Reference no: EM132286646

Deloitte, is company rated high for its leadership development programs, is deeply committed to helping its Millennial employees learn and absorb the leadership skills they will need to lead the company in the future. It starts with a very specific recruiting strategy for hiring Millennials and continues with a yearlong "Welcome to Deloitte" program. This program is all about teaching this age group client-management skills and team-building skills, and offering professional development opportunities. And, not surprisingly, it's done largely through social media using interactive experiences such as role-plays, simulations, games, and a tool to help these employees track their first-year tasks.

At Facebook, the first Millennial-run organization to become a Fortune 500 company, leadership development is designed around the needs of a fast-moving, fast-growing company. The head of leadership development at Facebook says that the only way leadership development works there is by making it consistent with the types of engineering tech types that comprise the company. Engineers are concerned only with "what works." And it's the same for any type of leadership development to be successful here; the focus has to be on what works. Also, since Facebook is an extremely flat organization with few levels of management, employees find out early on that in order to get anything done, they're going to have to be able to influence and inspire people. That's why leaders at Facebook don't have to be convinced of the need for people skills. They won't survive long without them.

Deloitte are professional services organizations. Facebook is a tech company. Compare and contrast their differing approaches to Gen Y leadership development and why one company may produce more leaders than the other?