7 ways to manage Millennials
70Key to managing millenials for performance
Managing Millennials requires strong leadership.
Be prepared with a game plan to share with your new hire on what they are going to be working on at your company. This will equate to good leadership on your part.
Set corporate, department, and individual goals.
Your millennial employees are looking to you to be a strong confident leader that will help them grow in their career. Establishing goals for them, establishes your credibility not only with your millennial but to be honest, really with your entire department.
Embrace new technology and change.
And in fact, change and new technology are really about the only two concepts you can count on in corporate America today. Good leaders embrace this and thus, become a role model to their employees.
Establishing teams that include your new millennial reemphasizes the suggestion of seeking advice from your millennial.
So, it's not that you're going, “Oh, what do you think, what do you think?” Again, these are methods for managing millennials make them feel a part of the team and how their input will naturally come up.
When managing millennials, partner tenured employees with Millennials to solve problems.
That influx of new blood may be exactly what you’re looking for to evaluate how companies have always done things. Because guess what? The Millennials don't know how they've always done things. So, they really come in and take a fresh look at what's being done.
When managing millennials, be sure to get them involved.
This can be as simple as weekly meetings where everyone grows around and hits their top two critical items. It doesn't have to be a long meeting to catch everyone up to speed. It's just important that everyone within the team knows what's going on, and more importantly you’re Millennials, because it's how to teach him.
Managing Millennials Through Mentor Programs
This is really important. Millennials expect companies to have established mentoring programs. The better the program, the better recruit you'll get. If your company does not have an established program for mentoring and managing millennials, commit to it yourself or recruit a senior manager either in your department or outside who will agree to mentor the new employee.
You may find it worthwhile to establish the connection between my millennial and managers outside the department. It's good for your new employees to have someone to bounce ideas off of who's not in their direct chain and who's not coming back and writing their performance evaluation.
Start to mentor by having them discuss the goals of the mentoring sessions, having a plan laid out although explaining that you can deviate based on their input. But what do the millennial expect from the mentor? Those are the good conversations to have.
Next, then you can discuss the projects you have assigned. So, the mentor wants to discuss the project they have assigned and their expectations. And then, the mentor can find out what the disconnect is between the two, what they think about the projects, do they understand it – how it feeds in to their goals, what they’re going to learn from it -- those sorts of things.
It’s an opportunity for the mentor to reinforce existing processes and procedures that you've already told them. It's basically a chance for them to see that maybe you’re not a jerk, that maybe you do know what you’re talking about. Again, it's just that positive reinforcement, a positive team around this millennial as they grow in their career.
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Before becoming an Instructional Supervisor at PA Cyber, I spent thirty years in the retail profession. One of my duties in the managerial position, was staffing the departments I was in charge of. Over those years I saw the applicants change in many ways. One of the most notable ways was their attitude concerning work ethics. I never really understood where that attitude came from until now. I know I would have been a better manager if I had the background knowledge that we learned in this session. The seven ways to manage millenials that are written above would have been a tremendous help. Now in my present position, it will help me to transfer the knowledge to my students. My students often have the attitude that we should do everything for them and give them special treatment. They complete their work better when they are given deadlines (goals) to finish their work, look to me for leadership,and embrace the technology we provide. By providing these elements that they require, I am helping them to move forward in preparing them for the future.
I work at PA Cyber and teach a 10th grade English course. I am also considered a Millennial, because I was born after the year 1981. I have noticed in my own learning that I like having deadlines, goals, and structure. I want to know what is expected from me and set high expectations for myself. I have noticed this trend in my students as well. "Millennials are accustomed to being sheltered and are risk-adverse, so provide “safety-net” options like extra-credit assignments, deliberately overestimate their need for clarity on instructions, and allow more time for extensive processing and critical thinking" (Dr. Born, 2011). When I create assignments, I overly articulate instructions. At first, I was afraid that detailing step by step how to complete an assignment may be insulting, but I learned that students actually preferred it this way. I think the Millennial generation is a highly capable group, but guidance is needed along the way.
Dr. Born (2011). The Millennial Generation, Part 3(PowerPoint Slides). Retrieved from https://franciscan.blackboard.com/webapps/portal/f
Millennials are a joy to work with. I have noticed that all of this generation is far technically superior to mine. I also am grateful for their confidence and willingness to work together as part of a team. When given a challenging task, they jump right in and spend the time necessary to complete it successfully within time frame given. Setting time frames for tasks and professional growth, allows Millennials to blossom and achieve their aspirations.
When guided on a weekly basis, criticisms can be given as smaller corrections and do not upset them as much. This generation consumes media at a rate unparalleled to any previous group. This sophisticated tech savvy group has benefitted with skills of increased sustained attention, improvement of memory, and identification of complex threads. (Born, 2011).
Daily social communication is intense with a blend of talking, texting, instant messaging over the variety of social networks, and emails. This interest in communication is important way that Millennials benefit the workplace as so many companies are weak in this area. This allows for them to contribute ideas and add depth to already established communication vehicles. The weekly meeting can serve as a platform for their contributions and fresh ideas. (Born, 2011) We have used the weekly meeting as a way to inform but also listen to new thoughts or ideas that will improve our service to our families. Another way to manage millennials is to set goals for the entire team as well as for them as individuals (Born,2011).Bi-weekly individual meetings have allowed for this process to occur successfully at PaCyber in the Philadelphia area. Through establishing goals, each person feels empowered to grow personally but also to share their outcomes which directly affect the performance of the entire team. This focus on self development also encourages the Millennial staff to keep developing skills and knowledge on the job. Constant challenges provide a way for this incredibly talented generation to thrive.
Dr. Born (2011). The Millennial Generation, Part 3(PowerPoint Slides). Retrieved from https://franciscan.blackboard.com/webapps/portal/f
As a Millenial and an employee of PA Cyber, I feel as though we as a school use these 7 ways to manage employees and students. Many employees are Millenials and we are comfortable with technology. Technology is constantly changing, so we ar preoared for change. Millenials have strong team insticts (Dr. Born, 2011), so many times, we work in teams to head up projects.
Many of our students are also Millenials. We capitlaize on their ability to use technology. We present curriculum to our students online. Millenials have grown up with technology and are capable of learning while using media and multitasking (Dr. Born, 2011).
Dr. Born (2011). The Millennial Generation, Part 3(PowerPoint Slides). Retrieved from https://franciscan.blackboard.com/webapps/portal/f
I am a Virtual Classroom teacher for the PA Cyber Charter School. I feel that all of the virtual classroom teachers are Millenial employees because of the degree in which we use technology to teach our students. To confirm that I am a Millenial employee, I scored an 86 on the online quiz How Millenial Are you? (http://pewresearch.org/millennials/quiz/intro.php) Although I feel that most of us are Millenials, I do feel that some teachers fear change when we buy and implement a new system for our school. The fear is comprised of learning the system well enough to train our students how to be successful in using the new system.
With the new teachers that get hired every year, our school adopts some of the 7 ways to manage Millenials that are discussed above. We have a mentor program in which new teachers get partnered up with a veteran teacher to help with learning the technology that we are required to use in the virtual classroom. We are divided into departments, which makes me think of the idea about establishing teams that include your new millennial reemphasizes the suggestion of seeking advice from your millennial. (Meyer, Retrieved 8/20/11) We hold department meetings in which we collaborate ideas on teaching and helping with road blocks regarding technology.
As I reflect the conversations with my Millennial daughter in her beginning days as a freshman at college, I have to think that her new coach is already aware of the article “7 ways to manage Millennial” but hadn’t realized he had also listened to Dr. Born’s slide 6 in ppt 1 reflecting on “The 7 traits of the Millennial age”. How did this new coach know that my daughter is a realist and that we reminded her often that “it wasn’t all about her”? The 7 traits that my daughter possessed in high school academics and on the court would now have to transfer to college academics and the court. We always thought she was special, sheltered, and very conventional; but the merit scholarships she received was based on her communication skills in essays promoting her team-oriented nature, the pressure to be successful in the classroom and on the court, and her ability to motivate herself to be successful.
The coach has impressed her with his game plan for his new team through endless emails recognizing the individuals that will be on the team, not as a whole, but individually making sure they are all on equal ground. His respect grew even more as he called every individual on the team several times to check in to make sure they were both on the same page and to build a layer of trust and confidence between the two of them. He asked each player to use their technology skills to send him footage of their scholastic careers and any newspaper clippings or audio tapes promoting their talents. The first day on campus led to team meetings, team dinners, and a team bonding activity. This was a great way for the freshman to feel welcomed to the group. The freshmen have been assigned an upperclassman as their mentor. The team has mandatory double practices, but in between practices, the girls attend orientation activities not only to keep the team together but to view the many opportunities how they can be involved in the school. I believe this coach is exactly what my daughter needs as she continues her journey.
Dr. Born (2011). The Millennial Generation, Part 3(PowerPoint Slides). Retrieved from https://franciscan.blackboard.com/webapps/portal/f
From the classroom to the board room, the teacher's lounge to the break room, today's students and tomorrow's contributing citizens can learn a lot from -- and be inspired and motivated by -- the kinds of working processes that come very naturally in and through the creative and performing arts. Let me offer just a few examples. Across all the arts, more experienced practitioners are embraced as role models and mentors by younger, aspiring artists; across all the arts (but especially in the performing arts) working together, collaborating, sharing ideas, and forming an "esprit de corps" is not merely accepted, it is embraced as essential to success; at their best, the arts emphasize the concept of 'process over product,' meaning that the learning, the striving, the dreaming, and the working never end: they are a worthwhile journey in and of themselves -- even when the final product falls short of expectations or is viewed as a failure. The arts encourage experimentation, innovation, creative risk, and resiliency. If we integrate these elements into our teaching, learning, and working, we will not only create new models for getting the best performance out of millenials, but which call forth the collective greatness of a rich, vibrant, and diverse society across all segments. As the noted education and creativity expert Sir Ken Robinson consistently points out, we need a fuller and deeper understanding and appreciation of human capacities. An arts-rich learning environment is especially suited to achieving this worthy goal.
Generational trends greatly affect how employees work together, as well as what motivates them. Millennials are considered to be the most educated generation in history. Millennials are naturally comfortable working in teams and accomplishing goals in a group environment (Born, 2011). Given their experiences in school and their tendency to seek feedback from others, they are very familiar with the concept of collaboration. The comfort level most millennials have with technology is a great asset to companies. They can leverage technology to better the company, as well as impart their knowledge to older workers who may have more difficulty working in a world which relies more and more on technology.
Millennials strive to do well in their positions and want to contribute immediately to an organization (Born, 2011). With clearly outlined responsibilities and expectations, millennials can move ahead with projects and accomplish goals using their remarkable ability to multitask.
At PA Cyber, we follow the seven ways to manage millennials. We have strong leadership, set goals, embrace new technology and change, establish teams, get everyone involved, and have a mentor program for new teachers.
Dr. Born (2011). The Millennial Generation, Part 3(PowerPoint Slides). Retrieved from https://franciscan.blackboard.com/webapps/portal/f
As both a teacher and mother of children who are Millenials, I find that I incorporate many of these management tips in my classroom as well as in my home. Of the seven ways listed above, the one that really sticks out to me is to embrace new technology and change. As an employee of a cyber school, we are constantly changing technology to keep it current! I understand the importance of not looking at the change as a negative thing but rather as a positive one. The Millenial generation are a generation of achievers who feeled pressured to achieve great things. I like the idea of providing a great leader for these children. I have seen the effects of being a strong leader in my classroom. I see students respond to me more readily when I lead them. At PA Cyber we have mentoring programs that are available for our new employees (who are mostly Millenials) and the program is very successful. All in all, I find these tips to be very useful.
I am a parent of a millennial, a recent graduate of Penn State. I can see a lot of characteristics within my son as mentioned in this week’s lesson. Millennials strive to do well in their positions and want to contribute immediately to an organization (Born, 2011). I also visualize a parallel comparison conventionally that he is way more comfortable conversing with his parents than my generation, that of a baby boomer.
As a teacher at The Pennsylvania Cyber Charter School, I have found that Millennial have strong instincts and tight peer bonds and are very accustomed to working in teams, which has emphasized from their daycares forward (Born, 2011). At our school our students and faculty are tasked each day to embrace new technology. I also know that this generation is a generation of high achievers. Millennials are on track to become the best-educated, best behaved adults in the nation’s history (Born, 2011).
The millennials that I have had the pleasure of working with shine in a collaborative working environment. They are eager to learn, take on responsibility and are strong team players. They enjoy sharing their technological skills with us boomers.
Dr. Born (2011). The Millennial Generation, Part 1(PowerPoint Slides). Retrieved from
Working at a cyber charter school and having children, I am surrounded by millenials. The students I work with seem to be much more advanced in technology than me. After reviewing the information I can see how this information relates to my daily duties at PA Cyber. Steve Meyer’s 7 ways to manage millenials is useful when working with students as well as staff. I see these characteristics in the students who attend PA Cyber. Using a variety of means to communicate is now allowing individuals to communicate much faster allowing people to contribute and elaborate on ideas. When goals are set and expected to be met, millenials have a higher rate of success. By everyone communicating in a more effective manner allows for these goals to be met for effectively.
After reading about these strategies for managing a Millenial, I feel strongly that the writer has a solid understanding about this group. Millenials have a desire to stay connected and be involved with others. Steve Meyer touches on that several times in this blog entry. He also notes that leaders should set clear goals for Millenials. This group grew up with parents that pushed them to the next level of achievement. For a Millenial, there is a big difference between a 99% and a 93% on a test even though both are A's. They like to have goals set so they know what to shoot for. The writer also mentions embracing new technologies. This is very important. Millenials grew up with laptops, high-speed internet, smartphones, and more. Separate a Millenial from his or her technology, and that person is lost. They are good with technology and should be encouraged to share new technologies with the workplace.
The traits I notice with my PA Cyber students are that they are first very ethnically diverse and then technologically advanced. I have students from many different cultures and religious backgrounds. They have been introduced to a technology based world and education. They are receiving their education online, use cell phones, and participate in social networks. Several of my students have been sheltered by their parents, and are motivated and confident. For example, the majority of my students have their parents involved in their personal and educational lives. Also, they are independent, self-motivated, and accepting of one another. This directly relates to the article titled, Seven Ways to Manage Millennials, because this combination has encouraged the Millennial generation. According to Dr, Born, the Millennial generation is on track to be the best educated and best behaved adults in the nation (Dr. Born, 2011). Furthermore, I noticed this at PSSA testing this past school year, because where a student might have been made fun of in a traditional setting is now making friends in a nontraditional setting. I was happy to see students exchanging email addresses, phone numbers, and becoming friends. These are all examples and traits of the Millennial generation. At PA Cyber, my high school students are preparing themselves for higher education and successful careers. In addition, my students are involved in many extracurricular activities, groups, clubs, church, and have jobs. I believe that PA Cyber students are the definition of the Millennial generation.
References:
Dr. Born (2011). The Millennial Generation, Part 3 & 1(PowerPoint Slides). Retrieved from https://franciscan.blackboard.com/webapps/portal/f
Dr. Born explains in his power point The Millennials: Learning & Education that we need to let Millennials have choices. We should let them provide input into class goals, rules, and assignments. Millennials also work well in groups and we should allow them to work in small groups. They need to be given a clear a management structure that provides ways to remove members who are slacking. . Providing feedback often is also important for Millennials. We should provide ways to reduce their stress such as using study guides and providing flexible deadlines for assignments (Dr. Born, 2011)
Being a millennial and a teacher I understand the importance of all of these points to help increase millennial performance and lead to success. It is important for all students to be active in their education and for teachers to provide and environment that will lead to success. Allowing students to have input in the class will increase their interest in their learning as well as help to hold them accountable for their own education. Working in an online environment where I do not see or talk to my students I also find that providing feedback is extremely important.
I believe that PA Cyber is well equipped to manage Millennials. Many of the employees are Millennials themselves and understand the needs of the students. We use many of the seven ways to manage Millennials on a daily basis. We are constantly involving them in their education by giving them choices and input with their classes and schedules. We provide each student with an Instructional Supervisor to mentor them and help them to set goals for themselves. Finally, we are always embracing new technology and providing our students access to the technology as well as a technical support technician that is always available to help them with any questions they have about technology.
Dr. Born (2011). The Millennial Generation, Part 3(PowerPoint Slides). Retrieved from https://franciscan.blackboard.com/webapps/portal/f
As an Instructional Supervisor at the Pennsylvania Cyber Charter School, I must embrace many of the characteristics that Millenials are already accustomed to. For example, change and new technolgy are two things that Steve Meyer claim are essential to good leadership (Meyer). We are very accustomed to change and staying familiar with new technology. This is often more challenging for us as veteran educators than it is for the students who have been more accustomed to the speed in which technolgy advances. However, this is something that younger employees and new hires are often comfortable with. This is why we do have a mentoring program where veteran employees are often teamed up with new employees. Both employees benefit from this pairing for the reasons Meyer mentions.
Stucture is important when working with Millenials. Giving them choices and allowing them to have input when it comes to assignments can go a long way when fostering a love of learning and helping these students be successful in school. It is also preparing them for careers after high school.
I also see the importance of allowing Millenials work together in groups to complete assignments and solve problems. This is something our virtual classroom teachers do well. I would like to see more cooperative learning sessions for our students in the future, especially cyber school students who choose to take self paced courses. I believe it is important they they have the chance to work together with their peers so that they will be better prepared for tomorrow's work force and society.
I am particularly interested in Mr. Meyer’s suggestion of mentoring, partnering Millennials with tenured employees. I perceive this to be an effective practice and not only for the more obvious reasons of training and indoctrination onto an organization’s culture. Dr. Clint Born of the Franciscan University of Steubenville notes in his slidecast “Generations Overview and Today’s Students--The Millennials” that the members of the generation are spatial (2011). They believe that they are vital to the communities in which they exist, be it a business or in a larger sense the nation. In addition, the Millennials have largely been raised by parents who are members of Generation X and have been more participative in the educational process than parents in preceding generations. In some cases this involvement of these parents has been so insistent that it rises to the level of that demonstrated by the “helicopter parent” (Born, 2011).
Millennials from their earliest involvement in organizations are willing to engage in discourse with their counterparts, regardless of their status within the organization. The concept “children should be seen, but not heard” is as antiquated to them as a rotary telephone. They inherently perceive their input to be every bit as valid as any other persons. The mentoring process allows an appropriate and managed means for them to immediately participate in an organization and interact with their counterparts. It also appeals to their instinctive sense of cooperation and collaboration among individuals within an organization. Raised by highly involved parents, they expect close management and the clear explanation of goals and purposes from superiors. The mentoring process also encourages this close support and the Millennials being drawn into the organization.
Dr. Clint Born (2011). Generations Overview and Today’s Students--The Millennials (slidecast). Retrieved from https://franciscan.blackboard.com/bbcswebdav/cours
I am technically considered a millennial, and when I took a quiz on being a millennial, I scored a 65%. (http://pewresearch.org/millennials/quiz/intro.php) This quiz was not that surprising to me, because I do feel quite comfortable with technology and have a lot of the same qualities you talk about in your article 7 Ways to Manage Millennials. I find myself desperately seeking a mentor when I start a new job. Maybe this is because I was “sheltered” growing up. Dr. Born stated that "Millennials are accustomed to being sheltered and are risk-adverse, so provide “safety-net” options like extra-credit assignments, deliberately overestimate their need for clarity on instructions, and allow more time for extensive processing and critical thinking" (Dr. Born, 2011). This quote makes complete sense to me and I would definitely put myself in this category. I like to have clear directions, and maybe even a little hand holding sometimes.
Dr. Born (2011). The Millennial Generation, Part 3(PowerPoint Slides). Retrieved from https://franciscan.blackboard.com/webapps/portal/f
(Pew Research Center, 2011)http://pewresearch.org/millennials/quiz/intro.php
At my age I am on the edge of being the last of the baby boomers. Technology is something that I have discovered later in life. The Millennials are a generation that has grown up with technology that has been on the cutting edge. The Millennials do not know a time without the internet and information has always been at their fingertips. I find that the Millennials as a generation need to be constantly active and are not much for downtime. Millennials keep their schedules full and electronic devices close.
The idea of managing by getting the Millennials involved in the task at hand and using a mentor program has been a standard business practice for a few years now. I believe that this a common business practice that makes good sense. Anytime that you can train someone by getting them hands on experience you are doing them a favor. The use of mentors is taking advantage of a reliable and beneficial resource. Experienced employees can very easily transfer their years of work experience to the Millennials, but this can be a two way street because Millennials can teach the older guys and gals some new technological tricks.
Teaching at PA Cyber gives a certain insight to the millennial generation and how they learn. According to Ken Kay the traditional three R’s need to be infused with the Four C’s, which are communication, collaboration, critical thinking, and creativity. This will give our students a chance to compete in today’s world market. I think that these are skills that we try to teach our students on a daily basis with our cutting edge technology. Knowing the skills that the Millennials will use in the workforce gives our school an advantage by teaching our students beneficial skills. The use of the four C’s will be something that Millennials will carry into their future.
Kay, K (2010). https://thepartnershipfor21stcenturyskills238.eduv
I think that two of the most important things we, as instructors, can teach Millenials is the importance of being flexible and being able to work well with others. As Steve Meyer pointed out, change and technology are two concepts that you can definitely count on in corporate America. So many things are changing in this country including the technology that we use, the way we do things, our systems and processes, how we structure our days...etc. If Millenials do not know how to be flexible and embrace new and better ways of doing things, they will never survive in the corporate world. They must also be willing to collaborate with fellow employees to discuss ways to change for the better. Teaching children how to work well in a group is crucial. When employees work in a cooperative manner, there are endless possibilites of the gains that can be produced. Companies need to do this in order to stay on the cutting edge and in order to stand above the rest. If a company cannot get its employees to work together to produce positive change, it will risk getting "stale" and will soon be passed up by its competitors.
Millenials are tech savvy and good for changing the old guard within a business or company. Within Steve Meyer's article it is clear that those that employ millenials must adapt to them and meet their needs in order to take full advantage of their capabilities. One of the key points in the article mentions having strong leadership that is not afraid to accept change within the company as well as train the new hires appropriately. I found it interesting that one of the keys mentioned is pairing a veteran employ with a new hire. This pairing gives the new hire the opportunity to examine the organization of the company and form an opinion without bias.
In an article by Keith Cronin, he states that this
generation expects constant praises, excellent careers, and high salaries. Furthermore, they want little to compromise their families, friends, and general leisure time. The article highlights that the working world is struggling to understand a younger generation that is likely to switch jobs frequently, expect extra attention, and contest superiors without belief in any recourse.
Read more at Suite101: Difficult Job Market for College Graduates: Millennial Generation Adjusting to New Economy | Suite101.com http://www.suite101.com/content/college-graduates-
Based on Cronin's article it seems that the millenials and the company in which they desire to work for must find some common ground. The employer must remain strong with respect to leadership, accepting change, and creating a proper mentor program that leads the employee. The millenials must work on characteristics such as loyalty, dedication, and desire in order to build a positive and professional relationship with their new employer.
I believe that the author of this article has made very valid points on how to best incorporate and utilize the potential of the millenial generation in the workforce. Allowing for the millenials to be challenged while sharing their ideas with other team members, the millenial employee will be able to provide invaluable input while learning and improving in the same respect. I believe that this blog article ties directly with the article that discusses the Five Essential Competencies. These competencies are listed as critical analysis, adaptability and agility, teamwork, multi/bilingual, and innovation and imagination. These skills that are possessed by members of the millenial generation are incredible contributors to successful progress as any corporation moves into the future. This applies to schools as well as businesses. In order for schools to continue to make progress, they must be willing to take the skills of millenial generation and apply them to create cutting edge programs that allow students to demonstrate success.
While technically I would be catagorized as a member of Generation X, my family structure was such that I think my attitudes are more akin to those of the Silent Generation. At the time of my birth, my older brother was graduating from college and getting married. Many of the techniques my parents used to raise my brother were the same employed with me. As such I find that many of my attitudes stem from an older generation than that of many of the parents of the students I work with on a daily basis. At the same time, however, I am fully cognizant that the Millennial generation, because of its unprecedented ready access to technology and information, requres an adaptation on the part of the educational system if this generation is to be successful in the global economy. Much of what Mr. Myers proposes as being effective means of managing Millennials is simply a reflection of good leadership techniques, adapted to fit the present situation. To that end, they could in part, be summarized by an article I was presented as a young officer candidate by Major Richard Winters entitled, "Leadership at the Point of the Bayonet":
Ten Principles for Success
1. Strive to be a leader of character, competence, and courage.
2. Lead from the front. Say, “Follow me!” and then lead the way.
3. Stay in top physical shape—physical stamina is the root of mental toughness.
4. Develop your team. If you know your people, are fair in setting realistic goals and expectations, and lead by example, you will develop teamwork.
5. Delegate responsibility to your subordinates and let them do their jobs. You can’t do a good job if you don’t have a chance to use your imagination and creativity.
6. Anticipate problems and prepare to overcome obstacles. Don’t wait until you get to the top of the ridge and then make up your mind.
7. Remain humble. Don’t worry about who receives the credit. Never let power or authority go to your head.
8. Take a moment of self-reflection. Look at yourself in the mirror every night and ask yourself if you did your best.
9. True satisfaction comes from getting the job done. They key to a successful leader is to earn respect—not because of rank or position, but because you are a leader of character.
10. Hang Tough!—Never, ever, give up.
Combined with the suggestions made by Mr. Myers, the effective leaders of both today and the future will not only promote the best efforts from their employees, but will also be successful in developing future leaders.
Dr. Clint Born (2011). Generations Overview and Today’s Students--The Millennials (slidecast). Retrieved from https://franciscan.blackboard.com/bbcswebdav/cours
Winters, R., Kingseed, C. BEYOND BAND OF BROTHERS: The War Memoirs of Major Dick Winters (commander and leader of WWII 506th Parachute Infantry Regiment, 101st Airborne Division). Berkley Caliber Publishing Group, New York. 2006
I am considered a Generation Xer; therefore, I am facinated in the multitasking abilities that the Millennials have. Their confidence in themselves is obvious to me as I work in the classroom. Their desire to work in small groups is essential to this group of learners. Additionally, teaching them without using technology is a completely unfair and foreign to the Millenial students of today. Millennials have been brought up in a multicultural society, so being exposed to a variety of cultures is a way of life.
Teachers will need to use cooperative learning experieces on a regular basis in order to meet the preferred learning desires of the Millenials. Teachers will need to utilize technology and become proficient with technology in order to keep the Millenials engaged and challenged. Due to multicultural environments the teacher must present to the Millenials an ability to adapt to change. Teachers will need to teach the higher order thinking skills in order to make the Millenials effective problem solvers and critical thinkers.
Cooperative learning creates and environment of teamwork, which will be needed for future employment. Using technology will be a must for Millenials because all jobs use technology. Understanding a variety of cultures will be necessary since a variety of cultures will be placed in the job market. Not just one culture will be placed in a place of employment. The Millenials will need problem solving and critical thinking skills due to all jobs have problems to solve that require critical thinking skills. The Millenials will need to be taught the 21st century skills in order to become productive in their future employment.
Becca C. 9 months ago
I work at PA Cyber Charter School. My position there is managing half of the special education department, which is made up of mostly younger staff member (younger than 35). So when reading this information I can directly see how it relates to my position and some of the ways that the staff works best. The 4C’s that Ken Kay refers to in his video the 3R’s & the 4C’s, also help to understand how to best work with millennials. If we are teaching these students to be effective communicators in various modes, teaching critical thinking skills, promoting collaboration, and empowering their creativity while they are in school then managing them using the same techniques and building from the same skills would only promote success for them and their tasks at hand.