Millennials and Coaching

Do you know that Millennials will make up almost half of the workforce within 2 years?  Right now Millennials are 35% of our workforce and will be 46% by 2020.   There’s an article on LinkedIn called “Why Millennials Keep Dumping You: An Open Letter to Management.”  It’s written by a Millennial, named Elizabeth, who wanted to share insights about what top-performing Millennials want from leaders.

Now, we all know many of the Millennial stereotypes, and Elizabeth lists them in the article:

  • They can’t settle down 
  • They’re drowning in debt 
  • They refuse to put their phones down
  • They’re addicted to lattes

Elizabeth then explains what’s really behind a Millennials resignation letter:

  • Leaders tolerate low performance
  • ROI is not enough for Millennials
  • Culture is more than free Panera
  • It’s ok to get personal

Read Elizabeth’s article in it’s entirety HERE to really understand why so many Millennials quit jobs.

 

Because it’s important to continuously learn (which we teach our clients), we’ve been reading a book called Master Coach by Greg Thompson.  We want to share something we’ve learned:

7 Steps Every Leaders Can Take When They’re Working With Employees

1 – Strongly encourage everyone in the organization to invite another organizational member to coach them.  Everybody should have someone who’s helping them grow.

2 – Dive into the process yourself.  Invite someone to coach you and insist that all senior leaders do the same.

3 – Remind the team that anyone can coach anyone.  A good coach is a good coach, period.  Have someone coach the boss.

4 – Ask people to take on only one coaching assignment at a time.  Pick one and do that for several month or more and then you can move onto someone else.

5 – Provide the following guidelines:

  • Coaching pairs should meet in person or via phone 30-60 minutes
  • Create an agenda to go off of so time isn’t wasted
  • Do this for a minimum of 4-6 months to make lasting change

6 – At the end of every coaching engagement, encourage people to invite a different organizational member to coach them (after a minimum of 4-6 months).

7 – Encourage everyone in the organization to put the skills, perspectives, and approaches necessary to immediately coach at a high level.  Maybe get individual coaching if necessary.

 

We’ve also learned that there’s a certain way adults learn, and we want to share that with you as well:

  • Optimal adult learning is self-directed.  They need to have control over how they’re doing it.  We ask our clients during coaching sessions “What are you learning?”  Is it a book, a podcast, an article, listening to our radio show. A good coach is going to help an adult learn by encouraging them, empowering them, or challenging them to figure out what path is right for them.
  • A good coach always remembers that adult learners bring many years of life experience to the table of learning.  Recognize those years of experience.
  • Adult learning tends to be goal-oriented, so at work you’ll need to have a goal in mind and figure out what you’ll need to learn to exceed expectations in that area, or to reach that goal for your department, or company.  When we coach, we have a 90-day plan. We help you figure out your goals, what your strategies are, and how are you going to get there, so you can follow a path.

Tip:  Make a list of the things you’re going to do and a list of what you’re not going to do.

 

And now, we want to share the Top 10 Principles of Learning, Changing, and Developing in a Person:

1 – We’re all stuck to some degree (like habits, attitudes, beliefs, & past relationships).

2 – We don’t resist change, we resist loss.  We need to get over what we’re giving up.

3 – Our past successes are often impediments to move forward to a new chapter in work or life.

4 – Everyone has the potential and ability to make choices now that will have a significant, positive impact on their future.

5 – The willingness to truly learn distinguishes a person that has high potential.

6 – Many, if not most, limitations are self-imposed.  

7 – Trying to fix others is a futile effort that usually ends up annoying them and frustrating you.

8 – One sincere expression of encouragement can change a life forever.

9 – The most potent step forward usually involves a very difficult conversation. (critical conversations that are held well should have a positive impact on organizations)

10 – One never becomes a great leader, doctor , or carpenter.  Those we recognize as great in their field are ordinary men and women who just wake up every morning and choose the high road and work at it every day.  It’s not magic.

 

As business coaches, we host a leadership class once a month.  It’s a 2-hour training session with a group of managers/leaders.  After the training, they go back to their companies and work a couple weeks, then we check in with them and see how they’ve applied the training at their workplace.  We basically coach them in between monthly trainings.  They’ll then come back the following month to learn a new leadership topic/skill and then repeat the cycle.  We suggest leaders attend for a minimum of a year, but it’s not necessary.  Contact us if you’re interested in learning more about the monthly leadership class.

 

If you want to schedule a coaching session with Peg or Pete, contact them at 614-306-7922 or contact them via email at pegbuehrle@actioncoach.com or petemcdowell@actioncoach.com.

 

Listen to the Radio Show HERE

Peg, Pete, Michelle