Download - 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
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 2/28
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
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 3/28
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!
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 4/28
THEGENERATIONSAT WORK
WE EACH NEED EACHOTHER ...
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 5/28
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
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 6/28
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.
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 7/28
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.
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 8/28
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.
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 9/28
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".
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 10/28
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
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 11/28
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.
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 12/28
CASUAL NETWORKINGYOU'RE SO SPECIAL
Family
Education
Morality
Peers
Spirituality
Culture
Major Values
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 13/28
TENSIONIS THICK
MORE THAN 60% OFEMPLOYERS SAYTHEY AREEXPERIENCINGTENSION BETWEENEMPLOYEES OFDIFFERENTGENERATIONS
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 14/28
SINCERITY IS THE
VIRTUE OF ONE WHO
SPEAKS TRULY ABOUT
HIS OR HER OWN
FEELINGS, THOUGHTS,
DESIRES.
MaturationalTheory
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 15/28
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
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 16/28
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
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 17/28
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
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 18/28
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
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 19/28
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.
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 20/28
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
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 21/28
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.
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 22/28
Core Competencies to Success
THE TIME IS NOW
ADAPTING COMMUNICATING
ENVISIONING
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 23/28
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.
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 24/28
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.
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 25/28
Millennials do not have the same need or know howto build relationships
EMOTIONSTHAT WEFEELDICTATETHEQUALITY OFOUR LIFE
THE STORYWE ARETELLINGOURSELVESDEFINESWHERE WEGO
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 26/28
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.
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 27/28
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
4/7/2014 Portafolio de Evaluación copy1
http://app.emaze.com/print/printPresentation/291097 28/28