Managing the Millennial Generation: Strategies to Select and Develop

Gen Y Leadership Talent

Dr. Maynard BrusmanConsulting Psychologist & Executive CoachWe help companies assess, select, coach, and retain emotionally intelligent leaders

Briefings Media Group Audio Conference 8-26-2009

Maynard Brusman

Learning Objectiveso Win the “War for Millennial Talent.”o Adopt new mindset – initiate, engage,

collaborate and evolve.o Create a GEN Y friendly workplace culture.o Best Practices for Managing Millennials.o Change perspective involving time, technology

and loyalty.o Provide in the moment performance feedback.o Create emotionally intelligent teams.o Develop future leadership bench strength.

Veteranso Born Before 1945 (64 and up)o Matures, Civics, Great Generation, Radio Babieso 58 Million in the USo Pearl Harbor , Hiroshima/ Nagasakio Values:n Hard Workn Sacrifice n Stabilityn Conformityn Delayed Gratification

Baby Boomerso Born Between 1945 and 1965o Boomers, “Me” Generationo 78 Million in USo Cuban Missile Crisis, Kennedy Assassination, Man on the

Moon, o Values:n Workn Self n Involvement n Personal Gratificationn Community

Generation Xo Born Between 1966 and 1980o Xers, Baby Busters, Original “Latchkey” Kidso 48 Million in US o Personal Computers, Challengero Valuesn Independentn Change n Technology Literaten Skepticism

Millennial Generationo Born After 1980o Gen Y , Echo Boomers, New Generation Me, Nexterso 73 Million in US o OJ Trial, Monica Lewinsky, Columbine, 9-11 o Values:

n Confident/Too Confident?n Technology Sophisticationn High Expectations/ Narcissistic/ Impatient to Succeed?n Moral & Issue Mindedn Egalitarian n Collaborativen Independent Contractorsn Parental Impact & Rewards/Recognition

Quotes about Millennials

“…The Millennial Generation will entirely recast theimage of youth from downbeat and alienated toupbeat and engaged—with potentially seismic consequences for America.”— Neil Howe and William Strauss from “Millennials Rising.”

“Organizations that can’t—or won’t—customize training,career paths, incentives and work responsibilities needa wake-up call.”— Carolyn A. Martin and Bruce Tulgan from “Managing Generation Y.”

“They know the way things go down and are nolonger naïve about the workings of the world and theintentions of businesses and other organizations.”— Peter Sheahan from “Generation Y: Thriving and Surviving with Generation Y at

Work.”

Who are the Millennials?

o They are optimistso They are team playerso They accept authorityo They are rule followerso They are smart (like school and

learning)o They are technologically sophisticatedo *Source: Millennials Rising

Millennial Characteristics

o Confidento Freedomo Speedo Transparencyo Playfulo Collaborativeo Innovativeo Customize

Millennial Characteristics

Case Study

o Millennial From Down Under

Neuroscience –The Millennial Brain

o Neuroscience Researcho The Millennial Mindo Video Gameso Multitasking o Scanningo Distributed Cognition

The Millennial Brain

Win the War for Talent

o Initiate Relationshipso Engage for Learningo Create Collaborative Cultureo Retain: Evolve the Relationship

ROWE

o Results-only work environmento Best Buyo Revamp Corporate Cultureo Flexibility

Connecting

o Positive Today and Optimistic About the Future

o Why? – How they Will Benefito Tell the Trutho Know them as Individualso Reward Positive Performanceo Model the Way

Attracting and Retaining Millennialso 1. Address parents as an explicit part of your workforce

strategy.o 2. Shift performance management to tasks, not time.o 3. Design jobs – and the workplace – for collaboration.o 4. Invest in the latest technology.o 5. Encourage the Boomers at work to mentor Y’s.o 6. Coach managers to provide frequent recognition and

feedback.o 7. Challenge Y’s with tasks that require problem-solving.o 8. Re-design career paths: more frequent, smaller steps

– lateral moves – not necessarily up.

Selection & Recruitment -Video

oMaintain or set expectations via video.oNow more popular than ever- YouTube.o2 themes- corporate video (message

from CEO) or self produced (meet the team).

oDay in the life (realistic job previews).

Attracting Candidates

o Write Outrageous Ads that are Fun, Challenging and Exciting.

o Describe what candidates will be doing and becoming.

o Stay connected with former employees.

o Create employee referral program.

Performance–Based Job Descriptions

o Reflect what needs to get done.o Results-oriented approach.o Ability to achieve measurable

objectives is best predictor of future performance.

o Emphasis on performance and potential over skills and experience.

Attracting Millennial Future Leaders

o Webinarso You Tubeo Podcastso Facebooko Twitter

Recruiting Message

o Performance-based Compensationo Flexible Scheduleso Tele-Commutingo Marketable Skillso Access to Decision Makers

Culture and Climate

o Career Ladderingo Socializationo Mentoringo Positive reinforcement

Time, Technology and Loyalty

o For younger workers time is a currency.

o Millennials embrace technology.o They want to work for the right boss.

Jerk Boss

o Close-Mindedo Disrespectfulo Intimidating

Dream Boss

o Respectfulo Caringo Emotionally Intelligento Flexible and Open-Mindedo Coach and Mentor

Best Practice Management Strategies

o Provide Structure.o Provide Leadership and Guidance.o Encourage Action Learning.o Team Coaching.o Listen to Their Ideas.o Challenge & Change vs. Boring.o Provide Work-Life Balance.

Performance Reviewso Performance reviews are often the most visible talent

management process – and can be a great opportunity to engage Millennials!

1. Provide a multi-rater 360° option for your employees.2. Enable employees to twitter/blog on themselves and

their peers in a performance journal. 3. Use social media to rate on contribution, not just

formal goals/competencies.

Performance Feedback

o In The Moment Feedbacko 360–Degree Feedbacko Feedforward Exercise

Coaching and Mentoring

o Coachingo Mentoringo Millennial Mentors

Emotionally Intelligent Teams

1. Help each other be successful.2. Look for innovative ways to make new

ideas work…not for reason’s they won’t.3. If in doubt…check it out! Don’t make

negative assumptions about each other .4. Speak positively about each other and

your organization at every opportunity.5. Remain optimistic no matter what the

circumstances.

Emotionally Intelligent Teams

6. Be proactive as if it all depends on you.

7. Do everything with enthusiasm…it’s contagious.

8. Whatever you desire…give it away.9. Be persistent…never give up.10. Have fun!

Developing Future EQ Leaders

o 10 Ways to Develop Empathyo The Next “Greatest Generation”

Working Resources

Thank You!

Questions & Answers

Resources for Further Information

o Burmeister, M. (2008). from Boomers to Bloggers. Fairfax, Virginia: Synergy Press.o Chester, E. (2002). Employing Generation Why?. Lakewood, CO: Tucker House Books.o Deal, J. (2007). Retiring the Generation Gap. San Francisco, CA: Jossey-Bass.o Dychtwald, K., Erickson, T ., & Morison, R. (2006). Workforce Crisis. Boston, Mass: Harvard

Business School Press.o Erickson, T. (2008). plugged in…The Generation Y Guide to Thriving at Work. Boston, Mass:

Harvard Business Press.o Fields, B., Wilder , S., Bunch, Jim. & Newbold, R. (2008). Millennial Leaders. Buffalo Grove, IL:

Writers of the Round Table Press.o Gravett, L. & Throckmorton, R. (2007). Bridging the Generation Gap. Franklin Lakes, NJ:

Career Press.o Howe, N. & Strauss, W. (2000). Millennials Rising. New York, NY: Vintage Books.o Lancaster, L. & Stillman, D. (2002). When Generations Collide. New York, NY: HarperCollins.o Marston, C. (2007). Motivating the “What’s In It For Me?” Workforce. Hoboken, NJ: John Wiley.o Martin, C. & Tulgan, B. (2001). Managing Generation Y. Amherst, Mass: HRD Press.o Martin, C. & Tulgan, B. (2006). Managing the Generation Mix. Amherst, Mass: HRD Press.o Orrell, L. (2008). Millennials Incorporated. Deadwood, OR: Intelligent Women Publishing.o Tapscott, D. (2009).Grown Up Digital. New York, NY: McGraw-Hill.o Tulgan, B. (2009). Not Everyone Gets A Trophy…How to Manage Generation Y. San Francisco,

CA: Jossey-Bass.

Social Media

o Connect with me on these Social Media sites. http://twitter .com/drbrusmanhttp://www.facebook.com/maynardbrusmanhttp://www.linkedin.com/in/maynardbrusmanhttp://www.youtube.com/user/maynardbrusman

Dr. Maynard BrusmanConsulting Psychologist & Executive Coach

Working Resources P .O. Box 471525 San Francisco, California 94147 Tel: 415-546-1252E-mail: mbrusman@workingresources.comWeb Site: http://www.workingresources.comSubscribe to Working Resources Newsletter:http://www.workingresources.comVisit Maynard's Blog:http://www.workingresourcesblog.com