LEADERSHIP CHALLENGES FACING LEADERS OF THE MILLENNIAL GENERATION

The 3 Triads of Leadership Challenges

Perception of
Entitlement

Stereotype created
by the media and society

Reflection of
Over-Indulgent
Parenting

Expectation that things
should go their way

Threat to traditional
hierarchy of management

Increased
Individualism

Less concerned about
well-being of others

Prefer to complete
tasks individually to
garner recognition

Greater emphasis on moral skills
less emphasis on competency skills

Desire clear rules,
direction, and structure

Collectivism
supported

Narcissistic
Behavior

Minimal noticeable differences in
levels between generations

More self-promoting and over-confident than prior generations

Generation "ME"

Influence view on leaders
and leadership positions

Inclination towards
white-collar crime

Speculative and hazardous
decision-making tendencies

Expectation of Rapid
Promotion and
Pay Increases

Intrinsic values
influence work ethic

Seek validation from
peers and co-workers
more than financial gain

Seek employment providing
most immediate benefits

Expect to be promoted
within two years

May pursue unethical behavior
to achieve benefits they feel
deserving of

Redefining Supervisor/
Employee Relationships

more likely to quit if needs arent met

Generally lack loyalty to
their employer

Want to know why superiors can't
provide rapid and personal feedback

opportunity to harness their desire
to interact with leaders and utilize
their competence and creativity

employee development and
regard leaders as mentors

more likely to value working for
supervisors they like than prior gens

Chain of command is new
concept to them

Challenging
Authority

Positive relations hinge
on autonomy, direct
communication, and
social inclusion

Focus on social aspect,
friendly co-workers and
superiors, interesting
work environment

Distinct dislike of procedure
and hierarchical process

Frustration with
bureaucratic process

Exasperated with supervisors
who waste time, don't get to
point, and talk in circles

Challenge the
staus quo

Expect decision-making
to be collaborative and
individuals to actively
seek out being part of the
decision-making process

Triad 3
Work/Life Integration
Challenges

Greater Need for
Work/Life Balance

Reflects work quality
job performance,
ethical decision making

Healthy balance
between friendship
and teamwork

Millennial led organization
culture where being "human"
is expected in workplace

Demand fulfilling careers
and active social lives

Desire for greater leisure
and work/life balance

work to live not
live to work

shift from wealth accumulation
to wealth enjoyment

Want sacrifices to be
appreciated and rewarded
by extra time off or bonus

Disgusted with 50+
hour work week

Desire for Meaningful
Work and
Continuous Feedback

When given autonomy
and mentoring they
respond favorably to
management

Receptive to constructive
criticism if delivered in a nice
manner with recommendations
for improvement

Provide thorough
orientation, create a
"cool" workplace,
and help them chart
their career

Need for rapid responses
to queries and immediate
reaction to achievement

Not needing leadership
direction, yet demanding
substantial amounts of
positive feedback

Do not respond well
to negative or non-
constructive feedback

Delay in feedback
causes confusion
and distrust

Reliance on
Technology

Baby Boomers
respect millennial
capability with
technology

Extensive experience
with available technology

View technology as
efficient means to
build relationships

Willingness to
adapt to "gamifiication"
within the workplace

View work and life as
symbiotic, drawn together
by advancing technologies

Want to incorporate
social platforms to
learn and be more
efficient at their jobs

View communication
differently. Prefer text-
based and computer-
mediated approaches

Lack basic literary
skills coupled with
short attention spans

Expect same social
networking opportunities
on the job as in their
personal lives