Millennials…Start ‘Em Early


Millennials...Start 'Em Early

Millennials…Start ‘Em Early

Remember back in the day when “1999” by Prince thumped on every boom box? The ominously funky jam was the perfect song to celebrate the new millennium. Yet as the reality of “Y2K” sunk in, people responded with panic, triggered by great fears of the unknown. So many questions, worries and tragedies were predicted. With some minor glitches and adjustments, we all survived. So why does a momentous generational shift already in motion alarm your company?

Millennials are the generation born then between 1982 and 2004, now 13 to 35 years old and quickly maturing into the work force. They’re most known for filling positions formerly held by baby boomers but “This group’s values, needs, wants and ways of working are different and will cause the same kind of disruptions and opportunities that the baby boomers who preceded them did” (The Art of the Nudge pg 17).

The Bersin by Deloitte report highlights, “…more than 3.6 million company chiefs are set to retire as younger professionals ascend to managerial slots. Companies are busy planning for this transition anticipating the massive loss of boomers” (Altman). Once again, the impact of the “millennium” creates its own sort of chaos as this unique workforce comes in requiring a cultural shift as well.  Communication-wise, Millennials appear to be the most connected digitally, but disconnected interpersonally.  This generational shift requires training and development programs to allow new employees, managers and leaders to adapt. Are you investing time to train Millennial employees to adapt? You should be.

Leadership expert and author of Liquid Leadership, Brad Szollose says, “You can’t put someone in a leadership role assuming they have the skills to lead, only to train them 10 years later. If you want Millennials to succeed, invest in their leadership development today.” Leadership qualities and soft skills are invaluable and critical to prioritize in training Millennials.

With 200-300 social/digital media posts coming at Millennials every day, the number of disruptive ideas accentuate the pace of change. It’s no surprise Millennials’ priorities shift rapidly; they are distracted and racing to keep up!

New leaders need to be able to communicate in a way that:

  1. Engages people by listening and respecting them;
  2. Creates a compelling vision that they want to and are able to “opt into”;
  3. Gains alignment so they take action with passion and persistence;
  4. Creates high performing execution;

Employers view these characteristics as critical a skill set for high performance as competent, technical skills. Gathering stories from others fosters unprecedented understanding of them so we walk away from conversations knowing how we can help one another in a mutually beneficial way. A human leader speeds up your real business performance. We find Millennials to be thirsty for learning to elevate their skills and inspired by the idea of slowing down to truly understand people, their needs, wants and desires through empathic conversations.

Nudge: Think about what are you doing to create these new Millennial Leaders.  How will you help unleash, embrace and empower their enormous potential?

https://www.forbes.com/sites/ianaltman/2016/12/06/top-10-business-trends-that-will-drive-success-in-2017/2/#5fae4b92349b

https://www.forbes.com/sites/williamvanderbloemen/2017/02/22/how-to-spot-leadership-potential-in-millennials/#7aee4b8b16fa

https://www.theatlantic.com/national/archive/2014/03/here-is-when-each-generation-begins-and-ends-according-to-facts/359589/

https://www.geteverwise.com/human-resources/hr-in-2017-new-bersin-by-deloitte-report-predicts-most-disruptive-year-ever/

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