Roadmap to Retention: Creating a Leadership Lattice for Young Employees

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I’ve shared the story of a Millennial friend who would visit his manager’s office every couple months to discuss a road map for his leadership development and increasing role in the organization. When the friend went by the manager’s office the first time, the manager blew him off. The second time, the manager told my friend they’d get around to it. After the fifth visit with no response, my friend made a decision to jump ship. He left the organization a month later.

I’ve shared the story of a Millennial friend who would visit his manager’s office every couple months to discuss a road map for his leadership development and increasing role in the organization. When the friend went by the manager’s office the first time, the manager blew him off. The second time, the manager told my friend they’d get around to it. After the fifth visit with no response, my friend made a decision to jump ship. He left the organization a month later.

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What my friend was asking for—and what many other Millennials want—is the idea of building a “Leadership Lattice” with their manager or coach. Much like a gardening lattice, a Leadership Lattice is a structured approach (through conversation and building a developmental plan) comprised of different competency vehicles (like joining internal teams, being a part of nonprofit boards or associations, or sitting in on strategic planning meetings) that grow and support people looking to advance in the organization.

What my friend was asking for—and what many other Millennials want—is the idea of building a “Leadership Lattice” with their manager or coach. Much like a gardening lattice, a Leadership Lattice is a structured approach (through conversation and building a developmental plan) comprised of different competency vehicles (like joining internal teams, being a part of nonprofit boards or associations, or sitting in on strategic planning meetings) that grow and support people looking to advance in the organization.

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Three Key Actions

Three Key Actions

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   Provides a roadmap for both the Adaptive Coach and the Millennial on specific areas of growth and development needed to build the Millennial’s competency and commitment to the organization.

   Provides a roadmap for both the Adaptive Coach and the Millennial on specific areas of growth and development needed to build the Millennial’s competency and commitment to the organization.

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   C hallenges the current beliefs of the Millennial about the timeframe and the expectation of their role (and growing roles) in the organization. A tactical, tangible vision of where you plan to grow your Millennial worker can tamper down the romantic belief that they will be the CEO before the appropriate time.

   Challenges the current beliefs of the Millennial about the timeframe and the expectation of their role (and growing roles) in the organization. A tactical, tangible vision of where you plan to grow your Millennial worker can tamper down the romantic belief that they will be the CEO before the appropriate time.

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   Frames a commitment between the Adaptive Coach and the Millennial that is in writing, has a specific work plan and review dates, and ensures that opportunities will be created.

   Frames a commitment between the Adaptive Coach and the Millennial that is in writing, has a specific work plan and review dates, and ensures that opportunities will be created.

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The Leadership Lattice starts as a conversation between the Adaptive Coach and Millennial to discuss what the Millennial needs in terms of growth and support. This conversation is all about building competency and commitment.

The Leadership Lattice starts as a conversation between the Adaptive Coach and Millennial to discuss what the Millennial needs in terms of growth and support. This conversation is all about building competency and commitment.

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It may be finding areas where further training is needed like in facilitation skills or decision making skills. It may be about getting the Millennial on a multi-functional internal team to explore her skill sets, add value to the organization and become entrenched in the mission of the organization. Sometimes, for your Rock Star Millennials, it’s about putting them through a 360-degree development feedback process where you can identify strengths and weaknesses and then find avenues to strengthen the strengths and neutralize the weaknesses.

It may be finding areas where further training is needed like in facilitation skills or decision making skills. It may be about getting the Millennial on a multi-functional internal team to explore her skill sets, add value to the organization and become entrenched in the mission of the organization. Sometimes, for your Rock Star Millennials, it’s about putting them through a 360-degree development feedback process where you can identify strengths and weaknesses and then find avenues to strengthen the strengths and neutralize the weaknesses.

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To offer a snapshot of a new generation’s career aspirations and attitudes towards work, consulting firm Deloitte conducted a survey of more than 7,800 workers born after January 1983. The survey found that more than half of young professionals polled say they aspire to the top job at their organization, but only about one in four feels their current employer makes full use of their skills.

To offer a snapshot of a new generation’s career aspirations and attitudes towards work, consulting firm Deloitte conducted a survey of more than 7,800 workers born after January 1983. The survey found that more than half of young professionals polled say they aspire to the top job at their organization, but only about one in four feels their current employer makes full use of their skills.

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The Leadership Lattice is a practical tool that puts meat and structure to the questions: “How do we use their full set of skills?” and “How do we retain Millennials?” To get started, I challenge you to do two things:

The Leadership Lattice is a practical tool that puts meat and structure to the questions: “How do we use their full set of skills?” and “How do we retain Millennials?” To get started, I challenge you to do two things:

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  Ask Millennials you mix with at work whether they have identified a growth plan with their manager.

  Ask Millennials you mix with at work whether they have identified a growth plan with their manager.

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  Ask Millennials whether a growth plan would increase (or decrease) their commitment to your organization.

  Ask Millennials whether a growth plan would increase (or decrease) their commitment to your organization.

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For a free sample template of a Leadership Lattice visit here.

For a free sample template of a Leadership Lattice visit here.