Mentoring and Millennials

In their book, The 2020 Workplace, Jeannie C. Meister and Karie Willyerd report that the top three things Millennials want from their bosses is straight feedback, coaching and mentoring, and personal development. There is a danger in not providing these kinds of learning experiences in your organization as one in four Millennials anticipate leaving their present employer or work setting within the next year and one in three Millennials admit they are not putting their full energies into their current job.

A Case Study for Managing Millennials

Jack was hired four months ago to work in research and development for a company that specializes in health care products. Jack graduated from college last June and this is his first professional job. He was assigned to a few projects and has done a good job so far. Because Jack has expressed a desire to take on more responsibility, his boss, Karen, asks him to take on lead for researching a new product. Jack is psyched… this is his opportunity to show what he’s got. After a couple of days, Jack has researched a lot of information from specialized magazines, on the Internet, and by connecting with college friend through Linked In and Twitter. He wants to meet with Karen to ask her some questions and keep the momentum going but she has been traveling and sends him a few quick emails in response that don’t really answer his questions. Frustrated, Jack posts on his LinkedIn page and his Twitter update “My boss is useless… not answering my questions so it’s keeping me from getting my work done.”

What mistakes did Karen make in managing her new Millennial employee, Jack? First, she should have let Jack know the company policy on using social media to be critical of the company. Next, for a new project like this, where Jack will have a lot of learning, she might have had him work in a team with more experienced researchers. And, because she won’t always be around to give Jack on demand coaching and counsel, she could assign him a mentor.

According to Bob Canalosi, chief learning officer of General Electric Health Care, a top leadership competency needed in the 2020 workplace is to be a “legendary builder of people and teams.” Canalosi explains this as “coaching and mentoring both face-to-face and virtually; challenging people to achieve more than they believed they could.” Marshall Goldsmith, executive educator and coach, also predicts that a top competency for leaders of the future will be “sharing leadership.”

The Millennial Generation, born between 1977 and 1998, are the latest generation to enter the workplace. They are 75 million strong in size and are characterized as being self-confident, focused on learning and moving up quickly, team-oriented, well networked, and technologically savvy.

Millennials have one other thing in common: no matter how smart and confident they are, because they are new to the professional workplace, they need and want mentoring. In addition, the timeline for leadership development is ramping up. Millennials may be thrust into leadership roles faster than any other leaders in the last thirty years, as there are not nearly enough Gen X workers to fill the ranks of the departing Baby Boomers. The good news is that they want to be leaders.

Traditional mentoring, long renowned for its success is developing leaders, is typically a relationship between someone more experienced with someone less experienced. “Mentoring,” says author Gordon Shea, “is a fundamental form of human development where one person invests time, energy and personal know-how in assisting the growth and ability of another person.” There are several different ways that you can incorporate mentoring into your workplace.

Years ago, Jack Welch realized that General Electric was falling behind other companies in its use of the internet as a business tool, so he instituted a “reverse mentoring” program at GE. He required more than 500 of his top executives to find a younger, tech-savvy “Web mentor” to teach them how to use the web and understand e-business. Organizations from Proctor and Gamble to the Seattle Public Schools have implemented reverse mentoring programs to help them understand technology, business trends, and pop culture. And, Wharton School of Business requires older MBA candidates with long resumes to partner with younger, full-time students.

Reverse mentoring can be used to teach today’s senior leaders how to use social media to connect with customers. It’s also an effective way to give your Millennial employees a window into the higher levels of the organization, so that when the older mentors retire, the younger generation has a better understanding of the business.

The beauty of reverse mentoring comes from the fact that Millennials thrive on relationships. Powerful relationships are created when younger employers are engaged in teaching senior employees. Because Millennials love sharing their ideas and want to know that they are being heard, if you invite them to give you constructive feedback, you can gain a different perspective and help them learn leadership skills. Reverse mentoring can benefit both Millennials and the organizations they work for.

In a group mentoring environment the mentor works with a larger group than the one-on-one relationship used in the reverse mentoring approach. There are several different types of group mentoring. For example, in facilitated group mentoring, the group may hire an outside expert to facilitate discussion on a topic they want to learn more about. Peer group mentoring brings together peers with similar development needs. Participants present a problem or issue and the other members of the group respond to the problem or issue. The collective wisdom of the group is harnessed to solve problems and value is created for all group members. In team group mentoring, the team defines mutual learning goals and works with one or more mentors who facilitate their learning.

We See The World Global Peer Mentoring Project is a collaboration between Communities in Schools of New Jersey Mentoring Success Center and YouthWorks CIC in Belfast, Ireland. High school students meet with youth from across the globe and discuss topics like human rights and education. The program encourages students to share experiences and learn through video conferencing, social media video and other technology. Following the recent political events in Egypt, they connected with teens there to learn from one another.

Millennials want opportunities to interact with and learn from their peers. Group mentoring may offer these workers a familiar, comfortable setting in which they can interact with peers, while at the same time receive guidance and support from a more senior person. And, group mentoring can be built around electronic communications platforms like Skype, web casts, etc.

Anonymous/on demand mentoring is generally used to move “high potential” individuals to their next level of achievement. This process is often anonymous – the protégé may not know who the mentor is – and commonly uses outside or third party experts selected by the company. Protégés are matched with trained mentors through psychological testing and background reviews.

There are many benefits of an anonymous mentoring relationship including a higher level of discloser and candid interaction. The anonymity frees up the mentor, who may have learned a lot from his or her mistakes and therefore may be more comfortable sharing his or her war stories anonymously. Another benefit is that it ensures that mentors have an agenda-free interest in the protégé’s professional development. And, the protégé may be more willing to open up and discuss problems and uncertainties they experience when their identity is anonymous.

Time zone, issues of geography and culture differences also tend to be less important in anonymous/on demand mentoring as the communication between mentors and protégés is entirely online. This mentoring option is perfect for Millennials, who are technologically-savvy and want timely information and feedback.

Traditional one-on-one mentoring is still a powerful way to develop Millennials. One-on-one mentoring gives them practice with one-on-one interactions and affords them personal attention, feedback, and the opportunity to share and challenge ideas. Millennials like structure and stability, so one-on-one mentoring should include scheduled meetings, clear and consistent communication, and a more take-charge attitude from mentors. Being authentic is important to Millennials; mentors must lead by example. Mentors can invite their protégés to shadow them, have protégés observe them conduct a meeting or presentation, give protégés recommendations of e-books to read, and check in with protégés from time to time just to see how they are doing.

One-on-one mentoring can utilize new technologies such as conducting meetings via Skype, introducing your protégé to others via Twitter, inviting your protégé to participate in Webinars you conduct, or writing on your blog about your protégé.

One of the quickest ways to sabotage a mentoring relationship, for either partner, is to lose trust. Transparency and confidentiality must be discussed such as setting boundaries about what conversations are private and what can be shared with others.

Mentoring is an affordable, creative and smart tool to tap into the talents of your Millennial workers, engage them in your company, ready them for future leadership roles, and meet the challenges of the 2020 workplace.

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Mentoring and Millennials

In their book, The 2020 Workplace, Jeannie C. Meister and Karie Willyerd address that the top three things Millennials wish from their administration is beeline feedback, apprenticeship and mentoring, and claimed development. There is a crisis in not accouterment these kinds of acquirements adventures in your alignment as one in four Millennials ahead abrogation their present employer or plan ambience aural the next year and one in three Millennials accept they are not putting their abounding energies into their accepted job.

A Case Study for Managing Millennials

Jack was assassin four months ago to plan in analysis and development for a aggregation that specializes in bloom affliction products. Jack accelerating from academy endure June and this is his aboriginal able job. He was assigned to a few projects and has done a acceptable job so far. Because Jack has bidding a admiration to yield on added responsibility, his boss, Karen, asks him to yield on advance for researching a new product. Jack is psyched… this is his befalling to appearance what he’s got. After a brace of days, Jack has researched a lot of advice from specialized magazines, on the Internet, and by abutting with academy acquaintance through Linked In and Twitter. He wants to accommodated with Karen to ask her some questions and accumulate the drive traveling but she has been traveling and sends him a few quick emails in acknowledgment that don’t absolutely acknowledgment his questions. Frustrated, Jack posts on his LinkedIn page and his Twitter amend “My bang-up is useless… not answering my questions so it’s befitting me from accepting my plan done.”

What mistakes did Karen accomplish in managing her new Millennial employee, Jack? First, she should accept let Jack apperceive the aggregation action on application amusing media to be analytical of the company. Next, for a new activity like this, area Jack will accept a lot of learning, she adeptness accept had him plan in a aggregation with added accomplished researchers. And, because she will not consistently be about to accord Jack on appeal apprenticeship and counsel, she could accredit him a mentor.

According to Bob Canalosi, arch acquirements administrator of General Electric Bloom Care, a top administration adequacy bare in the 2020 abode is to be a “legendary architect of humans and teams.” Canalosi explains this as “coaching and mentoring both contiguous and virtually; arduous humans to accomplish added than they believed they could.” Marshall Goldsmith, controlling drillmaster and coach, aswell predicts that a top adequacy for leaders of the approaching will be “sharing leadership.”

The Millennial Generation, built-in amid 1977 and 1998, are the latest bearing to access the workplace. They are 75 actor able in admeasurement and are characterized as getting self-confident, focused on acquirements and affective up quickly, team-oriented, able-bodied networked, and technologically savvy.

Millennials accept one added affair in common: no amount how acute and assured they are, because they are new to the able workplace, they charge and wish mentoring. In addition, the timeline for administration development is ramping up. Millennials may be advance into administration roles faster than any added leaders in the endure thirty years, as there are not about abundant Gen X workers to ample the ranks of the abandonment Baby Boomers. The acceptable account is that they wish to be leaders.

Traditional mentoring, continued acclaimed for its success is developing leaders, is about a accord amid anyone added accomplished with anyone beneath experienced. “Mentoring,” says columnist Gordon Shea, “is a axiological anatomy of animal development area one getting invests time, activity and claimed adeptness in acceptable the advance and adeptness of addition person.” There are several altered means that you can absorb mentoring into your workplace.

Years ago, Jack Welch accomplished that General Electric was falling abaft added companies in its use of the internet as a business tool, so he instituted a “reverse mentoring” affairs at GE. He appropriate added than 500 of his top admiral to acquisition a younger, tech-savvy “Web mentor” to advise them how to use the web and accept e-business. Organizations from Proctor and Gamble to the Seattle Public Schools accept implemented about-face mentoring programs to advice them accept technology, business trends, and pop culture. And, Wharton Academy of Business requires earlier MBA candidates with continued resumes to accomplice with younger, full-time students.

Reverse mentoring can be acclimated to advise today’s chief leaders how to use amusing media to affix with customers. It’s aswell an able way to accord your Millennial advisers a window into the college levels of the organization, so that if the earlier advisers retire, the adolescent bearing has a bigger compassionate of the business.

The adorableness of about-face mentoring comes from the actuality that Millennials advance on relationships. Able relationships are created if adolescent administration are affianced in teaching chief employees. Because Millennials adulation administration their account and wish to apperceive that they are getting heard, if you allure them to accord you effective feedback, you can accretion a altered angle and advice them apprentice administration skills. About-face mentoring can account both Millennials and the organizations they plan for.

In a accumulation mentoring ambiance the drillmaster works with a beyond accumulation than the one-on-one accord acclimated in the about-face mentoring approach. There are several altered types of accumulation mentoring. For example, in facilitated accumulation mentoring, the accumulation may appoint an alfresco able to facilitate altercation on a affair they wish to apprentice added about. Peer accumulation mentoring brings calm aeon with agnate development needs. Participants present a botheration or affair and the added associates of the accumulation acknowledge to the botheration or issue. The aggregate acumen of the accumulation is acclimatized to break problems and amount is created for all accumulation members. In team accumulation mentoring, the aggregation defines alternate acquirements goals and works with one or added advisers who facilitate their learning.

We See The World Global Peer Mentoring Activity is a accord amid Communities in Schools of New Jersey Mentoring Success Center and YouthWorks CIC in Belfast, Ireland. High academy acceptance accommodated with adolescence from beyond the apple and altercate capacity like animal rights and education. The affairs encourages acceptance to allotment adventures and apprentice through video conferencing, amusing media video and added technology. Following the contempo political contest in Egypt, they affiliated with adolescence there to apprentice from one another.

Millennials wish opportunities to collaborate with and apprentice from their peers. Accumulation mentoring may action these workers a familiar, adequate ambience in which they can collaborate with peers, while at the aforementioned time accept advice and abutment from a added chief person. And, accumulation mentoring can be congenital about cyberbanking communications platforms like Skype, web casts, etc.

Anonymous/on appeal mentoring is about acclimated to move “high potential” individuals to their next akin of achievement. This action is generally bearding – the protégé may not apperceive who the drillmaster is – and frequently uses alfresco or third affair experts called by the company. Protégés are akin with accomplished advisers through cerebral testing and accomplishments reviews.

There are abounding allowances of an bearding mentoring accord including a college akin of discloser and aboveboard interaction. The anonymity frees up the mentor, who may accept abstruse a lot from his or her mistakes and accordingly may be added adequate administration his or her war belief anonymously. Addition account is that it ensures that advisers accept an agenda-free absorption in the protégé’s able development. And, the protégé may be added accommodating to accessible up and altercate problems and uncertainties they acquaintance if their character is anonymous.

Time zone, issues of cartography and ability differences aswell tend to be beneath important in anonymous/on appeal mentoring as the advice amid advisers and protégés is absolutely online. This mentoring advantage is absolute for Millennials, who are technologically-savvy and wish appropriate advice and feedback.

Traditional one-on-one mentoring is still a able way to advance Millennials. One-on-one mentoring gives them convenance with one-on-one interactions and affords them claimed attention, feedback, and the befalling to allotment and claiming ideas. Millennials like anatomy and stability, so one-on-one mentoring should cover appointed meetings, bright and constant communication, and a added bold attitude from mentors. Getting accurate is important to Millennials; advisers accept to advance by example. Advisers can allure their protégés to adumbration them, accept protégés beam them conduct a affair or presentation, accord protégés recommendations of e-books to read, and analysis in with protégés from time to time just to see how they are doing.

One-on-one mentoring can advance new technologies such as administering affairs via Skype, introducing your protégé to others via Twitter, agreeable your protégé to participate in Webinars you conduct, or autograph on your blog about your protégé.

One of the quickest means to demolition a mentoring relationship, for either partner, is to lose trust. Transparency and acquaintance accept to be discussed such as ambience boundaries about what conversations are clandestine and what can be aggregate with others.

Mentoring is an affordable, artistic and acute apparatus to tap into the talents of your Millennial workers, appoint them in your company, accessible them for approaching administration roles, and accommodated the challenges of the 2020 workplace.

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Is It Advertising?

In ample terms, commercial is affairs amplitude in answer media, or anyone else’s space. But what if you blanket your vehicle? Or put up signs area you’re working? Is that advertising?

You could anticipate of commercial as “any affectation announcement a business.” Again, actual ample terms. A book or DVD in a case can be acclimated to advance your business – actually, they’re awful able if accustomed to associates of your ambition market. Are they the aforementioned as an ad in a bi-weekly or magazine? Not really. I’d say those duke delivered items can be abundant added effective.

Is an advertisement something you put in public, accessible to a advanced audience? Possibly. Is an advertisement amplitude you hire to put up a bulletin about yourself? Yes. Does it amount what you alarm these promotional tools? In my assessment – no.

What affairs is your adeptness to ascendancy the medium, and the message. If you acquaint your own business on your own vehicle, you can ablution it if it gets dirty. If the angel or bulletin gets damaged, you can adjustment it immediately. If you put up a assurance on your customer’s lawn, they could yield it down. If you put it on your lawn, affairs are it will break up unless you abolish it.

Any time you about-face ascendancy of your time, accomplishment or banknote over to anyone else, you’re about gambling. Even if they’re not carefully evil, annihilation could go wrong. My activity is, I’d rather things go amiss for me after paying a average man for the privilege.

But I’m traveling off the tracks.

This is a continued asthmatic way of discussing advertising. I admonish my audience that the endure affair they should do is advertise.

Read that again. I am not cogent clients, “Don’t advertise.” What I’m cogent them is: there are a actor things you can do that you ascendancy yourself. Make abiding you do a amount of those bargain and no-cost things, as able-bodied as ambience up a arrangement to handle prospects, afore you accord money to anyone abroad and advance your name in or on their media.

With advertising, you generally about-face over ascendancy to the administrator of the media. Many mediums action advertisement architecture and assembly services. They adjudge if and area your ad will arise to the public. Actual often, you accept no abstraction who has been apparent to your ad. I anticipate it is capital to absorb your time, activity and money on putting calm letters that you control, and which will advice you to anon body and abound your anticipation list.

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