From their Manager… • Career Navigation • Feedback • Development Opportunities • Flexibility
- 11. From their Company… • Preparation for the future • Company Culture • Purpose in their work • Career Development
- 12. To learn… • Relevant skills • Autonomy • Functional knowledge • Strategy
- 13. Millennials are asking for Mentoring!
- 16. Mentoring Elder Millennials Organizations need to mold a generation who can effectively adapt, continually learn, think outside the box and confidently lead. These are the future leaders Average age of CEOs is 57 years. 10,000 baby boomers retire everyday in the United States
- 17. Mentoring Younger Millennials Embrace the differences. These younger millennials are eager and excited. Harness that energy and help them be productive from Day 1. Millennials entering the workforce need strong mentors. Give them a smooth transition Reshape their expectations
- 19. Traditional Mentoring • One to One • Face to Face • Long Term • Senior mentoring Junior • Career Advancement
- 20. Why DoYouThink Millennials Prefer Modern Mentoring Over Traditional Mentoring?
- 21. Communication - Get Virtual Don’t: Expect us to take the traditional route to please our mentor. Do: Give us options Example:Virtual Mentoring Resources- Give More Don’t: Limit our access to only one source of knowledge and experience Do: Give us the chance to work with multiple mentors and/or mentees Example:Group Mentoring
- 22. Expectations - Set Some Don’t: Underestimate our skills Do: Give us the opportunity to share our knowledge Example: Reverse Mentoring Time Constraints - Keep it Quick Don’t: Only focus on the long-term Do: Give us the opportunity for instant gratification Examples: Speed Mentoring and Flash Mentoring
- 23. Whatis yourROI?
- 24. “Leaders that identify talent throughout their organization are way ahead of the curve. They have less turbulence in their company and great retention, which helps serve customers better and create more value for shareholders.” - Kate Kohler
- 25. MentoringYour Millennials Helps… ATTRACT TALENT INCREASE RETENTION RATES BOOST ENGAGEMENT
- 26. Part 2 Mentoring Millennials: Boosting Your Bottom Line October 17, 2018 11am EST/ 4pm BST Part 3 Mentoring Millennials: Developing Your Program November 14, 2018 11am EST/ 4pm GMT