Have you heard that the global workforce is doomed because of the growing influx of inexperienced Millennials? They’re labeled as entitled, lack commitment and drive, impatient, and don’t respond well to authority. But wait, here are the actual statistics, the similarities and differences between other age groups in the workforce, and how leaders can help develop millennial leaders.

1. A L E A D I N G W I T H H O N O R
T R A I N I N G P R E S E N T A T I O N
MINING AND REFINING THE
GOLD IN MILLEN N IA LS

3. *Source: State of the American Worker
TheNumbers
100 Million people in the workforce.
1 Individual = 10 Million People
Today’s Workplace

4. 16% Actively
Disengaged*
51%
Not Engaged
*Source: State of the American Worker 2017: Gallup
33%
Fully Engaged
OverallEmployeeEngagement
Today’s Workplace

5. *Source: State of the American Worker 2017: Gallup
Boomers
35%
Fully Engaged
Percent Fully Engaged
Gen X
33%
Fully Engaged
Millennials
31%
Fully Engaged
Today’s Workplace

6. Larger Cohort
than Boomers
(77mil vs 60 mil)2
40% of workforce
by 2020
Diverse: 40% are
racial/ethnic
minorities
Born 1980 – 1995 (ages 22-37 in 2017)1
1. Careerplanner.com 2. Gallup
The State of Millennials

7. *Source: State of the American Worker
2016:1/3ofNewManagersareMillennials
Challenge is to Refine (Develop) Millennials to Replace Boomers
( Retiring at a rate of 10,000 a day for the next 12 years)
The State of Millennials

8. 66% say they will leave
their employer by 2020.
Struggles
63% say their leadership
skills are not being fully
developed.
Deloitte University Press, Oct 2015 Research Paper
Yet they are hungry for
development.
Impatient (low tolerance)
Less Resilient in Setbacks
Feel like they’re special
(all winners)
More assertive, I want
it, so I should have it
The State of Millennials

9. Team-Oriented—like Collaboration
Embrace Change and Diversity
Tech-Savvy
Hard-working (if they feel valued)
Confident and Enthusiastic
Ambitious and Achievement-Oriented
Strengths
The State of Millennials

10. *Source: State of the American Worker 2017: Gallup
WhatMillennialsWant
 Want to be heard
 Want validation and appreciation
 Want more feedback and recognition
 Enjoy working in a collaborative manner
 Want more flexibility and choice
 Want more training and development
The State of Millennials

11. *Source: State of the American Worker 2017: Gallup, and Deloitte Univ. Press
ButWait.....Millennialsarenotsodifferent.
 Want to be heard
 Want validation and appreciation
 Want more feedback and recognition
 Enjoy working in a collaborative manner
 Want more flexibility and choice
 Want more training and development
Their wants are about the same
as other generations.
These are what we need for an engaged
and productive workforce for all generations.
Today’s Workplace

12. One (New) Plan For All
Growing Together
The New Process

13. Individually
 Unique Talents
Emotionally
 Touch the heart
 Care, Value, Give feedback
 Connect to Purpose
 Collegial Approach
 Flattened Hierarchy
 Relationship not Authority or
Power
 Listening
 Developing together
Connect Collaborate
Leaders Developing Leaders
The New Process

14. Traditional Leader-Centric Model
The New Process
Leaders Developing Leaders

15. Leaders Developing Leaders
The New Process
New Peer Leadership Model

16. The New Outcome
LEADER GROWTH
OTHERS’GROWTH
Team Success
and a Leadership
Pipeline

17. Leaders get better – growing
 More authentic
 Engaged—notDominatingor
Withdrawing
 Learningand takingotherswiththem
Leaders Learning
to Mine and
Refine
The New Outcome

18. Followers get better – growing
 Collaborative learning
 Feel valuable and included
 Growing in responsibility/ownership
The New Outcome
Millennials Become
Valuable Treasure

19. Leaders Developing Leaders

20. How Leaders Develop Leaders
“The one thing leaders cannot do is nothing. They cannot wait
for trends to pass them by, and they cannot wait for millennials
to get older and start behaving like baby boomers.”
New Expectations
 This is what we do – growing together
 Requires courageous accountability by
authentic leaders.
New Processes and Tools
 This is how we use it.
 Technology will play an important role.

21. A percentage of all book revenues will be donated to the Wounded Warrior
project and other veterans’ causes.
LeonLeeEllis @LeonLeeEllis Lee Ellis
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