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The Millennial generation, born between 1980-2000, is moving into manager and leadership positions rapidly with a desire to excel. They have a workplace style that is vastly different than their predecessors. Raised in a praise-based culture, college-bound since kindergarten, Millennials have been protected from failure by over-engaged parents. They have not bought into ‘climbing the corporate ladder and paying their dues’ and instead value equality over hierarchy. Millennials seek flexible schedules as well as time for personal pursuits yet they expect to make an impact immediately. They are comfortable challenging authority and the status quo and bring these values into leadership and management roles. They perform best when using their strengths; learn how focusing on strengths makes transitions into leadership and supervisory roles more successful. Understand what types of training and mentorship this generation of leaders needs to be more productive and engaged in their work. #sxsw #GenYWorker
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Millennials as Supervisors: Strategies for Success
Jennifer H. Selke, Ph.D. @jennselke
#GenYWorker
workstrengths.com
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About Me: Millennial Expert
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About Me: Gallup Certified Strengths Coach
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Keeping Millennials Engaged
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Fighting Stereotypes
Entitled Narcissistic
Needy Lazy
Job Hoppers
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Looking-up to find out information Rules, regulations, and policies Authority Hierarchy
Work: The Old Way
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Consensus building Ideas from anyone Empowering Think Differently Individualize
The New Way
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By 2020, 46 of all employees in U.S. will be in the Millennial Generation.
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Generation Y / Millennials
(1980 - 2000)
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Millennial Supervisors Confident Make an Impact Learner Driven to Innovate Tech-Connected
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The Cost of Turnover
Society for Human Resource Management
30-50% of the annual salary of entry-level employees
150% of middle level employees
up to 400% for specialized, high level employees
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Get the most out of them for as long as they stay
Over 25% expect to have 6 or more employers in their career
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Managing them to Leave
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45 Strategies for Success as a Millennial Supervisors
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Actually I have
7
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Age Diversity
1
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Generations
The Greatest Generation (1901-1928) The Silent Generation (1928 - 1945) The Baby Boomers (1946 - 1964) Generation X (1965 - 1980) Generation Y / Millennials (1980 - 2000) Generation Z (Early 2000's - present)
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The Silent Generation (1928 – 1945)
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The Silent Generation
”Great Depression" by buckle1535 is licensed under CC BY 2.0
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The Baby Boomers
(1946 – 1964)
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Baby Boomers
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Pension
Individual
Hierarchical
Apprentice
Structured Work
Baby Boomers
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“Each generation imagines itself to be
more intelligent than the one that went before it, and wiser than the one
that comes after it.”
~ George Orwell
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Generation X
(1965 - 1980)
Lost Generation Cynical Under Socialized Slackers Latch Key Kids
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Generation X Generation X
Value Ideas
Degrees
Better Offers
Move up
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Diversity Training
Cross Generational Work Teams Training: “Generation Shock”
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“The Ys told us they were so happy to learn why the baby boomers were so
conservative and why Gen X didn’t want to share information with them.”
Marjolaine Rompré, director of learning for development at
L’Oréal Canada.
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Education Oriented Desires Feedback Wants to Grow
Learner-centric
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Growth and Development 2
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#lifeskills training
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360 degree feedback
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Engagement 3
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Strengths Based Management
4
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PEOPLE WHO FOCUS ON USING THEIR STRENGTHS MAXIMIZE THEIR POTENTIAL
People who learn to use their strengths every day have 7.8% greater productivity.
Teams who receive strengths feedback have 8.9% greater profitability.
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PEOPLE WHO FOCUS ON USING THEIR STRENGTHS …
are three TIMES as likely to report having an excellent quality of life
are six TIMES as likely to be engaged in their jobs
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n look forward to going to work
n have more positive than negative interactions with coworkers
n treat customers better
n tell their friends they work for a great company
n achieve more on a daily basis
n have more positive, creative, and innovative moments
PEOPLE WORKING IN THE STRENGTHS ZONE …
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Finding a coach at work
5
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goal oriented immediate
impact
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Challenge Norms Equality not Heirichy
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Tech Savvy | Fast Pace | Connected
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6 Communication Skills
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Adaptable Positive Playful
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Love Working as a Team
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After-hours Work 7
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The Challenge
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The Cost of Turnover
Society for Human Resource Management
30-50% of the annual salary of entry-level employees
150% of middle level employees
up to 400% for specialized, high level employees
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Reprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved. Reprinted or used with the permission of Gallup Inc. Copyright © 2013 Gallup, Inc. All rights reserved.
"To love what you do and feel that it matters -- how could anything be more fun?”
~Katharine Graham