How To Ignite The Millenial Generation

4/7/2014 Portafolio de Evaluación copy1

http://app.emaze.com/print/printPresentation/291097 1/28

Start

HOWTHE MILLENIUM GENERATION

TO IGNITE

JEN LYLES- LEAD IGNITOR



Jen Lyles

Graduate of Indiana University

Bloomington, IN.

Ran for City Councilwoman at

age 22

Co-founded FireSign Inc. at the

age of 23. Company is now 11

years old with 2 locations!

FireSign Inc is recognized as

one of the TOP 100 Minority

Businesses by Diversity

Business.

Not a Millionaire yet, but 2014

looks like the year!

Jen Lyles

STREET CREDIT



Evidencias

What We Came to Do:

Objectives and Focus of Workshop

IDENTIFY THE CHALLENGES AND OPPORTUNITIES OF NEWENVIRONMENTS IN OFFICE AND SCHOOLS

FOCUS ON HOW TO CAPTURE THE MILLENNIAL AUDIENCE

HOW TO KEEP THEM ENGAGED AND GET THEM TO THE NEXT LEVELOF SUCCESS WITHIN TRIO AND BEYOND!

http://www.slideboom.com/presentations/916073/Evidencia-del-Portafolio-de-la-Z.D.P.-de-Fernando-AC



THEGENERATIONSAT WORK

WE EACH NEED EACHOTHER ...



MILLENNIALS ARE THEFIRST GENERATION THAT

CAN ACCESSINFORMATIONWITHOUT AN

AUTHORITY FIGURE. THEYARE WIZARDS WITH

TECHNOLOGY,VISIONARIES WITH HIGH

EXPECTATIONS ANDBELIEVE THEY ARE

READY!

THEDICHTOMY ISTHEYDESPERATELYWANTMENTORSAND CAREERADVOCATES



MILLENNIAL INVASION COMING SOON!

2006 MILLENNIALS COMPRISED 21% OF THE WORKFORCE-NEARLY 32 MILLION WORKERS. OVER THE NEXT DECADETHEY WILL BE ALL IN!

Successful managers will be the ones who understand, appreciate and learn to

work wiht the differences in values, work-life priorities and expectations they

bring in.



x: 158 y: 109

THE FIRSTRULE OF FIGHTCLUB IS: YOUDO NOT TALKABOUT FIGHTCLUB

BUILDERS- 1925-END OF WWII 1945

4 Generations in theWorkplace Now

BABY BOOMERS- 1946-1964 (NUMBERING 80 MILLION)

GENERATION X- 1965-1977 38 MIL

MILLENNIALS- 1978-1996 78 MILMORE THAN 25% OF POP.



Builders- There were 56 Million Builders. Great Depression, Roosevelt's New Deal, WWII, GI BILL. 49% that went to

college were veterans. By1956, nearly 8 million WWII vets had taken the advantage of opportunity for

education. Authority was important as was hard work, honor and delayed gratification. People were

willing to work 30 or more years before they got their gold watch and could retire.

Baby Boomers- Vietnam, The Cold War, the Civil Rights Movement, the Women's Lib Movement, television, rock and roll all

made an indelible impression on this generation. The BB's protested in favor of equality for everybody and

they discovered the charm of credit cards. Kennedy and King assassinations robbed them of their

innocence, while the moon landing showed the world they could do anything they set their minds to. For

BB's values such as professional identity, health & wellness and material wealth are all very important.

Forever young, run fast, jump long, throw hard. they wanted free drugs in the 60's and now they want free

drugs again! This time...from Medicare.



Generation X Influenced by Gulf War, Challenger explosion, AIDS, corporate downsizing, a tripling of the divorce rate,

both parents working (latchkey kids), video games, MTV computers- all made a mark on this generation.

They were suspicious of their parents. They say, "Wait a minute. You mean you can land a man on the

moon, and yet you can't even get a rocket off the launch pad? Values include mobility and autonomy.

They need to be able to move around and want to be their own person. Greatest value is to have balance.

Don't perceive a need to be in the office- they could sit on the beach and do their work

Millennials (Gen Y)Shaped by 9/11 and terrorism, Columbine (which took the King and Kennedy assassinations to a new

more personal level), the girl's movement- Spice Girls, Dixie Chics, cell phones, text messaging, tech

based social networking, strong emphasis on social responsibility. Technology isn't a tool to just to more

work or achieve balance. It's an integral part of the members of this group, and working with it has

become 2nd nature. The members of this generation want and NEED constant feedback. Why? Because

they were raised in democratic and praise-based families that proudly displayed "My kid mad the honor

roll Stickers".



The

Clock started in 1997 and will continue into the 2nd decade of the 21st century. The forerunners in the

group are turning 12 years old. They will be coming of age during the Obama presidency. Their cohort will

be smaller than that of the Millennials. Some of things that may impact their values and attitudes:

Mortgage Crisis, Corporate Bailouts, Hannah Montana, Gucci Mane Obama, Captain Phillips- The pilot that

landed the plan on the water.

O Generation



The Coming Job Gap

THE COMING JOB GAPThere is a global phenomenon taking place. It's called "Global Aging" and it's impact will be evident over the next few years.

Large numbers of the most experienced workers will exit the labor force due to retirement & mortality. The battle for talent

will intensify within regions. Countries will battle for dwindling supplies of indigenous, high skilled labor. The European Union

alone is currently experiencing a 25% decline in population. The Great Recession of 08-09 has temporarily slowed the exit of

Baby Boomers from the workforce, but the exodus will resume once the economy and retirement savings recover.

50% OF EXECUTIVES IN THE US WILL BEELIGIBLE TO RETIRE WITHIN THE NEXT

5 YEARS.



CASUAL NETWORKINGYOU'RE SO SPECIAL

Family

Education

Morality

Peers

Spirituality

Culture

Major Values



TENSIONIS THICK

MORE THAN 60% OFEMPLOYERS SAYTHEY AREEXPERIENCINGTENSION BETWEENEMPLOYEES OFDIFFERENTGENERATIONS



SINCERITY IS THE

VIRTUE OF ONE WHO

SPEAKS TRULY ABOUT

HIS OR HER OWN

FEELINGS, THOUGHTS,

DESIRES.

MaturationalTheory



DEFINED AS GOOD MANNERS OR CORRECTNESS. ALL 4GENERATIONS IN THE WORKPLACE HAVE AN IDEA OFWHAT IS CORRECT- 3 HAVE COME TO A CONSENSUS

WHO GETS TO SET THE RULES?

DECORUM-

EXPECTATION



EVERY GENERATION EXPERIENCES SHARED SENSEMAKING. IT'S A PROCESS IN WHICH INDVIDIUALSJOINTLY INTERPRET THEIR ENVIRONMENT & CREATECOLLECTIVE ACCOUNTS OR NARRATIVES FROMWHICH THEY DERIVE MEANING FROMORGANIZATIONAL EVENTS.

EVERYBODY



Table

HOW TOENGAGE THEMILLENIALS

*Communicating referes to the ability to make

a connection at a relational level. It's the

primary area where tension can escalate into

emotional conflict. In the saddest cases,

professional relationships deteriorate so

much that there can be personal attacks.

PERCEIVEDORIENTATION

MILLENNIAL INTRISTICVALUE

REQUIRED MANAGERIALCOMPETENCY

Autonomous Work-Life Balance Flexing

Entitled Reward Incenting

Imaginative Self-Expression Cultivating

Self-Absorbed Attention Engaging

Defensive Achievement Disarming

Abrasive Informality Self- Differentianting

Myopic Simplicity Broadening

Unfocused Multitasking Directing

Indifferent Meaning Motivating



HOW TOENGAGE THEMILLENIALS

Critically important characteristics required of anyone who volunteers to work with young

people.

1. The ability to initiate a relationship

2. The patience to set expectations according to where the young person is, not where you

want him or her to be.

3. The ability to suspend the bias of your own experience.

HOW TO GET THEM TO PERFORM

EXPERIENCECAN FAIL YOUBECAUSEEXPERIENCECAN BEMISGUIDED



ASSESS THEREADINESS LEVEL

1. I explain what I will do

2. I do it and you watch me

3. We do it together

4. You do it and I watch you

5. You do it on your own

6. You explain what you did

Once you know the readiness level of the

direct report, you can determine what type of direction

needs to be provided.



PERSPECTIVE & MIND SET

PERSPECTIVE THE EFFECTIVE MANAGERS THE CHALLENGED

MANAGERS

AdaptabilityTalked about their own need to change to

manage in "Today's World"

Talked about how others needed to

change to make it in the "real

world"

Self- EfficacyBelieved there was something they could

do about the situation

Believed that there was little they

could do about the situation

Confidence

Allowed their subordinates to challenge

them (ideas, processes, ways of doing

things)

Sanctioned or punished their

subordinates for challenging them

PowerUsed the power of relationship vs. the

power of their position

Felt the only power they had was

their positional authority

EnergyWorking with 20 somethings made them

feel younger

Working with 20 somethings made

them feel older

SuccessSaw themselves as key to the 20

somethings success

Saw the 20 somethings as an

impediment to their own success

PERSPECTIVE THE EFFECTIVE MANAGERS THE CHALLENGED

MANAGERS



PERSPECTIVE & MIND SET

EMPATHYKey to building trust with Millennials. "If they know you care about them, they will go to

hell and back for you!

Optimism, Creativity and Raw Enthusiam Millennials bring to the work place.

Millennials place high value on work being fun.



Core Competencies to Success

THE TIME IS NOW

ADAPTING COMMUNICATING

ENVISIONING



Demo

ADAPTING-

Willingness to accept that Millennials do not have the same experiences, values

or frame of reference that you had when you were the same age. Suspend the

bias of your own experience.

This may require changes to your organizations policies and procedures.

-Several major corporations found that they were better able to remain true to

their policies more accomodating to the expressed values of Millennial

employees.

ENVISIONING

Lifting the horizons among the unmotivated and myopic. Connecting

millennials goals and aspirations with the organizations objectives.

People who receive constant negative feedback often show lower levels of

effort as a result.



ADAPTING-

One of the biggest roadblocks to successfully managing Millennials is perhaps

a leaders greatest asset...Lived Experience.

INCENTIVES 3 KEYS TO INCENTING MILLENNIALS

1. Create Incentives that they value

2. Clearly & throughly state desired outcomes and expectations

3. Provide timely and fair assessment of their performance. Millennials value

self-expression.



Millennials do not have the same need or know howto build relationships

EMOTIONSTHAT WEFEELDICTATETHEQUALITY OFOUR LIFE

THE STORYWE ARETELLINGOURSELVESDEFINESWHERE WEGO



Achievements

How to Win

IN YOUR LOCAL IDENTIFY WHAT IS NEEDED IN THEMARKETPLACE (PARTNER WITH CORPORATIONS)

WHAT MAJORS DOES YOUR CAMPUS SPECIALIZE IN? GEARSTUDENTS TOWARD CAREER OPPORTUNITIES ANDINFORMATION IN THESE FIELDS

"CONNECT THE DOTS"- YOU ARE LEADER, THEY HAVE THESAVVY.



THE KEY- IF WE GET OVER OURSELVESAND UNITE...WE WILL IGNITE AGENERATION AND THE WORLD TOUNBELIEVABLE HEIGHTS!

REMEMBER AT ONE POINT, THE WORLDAS WE KNOW IT WAS FLAT. EMBRACE CHANGE. LIVE AWESOMELY



Leadership & Management

How To Ignite The Millenial Generation