One of the aspects of data management that has gotten only rare attention in even our recent past is the need to develop leadership in the millennials who have been brought on the team early in their careers as special skills sets to meet the immediate IT, planning and analysis needs of your team. There’s work to do and most of the time the recruitment process focuses on matching the position requirements with the known abilities this generation of employees bring to the table.

But the importance of succession planning, using analytics and staffing projections, has quickly risen in the daily concerns of corporate leaders. For example;

Earlier this year Deloitte’s Global Human Capital Trends 2015 found that developing millennials rated as one of the top challenges by 86% of surveyed HR and business leaders, and it is especially challenging in developing millennial leaders. In the next 5 years, millennials will make up half of the US workforce. Surveys indicate two thirds of this growing talent pool plan to leave their organizations within the next 3 years.

Engaging and retaining high potential millennials in particular is a high priority to ensure a pipeline of leaders to drive future company growth.

Here is a specific healthcare industry example/challenge; Baptist Health System, based in Jacksonville, Florida, is a network of five hospitals, affiliated with 45 primary care offices located throughout Northeast Florida and Southeast Georgia.  Chief Learning Officer Justin Lombardo explains they look for leadership candidates with “1) consistency in action, values and mission 2) the ability to think critically about situations and contribute thoughtfully to discussions and 3) dedication to the work of the team.”  In most industries and healthcare in particular, “leadership in the future is a team sport.” Baptist Health provides challenging stretch assignments emphasizing the importance of collaboration and building strong networks to achieve results.

Millennials represent a growing segment of the workforce. Their distinct preferences, passions and expectations regarding work life and aspirations toward leadership roles appear to differ from previous generations. While Boomers were taught to be patient, persistent, and loyal and in return, receive rewards for their effort over time, high potential millennials highlight other traits.

Each C-level leadership team has a unique and experienced outlook for what mix of talent and skills will shape their future success. So, obviously, the development programs for upwardly mobile employees will be tailored to their culture and marketplace strengths. At the same time, they are recognizing that using god, relevant data about their human assets is crucial to momentum. And that’s where predictive data analytics gives you and edge.

So . . . where to you get the proven help and talent you need to get leadership development to the front of the bus?

Management Information Analysis’ teams help our clients solve problems they were unable to tackle before. Like managing you millennial human assets. We create and deliver solutions tailored to your internal and external data management needs to help cut through the complexity of multiple business unit operations and key market factors to gain insight into value creation at a granular level. And that delivers measurable value.

We can help you monitor your predictive HR trends, measure progress toward a quantitative goal or flag shifts in your labor market or financial operations. Call us to start a conversation that can enhance your data management investment while you make savvy human resource and asset management decisions. 512 478 3848.