Leading Early Talent, Building a Next Generation Team

Leading Early Talent, Building a Next Generation Team 14 lectures 19:01 Microlearning: Toolkit Microlearning 1: Time Changes Everything Time changes everything. Is your team also changing or is it stuck in the past? How do you know if change is necessary for your team to survive. Laura Goodrich and Sarah Sladek introduce you to the idea that change is a constant. Microlearning 2: The Interview With four generation in the workplace, we are not all the same. Sometimes we talk a different language. This microlearning demonstrates the divide between the generations and we need to move together to solve this challenge. Microlearning 3: Composition of the Workforce Every hour in the United States alone, 330 Baby Boomers reach retirement age. Who will fill the void. There is a talent crisis. Microlearning 4: Employee Attributes Employee profile- View the values of each generation and then with the toolkit make a list of the attributes you are looking for in a team member Microlearning 5: What’s New Everything around us of changing, so how do we move to embrace this change? Microlearning 6: White out Sometimes you have to have pain to force the action to change. Microlearning 7: Age vs Generation To create a cohesive team, leaders have to change too. Microlearning 8: How to Engage the Younger Generation The younger generation has to feel like they belong to the team to create a collaborative team. Once they feel like they belong, trust can be built Microlearning 9: Belonging The three elements early talent want from a team? The opportunity to learn, lead and make a difference. The generations are really not that far apart. Microlearning 10: Employee Benefits You fill out the toolkit exercise on employee benefits based on the Generation X and Y, Millennial’s core values of learning, leading and making a difference Microlearning 11: Next Generation Organization Engaging the early talent, make the effort to use technology, recognize them for their strengths and have fun. Microlearning 12: On-Boarding You fill out the toolkit exercise to determine what is your organization going to do during the first 90 days of employment to help employees feel like they belong? Microlearning 13: Close Navigate to the other programs in the Leading Early Talent series Leading Early Talent, Building a Next Generation Team. 14 lectures 19:01 Microlearning: Toolkit Microlearning 1: Time Changes Everything Time changes everything. Is your team also changing or is it stuck in the past? How do you know if change is necessary for your team to survive. Laura Goodrich and Sarah Sladek introduce you to the idea that change is a constant. Microlearning 2: The Interview With four generation in the workplace, we are not all the same. Sometimes we talk a different language. This microlearning demonstrates the divide between the generations and we need to move together to solve this challenge. Microlearning 3: Composition of the Workforce Every hour in the United States alone, 330 Baby Boomers reach retirement age. Who will fill the void. There is a talent crisis. Microlearning 4: Employee Attributes Employee profile- View the values of each generation and then with the toolkit make a list of the attributes you are looking for in a team member Microlearning 5: What’s New Everything around us of changing, so how do we move to embrace this change? Microlearning 6: White out Sometimes you have to have pain to force the action to change. Microlearning 7: Age vs Generation To create a cohesive team, leaders have to change too. Microlearning 8: How to Engage the Younger Generation The younger generation has to feel like they belong to the team to create a collaborative team. Once they feel like they belong, trust can be built Microlearning 9: Belonging The three elements early talent want from a team? The opportunity to learn, lead and make a difference. The generations are really not that far apart. Microlearning 10: Employee Benefits You fill out the toolkit exercise on employee benefits based on the Generation X and Y, Millennial’s core values of learning, leading and making a difference Microlearning 11: Next Generation Organization Engaging the early talent, make the effort to use technology, recognize them for their strengths and have fun. Microlearning 12: On-Boarding You fill out the toolkit exercise to determine what is your organization going to do during the first 90 days of employment to help employees feel like they belong? Microlearning 13: Close Navigate to the other programs in the Leading Early Talent series Microlearning: Toolkit Microlearning: Toolkit Microlearning: Toolkit Microlearning: Toolkit Microlearning 1: Time Changes Everything Time changes everything. Is your team also changing or is it stuck in the past? How do you know if change is necessary for your team to survive. Laura Goodrich and Sarah Sladek introduce you to the idea that change is a constant. Microlearning 1: Time Changes Everything Time changes everything. Is your team also changing or is it stuck in the past? How do you know if change is necessary for your team to survive. Laura Goodrich and Sarah Sladek introduce you to the idea that change is a constant. Microlearning 1: Time Changes Everything Time changes everything. Is your team also changing or is it stuck in the past? How do you know if change is necessary for your team to survive. Laura Goodrich and Sarah Sladek introduce you to the idea that change is a constant. Microlearning 1: Time Changes Everything Time changes everything. Is your team also changing or is it stuck in the past? How do you know if change is necessary for your team to survive. Laura Goodrich and Sarah Sladek introduce you to the idea that change is a constant. Time changes everything. Is your team also changing or is it stuck in the past? How do you know if change is necessary for your team to survive. Laura Goodrich and Sarah Sladek introduce you to the idea that change is a constant. Time changes everything. Is your team also changing or is it stuck in the past? How do you know if change is necessary for your team to survive. Laura Goodrich and Sarah Sladek introduce you to the idea that change is a constant. Microlearning 2: The Interview With four generation in the workplace, we are not all the same. Sometimes we talk a different language. This microlearning demonstrates the divide between the generations and we need to move together to solve this challenge. Microlearning 2: The Interview With four generation in the workplace, we are not all the same. Sometimes we talk a different language. This microlearning demonstrates the divide between the generations and we need to move together to solve this challenge. Microlearning 2: The Interview With four generation in the workplace, we are not all the same. Sometimes we talk a different language. This microlearning demonstrates the divide between the generations and we need to move together to solve this challenge. Microlearning 2: The Interview With four generation in the workplace, we are not all the same. Sometimes we talk a different language. This microlearning demonstrates the divide between the generations and we need to move together to solve this challenge. With four generation in the workplace, we are not all the same. Sometimes we talk a different language. This microlearning demonstrates the divide between the generations and we need to move together to solve this challenge. With four generation in the workplace, we are not all the same. Sometimes we talk a different language. This microlearning demonstrates the divide between the generations and we need to move together to solve this challenge. Microlearning 3: Composition of the Workforce Every hour in the United States alone, 330 Baby Boomers reach retirement age. Who will fill the void. There is a talent crisis. Microlearning 3: Composition of the Workforce Every hour in the United States alone, 330 Baby Boomers reach retirement age. Who will fill the void. There is a talent crisis. Microlearning 3: Composition of the Workforce Every hour in the United States alone, 330 Baby Boomers reach retirement age. Who will fill the void. There is a talent crisis. Microlearning 3: Composition of the Workforce Every hour in the United States alone, 330 Baby Boomers reach retirement age. Who will fill the void. There is a talent crisis. Every hour in the United States alone, 330 Baby Boomers reach retirement age. Who will fill the void. There is a talent crisis. Every hour in the United States alone, 330 Baby Boomers reach retirement age. Who will fill the void. There is a talent crisis. Microlearning 4: Employee Attributes Employee profile- View the values of each generation and then with the toolkit make a list of the attributes you are looking for in a team member Microlearning 4: Employee Attributes Employee profile- View the values of each generation and then with the toolkit make a list of the attributes you are looking for in a team member Microlearning 4: Employee Attributes Employee profile- View the values of each generation and then with the toolkit make a list of the attributes you are looking for in a team member Microlearning 4: Employee Attributes Employee profile- View the values of each generation and then with the toolkit make a list of the attributes you are looking for in a team member Employee profile- View the values of each generation and then with the toolkit make a list of the attributes you are looking for in a team member Employee profile- View the values of each generation and then with the toolkit make a list of the attributes you are looking for in a team member Microlearning 5: What’s New Everything around us of changing, so how do we move to embrace this change? Microlearning 5: What’s New Everything around us of changing, so how do we move to embrace this change? Microlearning 5: What’s New Everything around us of changing, so how do we move to embrace this change? Microlearning 5: What’s New Everything around us of changing, so how do we move to embrace this change? Everything around us of changing, so how do we move to embrace this change? Everything around us of changing, so how do we move to embrace this change? Microlearning 6: White out Sometimes you have to have pain to force the action to change. Microlearning 6: White out Sometimes you have to have pain to force the action to change. Microlearning 6: White out Sometimes you have to have pain to force the action to change. Microlearning 6: White out Sometimes you have to have pain to force the action to change. Sometimes you have to have pain to force the action to change. Sometimes you have to have pain to force the action to change. Microlearning 7: Age vs Generation To create a cohesive team, leaders have to change too. Microlearning 7: Age vs Generation To create a cohesive team, leaders have to change too. Microlearning 7: Age vs Generation To create a cohesive team, leaders have to change too. Microlearning 7: Age vs Generation To create a cohesive team, leaders have to change too. To create a cohesive team, leaders have to change too. To create a cohesive team, leaders have to change too. Microlearning 8: How to Engage the Younger Generation The younger generation has to feel like they belong to the team to create a collaborative team. Once they feel like they belong, trust can be built Microlearning 8: How to Engage the Younger Generation The younger generation has to feel like they belong to the team to create a collaborative team. Once they feel like they belong, trust can be built Microlearning 8: How to Engage the Younger Generation The younger generation has to feel like they belong to the team to create a collaborative team. Once they feel like they belong, trust can be built Microlearning 8: How to Engage the Younger Generation The younger generation has to feel like they belong to the team to create a collaborative team. Once they feel like they belong, trust can be built The younger generation has to feel like they belong to the team to create a collaborative team. Once they feel like they belong, trust can be built The younger generation has to feel like they belong to the team to create a collaborative team. Once they feel like they belong, trust can be built Microlearning 9: Belonging The three elements early talent want from a team? The opportunity to learn, lead and make a difference. The generations are really not that far apart. Microlearning 9: Belonging The three elements early talent want from a team? The opportunity to learn, lead and make a difference. The generations are really not that far apart Microlearning 12: On-Boarding You fill out the...