Posts Tagged ‘ Millennials ’

Are Organizations driving out talented Millennial Leaders?

As I stepped up to the podium to give my Keynote at a recent leadership conference, I begin to second guess my whole topic of conversation. My topic, How Millennials may be the Catalyst for Change, was a very provocative approach to letting the majority of the audience know that Sam Cooke said it best when he said “Change is gonna come”. Millennials have a different take on work and truthfully, they have a big crush on work life balance. They talk about it, they breathe it, they live it, and they just want it really bad. Truthfully, they are just too big to ignore anymore. By 2025, Millennials will make up 75% of the global workforce and as of first quarter this year, make up the largest segment of general workers.

Newly minted Millennials leaderbigstock_Portrait_of_young_business_peo_12587012s are also in a really precarious situation — they have to be more flexible, agile, and willing to adjust to change than ever before. They have to lead their peers, lead older generations and even deal with this current climate of pushing for more work life balance. Currently, there is a dichotomy in researching human interactions: the research on the workplace is studied separately from an individual’s personal life or home life. As a result, research has yet to focus on the individual as a whole but often view him/her separately as if he/she is somehow neatly segmented into two different worlds. What Millennials are calling for is a fusion of the two. Life isn’t arbitrarily and artificially segmented, so they believe their work life and personal life shouldn’t be either. When asked in a recent focus group, 90% of Ken Blanchard Millennial employees desired a working life that was more in tune with the realities of life.  Recently, General Electric (GE) announced it will forego PTO and vacation hours and make the vacations unlimited to the majority of its employees. Roughly, 2% of all employers have this option but GE is the largest. This number will continue to grow exponentially in the coming years, as the shift is currently being made to a flexible workplace.

And that’s not even the scary part. The scary part is that, currently, 51% of Millennials are in formal leadership positions and the majority hasn’t received the proper training to become a leader. Organizations are setting up their new up-and-coming millennial leaders for failure! I spoke with a friend of mine in San Diego who mentioned that her VP of Sales left the company and they were replacing him with the top sales rep in the company. When the change was announced, they threw a huge party on Friday and everyone congratulated him for the promotion. On Monday, he submitted his resignation. He realized over the weekend that he didn’t want to do it. In fact, he said he couldn’t do it. He wasn’t trained to become a leader, didn’t know the skill set needed to transition from a high performing individual contributor to now a leader of his peers, and frankly had no desire to do it. He said, “I’m good at selling, that’s what I do; that’s my strength. Why would you think just because I’m good at selling I can become a high performing leader?”  It makes no sense, and employers do it all the time. If you want to keep your young, millennial talent you need to set them up for success by equipping and training them for their next role.

So, I’ve begun to really analyze this question around aspiring leaders to determine the best way to capture how Millennials are transitioning into become leaders in their organization. How do they feel? Do they feel equipped? Are they excited or nervous? If you’d like to contribute to this area of research, you may take this short survey linked here. I will share my findings in a follow up post after the data is analyzed.

British vs. American Culture!

5 Things People Do To Look Really, Really Busy

Top 5 Office Pet Peeves (Leadership Quote)

The 3 Habits of Highly Effective Millennials

We’re doing something a little different this week.

Instead of a written post, Gus Jaramillo and I collaborated on a video post as part of the Leadership Quote vlog series. Subscribe for future videos!

Millennials are Here to Stay

In 2015, Millennials will be the largest generation in the workforce according to a new report from the Bureau of Labor Statistics. Millennials already make up 28% of management and 2/3 see themselves in management within the next 10 years. Millennials are turning the page to a new chapter for the workforce and will take over as the majority leaders and will have the ability to make large decisions and have great impact.

So what do we know about Millennials? Let’s break this down into what non-Millennial hiring managers believe about Millennials vs. what Millennials actually believe about themselves.1471951_586401470518_4259087240555250497_n

In a recent survey…

Technology

What non-Millennial managers believe:

  • 82% believe that Millennials are more technically adept than prior generations

What Millennials believe:

  • 74% believe they can learn new things more quickly

Loyalty

What non-Millennial managers believe:

  • The majority (53%) report difficulty finding and retaining Millennial talent

What Millennials believe:

  • 79% say that would consider quitting their job and work for themselves in the future
  • A majority (52%) say corporate loyalty is outdated and a majority (58%) expect to stay in their job fewer than 3 years

The majority (80%) of hiring managers surveyed believe that Millennials are narcissistic, 65% believe Millennials are money-driven, and only 27% believe Millennials are team players. However, those same managers also feel that Millennials are more open to change (72%), creative (66%), and adaptable (60%).

The question isn’t whether there is a discrepancy on perspectives, but more so how we handle these differences and positively influence or channel the Millennials’ energy.

Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

How to Lead a Millennial

I am a millennial. I almost feel obligated to apologize for that because, for some, it has almost become a dirty word. Disjointed, entitled, unsocial… the list goes on. These are just some of the adjectives that people might describe this large portion of the Hipster Girlwork force and the current and future leaders of America.

For now, let’s say we get past our differences and agree on one thing: What we (millennials) need out of our leaders is different than what you needed. We need:

  • We don’t do politics very well. We haven’t quite navigated the whole office politics thing at all. You may see that as naive, but chances are, we may never actually master office politics. Truth be told, we are just not that into it. Our office politics are more like “The Office” and less like a scene from “House of Cards.”
  • Yes, we were the age that grew up with MySpace and “the” Facebook. We crave information and can read through it very quickly. We have the ability to look at a large amount of information and sift through the minutia to get what we need out of it. We actually embrace vulnerability as long as we are kept in the know about things. We hate to be blindsided or caught off guard.
  • Once we’ve earned it, stay out of our way! (In a good way). We are not a big fan of being micro-managed and want opportunities to be creative and innovative. We’ve grown up with technological innovation happening constantly around us and so that has nurtured our own creativity. And we want to show that off in our work.

Unemployed MillennialTo all non-millenials, remember, we are the generation that saw our parents lose their jobs, pensions, and futures during the economic downturn. We watched the news as the unemployment line was packed with people looking to stay afloat. We heard many say, “I lost my job and that was the only thing I knew how to do.” So we are diversifying our biggest portfolio by investing in ourselves. We are getting as many skills as possible, and although we may be accused of “coming for your jobs”, we are really just in survival mode. And we probably always will be.

Gus is a Learning and Performance Professional at the Ken Blanchard Companies and is currently finishing his PhD in I/O Psychology. He can be reached at gus.jaramillo@kenblanchard.com

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