Much has been written about the challenge of working with Millennials. Sure, the sense of entitlement and the “thank-you-for-playing-awards” (but, oh by the way, you lost) that they grew up with aren’t exactly the ideal recipes for winning in business. However, what is less known is just how millennials are positively disrupting the workplace. Moreover, they’re doing so with significant implications for organizational leadership. If you want to stay competitive in today’s fast-paced, changing world, take a lesson or two from the Millennial people:
Millennials embrace change. Having entered the workforce at the gradual downturn of the U.S. economy just prior its 2008 economic collapse, Millennials learned to expect change; they learned to anticipate working in chaos but more so, they learned to problem-solve for solutions.
Millennials want the best of both worlds. My first reaction to this was, “Well don’t we all!” But the push-back or top-down approach doesn’t work here. In fact, leaders who don’t adapt to today’s needs or who don’t set the environment in which talent can be optimized simply support the expenditures and losses cited in the previous bullet point.
Millennials seek connection. A 2011 survey of 1,000 individuals revealed that more than 90 percent of those surveyed cited connection and community as their greatest need (source). While execution is the name of the game in business, relationships are what turn ordinary ways of doing things (i.e. execution) into extra-ordinary. Just think of the last mediocre team you were a part of compared to the last best team you were on. What was the difference between the two? Successful teams succeed because there’s trust in each other’s competencies, intentions (character) and they share a common definition of what success looks like. When you stir all these elements together you get information exchange, because you’re not worried about what other team members will do with what you told them. Why? Because there’s trust. You can only move at the speed of trust and trust is comes from interacting with people. Relationships are still—and always will be—at the heart of executing. Execution is the byproduct.
Millennials get a bad wrap, that’s for sure, but if we don’t question why they have a bad wrap then we just continue living the status quo; we don’t adapt. There’s always something to be learned from change.
This article was written by Jeff Boss from Forbes. This reprint is supplied by BNY Mellon under license from NewsCred, Inc.
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