At the Millennial Leadership Summit I attended in April, Bill Pallett and Jose Bansil of WJ Pallet & Associates talked about how to attract and retain millennial talent. Human resources administrators often talk about how difficult it is to find the right people for the job, and yet many millennials are underemployed. How can we connect these two often disparate factions? According to the report What Millennials Want From Work by...
“We know that within ten years, The Millennial Generation will represent 75% of the global workforce.”
Businesses should learn from their Millennial experience, start a conversation and build trust with the Generation Z demographic now. Otherwise, they risk becoming irrelevant in the future.
I have uncovered two major themes during my research on the millennial generation. First, there are some common and pervasive myths about this generation. Second, they really are not so different from any one else.
Millennials face all of the normal conflicts encountered at work, plus a new set of specific conflicts related to intergenerational issues.
One of the not entirely surprising insights is Millennials want their core purpose to be understood. When leaders listen for these purposes and concerns, Millennials (and all employees) feel valued and engaged.
Coaching Millennials requires coaches to be aware of several differences in how this generation shows up and what they need to do to be successful at their workplace.
Some New Ground Rules For The Millennial Generation Since starting NextGenLeaders eight years ago, we’ve had the privilege of working extensively with Millennials. At the onset, my assumption was that great leadership is great leadership, and that most of my favorite principles and models would have as much currency for Millennials as they do for Baby Boomers and Gen-Xers. Looking back, I’ve discovered that this has been...