By Kalibrr Content Hub on May 5, 2017
How would you train a millennial employee to be a leader? originally appeared on Quora - the place to gain and share knowledge, empowering people to learn from others and better understand the world. Answer by Jae Alexis Lee, Teacher, Mentor and Corporate Manager:
I've been training millennials to be leaders for a long time and I'll let you know a few secrets that are key to turning a millennial into an effective leader:
1. Understand what drives them.
[caption id="" align="aligncenter" width="507"] Source: Youth Village[/caption]
No, I don't mean get hip to twitter or whatever's trending at the moment, I mean really understand their motivations. I talk to lots of millennials about their car payments, their rent anxiety, their concerns about job security and their future marketability as employees and leaders. You can't treat someone as a cliche just because they're a member of a generation, you have to get down to what's actually driving the person you want to mentor.
2. Work with them to build a vision.
[caption id="" align="aligncenter" width="541"] Source: Sylvia Browder[/caption]
This is important. Once you understand what's driving them, it's time to talk about how to get there and how the things they're going to be doing for you will make that happen. I'm invested in them and their growth. Of course I'm going to benefit from that, but I want them to understand the long haul and the long haul is that they're going to be more marketable after a few years with me than they were when they started.
3. Demonstrate trust.
[caption id="" align="aligncenter" width="538"] Source: Business Insider[/caption]
For new leaders, this is vital and it's vital that you do it from day one. You trust them before you've seen proof that they're capable. You trust them because if they can't be trusted they shouldn't have been hired. Whatever the project is, whatever the scope of their responsibility is, you need to demonstrate to them that you trust them with an appropriate level of autonomy. No micromanaging, no excessively invasive oversight, and no treating them like furniture that's "shadowing" for extended periods of time. Get them engaged, give them decision making capability and let them make some decisions.
4. Build trust.
[caption id="" align="aligncenter" width="524"] Source: amazonaws.com[/caption]
New leaders make mistakes. Lots of them. That's normal. New leaders should feel like they can approach their mentors with problems, and you have to create an environment where they bring you problems early rather than hiding them.
Help them clean up the mess if they make one but don't clean it up for them. Hold them accountable absolutely but don't cut their legs out from under them when they make mistakes because they will make mistakes.
5. Embody the kind of leadership you expect them to execute.
[caption id="" align="aligncenter" width="551"] Source: Spring.St[/caption]
This is one of the most important things for you to do as a mentor. Young leaders are seeking a mentor to model themselves on and their leadership will be a reflection of your leadership. If there's a disconnect between what you expect of them and what you deliver as a leader, then you're going to lose a great deal of your credibility as a mentor and instead be seen as yet another corporate cog spouting buzzwords without genuine belief in them.
Don't get distracted by the stereotypes, drill down into the individuals you're mentoring and learn what makes them tick as individuals and you'll have the keys to making them successful leaders.