UNLOCKING THE MILLENNIAL MINDSET - Joan Snyder Kuhl

UNLOCKING THE
             MILLENNIAL MINDSET

Joan Snyder Kuhl

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WORKSHOP OBJECTIVES
§ To increase understanding of the values and diversity among the three
  main generations in the workplace (i.e., Millennials, Generation X,
  Baby Boomers) to most effectively lead and empower a
  multigenerational workforce.

§ To provide practical strategies for leveraging generational diversity to
  accelerate connection, communication and engagement across the
  organization.

§ This positions you to hire, retain and gain the full contribution of the
  most talented employees across your organization.

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GENERATIONS 101
gen·er·a·tion noun
All of the people born and living at about the same time, regarded
collectively.

5 Generations Living at the Moment
1922–1945      Traditionalists
1946–1964      Baby Boomers
1965–1980      Generation X
1981–2000      Millennials
2000+          Generation Z

DIMENSIONS OF DIVERSITY
One generation has a
profound impact on all layers
of diversity:
Internal Dimensions:
    Age
External Dimensions:
    Income
    Marital status
    Parental status
    Appearance
    Work experience
Organizational Dimensions:
    Management status
    Seniority

SEPARATING STEREOTYPES
FROM REALITY

SEISMIC SHIFTS
For each generation there are SEISMIC SHIFTS that shape the values, their
motivators and ultimately their expectations at work and home of each
generation.

Baby Boomer

           Generational                                                                    TWO PARENT
                                                                                           HOUSEHOLDS
                                                                                                                         RISE OF
                                                                                                                       TELEVISION

            Milestones
                                                                            ECONOMIC                     SPACE RACE                   CIVIL RIGHTS
                                                                            LANDSCAPE                                                   IN 1960S
                                                                            AFTER WW2

                     Generation X                                                                       Millennials

                                                            DOTCOM                                              UNEMPLOYMENT/
           VIETNAM                WATERGATE               BUBBLE BURST                     9/11                UNDEREMPLOYMENT

LATCHKEY             OIL CRISIS                HIV/AIDS                  DIGITAL REVOLUTION/      GLOBAL ECONOMIC                 STUDENT
  KIDS                                        OUTBREAK                     DIGITAL NATIVES             CRASH                     LOAN CRISIS

WORKPLACE VALUES
Across the Three Generations

WORKPLACE VALUES ACROSS
GENERATIONS
 Baby Boomers
 (1946-1964)     Strong Work           High              Optimistic      Defined By
                     Ethic          Expectations                        Their Purpose

 Generation X
 (1965-1980)
                Lets Work Speak    Independent            Self            Work Life
                    For Itself                          Managers          Balance

 Millennials
 (1981-2000)
                   Meaning        Hungry to        Recognition   Compensation Seek Regular
                  & Purpose        Learn                                       Feedback

DEBUNKING
MILLENNIAL MYTHS

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PREPARING FOR NEXT
GENERATION LEADERSHIP

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GLOBALLY, 62% OF MILLENNIALS
MANAGE THE WORK OF OTHERS
SOURCE: Ernst & Young

ONLY          23%
           OF MILLENNIALS HAVE BOTH
REWARDING RELATIONSHIPS AND GROWTH
& DEVELOPMENT.
SOURCE: Misunderstood Millennial Talent, Kuhl 2016

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MILLENNIAL WOMEN

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THE FUTURE IS FEMALE
§ 1 billion women will enter the workforce over the next decade.
   • Women are now more than half of the workforce.
§ Globally, women now account for a majority of students in 93 countries while
  men are favored in only 46.
   • Women earn more Bachelors’ degrees than men and have an edge over men (56 to 44%) in
     Masters’ degrees.
§ Gen X & Millennials are 30% more likely to have a working spouse than
  generations before.
§ Women control $20 trillion in global spending power.
   • Gender equality would increase U.S. GDP by 26%.
§ Companies with more women are more collaborative, more inclusive, more
  profitable.

CULTURE CASE STUDY

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joankuhl

joankuhl

TECHNOLOGY

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CASE #3:

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WHERE TO START…..

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EMPHASIZE COACHING & FEEDBACK

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COMMUNICATION EXERCISE
How Well Are You Engaging Your Employees?

Read the following questions and write down ‘YES’ or ‘NO’ to each one:
• Have you had a 1-on-1 meeting with your direct reports in the last two weeks?
• Have you had a team-building event in the last month?
• Have you gone out to lunch/coffee/happy hour with your team in the last month?
• Do you know what the short-term and long-term career goals are of your employees?
• Have you discussed the career goals of your employees with them in the last month?
• Have you had a team meeting in the last month where each person shared an update on work
 they are proud of?
• Tally how many times you answered ‘YES” and how many time you answered ‘NO.’

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INITIATING EFFECTIVE FEEDBACK
What is Effective Feedback?
•   Frequent
•   Timely
•   Specific
•   Actionable
•   More Positive than Negative
•   Best When Self Realized

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GIVING FEEDBACK TO OTHERS

                 LET YOUR RECEIVER
       1         KNOW YOUR
                 INTENTION

       2         STAY OPEN

       3         INVITE RECEIVER
                 INTO THE PROCESS

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PRIORITIZE TRAINING & DEVELOPMENT
§ Be Creative
    • Connect employees to experiences outside their daily role
§ Share Responsibility
    • Commit to expanding your know-how on at least one task
    • Tack topics that intimidate you
    • Don’t be afraid to ask your employees for guidance
§ Invest in Skill-Building
    • Look into online learning portals (Coursera, Lynda, Udacity, General Assembly,
     Skillshare) or conferences (like SCAPA!) that could offer networking and
     knowledge building opportunities for young professionals
§ Shadowing and Mentor Match Ups
   • Leverage the existing legacy in your company to role model and advise those
     earlier in their career
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CONTACT JOAN

               www.whymillennialsmatter.com
               whymillennialsmatter@gmail.com
               WhyMillennialsMatter
               @joankuhl
               @whymillennialsmatter
               @Ymillennials
               Joan Snyder Kuhl