1. Millennials 101

2. Conventional Military v. Special Forces Approaches
Dominate the environment!
Highly controlled organization
Centralized decision making
Routine processes using unchanging systems
Easily monitored & measured
Regulations apply universally
Checklist-driven action
Resource-dependent
Desired outcomes dependent upon leaders
Thrive in the environment!
Enabled trusted network
Distributed decision making
Easily-adaptable systems & processes
Hard to monitor & measure
Flexible rule making/application
Context-driven action
Resource-free creativity
Desired outcomes are result of collective thought and inspiration

3. Conventional Military Special ForcesD D
EFFICIENCY
EFFECTIVENESS
EFFICIENCY
EFFECTIVENESS
Complicated
Resource-push
Information-pull
Conformity/compliance
Complex
Resource-pull
Information-push
Initiative & opportunity

4. Generations Today Silent: Born 1928-1945 (Age 70-86)
Boomer: Born (Age 50-69)
Gen X: Born (Age 35-49)
Millennials/Gen Y: Born (Age 20-34)
Gen Z/Digital Natives: Born (Age 5-19)
Generation Alpha: Born after 2010

5. What comes to mind when you think of Millennials? Boomers? Xers?

6. Fast Facts
 91% of Millennials ( ) employees don't expect to stay more than three years at any given job. (Future Workplace Survey)
As of 2015, Baby Boomers are no longer the majority of the workforce. The majority of the workforce is Millennials, ages  (U.S. Bureau of Labor Statistics)
1. High unemployment and the lack of skilled labor worldwide threatens a projected loss of $10 trillion between now and The loss is fueled by anemic economic growth and aging populations, thereby impeding business growth and competitiveness and introducing significant economic challenges. (Boston Consulting Group)

7. Fast Facts
1 in 3 young professionals under age 30 prioritize social media freedom over salary when choosing to accept a job offer. (Cisco Connected World Report)
There are 4.8 million job openings in the United States right now; the highest level since January However, roughly half of the employers can't find qualified workers. The skills gap between higher education and workforce training has been identified as a "critical problem" for the U.S. (Council on Jobs and Competitiveness)

8. Fast Facts

9. Sources of Age Diversity
Life cycle effects: Young people differ from older people, but may resemble them later in life (idealism)
Period effects: Major events (war, economic decline, etc.) affect people differently based on location in life cycle (recession)
Cohort effects: Period events and trends that influence young adults as they are developing their core values (self-esteem movement, postmodernism, technology)
Taylor, Paul, and Scott Keeter, eds. “Millennials: Confident. Connected. Open to Change.”Pew Research Center. February Web. 13 September 2010.

10. A Transitional Generation
Renaissance
Enlightenment
Postmodernism
Millennials:
A Transitional Generation

11. Matures/Silents Value the past Respectful of order/authority
Disciplined, hardworking
Want to mentor
Seek fulfillment through career
Tangible symbols of service

12. Baby Boomers Optimistic Team players
Uncomfortable with conflict/criticism
Expect work to matter (not fun)
Personal appreciation (promotion and recognition)
Career that gives identity
Full engagement

13. Generation X Pragmatic/informal Confident with technology
Like flexibility
Independent
Have a life away from work
Recognition for ambition
Work-life balance=$$
Want to do things their way
Ability to get ahead (degree/certification)

14. Millennials: Who are they?
Born from
Postmodern natives
Will likely have less/live shorter lives than parents
Want to make a difference, but often don’t know how
Possess adaptability, optimism, acceptance of others, high value on relationships/people
Lack problem solving, decision making, and critical thinking skills common to older generations

15. Millennials: Who are they?
Special/Entitled (you can do anything!)
Sheltered/Protected (helicopter parents)
Achieving/Pressured (focus on doing vs. being)
Connected/Informed (peers/unknown sources; lack of critical thinking)
Collaborative/Teamwork (sharing vs. cheating)
Family/Friends vs. Work/Ministry (kids/spouse happiness)

16. Millennials: Who are they?
Special/Entitled
Sheltered/Protected
Pressured/Achieving (Doing vs. Being)
Collaborative/Team Players
Connected/Informed
Committed to Life vs. Work

17. A Snapshot of the Generations
Silent
Boomers
Xers
Millennials/Gen Y
Attitude w/
Authority
Endure them
Replace them
Ignore them
Choose them
Role of
Relationship
Significant
Limited, useful
Central, caring
Global, 24/7
Value System
Conservative
Self-based
Media
Shop around
Role of Career
Means of living
Central focus
Irritant
Place to serve
Schedules
Mellow
Frantic
Aimless
Volatile
Technology
Hope to outlive it
Master it
Enjoy it
Employ it
View of Future
Seek to stabilize
Create it!
Hopeless
Optimistic
Elmore, Tim. Generation iY: Our Last Chance to Save Them. Atlanta: Post Gardener Publishing, 2010.

18. Boomers
Gen X
Millennials
Gen Z
Size
78 Million
48 Million
80 Million
57 Million
Characteristics
Hard-working, competitive, loyal, confident
Anti-authority, individualistic, self-reliant
Confident, needy, digital thinkers, entitled
Realistic, creative, hyper-connected
Why they are the way they are
Healthiest, wealthiest, largest generation of time
Children of workaholics & divorce, cable/internet
Micromanaged, rewarded for participation, technologically connected
Raised in culture of fear, mobile technology, helicopter parents
Communication Styles
Prefer detailed dialogue in person or via phone, appreciate meetings, believe no news is good news
Prefer concise communication, without clichés or over-explaining,
Prefer frequent feedback and problem-solving via technology instead of phone calls or meetings
Prefer visual communication via technology, expect to communicate whenever/wherever they want

19. “Been there, done that,” attitude, not open to new ideas
Boomers
Gen X
Millennials
Gen Z
Born
Problems
Dwindling retirement funds, job dislocation, rising healthcare costs or inadequate healthcare
Debt, caring for aging parents and young children, balancing life/career, stuck in middle management
Debt, unemployment, difficulty transitioning to career, negative stereotypes
Finding identity, lack of job opportunities, falling apart of American Dream,
Flaws
“Been there, done that,” attitude, not open to new ideas
“Wait and see” approach, difficulty committing
“What’s in it for me,” high demands, short attention spans
Need for structure, want quick results, lack interpersonal skills
Gen Z Report by XYZ University

20. Questions/Comments