HR Connections Michigan 2017 - 9

Millennials gravitate toward companies that have a strong
emphasis on their personal and professional development,
and coaching is a key component of this development.
your back, as they say, and the coach is there
to lead the team to victory.
More than older generations, Millennials
are demanding a coaching culture. According
to a 2017 survey done by Deloitte, 44 percent
of Millennials say, if given the choice, they
would like to leave their current employers
in the next two years-particularly if "there
is a perceived lack of leadership-skill development." More than six in 10 Millennials
(63 percent) say their "leadership skills are not
being fully developed" at work. Millennials
gravitate toward companies that have a strong
emphasis on their personal and professional
development, and coaching is a key component of this development.

Why do Millennials
Gravitate Toward Coaching?
To understand any generational preference, it is important to understand how
that generation was raised. Millennials are
attracted and respond well to a coaching
environment because that's how they were
raised. Their tightly-managed helicopter
parents took their development very seriously with a very individualistic approach
to their achievement. In 2000, historian
and demographer Neil Howe introduced
the world to the Millennial generation
with his book, Millennials Rising. The book
documents the coming-of-age experience
of Millennials, and maps out the seven core
traits of Millennials. Each of these traits
necessitates a coaching relationship.
* Special: Millennials have been raised to feel
central to their parents' lives and important





to the adults around them. Most managers
agree that Millennials do not suffer from
low self-esteem. The role of the coach is to
make Millennials feel like an important
member of the team right away.
Sheltered: Millennials grew up in an era
of rising parental protection-never having known a time without bicycle helmets,
Amber Alerts. Boomers and Xers grew up
in an era of declining parental protection.
Their parents didn't care where they went
as long as they were home for dinner. The
role of the coach is to be a protector
for these risk-adverse Millennials, who
expect their managers' to look out for
their best interest.
Confident: Raised to believe they can do
anything, Millennials have high levels of
optimism about themselves, their generation and the future. They believe they can
be successful and with the right guidance,
can achieve their goals. The role of the
coach is to create an upbeat environment
with plenty of positive reinforcement.
Team-Oriented: Millennials were raised on
Barney the Dinosaur, who preached the
notion of collaboration. When they got
to school, community service and group
projects were in the classroom. In the
workplace, the role of the coach is to
find ways for all team members to work
together toward a common goal.
Conventional: Surveys show that
Millennials want to become good citizens,
good neighbors and good parents. They
would rather have a coach tell them the
ground rules at work so they can stay in the

boundaries. Millennials want their coach
to mentor them on norms and structure;
and provide training in "soft skills" so
they can behave properly.
* Pressured: Surveys show that Millennials
are the most stressed generation. Driven
by rising expectations for a college degree
and a tough labor market, Millennials
increasingly believe that long-term success demands near-term achievement and
credentials. Millennials connect today's
behavior with tomorrow's payoff. In their
job performance and careers, the role of
the coach is to provide frequent feedback
to make sure their Millennial employees
are on the right track.
* Achieving: With school standards rising and
the pressure to find a good job mounting,
Millennials have become highly intent on
academic achievement. In the workplace,
Millennials are generally eager to jump
through the institutional hoops their managers' set for them. The role of the coach is
to guide them to obtain credentials in order
advance in their careers and provide proof of
their skills for advancement in the company.
We often associate the word "coach" with
athletics, but the origin of the word in a person-to-person context goes back to students'
tutors and mentors of 18th century England.
In that tradition, coaches were to prepare students for the challenges of the future. Today,
because of the Millennials-the largest generation in U.S. history-coaching is taking
center stage as a major management tool in
preparing the next generation of leaders. ■
Warren Wright is Founder and President of
Coaching Millennials. He is one of the leading
authorities on the Millennials generation, speaking and consulting frequently on their influence
in the workplace and society at large.

Grand Slam Investigations

9396 Golf Port Drive
Stanwood, MI 49346
Ph: (231) 359-1555
DJ Newman
Ph: (231) 359-1555

Employee Well-Being
EAP & Work-Life Benet

Looking to protect your bottom line? Look no further than Grand Slam
Investigations! We offer over 20 different background checks to get the
information that you need on every applicant. Want to ensure a safe and
productive work environment? We offer drug testing services for DOT and
Non-DOT employees. Want to know more about your applicant prior to sitting
down with them for a job interview? We can customize over 100 different
jobs with our aptitude and integrity testing. We also have you covered for any
private investigation needs! We want to help you "Hit It Out Of The Park!"

2017 MISHRM State Conference * Oct. 11-13

Leadership Coaching
& Consultation

Performance Optimization. Proven Results.


All information including registration is online at: 9
805064_ENCOMPASS.indd 1

4/8/16 2:47 PM

Table of Contents for the Digital Edition of HR Connections Michigan 2017

Save the Date – “HRevolution”
Welcome Message
Frequently Asked Questions/Sponsors List
Don’t Manage Your Millennials: Coach Them!
Support the SHRM Foundation
Becoming Mindful Healthcare Consumers
Employment Law: 5 Little-Known, But Important, Updates
Why Being “Authentic” is Nonsense
The HR Department of the New Millennium
Index of Advertisers/
HR Connections Michigan 2017 - Intro
HR Connections Michigan 2017 - cover1
HR Connections Michigan 2017 - cover2
HR Connections Michigan 2017 - Save the Date – “HRevolution”
HR Connections Michigan 2017 - 4
HR Connections Michigan 2017 - 5
HR Connections Michigan 2017 - Welcome Message
HR Connections Michigan 2017 - Frequently Asked Questions/Sponsors List
HR Connections Michigan 2017 - Don’t Manage Your Millennials: Coach Them!
HR Connections Michigan 2017 - 9
HR Connections Michigan 2017 - 10
HR Connections Michigan 2017 - Support the SHRM Foundation
HR Connections Michigan 2017 - Becoming Mindful Healthcare Consumers
HR Connections Michigan 2017 - Employment Law: 5 Little-Known, But Important, Updates
HR Connections Michigan 2017 - 14
HR Connections Michigan 2017 - Why Being “Authentic” is Nonsense
HR Connections Michigan 2017 - The HR Department of the New Millennium
HR Connections Michigan 2017 - 17
HR Connections Michigan 2017 - Index of Advertisers/
HR Connections Michigan 2017 - cover3
HR Connections Michigan 2017 - cover4