Two years ago, I was reviewing the profile of the team we put together for a Sales and Operations Planning project kickoff.
The team included people from design and steering, as well as sponsors.
And while some of those folks were Baby Boomers (including myself) and Generation Xers, a majority of our team were Millennials.
These Millennials were most pertinent to the project, and the biggest challenge that I faced in coaching the team.
Much has been written about generational stereotypes and learning styles. But I found the guidance I needed in an article by David H. Roberts, Lori R. Newman and Richard M. Schwartzstein.
Their “Twelve Tips for Facilitating Millennials Learning” (Harvard Medical School, 2012) provided “detailed approaches and specific strategies for understanding and engaging Millennials.”
I had a number of key take-a-ways from the article that helped me in leading the team. Those included:
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Learn about generational types and tendencies.
Integrate common technology platforms, such as laptops, smartphones, and the Internet.
Don’t let generational bias get in the way.
Get the team past Google search regurgitation; instead model simple best practices, comprehension, analysis, and synthesis.
Be transparent about teaching style, strengths, and weaknesses.
Leverage 24/7 eLearning platforms, such as GoTo Meeting, YouTube, simulation-gaming, and social media groups.
Flatten team roles and emphasize inclusion and collaboration.
- Design focused, uninterrupted, attentive learning time spans, and define when multitasking is OK.
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