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Today, we will talk about Jorge.
Jorge is a Millennial.
He's one of us.
And he's about to graduate from university and join the workforce.
But he has slightly, or some people say,
huge differences in expectations, values, and priorities around work.
And he's actually very worried about the stereotypes that
other generations have about millennials and himself, may affect his career.
So, Jorge.
He. Jorge doesn't want a routine, boring job.
He doesn't want to miss his kid's soccer practice.
He wants a job that continues to challenges him, presents new
learning opportunities, and one that lets him, balance his work and life.
Have a schedule that's flexible to him.
But he is worried that he may get stereotyped as lazy.
Jorge got the best education that has every been available to humanity, so far.
He adapts very quickly to new situations.
He thrives in rapidly changing environments.
He does not shy away from taking, initiative.
And he's not shy away, he doesn't shy away to jump on the opportunities,
when he finds a new job or a new organization.
But he's worried that he might get stereotyped as disloyal.
And Jorge is also, born as a native technology user,
he's very quick at adapting new technologies.
He's a very avid social network user.
He blogs, he posts, he's also on Facebook, he shares photographs on Instagram,
and even sometimes he shares his selfies.
>> [LAUGH] >> And this actually makes him
a great visual thinker and he's like super efficient in, in pro,
processing technology and information compared to previous generation.
But he's worried that he might get labeled as narcissistic.
So going into the workforce, Jorge is very worried.
He doesn't know what to do, and many of us here,
we are all millennials, we are about to graduate.
Many, I believe many of us share the same concerns.
And luckily, we are here today, to talk to you about what are the common stereotypes?
Why the other generations have those thoughts about us, and how we
can use strategic communication to tackle these challenges and how we can thrive?
And the first one as I mentioned, the stereotype is their own laziness.
And Krysta will talk to you about that.
[NOISE].
>> Thank you.
[NOISE] When I wander into the kitchen in the morning, at least one morning a week.
This is the sight that greets me.
>> [LAUGH].
>> My roommate Jason is not Tom Cruise, but he will be wearing a button up shirt,
sometimes a tie, and definitely, no pants.
[LAUGH].
>> Jason is a millennial and he works at Google.
And he flat out refuses to get to work before 11 a.m.
. As a result,
if someone schedules a morning meeting, Jason will participate via Google Hangout,
so he can engage in the meeting, and have the added benefit of no pants required.
>> [LAUGH].
>> It's practices like this, such as getting in late.
That had led to the stereotype that millennials are lazy.
Now, we know this simply isn't true.
We all worked really hard to get here.
But millennials do demand a certain flexibility in the work place.
For example, millennials resist specialization for
fear it will lock us into an inflexible career tract.
We also tend to define career success in terms of personal fulfillment instead,
of climbing some corporate ladder.
Now, a lot of corporations are still dealing with how to
incorporate these into the corporate structure.
But I'm gonna give you some techniques so that you can combat the stereotype while
still maintaining the flexibility that a lot of a lot of us want.
So first, if you're lucky enough to be able to have a flexible work schedule,
it's important to clearly communicate those hours with your supervisor and
your colleagues.
This shows that, it wasn't just that you missed your alarm this morning and
are rolling in late.
You made a conscious decision that this is the lifestyle that's important to you.
When you are at work it's important to have face to face contact, so that you're
not always that face on the computer screen or the, the text through the phone.
If your supervisor is hesitant to allow you to work
flexible hours consider that maybe they're uncomfortable with or
unfamiliar with the technology that allows these flexible work hours to be possible.
It may benefit you to help your boss become more
comfortable with this technology.
And finally, find common ground.
It turns out that boomers and millennials are actually very well-aligned in
our workplace preferences and career goals.
So you probably have more in common with your supervisor than you think.
So, now that your boss no longer thinks that you're a lazy bum,
let's deal with the issue of millennials not being loyal to the workplace.
>> [NOISE] So, as Krys just said, it's important for
millennials to seek out mentorship and defined allies among older generations.
But this could be difficult-
>> [NOISE].
>> If your supervisor perceives you, as disloyal or
doesn't think that you'll be around for very long.
And, so, you see,
older generations tend to see millennials as being like hummingbirds.
We flit around from job to job experience to experience without staying
in one place for long enough before moving on to the next exciting opportunity.
So, I'm gonna show you three different strategies to cope with
this stereotype and to beat the hummingbirds stereotype, so
you can receive the mentorship and build the ally that you need.
The first one of those is simply, to communicate what will make you loyal.
As we've heard,
our generation often values things differently, than the older generations.
We tend to value job flexibility over a little bit more salary.
We value challenges and new experiences over job titles.
And these sorts of things might not be what your supervisor expects, and so,
you need to cle, clearly communicate these values and
show them that you can be loyal, perhaps just to different things.
So, let's say you failed to communicate or convince them that you can be loyal.
In that case, you need to at least show them that you can be valuable.
And the easiest and simplest way to do that is simply, to provide your value now.
Focus on what you can do immediately.
The short term benefits that you can add to the company.
It's just important that you do that in such a way that it doesn't limit
your long term potential for growth.
Finally, if all else fails, it may be best to simply
accept your supposed disloyalty, embrace it.
Say, reframe it.
Show them that you are adaptable, and that you thrive in changing environments.
All right, so we've shown you how you can beat the stereotypes of disloyalty and
laziness, so now let's take a look at how you can deal with the challenges that
are that associate our generation with technology.
[NOISE].
>> Thanks.
>> Mm-hm.
>> Next, I'd like to discuss another stereotype people have, about millennials.
That is our interaction with technology.
Can you believe that, 64% of public-
>> Mm-hm. >> Actually,
believe that there's a huge gap between millennials and
other generation, in their way of interaction with technology.
The gap is even bigger than their differences in moral values,
attitudes to both races and ethnicities, and the importance of family.
Well, millennium generation is a generation of digital native.
When we talk about millennials people just immediately,
think of social networks, photo sharing, cell phones, and Internet.
It is true.
Social networks are the building blocks of social interaction of generation, of,
for millennium generation.
>> [COUGH].
>> Among 2013 Facebook users, millennials on average have 250 friends,
while in contrast, this number for the elder Boomers was just a 50.
Millennials, also led the way on photo, photo sharing so
much, that Oxford word of the year in two, 2013 was selfie.
>> [LAUGH].
>> Millennials are also more likely than any other generation to say that it is
okay, to use cell phone in class, in lecture, or at a dining table.
And people criticize millennials, all the time that we spend so
much time on Internet and we read far fewer books.
Whenever there is a ready, available answer there,
millennials, just lack the motivation to seek for a more nuanced one.
So, does that mean millennials, can just accept all the blames?
And criticisms?
No?
Cuz the key of communication, as in understanding where your audience
are from, and communicating the advanta, communicating the message in their needs.
Are we using Internet too much frequently?
Yes, but our current fa, fast-paced business arena requires this kind
of immediacy, including the abilities to retrieve and
process the information far more quickly, than our previous in generation.
And- >> [COUGH].
>> The millennials, have developed these kind of unique capabilities that help us
to contrive and process this information as visual thinkers.
Do we share too much?
Maybe.
But we are creating the online content.
59% of teens have their blogs, and create online contents.
Millennials generation are just the showing up earlier preference for
using technology to capture, synthesize, and
express your thoughts, opinions, and experiences.
Are we too, narcissistics?
Yeah, maybe.
>> [LAUGH] >> But remember, more and
more companies are using the millennials' proclivities to their advantage.
They are encouraging the new hires to actively engage in
internal social networks.
They see millennials as co-developers in product marketing and designing.
And more and more millennium consumers are actively engaged and
participate in the creation of consumer goods.
So, as long as we understand what our unique values are,
we're able to convert our disadvantages to our advantages.
And, and, sec, Seckin is going to give you the conclusion for how to-
>> [COUGH]. >> Leverage the communication to
beats people's stereotypes of millennials.
>> So coming back to Jorge-
>> Hm, >> So,
the sad news is these stereotypes do exist.
They are far more common than people like them to be.
But the good news is, we can tackle them, through the previous generations.
They don't want us to fail, I mean, they made us.
They were our parents.
They were our teachers.
They were our mentors.
They want us to succeed.
It's just that, they grew up in a different world.
They have different values, priorities, and expectations.
And using strategic communication can easily tackle those challenges.
Just, this will make sure that we not only survive the workplace, but
also thrive there, and also build strong relationships with them.
This is a very limited time to tackle all those challenges, and
we tried to mention the top three most common ones, and
how we can challenge, and how you can tackle them.
But I'm sure many of you have questions in this heated topic,
which is very important for us going forward.
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