there’s a significant generational shift taking place in the workforce and it’s
taking place in the workforce and it’s
taking place in the workforce and it’s stirring up emotion and a lot of people
stirring up emotion and a lot of people
stirring up emotion and a lot of people often in ways that we don’t fully
often in ways that we don’t fully
often in ways that we don’t fully understand I know some of you watching
understand I know some of you watching
understand I know some of you watching are part of Generation Z and that’s a
are part of Generation Z and that’s a
are part of Generation Z and that’s a great because the world we’re going to
great because the world we’re going to
great because the world we’re going to talk about today it’s a world that you
talk about today it’s a world that you
talk about today it’s a world that you will soon be entering so the launching
will soon be entering so the launching
will soon be entering so the launching pad today is Millennials in the
pad today is Millennials in the
pad today is Millennials in the workplace but it’s actually about
workplace but it’s actually about
workplace but it’s actually about something much deeper than that so we’re
something much deeper than that so we’re
something much deeper than that so we’re going to start out talking about two
going to start out talking about two
going to start out talking about two things we know to be true about
things we know to be true about
things we know to be true about organizations and then as we wrap up
organizations and then as we wrap up
organizations and then as we wrap up we’re going to talk about two things we
we’re going to talk about two things we
we’re going to talk about two things we know to be true about people and how to
know to be true about people and how to
know to be true about people and how to navigate a way forward so the first
navigate a way forward so the first
navigate a way forward so the first thing we know to be true about
thing we know to be true about
thing we know to be true about organizations is that they were created
organizations is that they were created
organizations is that they were created to achieve a purpose the second thing we
to achieve a purpose the second thing we
to achieve a purpose the second thing we know to be true about organizations is
know to be true about organizations is
know to be true about organizations is that they’re made of people people work
that they’re made of people people work
that they’re made of people people work in them therefore people carry a piece
in them therefore people carry a piece
in them therefore people carry a piece of the purpose inside of themselves now
of the purpose inside of themselves now
of the purpose inside of themselves now this may be because they need
this may be because they need
this may be because they need compensation because they want to both
compensation because they want to both
compensation because they want to both live and play or perhaps they’re just
live and play or perhaps they’re just
live and play or perhaps they’re just very much in alignment with the overall
very much in alignment with the overall
very much in alignment with the overall purpose of the organization many of the
purpose of the organization many of the
purpose of the organization many of the organizations that are around today were
organizations that are around today were
organizations that are around today were built by the traditionalists then the
built by the traditionalists then the
built by the traditionalists then the baby boomers came on the scene and they
baby boomers came on the scene and they
baby boomers came on the scene and they were very large in number so they shaped
were very large in number so they shaped
were very large in number so they shaped much of the values and beliefs of these
much of the values and beliefs of these
much of the values and beliefs of these organizations then Gen X arrived they
organizations then Gen X arrived they
organizations then Gen X arrived they were smaller in number but they did
were smaller in number but they did
were smaller in number but they did manage to make some changes around
manage to make some changes around
manage to make some changes around flexibility in the workplace but overall
flexibility in the workplace but overall
flexibility in the workplace but overall they complied and eventually came to run
they complied and eventually came to run
they complied and eventually came to run some of these organizations as well as
some of these organizations as well as
some of these organizations as well as established some of the systems that
established some of the systems that
established some of the systems that exist in these organizations with the
exist in these organizations with the
exist in these organizations with the recent recession the Boomers are
recent recession the Boomers are
recent recession the Boomers are sticking around the workforce longer
sticking around the workforce longer
sticking around the workforce longer than expected so what we have is this
than expected so what we have is this
than expected so what we have is this status quo that has been made
status quo that has been made
status quo that has been made for a really long time in fact in some
for a really long time in fact in some
for a really long time in fact in some organizations this status quo has been
organizations this status quo has been
organizations this status quo has been maintained for more than half a century
maintained for more than half a century
maintained for more than half a century and one thing that we know for sure but
and one thing that we know for sure but
and one thing that we know for sure but the thing that a lot of people don’t
the thing that a lot of people don’t
the thing that a lot of people don’t want to talk about is that change is
want to talk about is that change is
want to talk about is that change is happening and while this change is
happening and while this change is
happening and while this change is somewhat dramatic it’s also very natural
somewhat dramatic it’s also very natural
somewhat dramatic it’s also very natural and while the purpose of organizations
and while the purpose of organizations
and while the purpose of organizations is staying the same the Millennials are
is staying the same the Millennials are
is staying the same the Millennials are bringing with them different ways that
bringing with them different ways that
bringing with them different ways that they approach work and it’s quite
they approach work and it’s quite
they approach work and it’s quite different than the generations before
different than the generations before
different than the generations before and so the values and beliefs that have
and so the values and beliefs that have
and so the values and beliefs that have been established are now being
been established are now being
been established are now being threatened which makes this not just
threatened which makes this not just
threatened which makes this not just change but revolutionary change
change but revolutionary change
change but revolutionary change sometimes when we go through this kind
sometimes when we go through this kind
sometimes when we go through this kind of change we can take it personally and
of change we can take it personally and
of change we can take it personally and the very thought of this type of change
the very thought of this type of change
the very thought of this type of change can threaten our own sense of values and
can threaten our own sense of values and
can threaten our own sense of values and our own sense of purpose so how do
our own sense of purpose so how do
our own sense of purpose so how do organizations move into this change but
organizations move into this change but
organizations move into this change but continue in their purpose to actualize
continue in their purpose to actualize
continue in their purpose to actualize their intent in this revolutionary space
their intent in this revolutionary space
their intent in this revolutionary space so let me pause for just a second and
so let me pause for just a second and
so let me pause for just a second and let’s talk about the generations
let’s talk about the generations
let’s talk about the generations historically when we think about the
historically when we think about the
historically when we think about the generations we think of a 20-year period
generations we think of a 20-year period
generations we think of a 20-year period of birth dates but generations are
of birth dates but generations are
of birth dates but generations are actually defined by much more than that
actually defined by much more than that
actually defined by much more than that okay we have shared events and
okay we have shared events and
okay we have shared events and experiences that help define the way we
experiences that help define the way we
experiences that help define the way we view and interact with the world
view and interact with the world
view and interact with the world for example the traditionalists grew up
for example the traditionalists grew up
for example the traditionalists grew up during World War two the Boomers grew up
during World War two the Boomers grew up
during World War two the Boomers grew up during Vietnam in the civil rights
during Vietnam in the civil rights
during Vietnam in the civil rights movement
movement
movement Gen X sat in their school classroom and
Gen X sat in their school classroom and
Gen X sat in their school classroom and watched it the space shuttle Challenger
watched it the space shuttle Challenger
watched it the space shuttle Challenger blew up before their very eyes and the
blew up before their very eyes and the
blew up before their very eyes and the first teacher in space perished
first teacher in space perished
first teacher in space perished Millennials were profoundly impacted by
Millennials were profoundly impacted by
Millennials were profoundly impacted by 9/11 so now if we shift just a little
9/11 so now if we shift just a little
9/11 so now if we shift just a little bit to it to another way to look at the
bit to it to another way to look at the
bit to it to another way to look at the generations let’s look at how we think
generations let’s look at how we think
generations let’s look at how we think about
about
about food and what we do with food the
food and what we do with food the
food and what we do with food the traditionalists they were all about
traditionalists they were all about
traditionalists they were all about Sunday dinner boomers had their TV
Sunday dinner boomers had their TV
Sunday dinner boomers had their TV dinner yes people actually ate this Gen
dinner yes people actually ate this Gen
dinner yes people actually ate this Gen X grew up on carryout I can’t tell you
X grew up on carryout I can’t tell you
X grew up on carryout I can’t tell you how many chicken nuggets I ate as a kid
how many chicken nuggets I ate as a kid
how many chicken nuggets I ate as a kid and Millennials are all about fresh
and Millennials are all about fresh
and Millennials are all about fresh organic home-delivered meals so how do
organic home-delivered meals so how do
organic home-delivered meals so how do these experiences and these events shape
these experiences and these events shape
these experiences and these events shape us in different ways this is a framework
us in different ways this is a framework
us in different ways this is a framework we’ve come up with to help us understand
we’ve come up with to help us understand
we’ve come up with to help us understand this a little bit better so the x-axis
this a little bit better so the x-axis
this a little bit better so the x-axis is about our power center or our locus
is about our power center or our locus
is about our power center or our locus of control so if we have an internal
of control so if we have an internal
of control so if we have an internal power center that means I believe I can
power center that means I believe I can
power center that means I believe I can create change and I can control the
create change and I can control the
create change and I can control the outcomes of my decisions if we have an
outcomes of my decisions if we have an
outcomes of my decisions if we have an external power center that means we
external power center that means we
external power center that means we believe external factors control change
believe external factors control change
believe external factors control change and that change happens to me the y-axis
and that change happens to me the y-axis
and that change happens to me the y-axis is about our orientation if we’re
is about our orientation if we’re
is about our orientation if we’re oriented towards the collective that
oriented towards the collective that
oriented towards the collective that means the goals of the group supersede
means the goals of the group supersede
means the goals of the group supersede the goals of the individual if we’re
the goals of the individual if we’re
the goals of the individual if we’re oriented towards the individual that
oriented towards the individual that
oriented towards the individual that means the goals of the individual take
means the goals of the individual take
means the goals of the individual take priority over the goals of the group and
priority over the goals of the group and
priority over the goals of the group and actually self-sufficiency ensures the
actually self-sufficiency ensures the
actually self-sufficiency ensures the survival of the group now when we place
survival of the group now when we place
survival of the group now when we place the four generations into the framework
the four generations into the framework
the four generations into the framework this is where they land I’m going to
this is where they land I’m going to
this is where they land I’m going to quickly cover two characteristics of the
quickly cover two characteristics of the
quickly cover two characteristics of the four generations at it as it applies
four generations at it as it applies
four generations at it as it applies here the first one is communication
here the first one is communication
here the first one is communication traditionalists are very direct in their
traditionalists are very direct in their
traditionalists are very direct in their communication boomers are much more
communication boomers are much more
communication boomers are much more nuanced and political Gen Xers are very
nuanced and political Gen Xers are very
nuanced and political Gen Xers are very real they want to be aligned internally
real they want to be aligned internally
real they want to be aligned internally and Millennials are pretty indirect in
and Millennials are pretty indirect in
and Millennials are pretty indirect in the way they communicate now when we
the way they communicate now when we
the way they communicate now when we think about these four generations in
think about these four generations in
think about these four generations in terms of how they view organizations
terms of how they view organizations
terms of how they view organizations traditionalists believe organizations
traditionalists believe organizations
traditionalists believe organizations are for the people
are for the people
are for the people boomers believe they’re by the people
boomers believe they’re by the people
boomers believe they’re by the people Gen Xers believe that organizations fail
Gen Xers believe that organizations fail
Gen Xers believe that organizations fail the people and Millennials believe that
the people and Millennials believe that
the people and Millennials believe that organizations are the people let’s focus
organizations are the people let’s focus
organizations are the people let’s focus in on the Millennials just a little bit
in on the Millennials just a little bit
in on the Millennials just a little bit more as we think about the changes that
more as we think about the changes that
more as we think about the changes that have occurred over these four
have occurred over these four
have occurred over these four generations a recent survey by Zipcar
generations a recent survey by Zipcar
generations a recent survey by Zipcar states this 65 percent of Millennials
states this 65 percent of Millennials
states this 65 percent of Millennials feel that losing their phone or their
feel that losing their phone or their
feel that losing their phone or their computer would be more detrimental to
computer would be more detrimental to
computer would be more detrimental to their day-to-day life than losing their
their day-to-day life than losing their
their day-to-day life than losing their car Pew Research Center just did a study
car Pew Research Center just did a study
car Pew Research Center just did a study and they found that the most common
and they found that the most common
and they found that the most common living situation for Millennials those
living situation for Millennials those
living situation for Millennials those between about 18 and 34 is living at
between about 18 and 34 is living at
between about 18 and 34 is living at home with their parents now I’m sure
home with their parents now I’m sure
home with their parents now I’m sure many of you have heard stories about
many of you have heard stories about
many of you have heard stories about Millennials in the workforce I know I
Millennials in the workforce I know I
Millennials in the workforce I know I hear them all the time from people I
hear them all the time from people I
hear them all the time from people I work with one of the most recent took
work with one of the most recent took
work with one of the most recent took place in downtown Chicago and it was at
place in downtown Chicago and it was at
place in downtown Chicago and it was at this major accounting firm and there
this major accounting firm and there
this major accounting firm and there this 27 year old millennial who had so
this 27 year old millennial who had so
this 27 year old millennial who had so much promise and they wanted to really
much promise and they wanted to really
much promise and they wanted to really grow him up in the ranks and so they put
grow him up in the ranks and so they put
grow him up in the ranks and so they put him on this special project team and one
him on this special project team and one
him on this special project team and one of the senior partners was a part of
of the senior partners was a part of
of the senior partners was a part of this team with him and so it’s time for
this team with him and so it’s time for
this team with him and so it’s time for the first meeting that everybody is
the first meeting that everybody is
the first meeting that everybody is sitting around this huge conference
sitting around this huge conference
sitting around this huge conference table and they’re overlooking the lake
table and they’re overlooking the lake
table and they’re overlooking the lake except for the 27 year old millennial so
except for the 27 year old millennial so
except for the 27 year old millennial so his boss calls him up and says hey where
his boss calls him up and says hey where
his boss calls him up and says hey where are you the Millennial says what do you
are you the Millennial says what do you
are you the Millennial says what do you mean where am I I’m down by the lake I
mean where am I I’m down by the lake I
mean where am I I’m down by the lake I figured I’d just call in now if you’re
figured I’d just call in now if you’re
figured I’d just call in now if you’re from one of these three older
from one of these three older
from one of these three older generations you might be feeling a
generations you might be feeling a
generations you might be feeling a little frustrated maybe there’s even
little frustrated maybe there’s even
little frustrated maybe there’s even some anger perhaps you just feel
some anger perhaps you just feel
some anger perhaps you just feel flat-out disrespected but if you’re the
flat-out disrespected but if you’re the
flat-out disrespected but if you’re the millennial you’re thinking well it’s a
millennial you’re thinking well it’s a
millennial you’re thinking well it’s a beautiful day I can use my phone why
beautiful day I can use my phone why
beautiful day I can use my phone why would I go in and I guarantee you the
would I go in and I guarantee you the
would I go in and I guarantee you the Millennial didn’t wake up that morning
Millennial didn’t wake up that morning
Millennial didn’t wake up that morning going
going
going know what I hope I do something today
know what I hope I do something today
know what I hope I do something today that really just makes my boss feel
that really just makes my boss feel
that really just makes my boss feel disrespected in fact I hope I even get
disrespected in fact I hope I even get
disrespected in fact I hope I even get fired from my job see we’re very divided
fired from my job see we’re very divided
fired from my job see we’re very divided and to make matters worse Gallup
and to make matters worse Gallup
and to make matters worse Gallup recently reported that millennial job
recently reported that millennial job
recently reported that millennial job turnover is costing the US economy over
turnover is costing the US economy over
turnover is costing the US economy over 30 billion dollars every year so we’ve
30 billion dollars every year so we’ve
30 billion dollars every year so we’ve all had different experiences and this
all had different experiences and this
all had different experiences and this changes how we view the world and the
changes how we view the world and the
changes how we view the world and the workplace so what do we do the natural
workplace so what do we do the natural
workplace so what do we do the natural thing for humans to do when they feel
thing for humans to do when they feel
thing for humans to do when they feel threatened or the status quo is being
threatened or the status quo is being
threatened or the status quo is being questioned is to either defer to the new
questioned is to either defer to the new
questioned is to either defer to the new Power which is enabling or to mitigate
Power which is enabling or to mitigate
Power which is enabling or to mitigate the new power base which is isolating
the new power base which is isolating
the new power base which is isolating when we feel threatened we don’t do
when we feel threatened we don’t do
when we feel threatened we don’t do balance really well enabling looks like
balance really well enabling looks like
balance really well enabling looks like over emphasizing the individual above
over emphasizing the individual above
over emphasizing the individual above and beyond the purpose of the
and beyond the purpose of the
and beyond the purpose of the organization in hopes of pleasing and
organization in hopes of pleasing and
organization in hopes of pleasing and appeasing the workforce in the state so
appeasing the workforce in the state so
appeasing the workforce in the state so just because you have a member of a
just because you have a member of a
just because you have a member of a certain generation that has a need or
certain generation that has a need or
certain generation that has a need or want doesn’t necessarily mean it’s a
want doesn’t necessarily mean it’s a
want doesn’t necessarily mean it’s a good idea for example if your new
good idea for example if your new
good idea for example if your new millennial employee requests the first
millennial employee requests the first
millennial employee requests the first five Friday’s off so that they can
five Friday’s off so that they can
five Friday’s off so that they can return as an alumni to their college
return as an alumni to their college
return as an alumni to their college football games that may not be a
football games that may not be a
football games that may not be a precedent that you want to set isolating
precedent that you want to set isolating
precedent that you want to set isolating looks like reducing the value of the
looks like reducing the value of the
looks like reducing the value of the individual and over emphasizing the
individual and over emphasizing the
individual and over emphasizing the value of the organization the employee
value of the organization the employee
value of the organization the employee now becomes a means to an end and
now becomes a means to an end and
now becomes a means to an end and they’re irrelevant to the organizational
they’re irrelevant to the organizational
they’re irrelevant to the organizational purpose beyond their immediate use so
purpose beyond their immediate use so
purpose beyond their immediate use so just because an organization doesn’t
just because an organization doesn’t
just because an organization doesn’t understand the needs and desires of a
understand the needs and desires of a
understand the needs and desires of a generation doesn’t mean they don’t have
generation doesn’t mean they don’t have
generation doesn’t mean they don’t have value
value
value one of the biggest complaints I hear
one of the biggest complaints I hear
one of the biggest complaints I hear from Millennials right now is they won’t
from Millennials right now is they won’t
from Millennials right now is they won’t let me get up from my desk I have to
let me get up from my desk I have to
let me get up from my desk I have to stay at my desk all day I’d say perhaps
stay at my desk all day I’d say perhaps
stay at my desk all day I’d say perhaps it’s time to consider the fact that not
it’s time to consider the fact that not
it’s time to consider the fact that not everybody is made for a desk job so
everybody is made for a desk job so
everybody is made for a desk job so organizations have to avoid these two
organizations have to avoid these two
organizations have to avoid these two extremes
extremes
extremes and rather we need to build bridges and
and rather we need to build bridges and
and rather we need to build bridges and act in alignment with what the purpose
act in alignment with what the purpose
act in alignment with what the purpose is we have to have integrity integrity
is we have to have integrity integrity
is we have to have integrity integrity looks like promoting we through
looks like promoting we through
looks like promoting we through expectations leader behaviors and lived
expectations leader behaviors and lived
expectations leader behaviors and lived values all right so our behaviors and
values all right so our behaviors and
values all right so our behaviors and our values have to match and this
our values have to match and this
our values have to match and this collaborative relation relationship
collaborative relation relationship
collaborative relation relationship builds up the individual within the
builds up the individual within the
builds up the individual within the context of the whole and draws them into
context of the whole and draws them into
context of the whole and draws them into a purpose beyond pleasure or just trying
a purpose beyond pleasure or just trying
a purpose beyond pleasure or just trying to find happiness in the workplace so
to find happiness in the workplace so
to find happiness in the workplace so for example we all need a sense of
for example we all need a sense of
for example we all need a sense of belonging we all need to feel respected
belonging we all need to feel respected
belonging we all need to feel respected where we work and connect it enabling
where we work and connect it enabling
where we work and connect it enabling looks like leaders doing doing whatever
looks like leaders doing doing whatever
looks like leaders doing doing whatever they can to make employees happy
they can to make employees happy
they can to make employees happy isolating looks like leaders treating
isolating looks like leaders treating
isolating looks like leaders treating employees simply as resources integrity
employees simply as resources integrity
employees simply as resources integrity looks like leaders treating employees
looks like leaders treating employees
looks like leaders treating employees like people they stay curious about
like people they stay curious about
like people they stay curious about others rather than passing judgment and
others rather than passing judgment and
others rather than passing judgment and jumping making assumptions about why on
jumping making assumptions about why on
jumping making assumptions about why on earth this millennial would even imagine
earth this millennial would even imagine
earth this millennial would even imagine it was okay to call in from the lake
it was okay to call in from the lake
it was okay to call in from the lake integrity gives us stability so that
integrity gives us stability so that
integrity gives us stability so that we’re able to explore and engage and
we’re able to explore and engage and
we’re able to explore and engage and understand others from their vantage
understand others from their vantage
understand others from their vantage point so two things we know to be true
point so two things we know to be true
point so two things we know to be true about people the first is that
about people the first is that
about people the first is that classification in this case different
classification in this case different
classification in this case different generations necessarily separates us the
generations necessarily separates us the
generations necessarily separates us the less we know about each other
less we know about each other
less we know about each other the less we care about each other the
the less we care about each other the
the less we care about each other the second thing is being curious
second thing is being curious
second thing is being curious and staying in relationship brings us
and staying in relationship brings us
and staying in relationship brings us together so the more we know about
together so the more we know about
together so the more we know about others the more we care about them and
others the more we care about them and
others the more we care about them and then we’re able to engage with each
then we’re able to engage with each
then we’re able to engage with each other in meaningful ways now if we think
other in meaningful ways now if we think
other in meaningful ways now if we think about what it looks like to connect each
about what it looks like to connect each
about what it looks like to connect each person from each generation to the
person from each generation to the
person from each generation to the overall purpose of the organization and
overall purpose of the organization and
overall purpose of the organization and for the organization to maintain
for the organization to maintain
for the organization to maintain integrity in its interactions which with
integrity in its interactions which with
integrity in its interactions which with each of these people this allows the
each of these people this allows the
each of these people this allows the organization to stay together and the
organization to stay together and the
organization to stay together and the people within to be different so how do
people within to be different so how do
people within to be different so how do we manage this we have to be comfortable
we manage this we have to be comfortable
we manage this we have to be comfortable in our own skin integrity has to be
in our own skin integrity has to be
in our own skin integrity has to be found not only within the individuals
found not only within the individuals
found not only within the individuals but also within the organization we also
but also within the organization we also
but also within the organization we also have to have space to be curious about
have to have space to be curious about
have to have space to be curious about each other we have to be able to engage
each other we have to be able to engage
each other we have to be able to engage in ways that really matter now some
in ways that really matter now some
in ways that really matter now some people will say well that sounds really
people will say well that sounds really
people will say well that sounds really easy I promise you this is not easy in
easy I promise you this is not easy in
easy I promise you this is not easy in fact just this week I talked to somebody
fact just this week I talked to somebody
fact just this week I talked to somebody who is going through an entire reorg
who is going through an entire reorg
who is going through an entire reorg they said the number one issue they had
they said the number one issue they had
they said the number one issue they had getting through this was the tension
getting through this was the tension
getting through this was the tension between the different generations so
between the different generations so
between the different generations so this is incredibly difficult but it’s
this is incredibly difficult but it’s
this is incredibly difficult but it’s also one of the most meaningful things
also one of the most meaningful things
also one of the most meaningful things you can do throughout your life others
you can do throughout your life others
you can do throughout your life others will say well how is this going to keep
will say well how is this going to keep
will say well how is this going to keep the Millennials from leaving my
the Millennials from leaving my
the Millennials from leaving my organization I would say perhaps we’re
organization I would say perhaps we’re
organization I would say perhaps we’re asking the wrong question what if we
asking the wrong question what if we
asking the wrong question what if we turn that question around and said are
turn that question around and said are
turn that question around and said are we building organizations with integrity
we building organizations with integrity
we building organizations with integrity and purpose that people want to be a
and purpose that people want to be a
and purpose that people want to be a part of while leveraging the strengths
part of while leveraging the strengths
part of while leveraging the strengths of the Millennials along the way so the
of the Millennials along the way so the
of the Millennials along the way so the challenge today is to build
challenge today is to build
challenge today is to build organizations that elevate everybody
organizations that elevate everybody
organizations that elevate everybody around the purpose while maintaining
around the purpose while maintaining
around the purpose while maintaining curiosity about each other the choice of
curiosity about each other the choice of
curiosity about each other the choice of what we build is ours thank you
what we build is ours thank you
what we build is ours thank you you
”
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