so this story starts like so many stories in my life with a call from my
stories in my life with a call from my
stories in my life with a call from my mother
mother
mother on this particular day she was calling
on this particular day she was calling
on this particular day she was calling to tell me about an epiphany she’d had
to tell me about an epiphany she’d had
to tell me about an epiphany she’d had about a young woman that works for her
about a young woman that works for her
about a young woman that works for her that she’d been having a difficult time
that she’d been having a difficult time
that she’d been having a difficult time let’s say relating to the Epiphany it
let’s say relating to the Epiphany it
let’s say relating to the Epiphany it went something like this honey she’s a
went something like this honey she’s a
went something like this honey she’s a millennial you know how they can be
millennial you know how they can be
millennial you know how they can be right I pause so my confusion can
right I pause so my confusion can
right I pause so my confusion can breathe and then I remind my mom mom I’m
breathe and then I remind my mom mom I’m
breathe and then I remind my mom mom I’m a millennial so is my brother
a millennial so is my brother
a millennial so is my brother your boss oh honey you’re different she
your boss oh honey you’re different she
your boss oh honey you’re different she says you’re not entitled or spoiled at
says you’re not entitled or spoiled at
says you’re not entitled or spoiled at all I wanted to agree with my mother
all I wanted to agree with my mother
all I wanted to agree with my mother about my lack of entitlement in that
about my lack of entitlement in that
about my lack of entitlement in that moment then I remembered I needed her to
moment then I remembered I needed her to
moment then I remembered I needed her to drop off that dress she had just sewn
drop off that dress she had just sewn
drop off that dress she had just sewn for me because I never had to learn how
for me because I never had to learn how
for me because I never had to learn how to sew I hang up the phone and I am
to sew I hang up the phone and I am
to sew I hang up the phone and I am perplexed I am perplexed that a woman
perplexed I am perplexed that a woman
perplexed I am perplexed that a woman who has raised three successful
who has raised three successful
who has raised three successful Millennials could so quickly jump on the
Millennials could so quickly jump on the
Millennials could so quickly jump on the criticism train and I am perplexed
criticism train and I am perplexed
criticism train and I am perplexed because I have had this very
because I have had this very
because I have had this very conversation so many times in my life
conversation so many times in my life
conversation so many times in my life take my coworker who’s complaining about
take my coworker who’s complaining about
take my coworker who’s complaining about their millennial employee until I go hey
their millennial employee until I go hey
their millennial employee until I go hey I’m a millennial to which they respond
I’m a millennial to which they respond
I’m a millennial to which they respond oh you’re different
oh you’re different
oh you’re different you’re a leader you’re mature you’re an
you’re a leader you’re mature you’re an
you’re a leader you’re mature you’re an old soul
old soul
old soul you know you’re different so maybe I am
you know you’re different so maybe I am
you know you’re different so maybe I am different I decided I would do a little
different I decided I would do a little
different I decided I would do a little research to prove that I must be better
research to prove that I must be better
research to prove that I must be better than the run-of-the-mill millennial and
than the run-of-the-mill millennial and
than the run-of-the-mill millennial and a little research turned in a lot of
a little research turned in a lot of
a little research turned in a lot of research I read article after article
research I read article after article
research I read article after article and research paper after research paper
and research paper after research paper
and research paper after research paper and here’s what I discovered not only am
and here’s what I discovered not only am
and here’s what I discovered not only am i a millennial I’m a super millennial
i a millennial I’m a super millennial
i a millennial I’m a super millennial I’m like an eleven on scale of one to
I’m like an eleven on scale of one to
I’m like an eleven on scale of one to ten of the characteristics that make up
ten of the characteristics that make up
ten of the characteristics that make up my generation so what is it why when I
my generation so what is it why when I
my generation so what is it why when I remind people of my millennialism do
remind people of my millennialism do
remind people of my millennialism do they counter my argument with antidotes
they counter my argument with antidotes
they counter my argument with antidotes about maturity and leadership as if
about maturity and leadership as if
about maturity and leadership as if being a leader and being a millennial
being a leader and being a millennial
being a leader and being a millennial are mutually exclusive and then it hit
are mutually exclusive and then it hit
are mutually exclusive and then it hit me if most people think that being a
me if most people think that being a
me if most people think that being a leader and being a millennial cannot
leader and being a millennial cannot
leader and being a millennial cannot coexist
coexist
coexist maybe they assume I must be different
maybe they assume I must be different
maybe they assume I must be different because they’re judging me through a
because they’re judging me through a
because they’re judging me through a filter of leadership first and
filter of leadership first and
filter of leadership first and millennial second for context I’ve held
millennial second for context I’ve held
millennial second for context I’ve held high level leadership positions for much
high level leadership positions for much
high level leadership positions for much of my career at the age of 26 I was a
of my career at the age of 26 I was a
of my career at the age of 26 I was a CFO at a state agency now at the age of
CFO at a state agency now at the age of
CFO at a state agency now at the age of 32 I’m a vice-president in a fortune 50
32 I’m a vice-president in a fortune 50
32 I’m a vice-president in a fortune 50 company so while I had set out on this
company so while I had set out on this
company so while I had set out on this research journey to prove that to be a
research journey to prove that to be a
research journey to prove that to be a great leader a millennial must be
great leader a millennial must be
great leader a millennial must be uniquely different than the average what
uniquely different than the average what
uniquely different than the average what I found is that it’s the characteristics
I found is that it’s the characteristics
I found is that it’s the characteristics of the average that make a great leader
of the average that make a great leader
of the average that make a great leader one study I read even said young leaders
one study I read even said young leaders
one study I read even said young leaders rank in the top quartile at a rate more
rank in the top quartile at a rate more
rank in the top quartile at a rate more than twice that of their older peers and
than twice that of their older peers and
than twice that of their older peers and so I wonder where Millennials raised to
so I wonder where Millennials raised to
so I wonder where Millennials raised to lead
now depending on your own generational
now depending on your own generational allegiances you might be currently
allegiances you might be currently
allegiances you might be currently panicking about the idea of working for
panicking about the idea of working for
panicking about the idea of working for some 140 character talking spoiled brat
some 140 character talking spoiled brat
some 140 character talking spoiled brat whose parents told them they were
whose parents told them they were
whose parents told them they were special no matter what they did thanks
special no matter what they did thanks
special no matter what they did thanks mom and dad
mom and dad
mom and dad the reality is Millennials will make up
the reality is Millennials will make up
the reality is Millennials will make up more than 50% of the workforce by the
more than 50% of the workforce by the
more than 50% of the workforce by the year 2020 and will be the overwhelming
year 2020 and will be the overwhelming
year 2020 and will be the overwhelming majority by the year 2025 now I am
majority by the year 2025 now I am
majority by the year 2025 now I am certain that over the span of time every
certain that over the span of time every
certain that over the span of time every generation has looked at the one coming
generation has looked at the one coming
generation has looked at the one coming up behind them and thought the world was
up behind them and thought the world was
up behind them and thought the world was going to help but somehow my generation
going to help but somehow my generation
going to help but somehow my generation has become the most studied in history I
has become the most studied in history I
has become the most studied in history I think this is because we are quickly
think this is because we are quickly
think this is because we are quickly becoming the majority in the most
becoming the majority in the most
becoming the majority in the most multi-generational workforce in history
multi-generational workforce in history
multi-generational workforce in history in many organizations there are four
in many organizations there are four
in many organizations there are four generations working alongside each other
generations working alongside each other
generations working alongside each other right now at the same time boomers Gen
right now at the same time boomers Gen
right now at the same time boomers Gen Xers Millennials and now even Generation
Xers Millennials and now even Generation
Xers Millennials and now even Generation Z and this millennial takeover has been
Z and this millennial takeover has been
Z and this millennial takeover has been disruptive American corporations are
disruptive American corporations are
disruptive American corporations are paying millions of dollars a year to
paying millions of dollars a year to
paying millions of dollars a year to study our buying patterns and our habits
study our buying patterns and our habits
study our buying patterns and our habits around the media companies pay
around the media companies pay
around the media companies pay consultants to tell them how to hire us
consultants to tell them how to hire us
consultants to tell them how to hire us how to work with us how to retain these
how to work with us how to retain these
how to work with us how to retain these revolutionaries of the participation
revolutionaries of the participation
revolutionaries of the participation trophy
and with this heightened awareness has
and with this heightened awareness has come many criticisms and stereotypes
come many criticisms and stereotypes
come many criticisms and stereotypes that some of you might be familiar with
that some of you might be familiar with
that some of you might be familiar with one common stereotype is that US
one common stereotype is that US
one common stereotype is that US Millennials cannot put down our damn
Millennials cannot put down our damn
Millennials cannot put down our damn phones I’ll admit it is the last thing I
phones I’ll admit it is the last thing I
phones I’ll admit it is the last thing I check at night it’s the first thing I
check at night it’s the first thing I
check at night it’s the first thing I check in the morning even before getting
check in the morning even before getting
check in the morning even before getting out of bed but some people think that
out of bed but some people think that
out of bed but some people think that means that we are disengaged or
means that we are disengaged or
means that we are disengaged or disinterested in the real world outside
disinterested in the real world outside
disinterested in the real world outside of our technology and social media and
of our technology and social media and
of our technology and social media and the immediate gratification of people
the immediate gratification of people
the immediate gratification of people liking what we’re doing what we’re
liking what we’re doing what we’re
liking what we’re doing what we’re wearing what we’re eating but what those
wearing what we’re eating but what those
wearing what we’re eating but what those people are forgetting is that we were
people are forgetting is that we were
people are forgetting is that we were the first generation to be
the first generation to be
the first generation to be technologically connected and with this
technologically connected and with this
technologically connected and with this connection comes great possibility it is
connection comes great possibility it is
connection comes great possibility it is an asset to be connected to a global
an asset to be connected to a global
an asset to be connected to a global market you can leverage quickly for
market you can leverage quickly for
market you can leverage quickly for answers to questions you might have
answers to questions you might have
answers to questions you might have about your business Brian Tracy who is a
about your business Brian Tracy who is a
about your business Brian Tracy who is a respected leadership trainer and author
respected leadership trainer and author
respected leadership trainer and author said leaders have the ability to
said leaders have the ability to
said leaders have the ability to anticipate trends well in advance of
anticipate trends well in advance of
anticipate trends well in advance of their competitors they’re continually
their competitors they’re continually
their competitors they’re continually asking themselves based on what’s
asking themselves based on what’s
asking themselves based on what’s happening today in the market where are
happening today in the market where are
happening today in the market where are we going where are we likely to be in
we going where are we likely to be in
we going where are we likely to be in three months and six months and one year
three months and six months and one year
three months and six months and one year and two years for me if I need to test
and two years for me if I need to test
and two years for me if I need to test an app or a promotional idea that we’re
an app or a promotional idea that we’re
an app or a promotional idea that we’re thinking about I get to go to Facebook
thinking about I get to go to Facebook
thinking about I get to go to Facebook and ask my many very close friends what
and ask my many very close friends what
and ask my many very close friends what they think for a quarterly book club I
they think for a quarterly book club I
they think for a quarterly book club I do with my staff I can just hit Twitter
do with my staff I can just hit Twitter
do with my staff I can just hit Twitter to get recommendations on the best new
to get recommendations on the best new
to get recommendations on the best new reads I’ve access to perfect strangers
reads I’ve access to perfect strangers
reads I’ve access to perfect strangers so I can leverage to ask questions I am
so I can leverage to ask questions I am
so I can leverage to ask questions I am sure I would have never thought of when
sure I would have never thought of when
sure I would have never thought of when leveraged wisely social medias like this
leveraged wisely social medias like this
leveraged wisely social medias like this powerful internationally connected
powerful internationally connected
powerful internationally connected executive coach free of charge
executive coach free of charge
executive coach free of charge technology has made our generation
technology has made our generation
technology has made our generation smaller than the preceding generations
smaller than the preceding generations
smaller than the preceding generations we see the world as accessible and we
we see the world as accessible and we
we see the world as accessible and we leverage this accessibility across a
leverage this accessibility across a
leverage this accessibility across a powerful network to help us think
powerful network to help us think
powerful network to help us think strategically to anticipate trends and
strategically to anticipate trends and
strategically to anticipate trends and how those trends might affect our
how those trends might affect our
how those trends might affect our companies
companies
companies it’s this connection to our great
it’s this connection to our great
it’s this connection to our great networks in the sky though we compare
networks in the sky though we compare
networks in the sky though we compare perfectly with the leadership mentality
perfectly with the leadership mentality
perfectly with the leadership mentality that we possess collaboration a Gartner
that we possess collaboration a Gartner
that we possess collaboration a Gartner research study found that Millennials
research study found that Millennials
research study found that Millennials are naturally collaborative we were
are naturally collaborative we were
are naturally collaborative we were raised with these schedules that were
raised with these schedules that were
raised with these schedules that were packed full of team sports and hours of
packed full of team sports and hours of
packed full of team sports and hours of team events what was playtime to a gen
team events what was playtime to a gen
team events what was playtime to a gen Xer became the play date for a
Xer became the play date for a
Xer became the play date for a millennial we were brought up being
millennial we were brought up being
millennial we were brought up being taught that you work alongside others to
taught that you work alongside others to
taught that you work alongside others to solve problems on the contrast that same
solve problems on the contrast that same
solve problems on the contrast that same Gartner research study found that Gen
Gartner research study found that Gen
Gartner research study found that Gen Xers and boomers actually valued working
Xers and boomers actually valued working
Xers and boomers actually valued working individually the stereotype goes
individually the stereotype goes
individually the stereotype goes Millennials need others to do work we
Millennials need others to do work we
Millennials need others to do work we should probably be able to do ourselves
should probably be able to do ourselves
should probably be able to do ourselves this is one of the stereotypes that I’m
this is one of the stereotypes that I’m
this is one of the stereotypes that I’m saying is furthest from the truth and
saying is furthest from the truth and
saying is furthest from the truth and the leadership publications agree with
the leadership publications agree with
the leadership publications agree with me leadership publications say
me leadership publications say
me leadership publications say collaboration is a highly valued
collaboration is a highly valued
collaboration is a highly valued characteristic in today’s leader the
characteristic in today’s leader the
characteristic in today’s leader the Harvard Business Review says great
Harvard Business Review says great
Harvard Business Review says great leaders must leverage the strengths of
leaders must leverage the strengths of
leaders must leverage the strengths of their teams to create an environment
their teams to create an environment
their teams to create an environment that is collaborative and flexible so
that is collaborative and flexible so
that is collaborative and flexible so that people want to work together to
that people want to work together to
that people want to work together to achieve organizational outcomes and
achieve organizational outcomes and
achieve organizational outcomes and Millennials were wired this way when
Millennials were wired this way when
Millennials were wired this way when used properly we can be naturally
used properly we can be naturally
used properly we can be naturally collaborative leaders who understand how
collaborative leaders who understand how
collaborative leaders who understand how to use the strengths of people to build
to use the strengths of people to build
to use the strengths of people to build successful teams this mindset of
successful teams this mindset of
successful teams this mindset of collaboration that often challenges the
collaboration that often challenges the
collaboration that often challenges the traditional career journeys which are
traditional career journeys which are
traditional career journeys which are heavily reliant on tenure and individual
heavily reliant on tenure and individual
heavily reliant on tenure and individual success while Millennials are less
success while Millennials are less
success while Millennials are less concerned with hierarchy or even our own
concerned with hierarchy or even our own
concerned with hierarchy or even our own role within a hierarchy this brings my
role within a hierarchy this brings my
role within a hierarchy this brings my favorite stereotype entitlement
the truth is we are less concerned with
the truth is we are less concerned with pay and Status than previous generations
pay and Status than previous generations
pay and Status than previous generations and we’re actually disillusioned by
and we’re actually disillusioned by
and we’re actually disillusioned by these structures that emphasize title
these structures that emphasize title
these structures that emphasize title and tenure as being important to become
and tenure as being important to become
and tenure as being important to become a decision maker
a decision maker
a decision maker you see we report that our parents
you see we report that our parents
you see we report that our parents included us in decision making
included us in decision making
included us in decision making throughout our childhood at a much
throughout our childhood at a much
throughout our childhood at a much higher rate than any other generation on
higher rate than any other generation on
higher rate than any other generation on the contrary
the contrary
the contrary studies show that Gen Xers and boomers
studies show that Gen Xers and boomers
studies show that Gen Xers and boomers value a more of a control and command
value a more of a control and command
value a more of a control and command management style and that they see their
management style and that they see their
management style and that they see their bosses as the experts Millennials do not
bosses as the experts Millennials do not
bosses as the experts Millennials do not attach any one person in a hierarchy to
attach any one person in a hierarchy to
attach any one person in a hierarchy to having all the answers but think about
having all the answers but think about
having all the answers but think about it we’ve been able to quickly get
it we’ve been able to quickly get
it we’ve been able to quickly get answers to our questions our entire
answers to our questions our entire
answers to our questions our entire lives with devices that we hold in our
lives with devices that we hold in our
lives with devices that we hold in our hand this means we look at knowledge and
hand this means we look at knowledge and
hand this means we look at knowledge and the path to gain it differently we’ve
the path to gain it differently we’ve
the path to gain it differently we’ve been able to disconnect from the idea
been able to disconnect from the idea
been able to disconnect from the idea that time on job is a necessary part of
that time on job is a necessary part of
that time on job is a necessary part of the formula to gain the knowledge you
the formula to gain the knowledge you
the formula to gain the knowledge you might need to be an effective leader I
might need to be an effective leader I
might need to be an effective leader I recognize that this is incredibly
recognize that this is incredibly
recognize that this is incredibly frustrating for some Gen Xers who have
frustrating for some Gen Xers who have
frustrating for some Gen Xers who have wait at their seat for their seat at the
wait at their seat for their seat at the
wait at their seat for their seat at the table or for some boomers who build
table or for some boomers who build
table or for some boomers who build these tables and then established all
these tables and then established all
these tables and then established all the rules for us to gain entry equally
the rules for us to gain entry equally
the rules for us to gain entry equally as frustrating is that we reject
as frustrating is that we reject
as frustrating is that we reject traditional motivation tactics like pay
traditional motivation tactics like pay
traditional motivation tactics like pay increases and bonuses stereotype those
increases and bonuses stereotype those
increases and bonuses stereotype those that were unmotivated or that were
that were unmotivated or that were
that were unmotivated or that were disloyal to company we are not
disloyal to company we are not
disloyal to company we are not unmotivated we are motivated differently
unmotivated we are motivated differently
unmotivated we are motivated differently we find our loyalties in the purpose of
we find our loyalties in the purpose of
we find our loyalties in the purpose of the work that we do for a company not
the work that we do for a company not
the work that we do for a company not necessarily in the company itself 30% of
necessarily in the company itself 30% of
necessarily in the company itself 30% of the millennial manager said meaningful
the millennial manager said meaningful
the millennial manager said meaningful work is important this compared to only
work is important this compared to only
work is important this compared to only 12% of Gen X and boomer managers an
12% of Gen X and boomer managers an
12% of Gen X and boomer managers an intelligence group study found that 64%
intelligence group study found that 64%
intelligence group study found that 64% of Millennials said they would rather
of Millennials said they would rather
of Millennials said they would rather work for $40,000 a year doing a job they
work for $40,000 a year doing a job they
work for $40,000 a year doing a job they love than $100,000 a year doing a job
love than $100,000 a year doing a job
love than $100,000 a year doing a job they found boring this might explain why
they found boring this might explain why
they found boring this might explain why we live with our parents out of hire
when connected or driving towards
when connected or driving towards purpose Millennials are no less loyal
purpose Millennials are no less loyal
purpose Millennials are no less loyal than any of the generations that came
than any of the generations that came
than any of the generations that came before us this desire to connect to
before us this desire to connect to
before us this desire to connect to purpose comes from being raised with a
purpose comes from being raised with a
purpose comes from being raised with a pursuit of our passions and
pursuit of our passions and
pursuit of our passions and relationships at the forefront we were
relationships at the forefront we were
relationships at the forefront we were the first generation to be widely told
the first generation to be widely told
the first generation to be widely told you can be anything our parents put the
you can be anything our parents put the
you can be anything our parents put the full force of their financial support
full force of their financial support
full force of their financial support and their time behind us pursuing our
and their time behind us pursuing our
and their time behind us pursuing our passions since we were this big and
passions since we were this big and
passions since we were this big and we’ve carried that with us into the
we’ve carried that with us into the
we’ve carried that with us into the workforce
workforce
workforce the world’s most famous millennial
the world’s most famous millennial
the world’s most famous millennial leader Mark Zuckerberg recently
leader Mark Zuckerberg recently
leader Mark Zuckerberg recently demonstrated this behavior in his 19
demonstrated this behavior in his 19
demonstrated this behavior in his 19 billion dollar acquisition of whatsapp
billion dollar acquisition of whatsapp
billion dollar acquisition of whatsapp despite criticism from the market that
despite criticism from the market that
despite criticism from the market that this deal was largely overpriced he
this deal was largely overpriced he
this deal was largely overpriced he referenced his relationship with the
referenced his relationship with the
referenced his relationship with the whatsapp founder and their mutual desire
whatsapp founder and their mutual desire
whatsapp founder and their mutual desire to connect across the world as reasons
to connect across the world as reasons
to connect across the world as reasons for the deal when discussing this with
for the deal when discussing this with
for the deal when discussing this with the investment community the whatsapp
the investment community the whatsapp
the investment community the whatsapp founder said yeah I can confirm that
founder said yeah I can confirm that
founder said yeah I can confirm that monetization of my company was not top
monetization of my company was not top
monetization of my company was not top of mind in making this deal listen this
of mind in making this deal listen this
of mind in making this deal listen this is a complete shift in cultural ideals
is a complete shift in cultural ideals
is a complete shift in cultural ideals Millennials desire to connect to passion
Millennials desire to connect to passion
Millennials desire to connect to passion and purpose and to build relationships
and purpose and to build relationships
and purpose and to build relationships has dramatically changed the marketplace
has dramatically changed the marketplace
has dramatically changed the marketplace changes the way we talk about brand
changes the way we talk about brand
changes the way we talk about brand equity now it’s changing the way leaders
equity now it’s changing the way leaders
equity now it’s changing the way leaders make decisions about their businesses
make decisions about their businesses
make decisions about their businesses millennial researchers dr. Michael Hayes
millennial researchers dr. Michael Hayes
millennial researchers dr. Michael Hayes and Morley Winograd said in the future
and Morley Winograd said in the future
and Morley Winograd said in the future most Americans taking their cue from
most Americans taking their cue from
most Americans taking their cue from Millennials will demonstrate the
Millennials will demonstrate the
Millennials will demonstrate the behavior and the desire to advance the
behavior and the desire to advance the
behavior and the desire to advance the welfare of the group and be less
welfare of the group and be less
welfare of the group and be less concerned with individual success so
concerned with individual success so
concerned with individual success so while I am saying there is a clear
while I am saying there is a clear
while I am saying there is a clear connection between leadership
connection between leadership
connection between leadership characteristics and the characteristics
characteristics and the characteristics
characteristics and the characteristics of the Millennial Generation what I’m
of the Millennial Generation what I’m
of the Millennial Generation what I’m not saying is that we are completely
not saying is that we are completely
not saying is that we are completely blameless in all these stereo 2
blameless in all these stereo 2
blameless in all these stereo 2 people have about us if you are a
people have about us if you are a
people have about us if you are a millennial do not go into your office on
millennial do not go into your office on
millennial do not go into your office on Monday and tell your boss that you were
Monday and tell your boss that you were
Monday and tell your boss that you were born to lead and that you’re gonna take
born to lead and that you’re gonna take
born to lead and that you’re gonna take your seat at the table instead look at
your seat at the table instead look at
your seat at the table instead look at the research look at yourself
the research look at yourself
the research look at yourself how are your millennial characteristics
how are your millennial characteristics
how are your millennial characteristics showing up every day to people see you
showing up every day to people see you
showing up every day to people see you as passionate and collaborative do they
as passionate and collaborative do they
as passionate and collaborative do they see you as a forward thinker do they see
see you as a forward thinker do they see
see you as a forward thinker do they see you as a leader if not how do you change
you as a leader if not how do you change
you as a leader if not how do you change these perceptions by leveraging all that
these perceptions by leveraging all that
these perceptions by leveraging all that is great about our generation and if you
is great about our generation and if you
is great about our generation and if you are not a millennial you play a role in
are not a millennial you play a role in
are not a millennial you play a role in this too first of all some of you raised
this too first of all some of you raised
this too first of all some of you raised us via Mitch
take that conversation with my mom she
take that conversation with my mom she will excuse away all my entitled
will excuse away all my entitled
will excuse away all my entitled behavior as being not millennial are you
behavior as being not millennial are you
behavior as being not millennial are you two filtering your peers and your
two filtering your peers and your
two filtering your peers and your employees through this filter of bias
employees through this filter of bias
employees through this filter of bias about Millennials a Forbes article says
about Millennials a Forbes article says
about Millennials a Forbes article says millennial leaders will have a very
millennial leaders will have a very
millennial leaders will have a very difficult time gaining credibility with
difficult time gaining credibility with
difficult time gaining credibility with their peers because they are viewed as
their peers because they are viewed as
their peers because they are viewed as inexperienced and because of
inexperienced and because of
inexperienced and because of preconceived connotations are you also
preconceived connotations are you also
preconceived connotations are you also dismissing all the characteristics you
dismissing all the characteristics you
dismissing all the characteristics you like or dare I say admire about your
like or dare I say admire about your
like or dare I say admire about your millennial employees and co-workers as
millennial employees and co-workers as
millennial employees and co-workers as being non millennial so you can continue
being non millennial so you can continue
being non millennial so you can continue to justify these stereotypes I think to
to justify these stereotypes I think to
to justify these stereotypes I think to get this multi-generational thing right
get this multi-generational thing right
get this multi-generational thing right we’re all gonna have to dig a little
we’re all gonna have to dig a little
we’re all gonna have to dig a little deeper now maybe in the last 15 minutes
deeper now maybe in the last 15 minutes
deeper now maybe in the last 15 minutes I haven’t been able to convince you even
I haven’t been able to convince you even
I haven’t been able to convince you even with my record two thousand characters
with my record two thousand characters
with my record two thousand characters that Millennials are great leaders maybe
that Millennials are great leaders maybe
that Millennials are great leaders maybe all I did was convince you that you’re
all I did was convince you that you’re
all I did was convince you that you’re gonna retire before we gain the majority
gonna retire before we gain the majority
gonna retire before we gain the majority share either way Millennials make the
share either way Millennials make the
share either way Millennials make the most of the leadership positions really
most of the leadership positions really
most of the leadership positions really soon and as Hazen Winograd said as
soon and as Hazen Winograd said as
soon and as Hazen Winograd said as Millennials become CEOs or influence the
Millennials become CEOs or influence the
Millennials become CEOs or influence the fate of those who are we will require
fate of those who are we will require
fate of those who are we will require that companies change their priorities
that companies change their priorities
that companies change their priorities so that we can bring them into alignment
so that we can bring them into alignment
so that we can bring them into alignment with the beliefs and values of our
with the beliefs and values of our
with the beliefs and values of our generation I’ll take it a step further
generation I’ll take it a step further
generation I’ll take it a step further and say it’s my millennial partners
and say it’s my millennial partners
and say it’s my millennial partners let’s bring leadership into alignment
let’s bring leadership into alignment
let’s bring leadership into alignment with the beliefs and values of our
with the beliefs and values of our
with the beliefs and values of our generation let’s leverage all that is
generation let’s leverage all that is
generation let’s leverage all that is unique and wonderful about our
unique and wonderful about our
unique and wonderful about our generation to be tomorrow’s next great
generation to be tomorrow’s next great
generation to be tomorrow’s next great leader let’s continue to be taught by
leader let’s continue to be taught by
leader let’s continue to be taught by those who desire to teach us combined
those who desire to teach us combined
those who desire to teach us combined with our natural instincts we’re gonna
with our natural instincts we’re gonna
with our natural instincts we’re gonna change leadership culture across the
change leadership culture across the
change leadership culture across the world thank you
world thank you
world thank you [Applause]
[Applause]
[Applause] you
”
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