I am a planner. I love a detailed “to-do” list and my functionality for the day depends on the organization of my calendar. Organization is a strength of mine that has led me to be a planner through and through. I am also, however, a dreamer. My plans are often interrupted by inspiring news stories, video clips, emails, conversations overheard on public transportation, and the like. I am taken off schedule by these simple diversions and thrown into daydreams glittered with possibility and opportunity.

Inspired by the Pluralist Generation

Most recently, I was stirred by a video a friend sent me of Asean Johnson, a 9-year-old student in the Chicago Public School system. About 10 seconds into the video, Asean steps onto a platform to reach a microphone in front of a crowd protesting the school closures in Chicago. For the next three minutes, Asean delivers an eloquent and improvised speech that not only captivated the enormous crowd, but over 200,000 Internet viewers from around the world.

Featured image courtesy of The Video Catalyst Project.  

After this powerful three minutes, my mind raced with possibility. While I could not dream up a solution aimed at avoiding school closures, I started to dream of what the world could be like with leaders like Asean. Current leadership dialogue focuses on the Millennial generation and rightfully so. We are the generation being shaped by higher education. We are the generation entering the workforce. We are the generation with the most clout here and now. But what about tomorrow?

Inspiring children like Asean Johnson and Robby Novak – aka “Kid President” who swept the nation with his YouTube “Pep Talk” – must be a part of our leadership conversations today in order to plan for the future we dream of. Currently, this generation lacks an agreed upon title which can serve as a catalyst for in-depth research and public dialogue about these youngsters. An interactive article from USA Today opened naming this generation to readers with a poll featuring ten different names; the name “iGeneration” is currently in the lead.

The Pluralist Generation

While “iGen” is a favorite of USA Today readers, Magid Generational Strategies – part of the research-based consulting firm, Frank N. Magid Associates, Inc. – has produced one of the few leading documents on this generation which they refer to as the “Pluralist Generation.” The “Plurals” are defined as children born after 1997. This document estimates that there are approximately 68 million Plurals who are being shaped by an increasingly diverse society, large economic downturn, changes in media and information delivery, blurred gender roles, and Gen X parenting.

This document provides a solid foundation for cultivating the next generation; however, it is only a start. We must plan the next step in uncovering this generation which should start with an examination of the characteristics Magid has missed, but other sources – such as the YouTube video of Asean – highlight. These characteristics include honesty, passion, fearlessness, empathy, and whimsicalness. We must plan to cultivate such characteristics in these children. Imagine if we had done so for previous generations. Imagine if we had planned to develop Millennial leaders when they were 9-years-old versus when they were entering the workforce. We can only dream of the possibilities that could have been accomplished if we started planning then for now.

Planning and Dreaming for the Next Generation

Planning our dreams for the next generation may seem like a daunting task; however, we can begin dreaming up strategies today to prepare us for tomorrow. Now is the time to brush up on our understanding of child development and uncover best practices in working with children and youth by utilizing current research. (A favorite resource of mine is the National Association for the Education of Young Children.)

We can even use strategies that are closer to home by changing the ways we interact with our children, grandchildren, nieces, nephews, neighbors, and other important youngsters in our lives. We can start by really listening to them, really talking with them, and really taking them seriously. We can show them respect, give them dignity, and provide them support. We can both learn from them and teach them. We can help them experience and understand by sharing stories – our stories and the world’s stories. We must plan to go beyond the bedtime story today so the next generation of young leaders can write the story of our dreams tomorrow.

About the Author

Kelly Silay is currently pursuing her Master’s degree in social work at Loyola University Chicago. Her course work and research focus on children and social justice. This passion developed when Kelly served as an AmeriCorps member for Jumpstart, an organization focused on empowering young children in low-income neighborhoods. Kelly plans to continue working with the next generation by focusing her professional work on children in underserved communities in Chicago. You can connect with Kelly via email or LinkedIn.

The post The Pluralist Generation: Going Beyond the Bedtime Story appeared first on Thin Difference.

When I was in college, I went riding with a friend of mine in his truck down a few back roads.

It had just rained, and we thought it would be fun to explore a bit. The problem was that we soon found ourselves in the middle of nowhere and stuck in the mud.

This was before everyone had a cell phone in their back pocket, so it took a good bit of time and energy for us to finally get ourselves out of the mud.

Having worked for years with a variety of teams, athletic, corporate, and other organizations, I have found that it is not only vehicles that get stuck.

A Stuck in the Mud Story

We all get stuck in the mud at times – in our work, in our spiritual lives, and even in our relationships. And there are a few valuable lessons we learned that day on a South Georgia dirt road that may save your group from unnecessary frustration and help your team to get unstuck.

First, we made a mistake and drove unprepared onto unfamiliar rough roads.

When my friend first realized that his truck’s back tires were caught in the mud, he gave it more gas and dug the hole deeper. This went on for a few minutes until, after hitting the steering wheel out of frustration, we realized if nothing changes, nothing changes – and decided to take a different approach.

Next, after spinning our wheels unsuccessfully more than a few times, we decided that I should get out and find gravel or sticks or a board to place under the tires to give us more traction.

Finally, after freeing the vehicle from the mud, we had to find our way back to a better road.

And our story from years ago is very similar to what many teams and individuals find themselves experiencing.

To get out of a frustrating and difficult situation, you need to try something different and get more traction so you can get yourself back on track.

Getting Unstuck: Individual and Team

Here are four questions you might want to consider:

1. What is the mud that you are stuck in?

Maybe you find that you keep dating the wrong guy / girl. Maybe you are in a job that leaves you unfulfilled or on a team that keeps struggling with the same flaws or issues.

What is your mud? 

2. What kind of wheels have you been spinning without success?

Maybe you have been finding dates through your friends. Maybe you have allowed yourself to stagnate at your current job instead of seeking new skills, maybe your team has been pushed with fear and criticism rather than encouragement.

What have you been doing that needs to change?

3. What creative form of “traction” is available?

Maybe you should seek a different set of dating candidates. Maybe you should take a class or apply for a new position that challenges you. Maybe your team needs something to shake it up and try to approach your season or project in a new way.

What ideas can you come up with that you haven’t tried yet?

4. What is your “better road” and eventual destination?

Maybe you have an idea of the type of person you want to be with – don’t accept less than that. Maybe you know the type of job you want – don’t continue to settle for a position that you aren’t passionate about. Maybe your team knows what it wants to accomplish – don’t let distractions or diversions keep your teammates from focusing on that goal.

You have to know your destination – otherwise being stuck isn’t keeping you from getting anywhere. Your destination determines the road and direction you must move in, and the truth is:

The only reason you likely got stuck in the mud in the first place is that you tried to take a shortcut or weren’t clear about a destination when you began your journey.

Ask for Help in Getting Unstuck

Back in college, having a winch would have been helpful. Sometimes we need others to help pull us out of the mud we are stuck in.

Sometimes, individually, we can benefit from the guidance and prodding of a friend who reaches out or suggests ways to help get ourselves unstuck. If you are looking for conference ideas to engage and inspire your group to get out of the mud, consider inviting a team-building speaker to share a message that includes fun team development activities.

The important thing is that you stop spinning your wheels and find your way to a more solid and successful path.

Do you want to get a bit more traction with creating a more cohesive team or boosting the morale in your organization? Whether you want a day of team building for teachers, athletes, or a corporate group, it is important to “get traction” by doing something different that will re-focus and energize your team.

If you can think of any other lessons that would help teams or individuals get “out of the mud,” I hope you will share them!

About the Author

Sean Glaze has enjoyed motivating people and inspiring teams for over 20 years and has consistently turned under-achievers into cohesive winners – both on and off the court – by sharing helpful information and focus on team development activities. Follow Sean on Twitter or connect via LinkedIn for free teambuilding resources and articles to help lead your team.

The post Getting Teams Unstuck appeared first on Thin Difference.

When I first got into different leadership roles I was so excited. I felt like I had finally made it. I had dreams of commanding and leading thousands of people. I wanted to be large and in charge. I wanted to be the star of my movie. I wanted respect. I craved authority.

As a Millennial leader I wanted to be taken seriously and to make an impact, but my goals were not always pure. I desired to make a positive impact on the lives of others, but deep down I also knew that I selfishly wanted to make an impact that would promote me and my agenda. Looking back I realized I let some people down because I was focused on myself that I did not serve and lift others.

A lesson I soon learned was authority alone will not make people follow me. My title did not make people want to follow me nor did my gifting. I felt since I was their leader, their authority figure, that they should listen and follow like followers should. My approach did not work.

Because of my position I began to take myself too seriously. I was not one with the people. I was more concerned with building an organization than building people. At times I was more consumed by the cause than I was the welfare of the people I was leading. I failed to add value to them. In truth I expected them to add value to me!

I now believe that leadership is serving others. What bothers me about leaders today is leaders expect people to serve them, but leaders should carry an attitude and a spirit of service to the people they are leading. You should know the pulse of the people you are serving. You should know if they are hurting. If they have a problem fix it. A great man once said the greatest among you will be a servant.

If I could go back I would love people more, listen to them more, take care of them more, invest into them more. Make it less about me and my vision and more about them.

The old saying is true, “people don’t care how much you know until they know how much you care.”

A few lessons I have learned through my mistakes that I hope will help you:

1.  People follow the person first, not the vision.

• I didn’t understand that they needed to buy into me before they bought into my vision. I was shocked when people didn’t follow me because I had an inspiring vision. People follow people, and to get them to follow me I should have served and invested into them.

2.  People follow leaders when the leader is interested in their story.

• I wish I would have taken time to figure out what was important to them, what were their goals and dreams, what were their traditions, what were their passions.
• I should have found out their story instead of telling mine, I should have spent time with them in other contexts, I should had given to them without expecting something in return, I should have celebrated them instead of seeking their praise.
• Ask yourself do you really know your following?

3.  People follow leaders when the leader is concerned with them.

• Steven Covey has said “leadership is communicating to people their worth and potential so clearly that they come to see it in themselves.”  Leaders should be more excited when their followers live out their dreams not the dream of the leader. Do you know your followers dreams, or just your own?
• Andrew Carnegie has said “No man becomes rich unless he enriches others.”
• As a leader am I more concerned with my desires or those of the people I am leading? Remember you are here to serve.

4.  People follow leaders when the leader gives them their time.

• Leaders spend a lot of time with people.  I’ve been in countless meetings with all kinds of people, but there were times in my role as a leader that if I didn’t see how you fit into my overall vision then you may not have gotten my time.
• As a leader when you give people your time you are recognizing them and affirming them. Who have you spent time with this week?

I hope this post helps you as you lead others.  You can’t be a leader without people, so take good care of them or you won’t be leading for long!

Image: Courtesy of StockMonkeys, some rights reserved.

About the Author

Luke categorizes himself as a big dreamer!  He lives in NYC with his wife and two kids. He blogs at lukeroland.com where he seeks to inspire people to leave the familiar and pursue the dreams that are in their hearts. You can follow him @lukeroland.

The post My Failure as a Millennial Leader appeared first on Thin Difference.

“When it comes to education, this generation aims high. Millennials currently enrolled in high school, college or graduate school are particularly ambitious — about half want to go on to earn a graduate or professional school degree.” – “Millennials: Confident. Connected. Open to Change”, PewResearch, February 24, 2010

Guest Post by Danny Rubin

A story by Nick Anderson in The Washington Post describes how young professionals are funneling into colleges and universities at a record pace for advanced diplomas. Anderson says that from 2000 to 2012, the number of master’s degrees rose 63 percent.

A plain ol’ bachelor’s won’t cut it anymore. Millennials need specialized skills to enhance our resumes and land positions with higher salaries.

Then again, a degree is just a piece of paper. A master’s might lead to a new job or pay increase, but once you’re in the work world, how do you stay one step ahead?

The answer:  Treat every day of your life as a master’s degree.

Here’s what I mean:

1. In the real world, no one is handing out grades or tabulating GPAs. You are now seeking your post-master’s degree, and there is no curriculum. All that counts is how hard you’re willing to work on yourself.
2. There is a how-to blog post for just about every piece of technology or trick of the trade. Don’t get frustrated and give up; just Google it.
3. Use job postings (e.g., Craigslist) in your industry to understand what employers crave. The more specific, the better. Here’s a list of optimal skills for a programmer at a travel company in DC:  “C# experience strongly preferred; Proficiency in data analysis & development with RDBMS, MS SQL(CRUD, stored procedures, views)” If you want to be a programmer — or work in Web development — then you may need RDBMS, MS SQL, etc… How do I know? Because Kirk McDonald said so.
4. You are now the student, TA, professor and dean of your lifelong master’s program. If you drop out, you’re only letting yourself down.
5. Accept the fact that you’ll need to learn a lot — and usually for free. You can’t make money doing the work until you first know how it’s done.
6. There is deep fulfillment from grasping a subject that once seemed foreign to you.
7. Find yourself asking this question in the office: “Can you show me how to do that?”
8. Prepare for a client presentation the same way you crammed for finals. Except this time, get a good night’s sleep.
9. Once you learn something new, do it 25 times over. Then 50 more. Once isn’t enough to make the lesson stick.
10. In your 20s (and the rest of your life), you must be a sponge. Remain open to and fully absorb new skills, especially those that intimidate you. The daunting tasks often carry the greatest reward.
11. Find yourself asking this question at networking events: “Which skills are most in-demand right now?”
12. Read something every day. A chapter of a book, an article (here’s a bunch), a blog post. Anything.
13. A master’s degree, while valuable, is expensive. Your free time, while valuable, is essential. Think of your down-time as ‘class in session.’
14. Understand that a master’s degree is the start, not end, of your education.
15. Always be ready to take notes.

Six years ago, I earned my master’s in journalism from the University of Maryland-College Park.  From then on, I have been pursuing my lifelong master’s degree. This time around, there is no graduation, commencement speech (like this one from a 26-year-old), mortarboard or tassels. I am still enrolled and have no plans of quitting. A devotion to new skills is the only way up.

Congrats to the 2013 master’s graduates. Now let’s get to work.

Guest Author

Danny Rubin is the managing editor of News To Live By, a blog for Millennials that highlights the career advice and leadership lessons “hidden” in the day’s top stories. Don’t just read the news — use it to gain an edge on the job. You can follow the blog at @NewsToLiveBy.

The post The Millennial Generation? More Like the Master’s Generation. appeared first on Thin Difference.

The word “mentor” comes from The Odyssey, written by the Greek poet Homer. As Odysseus is preparing to go fight the Trojan War, he realizes he is leaving behind his one and only heir, Telemachus.

Since “Telie” (as he was probably known to his buddies) is in junior high, and since wars tended to drag on for years (the Trojan War lasted ten), Odysseus recognizes that Telie needs to be coached on how to “king” while Daddy is off fighting. He hires a trusted family friend named Mentor to be Telie’s tutor. Mentor is both wise and sensitive – two important ingredients of world-class mentoring, especially Millennials.

The history of the word “mentor” is instructive for several reasons. First, it underscores the legacy nature of mentoring. Like Odysseus, great leaders strive to leave behind a benefaction of added value. Second, Mentor (the old man) combined the wisdom of experience with the sensitivity of a fawn in his attempts to convey kinging skills to young Telemachus.

We all know the challenge of conveying our hard-won wisdom to another without resistance. The successful mentor is able to circumvent resistance.

Mentoring Millennials requires special sensitivity. The best mentors recognize that they are, first and foremost, facilitators and catalysts in a process of discovery and insight.

Millennials require the attention to be on them and not a focus on smart comments, eloquent lectures and clever quips. Remember, they were the apple of their helicopter parents hovering to protect their self-esteem. They are the generation that got a trophy just for participating! Make learning fun, engaging and fresh. Always provide the why behind the what.

Millennials are typically team-oriented. Smart mentors link their competence-creation with ways their Gen Y protégé can share, practice and embellish with others, not as a solo learner.

Because they can be restless, their mentor needs to be patient.

Because they can feel entitled, great mentors need to provide never-ending compassion.

Since they are tech-savvy (even tech-dependent), great mentors need to link learning from the mentoring relationship to relevant online resources.

Because they can be restless and expect instant gratification, great mentors need to help them create realistic expectations.

Just like the first practitioner of their craft, great mentors love learning, not teaching. They treasure sharing rather than showing off, giving rather than boasting. Great mentors are not only devoted fans of their protégés; they are loyal fans of the dream of what their protégés can become with their guidance.

About the Author

Chip R. Bell is the author of several best-selling books. His newest book (with Marshall Goldsmith) is the award winning, international best-selling Managers as Mentors: Building Partnerships for Learning Managers as Mentors. You can connect with Chip through his website or via Twitter (@ChipRBell) or Facebook (Facebook/ChipRBell).

The post Mentoring Millennials appeared first on Thin Difference.

Who is David Karp?

David Karp is the Founder and CEO of Tumblr. Tumblr enables people to share text, images, video, and quotes in an effortless way. With over 111 million blogs in Tumblr, it is very popular with younger generations, with about 68% of their users 34 and younger. This may be one of many reasons why Yahoo purchased them for $1.1 billion. This is the second recent acquisition of a company founded by Generation Y and Z.

Brian Solis made this point well:

“Yahoo as a media brand skews toward older demographics. Tumblr is ridiculously strong in terms of engagement among Millennials and to some extent Generation Y.”

A shift to meet the new generation market spend. Yahoo is becoming GenYahoo!

What is unique about David Karp’s leadership ways?

There have been some past interviews with David and provide some insight into his working and leading style. Here are some key leadership points:

Aligned Growth. It is interesting that some of the Millennial leaders come of age as an individual and as a company, bound together. In other words, both grow in sync. In old world terms, we may call this a career path, but it would be inaccurate as careers advance but organizational culture sometimes remains static. In the new world, the individuals and the companies adapt together, learning and changing in positive ways.

Millennial leaders grow as their companies grow, and companies grow as Millennial leaders grow.

Autonomy. Being autonomous was essential for David as well as what he looked for in team members. Some may call it being introverted; others may call it being given space to create and do the work. In all likelihood, it is a mix of both.

The essence of it is trust. David seemed to work hard to gain the trust of others, and he obviously did, evidenced by the “adults” who engaged him and invested in him. It is a mutual trust.

In that autonomy, David seems to trust his team to do the right things for their customers and for their company.

Millennial leaders embrace autonomy for themselves and empower it in others, all based on trust.

Unscheduled. David does not like organized meetings. The only meetings scheduled were formal Board meetings and informal Monday morning all-team meetings. As he said, “I think appointments are caustic to creativity.”

However, being unscheduled doesn’t mean being unorganized. David learned how to sort his email into priority folders, working on the most important items first. He also became a fan of taking notes and an active user of Action Method notebooks.

In the free-form use of time, real work happened along with real creativity and real interaction with other individuals. Moments of getting work done or solving problems were not interrupted by moving to another scheduled meeting.

Millennial leaders focus on solving problems and creating new solutions, unbound by predetermined meeting schedules.

What is unique about David Karp’s innovative ways?

Similar to Nick D’Aloisio, David was enamored with technology at a very young age. This was so evident that his Mom pulled him out of high school and home-schooled him. From working for a family friend involved in a web video production firm to being CTO for UrbanBaby, David was innovating and creating technology solutions at a very early age.

Highlighted below may be some of the innovative ways gleaned from the David Karp story.

Aligned Experiences. David grew up in a digital world. Given that natural tendency and understanding, he was able to see the possibilities of applying new technology to older world ways of doing things. It may have come from frustrations in working with older systems and processes and realizing how newer technologies can drastically change how things are done.

This was evident in his early job in which he convinced the web video firm to be one of the first to market in iTunes. Using and leveraging newer technologies are completely natural, embedded in the way Gen Y creates.

Millennial innovation comes from the experiences and comfort in the digital world.

Open, Lean, Agile. David took a key lesson from Jason Fried and kept very open communication channels with their customers. In listening, it is important to understand what is important and where the momentum takes hold.

Another essential element seemed to be on being cost-efficient. If the operations were lean, it meant they did not have to be distracted with raising money. It also may have kept the path clear from organizational clutter as well as closer alignment with customers and the work being done.

Releasing new features was done in small bites to see what worked and what didn’t. The releases were done while the engineers were around so immediate adjustments could be made as feedback came in. Also, each time a new feature was added, an old one was removed. Remember lean (less to support going forward).

In a hosted solution, there is great value in seeing what new features are being used and which are not. Adjusting quickly by pulling unused features was a key approach. It helped lower maintenance costs but also kept their focus on high-value items, based on customer usage not their own personal biases of perceived value.

Millennial innovation is clearly aligned with customers, quickly developing and adjusting based on immediate feedback and usage patterns.

Community-Oriented. More than just open communication, a sense of community around the product was a key belief and action point. David wanted the company to really align with customers, sensing customer areas of excitement and letting customers know what they were excited about, too. With this diligence to community, a positive friction likely occurred in which the energy of ideas operated at an intense level.

Millennial innovation is fostered through an intertwined, interactive community.

What can we learn from David Karp?

As you read this, you may be thinking “nothing is not that new.” In principle, many principles are timeless. What is changing is how Millennials are taking ageless principles and making them age-appropriate. What I mean is Generation Y is bringing a new mindset and innovation to bear upon solid, tested principles.

As I read through the articles and discovered more about Tumblr and David Karp, I learned a few new things, and my hope is people from different generations will, too. All said, stories like this one are the reasons why I am excited about Millennial leaders.

What changes do you see unfolding with a new generation of leaders? What principles are being refreshed?

Image: Some rights reserved by Pixel y Dixel

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Guest Post by Susan Silver

When we speak of leaders, we often think of their “vision”. This term is associated with words like insight, foresight, persistence, tenacity, innovation and creativity.  These visionaries take on a larger than life quality as one of the few that were able to revolutionize the world with their ideas. This inspires us, but it isn’t always clear how to cultivate these leadership skills in ourselves.

Vision is a State of Mind

Believe it or not, I learned the most about the biological mechanisms of vision from psychology. There is a field called sensation and perception that is concerned with the cognitive interpretation of sensory information. We have learned that even the experience of the color “red” is subjective. You and I just don’t see it the same way nor would we be able to explain our experience to each other.

So, what does physical vision have to do with “vision”? Well imagine that you are a sponge. You have absorbed emotions, education, social rules, family entanglements, and all other sorts of phenomena over your life time. You have interpreted this sensory data and it has contributed to who you are today. This is your vision, how those experiences have been combined to generate the view of the world you have today.

Yes, you can assume that vision is that biological concept or that it is the world that you see inside your conscious mind. I will argue that it is both. Once we have our inner vision the real trick is how to overlay that onto the world we experience every day.

I believe this why we really care about those visionaries. They took an inner subjective experience and found a way to bring that to others.

Visionary Leadership is About Problem Solving

Psychology has studied this and broken down the whole process into stages. One of the most important is a stage called incubation.

In this stage we have put effort into a solution, but we haven’t found one yet. We go off to do something else. Then while we are in the shower the answer appears, but it feels like it came from nowhere. Is this a miraculous event or coincidence? Not really, the truth is that you never stopped trying to solve that problem. A part of your mind was still churning away.

Okay getting back to the vision bit here, visionaries are people solving problems. Their leadership skill set comes from this well of activity in their subconscious that has been informed by their life events. When push comes to shove, they are able to communicate these ideas into a positive vision of the future that people can act on.

Their achievements loom large over our heads, but they are not uncommon. In fact it might just be you reading this now that comes up with the next important idea.

“Here’s to the crazy ones, the misfits, the rebels, the troublemakers, the round pegs in the square holes… the ones who see things differently… they push the human race forward, and while some may see them as the crazy ones, we see genius, because the ones who are crazy enough to think that they can change the world, are the ones who do.” – Steve Jobs

You Are a Thought Leader Too

If you want to become an asset to your family, friends, or company begin by understanding your own reality. Focus on the bits of you that you feel are unique, be subjective here because it is your experience that matters not an outside observer.

I think this is what we mean by the term personal brand; it really amounts to how you think about the world and how that differs from those in the same field. These are the skills that you are selling to your employer. They want to know how you think and what you can do that will benefit the company. In return that company needs to satisfy your personal needs, but you are only going to know this if you understand your vision.

Photo Credit: Wesley Fryer on Flickr [CC BY-SA 2.0]

Guest Author

Susan is a copywriter who crafts content strategies that rank. She is also the community manager for Gygax Magazine. Follow her on Twitter @susan_silver and Google+.

 Join the Conversation

Have you thought about the way you think? What practices do you undertake to do this and, equally important, how has this defined your vision, leadership, and brand?

The post Visionary Leadership Belongs to Everyone appeared first on Thin Difference.

Everywhere I look, Millennials are under attack. A recent front cover of ‘TIME’ magazine declared Millennials the ‘ME ME ME’ generation. The writer, Joel Stein (a Gen Xer), notes that the Millennial rate of narcissistic personality disorder is nearly three times higher than the generation 65 or older.

Then I stumbled across a column by career advice expert (and also a Gen Xer) Penelope Trunk entitled ‘5 Things You Don’t Know About Gen Y.’ Trunk upbraids Millennials and says they are ‘consumed with their image.’

OK, that’s about enough.

I will not refute Stein or Trunk. I am part of the ‘ME ME ME’ generation and quite concerned with my (professional) image. Our twenties are the ideal time to take a ‘ME ME ME’ approach, and I am not talking about snapping ‘selfies’ on Instagram, as Stein claims we do every single day.

I am 29-years-old and rapidly approaching the big 3-0. As I look back on the past decade, I realize those years have ‘ME ME ME’ written all over them. Like anyone else in their twenties who is new to the work world, I am on a journey to find who I am, what I am passionate about and the tools I need to compete.

I am constantly asking: ‘What are the best skills for ME to learn? Who can I seek out to teach ME something new? Does this job fit ME?’

ME. ME. ME.

It’s not selfish; it’s smart. If Millennials are going to take the reins and one day lead this country, then we need to look inward and use our twenties to understand our core identity. These early years are essential for on-the-job training that will matter 10, 20 and 40 years from now.

Since college, I have held two different full-time jobs — as a TV reporter and then TV news consultant — and dabbled on the side with all kinds of communications projects. I learned digital advertising during the 2010 midterm elections, hauled equipment as a cameraman for a sports TV show and edited a Millennial news Web site. If a challenge arose and I had the time, I went for it.

With each gig, I honed my interests and inched closer to the role I am meant to play. Even if I didn’t love a particular job, I gained new skills and uncovered what is best for ME. At 29, I don’t have it all figured out, but I feel like I am finally putting the disparate pieces together. I am about to start a new job with long-term potential as a public relations professional and am also one year into the creation of a news blog that I believe in deeply.

Without ‘ME ME ME,’ I would never have arrived at either conclusion. It took dedication and persistence, and I expect to build on that progress in my thirties. Millennials: take Stein’s rebuke and turn it on its head. It’s OK — no, it’s essential – to have a ‘me-first’ view in your twenties.

If you want to Instagram your face and stare at it all day, then you’re playing into the expectations society has for our generation.

Instead, use these free-form years to let your personality and career take shape. Take chances, work odd schedules and get your hands dirty. Be selfish in a productive, meaningful way. It’s not ‘What’s in it for ME? It’s ‘What can the world teach ME to define who I am and prepare ME for adulthood?’

ME. ME. ME.

Then, Gen Xers and Baby Boomers won’t bemoan our ‘narcissistic’ twenties.

They will thank us for them.

Guest Author

Danny Rubin is the managing editor of News To Live By, a blog for Millennials that highlights the career advice and leadership lessons “hidden” in the day’s top stories. Don’t just read the news — use it to gain an edge on the job. You can follow the blog at @NewsToLiveBy.

The post You’re Damn Right: I’m Part of the ‘ME ME ME’ Generation appeared first on Thin Difference.

The reason for the interest may be about momentum. There are over 80 million Millennials, the largest generation to date. In addition, it is estimated that Gen Y will make up 46 percent of the work force by 2020.

Statistics, Statistics

“Facts are stubborn things, but statistics are pliable.” – Mark Twain

So, what do all these articles say? They say positive and some not-so-positive things. Here are some samples.

From Time:

• 58% more college students scored higher on a narcissism scale in 2009 than in 1982
• 40% of Millennials believe they should be promoted every two years
• Millennials are dominated by peer interaction, more than ever before, meaning little interaction with older people

From ODesk:

• 90 percent of Millennials believe being an entrepreneur means a certain mindset – being a self-starter, risk-taker, visionary and someone who “spots opportunity”
• 58 percent of Millennials classify themselves as entrepreneurs without having to start their own business

From BCLC:

• 41% of Millennials are satisfied with the way things are going in the country
• In 2011, 160,000 startups were created each month and 29% were led by entrepreneurs between the ages of 20 and 34 years old
• About 28 percent of Millennials are underemployed

Ignore Your Critics, Embrace Their Feedback

“Critics are our friends, they show us our faults.” – Benjamin Franklin

There are many lessons in the statistics. The first is to not get entangled in them. Statistics change. Times change. People change. The second lesson is to embrace the information. Learn from it. Understand it. Use it to ensure you are on the right path. Feedback is the lifeblood of any leader, and we need to embrace it in a learning, open way. We can discard what isn’t true or valid and we can learn from what challenges us.

Recently, I attended a session on leadership development for Millennial leaders, hosted at an ASTD (American Society for Training & Development) convention, the data was inadequate and about a third of the time was spent on Millennial humor. It is time to stop raising perceived differences and it is time to begin active listening and engaging.

The lesson is simple: Ignore the critics, embrace constructive feedback.

Welcome to the Arena! Lead from the Arena.

“…The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat.”

What more can be said then this: “Welcome to the arena!” President Theodore Roosevelt said it well.

As a Millennial leader, the arena is yours, the good stuff and the challenging stuff. What you do while in it is up to you. You can let the critics distract you or you can lead with the purpose instilled within you. You can embrace the characteristics seemingly given to you or you can reach out to other generations and engage in meaningful conversations.

What do you do when you are in the arena? Well, simply said, you perform. Words can be hollow; choices and actions confirm character.

Key things to consider:

• Learn from feedback but don’t get bogged down with the generalizations.
• Engage in active conversations across generations. There are willing coaches and mentors who will listen, guide, and encourage. Make your perspective known. Listen to their advice. Develop a leadership bond.
• Embrace your positives and build upon them. There is much work to do so go do it in the best way you can.

What would you add?

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Why do we always focus on the differences? While understanding generational differences is important, there are certain principals that must be timeless; these principles should help managers and employees say, “What’s the same?” and I believe these principals can set the stage for great intergenerational relationships within any organization.

Three Timeless Principles

The list could go on, but for the sake of brevity, I’ll focus on three principals that can set a foundation for intergenerational relationships:

Principle 1: Respect.

Everyone wants it, few do a great job giving it. I have heard from numerous baby boomers and Generation X individuals that young people nowadays don’t give enough respect to superiors. Interestingly enough, members of Generation Y often feel the same lack of respect from these superiors! This culture of disrespect can move in a circle and can be detrimental to intergenerational relationships.

What’s the solution? Easy. Start giving respect. It doesn’t matter if you feel disrespected, there is a reason the saying “The more you give, the more you get” came about! Respect starts with you, and you may realize that others reflect your respectful nature in future conversations. This culture of respect can set a great foundation for better organizational communication and intergenerational effectiveness.

Principle 2: Understanding.

Styles of communication do not only differ based on generation but also on an individual level! Understanding why those around you communicate the way they do will help you create great relationships. Many will tell you, “Treat others the way you want to be treated;” it is, after all, the golden rule. However, I think there is a better rule (we’ll call it the platinum rule), which is, “Treat others the way THEY want to be treated.”

Understanding the communication styles of those around you is essential to generating lasting relationships.

Principle 3: Action.

How many times do individuals get in trouble for going above and beyond or communicating TOO well? Hopefully, the answer to that question is: rarely. Productivity is an inherent positive that is recognized by those in any generation.

Allowing your actions to speak for themselves will help establish a positive personal brand which will set a lasting impression with members of any generation.

Ask: “What’s the Same?”

The next time you find yourself thinking, “What’s different?” backtrack a few steps and ask, “What’s the same?” If the foundational principles listed above are not present, there may be changes you can make to establish a better foundation for your intergenerational communication.

Guest Author

Kyle Willkom is an energetic and insightful author and keynote speaker that keeps audiences laughing while they learn. He excels in his ability to engage youth audiences with his accents, music, and entertaining stories. Kyle empowers audiences and readers to become strong leaders and practice the five lessons in his book, Wake Up Call-5 Essential Lessons They Won’t Teach You in School.

To learn more about Kyle, visit his website: kylewillkom.com and follow him @FOCUS_Kyle.

Join the Conversation

What do you think about these three principles? I’d love to hear your feedback in the comments!

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