The Emerging Leaders Program delivers leadership coaching services to your high-potential Millennial talent. We help you plan ahead – preparing your organization for changing demographics, skill requirements, external pressures, and other demands.
Our program takes a proactive, best practice-based approach to mission readiness by developing a cohort of your workforce to lead in the near future. Emerging Leaders is forward-looking, enabling you to keep pace with your talent development needs.
We designed the Emerging Leaders Program for results like…
- Improved readiness for the “retirement wave” and the transition of Millennials to positions of authority
- Improved retention of young talent, ensuring you have the workforce required to support organizational goals
- Employees with the self-awareness and interpersonal skills to lead others and ensure organizational success
- Insight into growth opportunities and recommendations to develop your team
We support succession planning through proactive leadership development
Nearly 25% of the workforce will be ages 55 and older by 2024(1). With so many approaching retirement eligibility, younger employees will inevitably be promoted into leadership positions out of necessity – not based on their readiness. It’s a common practice that can have unintended consequences. For example, research shows that promoting young workers too soon limits the development of emotional competencies, which can negatively impact their careers(2).
The Emerging Leaders Program helps you get the leaders of tomorrow ready today. We work with you to assess and develop high-potential Millennials, so they’re prepared when you need them.
We build interpersonal skillsets for the future of work
As automation permeates more of our day-to-day work, the ability to interact with others will become increasingly important. Not only are interpersonal skills lacking in today’s workforce, but the need for these skills outpaces that of technical ones, comprising 4 of 10 critical job skills(3).
Meanwhile, interpersonal skills top the list of skills Millennials believe are essential to an organization’s long-term success as we enter the future of work(4). Our Emerging Leaders Program focuses on these critical areas and equips coachees to lead in 21st-century work environments.
We tailor methods to enhance participation and skill retention
By offering a tailored program, we can match the needs of coachees more closely. First, we cater to Millennial online communication and learning preferences using virtual coaching techniques. Our approach also follows the industry trend of less in-person meetings in favor of virtual sessions(5).
Second, we consider how age impacts the effectiveness of coaching. We not only assess development needs common among Millennials but also mitigate coaching challenges historically attributed to younger leaders. Psychology studies note 30-something leaders have unique challenges when compared to older counterparts(6). We use preemptive techniques to encourage self-reflection and ensure changes stick.
Finally, we put coachees in the driver’s seat. We address Millennial preferences for self-directed or self-paced learning(4) by giving them control of their development while providing structure and feedback. Our experience has also shown this approach aids overall comfort with the coaching process.
The Emerging Leaders Program enables you to keep pace with your talent development needs. Contact us to learn more.
- “Older workers: Labor force trends and career options,” Career Outlook, U.S. Bureau of Labor Statistics, May 2017
- “Coaching Rising Managers to Emotional Maturity,” Harvard Business Review, 2002
- “Linkedin Skills Gap Study 2018,” Linkedin, 2018; “The Future of Jobs,” World Economic Forum, 2016
- “2018 Deloitte Millennial Survey,” Deloitte, 2018
- “Executive Coaching Survey,” Sherpa Coaching, 2017
- “Executive Coaching: The Age Factor,” Consulting Psychology Journal, 2016