In the last post, we discussed the importance of mentorship. Key points were raised to give you something to think about as you decide if working with a mentor is the right approach for your career path. The value of mentorship has been proven time and time again. You have probably heard numerous stories about how key influencers contributed to the success of high-powered executives or world-class athletes. These stories aren’t exclusive to top-performers, they are present in every aspect of life.
Your customers have in mind their reason for reaching out to your company well before they boot up their computer, take their smartphone out of their pocket, stop by your store, engage Google Home or Alexa or pick up the phone. Often, these drivers are predictable and you can anticipate their reason for contacting your company. Other times, it's anyone's guess.
Handling customer interactions with ease and grace will contribute to your customers' expectations of how easy it is to do business with your company, and whether that experience encourages them to remain loyal. Remember, each customer experience is either doing damage to your brand or helping to promote it.
The importance of mentorship can be traced back to ancient civilizations. Throughout the ages, younger generations have successfully leveraged the knowledge possessed by more experienced, and often-times older, influencers. If you think about your personal experiences growing up, you may be able to quickly identify people that have helped you become the person you are today. Whether it was a teacher or coach, your parents or an older sibling, each played a vital role in your early development.
According to IBIS Capital, the outlook for eLearning in 2017 is bright. The firm reports that the global eLearning market will grow to $255 billion in 2017. What will fuel this growth? A surging interest by global executives to focus training on the critical skill sets that their employees require will lead to more advanced execution of eLearning programs. The rise of millennials in the workplace, and the retirement of baby boomers will further expedite this shift from more traditional learning environments to emerging eLearning practices.
Millennials have secured themselves as a dominant workforce within a majority of businesses and it’s time for many to take high-level executive positions and occupy the corner office of a reputable company. Nevertheless, by benefiting from the gained experience in large companies and a variety of learning technologies available, millennials prefer to test deep waters of a particular industry with their own start-up vessels rather be circumscribed inside the glass cabin. In such circumstances, an important question arises in regards to determining millennial leadership styles without emphasis on senior positions at the company.
Compared to millennials, technology is typically not a baby boomer’s strong suit. But just because they may not necessarily be tech-savvy, to think baby boomers have nothing to offer millennials in terms of training, development and career growth would be quite short-sighted.
While Uber and Lyft are the poster children of the independent worker economy, a less buzzed about group of freelancers and consultants are changing the way B2B enterprises and Fortune 500 companies do business. In 2016 highly skilled, educated freelance contractors are making a big impact on business. Trainers and managers need to adapt their learning and development programs to get the most out of this unique workforce.