Next Generation Diversity: Grooming Millennial Leaders

The term ‘millennial’ applies to individuals who
reached adulthood around or after the turn of
the 21st century born between 1980 and 1995.
Known as Generation Y, millennials directly follow
Generation X as the last generation born in
the 20th century. Today, there are 1.7 billion
millennials making up one-third of the global
population.
They are defined as an “ethnically diverse
generation who are team players, optimistic,
confident, trusting of authority,
rule-followers, achievers in school,
and generally achievement-oriented
in everything they undertake.”
(Howe and Strauss, 1992)

According to U.S. Census Bureau statistics, there are
more than 80 million millennials in America.
Millennials are the
largest generation
in history.
Millennials will make up
an estimated 75% of the
workforce by 2025,
ultimately changing the
face of organizational
leadership.
theoriginalmillennial.com

Organizational leaders are becoming
increasingly concerned that they soon will
be unable to find the talent they need to
succeed, with a shortage of suitably skilled
workers as the single biggest worry.
Businesses are competing
fiercely for the best
available talent to replace
the retiring boomers in the
upcoming years. Every year,
more and more of that
talent will be recruited from
the ranks of millennials.

Building leaders from the millennial generation can no
longer be a delayed strategy for decision-makers in the
workplace.

Reason 1: Millennials are critical to organizational
success and sustainability
Reason 2: Millennials can quickly learn the ropes
then come for the boss’s job
Reason 3: Millennials have options. We can decide
we don’t want to work for someone
Reason 4: Without millennials, organizations will
start to wane.
Why millennials matter

A culture shift in the population shows that 60% classifying as
non-Hispanic white in comparison to 70% of the previous
generation.
Of millennials in the US, 59% are white and 27%
have immigrant backgrounds. The ethnic profile
of the millennial is far more blended that than of
previous generations.
There are millennials who come from an increased
percentage of single-parent homes, blended families, and
families with same-sex parents than ever before.
Millennials Are
Leading a Cultural Shift

Millennials Need Expression and
Acceptance
Millennials are much more concerned about diversity
of thoughts, ideas and philosophies with an unending curiosity to
understand differences and explore opportunities for collaboration.

There is a growing segment of millennials who are
refusing to check our identities at the door while many
organizations are remaining unchanged in their response
to our need for expression and acceptance.

This means organizations are forced to rethink and redefine their
approach. The millennial generation has compelled organizations to
consider a combination of unique traits to overcome challenges and
achieve business goals as the diversity of experience and the
inclusion of thought become increasingly more crucial to future
innovation. theoriginalmillennial.com

As millennials move into leadership, a transformation in
traditional diversity and inclusion models will challenge past
approaches and break barriers that have hindered the progress.
Connectedness is part of the millennial’s DNA and breeds the kinds
of transformation organizations of the future will command.
The generation is a likely catalyst to show how advocacy, learning,
and leadership can collectively leverage opportunities to see
greater inclusion and innovation..

If making a commitment to diversity and inclusion truly means
allowing an individual to bring his/her true and whole self to work,
organizations must ensure millennials can work in a collaborative
environment that shows how they can have positive impact on
business outcomes.
Millennials Command Inclusion and
Innovation

Generation Z / Digital Natives (born after 1994)
Born during minor fertility boom around US Global Financial Crisis
The children of Generation X
Who’s Next?
AT WORK
•Very collaborative and
creative
•Will have to solve the worst
environmental, social and
economic problems in history
•Will not be team players
•Will be more self-directed
•Will process information at
lightning speed
•Will be smarter
CHARACTERISTICS
•Highly connected to
communication
• Instant gratification/thrive on
acceleration
•Independent, lacking a
community- oriented nature due to
social media
• Very open with little concern to
privacy and personal information.
•Thrive on small bits of information.
•Under a lot of pressure to succeed

Mentoring,
Coaching &
Sponsoring
A mentor helps
navigate your career,
providing guidance for
career choices and
decisions. The
millennial drives the
relationship. The
mentor is reactive and
responsive to needs
and helps determine
possible career paths
to meet specific career
goals.
A sponsor is a senior
leader who uses
strong influence to
help obtain high-
visibility assignments,
promotions, or jobs.
The sponsor drives the
relationship,
advocating for the
millennial in many
settings, including
behind closed doors.
A sponsor advocates
for advancement and
champion a milennial’s
work and potential
with other senior
leaders.
A coach provides
guidance for a
millennial’s growth
development, often
focused on soft skills
(e.g., active listening)
rather than technical
skills (e.g., financial
acumen). The
millennial and the
coach are responsible
for driving the
relationship—both can
reach out to to one
another. A coach
provides feedback for
leadership
development and
career improvement,
even in other areas.
(Catalyst, 2014)

•  Active attention
•  Transparency
•  Relevancy for others
•  Relevancy for oneself
Best Approach to Leadership
Development for Millennials
•  Passion
•  Accountable leadership
•  Autonomy through
flexibility
•  Self-care as a reflection
of organizational health

Next Generation Diversity: Grooming Millennial Leaders

Next Generation Diversity: Grooming Millennial Leaders

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