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Managing and Perhaps Leading The Millennial Generation
Professor Karl Moore
January 24, 2008
MedicalEducation Rounds
© Karl Moore 2
Agenda
Postmodernism – Truth Ain’t What It Use To Be
Why are they Important?
Managing the Millenials Vs. other Generations
© Karl Moore 3
Research Base
+ 100 interviews with CEOs in Canada, Europe and Asia
Dick Evans, Pierre Beaudoin, Robert Brown, Michael Sabia, Robert Dutton, Moya Greene, Kevin Lynch, Pierre Lortie, Robert Milton, Mike Roach, Paul Tellier, Caryn Lerner, Robert Rabinovitch, Andre Navarra, Sheila Fraser, etc..
+ 300 interviews with 20 somethings in the Canada, the U.S., Japan and Europe
© Karl Moore 4
Expanding Frames
Shipping Global Logistics
Your Office Away From HomeCopy Center
Source for Relaxed EntertainmentCoffee
?
© Karl Moore 5
The Value Ladder
Irrelevant to
Competitive Position Needs of
Customers
Differentiated Differentiated
Undifferentiated
Market
PricingPremium
Make Goods
Services
Extract Commodities
Customization
Customization
(Wal-Mart and Internet)
Commoditization
Commoditization
Experiences
TransformationsCustomization
Customization
Commoditization
Make
Deliver
Stage
Guide
© Karl Moore 6
Why Do We Care?
Generational clashes can lead to loss of valuable employees, negative health outcomes, wasted human potential, huge hiring problems, and stunning amounts of stress.
A key issue for the next decade.
© Karl Moore 8
Other NamesMillenniums, Generation www, the Digital Generation, Generation E, Echo Boomers, N-Gens, and, most often, Generation Y.
Ask these young people to define themselves, though, and you will hear something far more creative: the Non-Nuclear Family Generation, the Nothing-Is-Sacred Generation, the Wannabes, the Feel Good Generation, CyberKids, the Do-or-Die Generation, the Searching-for-an-Identity Generation.
Source: Managing Generation Y: Global Citizens Bornin the Late Seventies and EarlyEightiesby BruceTulgan and Carolyn A. Martin, 2001, HRD Press.
© Karl Moore 9
A Growing Part of the Workforce
As they take their first jobs, the Millennials havebeen/are the fastest growing segment of theWorkforce (in the U.S.) — growing from 14% of the workforce to 21% over the past four years tonearly 32 million workers.
© Karl Moore 11
The Modern Viewpoint We are Moderns, mainly
Faith in Science to bring us to a bright future
We can KNOW thanks to the scientific method
Relentless Upward Progress
Many modernists believed that by rejecting tradition they could discover radically new ways of making art, architecture, etc..
© Karl Moore 12
Science Base of Postmodernism
New sciences shift worldviews from modern to postmodern
– quantum mechanics (1900-1927)– chaos (complexity) theory and– self organization (autopoiesis) in the
1970s– punctuated equilibrium (1970s)
© Karl Moore 13
Key Attributes of PostmoderismShared faith in rationalism is declining
Acceptance of “messiness” of human affairs
Expanded role for Expanded role for emotion, morality, and spirituality
Unique solutions common problems
Postmodernists attempt to replace metanarratives by focusing on specific local contexts as well as the diversity of human experience. They argue for the existence of a "multiplicity of theoretical standpoints", rather than grand, all-encompassing theories.
© Karl Moore 14
Postmodern Leadership – Some Elements
1. The Decline of Metanarratives but the Rise of Stories
2. Privileging All Voices
3. The Importance of Emotions
4. A Renewed Need For Purpose
© Karl Moore 16
Reality
Well Educated
Driven
Long-term oriented
Diverse
Highly Computer literate
Racially Sensitive
Able to multi-task
Optimistic
Work to live
Yes, there’s a revolution under way among today’s kids—a good news revolution. This generation is going to rebel by behaving not worse, but better.
Millennials Rising, By Howe & Strauss
© Karl Moore 17
“Well,” Paul said gruffly, breaking the silence. “I guess we have to stop trying to figure out which generation is right and which one is wrong, and instead figure out how to manage them appropriately.”
Source: When Generations Collide, Lancaster & Stillman.
© Karl Moore 18
Maybe the Best Generation ...
It's time to see our kids for who they truly are. Most of them are not rude, wild, andirresponsible; in fact, most of them could one day make this country an immenselybetter place. — David Gergen, Editor at Large, U.S. News
The future will be grand because our kids will be its keepers.... [This generation] is moreinteresting, more confident, less hidebound and uptight, better educated, more creative, and, insome essential fashion, unafraid. ... [My own children are] simply better than I was at their age,[and their peers are] generous in ways unknownto me when I was young. — Anna Quindlen, in Newsweek
These are goodhearted kids, and when you give them the opportunity to have responsibility, they run with it. — Adraine LaRoza, Executive Director, Volunteer Services of Manatee County,Florida, and overseer, ManaTEENClub
[They have] not just better attitudes and behaviors than we have a rightto expect, but an optimism and responsibility that leave elders' empty moralisms in the dust.— Mike A. Males, Framing Youth (1999)
© Karl Moore 20
CohortsFrom the Roman Army
“People resemble their times more than their parents”
Events define us
A generation is composed of people whose common location in history lends them a collective persona
Defining Events1930s: Great Depression
Election of King1940s: Pearl Harbour
D-DayVE Day and VJ DayAtomic Bomb
1950s: Korean WarTV in every homeRock and Roll
1960s: VietnamKennedy Moon Landing
1970s: Oil CrisisWatergateFirst PCs
1980s: Fall of Berlin WallMulroney, Thatcher and Regan
1990s: War in IraqDeath of DianaClinton Scandals
2000s: September 11th
War in Iraq reduxIpod
Source: Adapted from Generations at Work, Zemke, et al, 2000
© Karl Moore 21
The Four Generations of Canadians
1922 1934 1942 1950 1958 1966 1974 1982 1990 1998
Veterans Baby Boomers GenXers Millennials
© Karl Moore 22
The Four Generations of Canadians Popular NamesGeneration
George and DorothyThe Veterans
Tom and LindaThe Baby Boomers
Devon and LiGeneration Xers
Millenials
AliasesTraditionalists
WW II GenerationThe Silent Generation
Boomers
XersTwenty-somethings
ThirteenerBaby Busters
NextersGeneration Y
Internet Generation
Birth Years 1922-1943 1943-1960 1960-1978 1979-2002
Defining Event and Trends
PatriotismFamilies
The DepressionRiding the Rails
ProsperityChildren in the Spotlight
TelevisionSuburbiaCold War
Space RaceWomen’s Lib
WatergateLatchkey kids
Single-parent homesMTVAIDS
Fall of CommunismPersian Gulf
ComputersInternetIpods
MulticulturalismGirls’ MovementSeptember 11th
Visible MembersGeorge Bush Sr.
John GlennPaul Martin
Bill Gates, Jean Charest, David Letterman, Bill and
Hillary
Douglas CouplandKurt Cobain
Brad Pitt, Michael Jordan
Brittany SpearsJohn Maier
Justin TimberlakeSidney Crosby
Music of Their Early YearsSwing
Big BandSinatra, Goodman, Dorsey
Rock n’RollAcid Rock
Elvis, Beatles, Rolling Stones, BTO, Supremes
Disco, Rap, Reggae, Elton John, Tina Turner, Prince, U2, Celine Dion
Alternative Rap, SKA, Remix, Brittany Spears, Will Smith, Backstreet
Boys, Eminem
© Karl Moore 23
The Way They See the WorldBoomers Xers Millenials
Outlook Optimistic Skeptical Hopeful
Work Ethic Driven Balanced Determined
View of Authority Love/Hate Unimpressed Polite
Leadership by Consensus Competence Pulling Together
Relationships Personal Gratification
Reluctant to Commit
Inclusive
© Karl Moore 24
Upbringing
Highly Scheduled from Birth–Hockey, Music lessons, swimming practice… pampered and nutured since birth
Focused on People Vs. Institutions–Watched Companies Break Social contract with Parents
Coddled and celebrated from birth–Less siblings to compete with–Consumer Generation–Parents substituted time for things–Never lacked for anything
Optimists–The affluence of the 1980s-1990s–Waiting to fix the world
Used to instant information and feedback –Internet has made them impatient–Video game Mentality-Press button Mario jumps
© Karl Moore 26
Waiting For the World to Change
Will one day dominate the West
Largest population bulge since Baby Boomers
Will support Institutions as Baby Boomers retire
Huge Consumers
Highly conscious of the environment
Highly conscious of the world’s problems"Today’s kids are on track to become a powerhouse generation, full of technology planners, community shapers, institution builders, and world leaders, perhaps destined to dominate the twenty-first century like today’s fading and ennobled G.I.Generation dominated the twentieth. Millennials have a solid chance to become America’s next great generation." from Howe and Strauss, authors of Millennials Rising
© Karl Moore 27
Outlook
Millennials feel they have a bright future ahead of them but they feel that the baby boomers have left them a broken world. –The US Double Deficit and the Lucid Manifesto here in Quebec
–The Environment–The Strife in the Middle East
High degree of Social consciousness
© Karl Moore 29
Anything New?
Three to Four Generations working together
Age doesn’t mean you run things
High Potentials anointed at a younger age
More significant differences in attitudes to life and work
© Karl Moore 30
The BoomersGeneral Characteristics –See the world in a good versus evil battle–Enormous expectations about the potential of life–Competition, competition, competition–Personal Gratification–Health and Wellness–Personal Growth–Youth–Work–Involvement–Given more education, and training then any generation in history–Motivated by a desire for continual self-improvement and personal achievement
As more turn 60, many struggle to cope with the disappointment of failing to meet their expectations–Continue to refuse to admit their best years have passed–Many are trying to relive their glory of days past–Live for comfort , not style anymore
© Karl Moore 31
Boomer Motivational Messages
You’re Important to our success
You’re valued here
Your contribution is unique and important
We need you
I approve of you
You’re Worthy
© Karl Moore 32
GenXer Core Values
Diversity
Thinking globally
Balance
Technoliteracy
Fun
Informality
Self-reliance
Pragmatism
© Karl Moore 33
Messages That Motivate GenXers
Do it your way
We’ve got the latest high tech stuff
There aren’t a lot of rules around here
We’re not very corporate
© Karl Moore 34
Millennial Current Core Values
Optimism
Civic Duty
Confidence
Achievement
Sociability
Morality
Street Smarts
Diversity
© Karl Moore 35
Messages That Motivate Millenials
You’ll be with bright, very creative people
You and your coworkers can help turn this place around
You can be a hero here
You will have responsibility
You will be recognized
© Karl Moore 36
What Millennials want out of Life & Work
Collaborative
Challenging
Creative
Rewarding
Social
Digital Thinking
Self Expressive
Recognition
© Karl Moore 37
What they do not want
Command and Control
Cog in the wheel
Refuse to become their jobs
Live to Work
© Karl Moore 38
What Millenials look for in a Job?Learning to Work: Campus Recruitment SurveyPolled 30,000 Students across 143 post-secondary schools in CanadaStudents answered what they look for:
Opportunities for Advancement 46%Good people to work with 42%Good people to report to 41%Work Life Balance 37%Initial Salary 29%
Clearly a departure from What people think they want
© Karl Moore 39
What They Are Looking For
KM: Companies would like to hire people like you, ambitious,achievement orientated young people. What should they do to beattractive to you guys? What are the companies that make you say,“I am going to go work for them and be a great employee forthem?” What attracts you?
LH: I think one of the biggest differences for our generation when we are looking for jobs is it is not going to be the paycheck at the end of the day but the culture, the company culture and the fit and that is really important. That goes back to our need for balance in our lives in that we are not willing to work an awful job but make a lot of money. We would much rather take a job that is fulfilling for us personally that may or may not pay as much.
© Karl Moore 40
What Boomers ThinkKM: I was just talking to two vice-presidents from a global multinational and oneof their questions for you guys was, You come and stay a few years, you leave.They invest al this time and energy in you and you just go off to another company. They found that frustrating, how would you answer that?
JL: I think the clear demonstration or clearly showing them that there is the opportunity foryou to advance within the corporation because I think you find too many places where yougo and it is known that within five years this is as far as you are going to get and that is as\far as you can go at one place because you don’t have experience over here or in thisaspect of the field or this background of education. I think that is why people jump ship:because, one, they become too accustomed to the corporate culture and, two, they justdon’t see any future for them in the corporation, they don’t see the ability to continue.
LH: I think that has a lot to do with our constant desire to find challenging work so that whenyou are at a position when you are not moving up then work becomes the same old, itbecomes tedious. For us it is all about the challenge, we always want to be learning, justlike Noah was saying.
© Karl Moore 41
And Many ExceptionsKM: Some of your fellow students go and become I-bankers for Goldman Sachs or Morgan Stanley in New York.
You know these people. Do you think they are just going after the money?JL: Absolutely. I don’t believe people willingly want to work a 100 hours a week in a cubicle as a low-level
employee with no say, being ripped on everyday with extreme, extreme amounts of pressure because they enjoy it. I don’t think anyone enjoys that type of pressure.
NB: I work in that industry, not on the investment banking side but on the legal side. Our hours … can be pretty tough at times but I do find the industry sort of fascinating. But what I like about my job and the firm that I work at – which is not investment banking, it is a law firm – is that they continuously give me
opportunities to grow and to be challenged. I could tomorrow turn around and geta job in an investment bank but I prefer to work where I work because of thenonmonetary benefits that I get and when they said “culture” …. what that meansto me is that I don’t get ripped on, as Josh said. I don’t get insulted or put down.My contributions are valued. I am constantly challenged. I wouldn’t say all thework I do is exciting al the time. Due diligence isn’t the most exciting thing in theworld but I am always learning. For me what I really like, what I really want atwork and what I would tell a firm that wanted to hire me to offer – give me an
opportunity to learn, give me an opportunity to grow. We don’t look at ouremployers as life-long employers. That is another fundamental difference between us and the babyboomer
generation that came before us. I don’t know what the statistic is now but I think it is something like our generation is expected to (have) at five or six employers throughout our careers. That is fundamentally different from my parents’ generation and I think that employers need to think about what will be attractive to us besides money if they want to hire people like us.
© Karl Moore 42
Key Takeaways with Millennials
Potentially a great generation
Strive to be Authentic not cool
Study their history and times
Understand Post Modernism
© Karl Moore 43
Further ReadingAmerican Demographics; http://adage.com/americandemographics/
When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work, by Lnne Lancaster and David Stillman, 2003, Harpercollins, ISBN 0066621070 .
Getting Them to give a Damn, by Eric Chester, 2005, ISBN: 1-4195-0458-4
Millenials Rising, by Howe And Strauss, 2000, ISBN 0375707190
Age Power: How the 21st Century Will Be Ruled by theNew Old, by Ken Dvchtwald, 2002, Jeremy P. Tarcher ; ISBN: 1585420433
© Karl Moore 44
Medical Education in 2018
1. Rethink the Meaning of Career
2. Flexibility, Flexibility, Flexibility
3. What is good for the Gander is good for the Goose
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