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My adult daughter and I were having a conversation recently where she was telling me things about her work that frustrated her and she said, “Dad, don’t take this the wrong way, but my generation is just so much smarter than yours!”
I love it, don’t you?! I’m sure some of you are incredulous, but I think it’s very telling of this generation. She went on to clarify that her main point about her generation being smarter related to technology. And, in that regard, virtually all of us Boomers have to agree! The Millennium generation grew up surrounded by technology most of us Boomers never dreamed of as children. They’ve also grown up during a period of rapid technological growth, so they’re used to learning new skills and becoming comfortable with innovations quickly and easily.
There’s a large body of information out there already about the generational differences in the workforce today, and much being said about how each group works, learns and thinks. Focusing on those differences, managers are looking at how to change the way they train their workforce in order to accommodate some of those differences in learning and working styles. I’d like to discuss how we could better invest in training and including this incredible group of young people called the Millenium generation, to take advantage of their strengths.
There are several key factors to consider when talking about investing in Millennials:
- Millennials are estimated to be a larger group than the Baby Boomer generation
- They are alleged to be coachable and very open to being mentored
- Organizations have finally embraced “coaching” as a key strategic initiative
If we’re right about this generation being so coachable and open to mentoring – and I believe we are – then we have not only an incredible opportunity, but also an undeniable obligation to take what we’ve learned about being UnCommon Leaders and pass it on. This is our next great generation of leaders. If they want to learn and are willing to be coached, let’s step up and begin the training so that when they’re ready we can pass the torch to their generation.
If your company has not embraced coaching as a strategic initiative, then it’s time to consider it. There is a whole generation of employees that actively seek coaching and mentoring. They thrive on it. Why waste that drive to learn and grow to be more productive?
Does your organization have an intentional, focused effort to develop this next generation of UnCommon Leaders™?
Onward & Upward!
write by Griffith