The Center for Talent Innovation holds an impressive record for both defining the essence of corporate talent challenges, and proposing solutions. At its helm, President and Founder Sylvia Ann Hewlett has her finger on the pulse of what’s making waves across every organizational level, including the current preoccupation with Millennials.
The Center for Talent Innovation (CTI) regularly publishes carefully researched reports on its findings. During a recent study, Misunderstood Millennial Talent, Dr. Hewlett lead the project team to discover what the invisible majority of Millennials really need and want.
In her Foreword to Misunderstood Millennial Talent, Dr. Hewlett is refreshingly candid about her ability to relate to this cohort. This connection is based on her own journey from a poor Welsh mining village through Cambridge University and on to junior positions in academia, decades before she founded CTI.
The study shows that contrary to a perception of privilege, 91 percent of Millennials struggle financially. They are heavily burdened with educational debt.
It is Dr. Hewlett’s own impoverished youth that helps her identify with these struggling young people; “Galloping inequality has hit this generation hard.”
Refuting the job-hopping myth
“The vast majority of Millennials do not conform to the self-involved stereotypes sensationalized by the media. They do not hop from job to job, because they lack the financial safety net to support such a journey.”
MIA: Three missing pieces
According to CTI’s research, although its younger members are often tech-savvy, overall, Millennials fall short in three essential areas, mandatory for advancement:
- Subject matter expertise
- Soft skills
What this boils down to infinite terms is inadequate relationship building to extend their reach and an absolute lack of exposure to leadership development, so critical in today’s shrinking world peopled with virtual teams.
Many organizations decline to invest in Millennials because of the proverbial job-hopper cliché, and as a result, exposure to the all-important soft skills is non-existent.
CTI: Committed to investing in Millennials
Dr. Hewlett is very clear:
“To step into leadership, they need to close their skill gaps and broaden their networks; they need us to invest in their intellectual growth and foment more rewarding relationships.
I’m committed to making that investment. While there is always the possibility that these young hires will walk out the door, I have found – and our research shows – that investment begets loyalty, particularly in Millennials whose socioeconomic backgrounds dispose them to make the most of every opportunity.”
Training for new hires and recruits
At Corporate Class, we have launched Professional Presence workshops as a prelude to Executive Presence training. Professional Presence provides a foundation, essential for the next generation of leaders to understand the diverse combination of skills that comprise Executive Presence.
Developed over the past decade during programs to prepare graduate students and post-doctoral fellows for the corporate workplace, Professional Presence training may be optimized during orientation or onboarding programs for new hires and recruits, or during dedicated sessions for young professionals.
To learn more about Professional Presence Workshops, please contact:
Inna Labounskaia, 416-967-1221 Ext 102