Index

A

access to leadership

all-hands meeting, 155

anniversary lunch, 157–158

with closed feedback loop, 154

closed social circles, 157

employee first approach, 156

energy as key differentiation, 153

giving closure to topics, 154

group lunches, 156–157

and hierarchy, 151–152

management dos and don’ts, 159

Millennial dos and don’ts, 159–160

open-door policy, 156

promise of immediate action, 154

staff education and training, 157

“surprise and delight” campaigns, 158–159

urgent and non-urgent matters, 155

“Walk ‘n’ Talk” meetings, 158

weekly updates, 155–156

acknowledgment. See appreciation

acrostic-based appreciation, 89–90

advocate, mentor as, 164

all-hands meeting, 155

“and,” power of, 123–124

anniversary luncheon, 157–158

appreciation

acrostic-based, 89–90

culture of recognition, 80

enabled, 79–80

examples, 88–89

expression of please and thank you, 80–86

gratuitous, 79

group, 87–90

luncheons, 92

management dos and don’ts, 94

Millennial dos and don’ts, 94

and Millennial mindset, 33

Millennials conditioned to expect, 78–79

peer-to-peer, 79–80

“Standing O Box,” 91

Three, 87–89

through celebrations, 90–92

through work–life balance, 79

trophy phenomenon, 77–78

assessment, conflict communication wheel, 127

assumptions

clarifying, 106–110

Double-Loop learning, 109

Single-Loop learning, 108

attitude, flexible, 140–143

availability, soliciting input, 59–60

B

Baby Boomers

bitter feelings toward Millennials, 3–7

comparison of Millennials impact on American culture, 9–10

fear of being replaced/displaced, 6

flexible schedules, 144

generational definition, 4

retirement, 4–7

background music, 60

birthdays, 92

Boehm, Jeff, 156

Bond service, 86

bottom-level work, 44–45

brainstorming sessions, 62

Browne, Kelly

101 Ways to Say Thank You, 86

C

capable mindset, 27

career path

career development, 172–173

earned advancement, 169

“job-hoppers,” 174–175

management dos and don’ts, 175

Millennial dos and don’ts, 175

and Millennial mindset, 37

parents involvement in, 22

self deciding, 170–171

Case, John

The Open-Book Experience, 133

Open-Book Management, 133

celebrations

life event, 92–94

showing appreciation through, 90–94

change maker mindset, 28–29

cloud-based project management, 137

coaching leadership style, 58

communication

digital versus written, 14–15

truth and honest, 131–132

communication circle, 126–127

conference call directions, 11

confidence, 29–30

conflict communication wheel, 126–128

conflict resolution, 125–126

contributor mindset, 28

Creative Confidence: Unleashing the Creative Potential Within Us All (Kelley), 62

criticism, 124

D

deadline specificity, 98–99

death, employee support, 93

Dell, Michael, 16

digital communication versus written communication, 14–15

Digital Freedom Crusaders, 34

directions, providing

clarifying assumptions, 106–110

conference call and meeting, 11

deadline specificity, 98–99

dress code, 112

e-mail etiquette, 113–114

formats and condition/status, 99–100

“how to get there” approach, 96

management dos and don’ts, 116

Millennial dos and don’ts, 117

misinterpreted directions, 97

office hours, 110–112

quality of thinking or work process, 102–103

reinforcing expectations, 114–116

revisions, 100–102

soliciting input, 95–96

through e-mail, 103–106

time guidelines, 97–98

DISC personality assessment, 69–70

Double-Loop learning, 109

dress code

directions, 112

for interview, 73

E

economy, Millennials challenge in finding jobs, 25–26

education

grade inflation, 17–18

quality of, 16–18

e-mail

dos and don’ts, 106

etiquette, 113–114

providing directions through, 103–106

thanks in, 83–84, 87

embarrassing feedback, 129

emoticons, 85

employee education and training, 157

employee first method, 156

employee match program, 52

employee roles, value of position, 47–48

enablers, 21–22

encouragers, 21–22

enthusiasm, 56

etiquette, e-mail, 113–114

expectations, reinforcing

through games, 114–115

through reference guides, 115

through staff reminders, 115–116

extroverts and introverts, 68–69

F

Facebook, access to leadership, 157

facts, conflict communication wheel, 127

feedback

communication circle, 126–127

conflict communication wheel, 126–128

conflict resolution, 125–126

and criticism, 124

effective language for, 122–124

embarrassing, 129

generous, 128

management dos and don’ts, 129–130

milestone setting, 125

Millennial dos and don’ts, 130

and Millennial mindset, 33–34

need and desire for, 119, 121–122

power of “and,” 123–124

soliciting input, 60–62

through surveys, 61–62

timing of, 120

tough conversations, 125–128

feelings, conflict communication wheel, 127

first time job interviews, 71

flexible schedules. See also work-life balance

advantages, 136, 138–139

attitude toward, 140–143

Baby Boomer mindset, 144

common courtesy, 144–145

divide in perception, 139

guidelines for, 145–148

and high-performance project work, 138

inconsistencies, 138

management dos and don’ts, 148–149

Millennial dos and don’ts, 149

and Millennial mindset, 136–137

retracted schedules, 135–136

taking for granted, 144

technology and remote work, 137–146

formed ideas, soliciting input, 62

freedom, and Millennial mindset, 34–35

full-life balance. See flexible schedules; work-life balance

G

games, reinforcing expectations through, 114–115

Gates, Bill, 16

gender equality, and mentorship, 162

Generation X

bitter feelings toward Millennials, 8

feeling of financial responsibility of children and aging parents on, 8

generational definition, 4

Generation Y. See Millennials

generational discontent, 4

generational gap, 27

generous feedback, 128

Gino, Francesca, 81

Google Circle, 157

grade inflation, 17–18

Grant, Adam, 81

gratitude. See appreciation

gratuitous appreciation, 79

Great Recession, 9

Greatest Generation, 4

Grose, Jessie, 137

Gross, Bill, 123

group appreciation, 87–90

group lunches, 156–157

guidelines

flexible schedule, 145–148

mentorship, 165

H

Hais, Michael, 52

handshaking, 73

happiness, 30–31

Happy Hour, 60

Healy, Christopher

The Teachers College Record, 17

HelloLadies.com blog (O’Donnell), 138

hierarchy

and access, 151–152

and structure, 149–150

hiring. See interviews; recruitment

honesty, 131–132

hours of office, 110–112

I

ideas, soliciting input, 62

IM (instant messaging), 84–85

information, transparent and readily available, 15–16

input. See soliciting input

insensitive personalities, 69

instant messaging (IM), 84–85

interviews

advice for candidates, 72–73

character questions, 71

dress code, 73

finding the right fit, 70–71

first time job, 71

handshaking, 73

phone, 70

questions, 73

team, 71–72

thank-you notes, 73

introverts and extroverts, 68–69

It’s Not What You Sell, It’s What You Stand For (Spence), 45

J

Jive social platform, 157

job descriptions, 49, 67–68

“job-hoppers,” 174–175

jobs, Millennials challenges in landing, 25–26

Jobs, Steve, 16

K

Kelley, David

Creative Confidence: Unleashing the Creative Potential Within Us All, 62

Kelley, Tom

Creative Confidence: Unleashing the Creative Potential Within Us All, 62

Kramer, Susan, 89

Krisco, Kim H.

Leadership and the Art of Conversation, 122

KwikSurvey service, 61

L

Leadership and the Art of Conversation (Krisco), 122

life event celebrations, 92–94

luncheons, 92

access to leadership, 156–157

anniversary, 157–158

M

Mackey, John, 133

management

conveying roles of individual, 47–48

employee match program, 52

helping employees in volunteer efforts, 52–53

job description expansion, 49

onboarding to introduce process, 48

providing context for projects, 49–51

providing team purpose and roles, 46

resetting teams with new people, 48–49

vision and mission articulation, 44–47

management dos and don’ts

access to leadership, 159

appreciation, 94

career path, 175

feedback, 129–130

flexible schedules, 148–149

meaningful work environment, 53–54

mentorship, 168

providing directions, 116

recruitment, 75

soliciting input, 63–64

transparency, 134

marriages, celebrating, 93

Mayer, Marissa, 139

MBTI (Myers-Briggs Type Indicator), 68–69

meaningful work

and bottom-level work, 44–45

employee roles and value of position, 47–48

management dos and don’ts, 53–54

Millennial dos and don’ts, 54

and Millennial mindset, 32

team purpose, 46

vision and purpose, 45–46

Meckler, Laura, 52

meetings

all-hands, 155

providing directions, 11

“Walk ‘n’ Talk,” 158

Meister, Jeanne, 174

mentorship

as advocate, 164

Dimensional Research survey on, 161

frequency, 165

and gender equality, 162

guidelines, 165

listening skills, 166

management dos and don’ts, 168

Millennial dos and don’ts, 168

and Millennial mindset, 36–37

mutual, 167–168

narrowing the topic, 166–167

nonjudgement, 166

purpose, 164–165

relationship with, 162–163

supportive, 163

time and place commitment, 165

Merchant, Nilofer, 158

milestone setting, 125

Millennial dos and don’ts

access to leadership, 159–160

appreciation, 94

career path, 175

feedback, 130

flexible schedules, 149

meaningful work environment, 54

mentorship, 168

providing directions, 117

recruitment, 75

soliciting input, 64

transparency, 134

Millennial mindset

capable mindset, 27

career path, 37

challenges in finding jobs, 25–26

change maker mindset, 28–29

confidence mindset, 29–30

constant dialogue expectations, 33–34

contributor mindset, 28

desire for appreciation and acknowledgement, 33

desire for feedback, 33–34

desire for freedom, 34–35

desire for transparency, 34

desire for work and opinions to matter, 31–33

desire for work-life balance, 35

desire to be heard, 32

desire to be noticed, 33

desire to be part of team concept, 32–33

happiness in the workplace, 30–31

meaningful work expectations, 32

mentorship, 36–37

opportunity for growth, 36–37

view of themselves, 26–30

Millennials

bitter feelings of Baby Boomers toward, 3–7

bitter feelings of Generation X toward, 8

challenges of getting jobs, 25–26

comparison of Baby Boomer impact on American culture, 9–10

concept of time and place, 13

dependence of mobile devices, 14

digital versus written communication, 14–15

in digitally native generation, 12

and education, 16–18

generational definition, 4

myths about, 10, 37–38

parents of, 18–20

and TV watching, 13

“want it now” sentiment, 13

who entered job market at end of Great Recession, 9

mindset. See Millennial mindset

misinterpreted directions, 97

mission, 47

mobile devices, Millennial dependence on, 14

Mogul, Mom & Maid (O’Donnell), 138

Moore, Lori Ogden, 126

music, 60

Myers-Briggs Type Indicator (MBTI), 68–69

myths, about Millennials, 10, 37–38

N

new ideas, openness to, 57–59

Next America, The (Taylor), 6

nonprofit organizations, 52

O

O’Donnell, Liz

HelloLadies.com blog, 138

Mogul, Mom & Maid, 138

offer, conflict communication wheel, 128

office hours, 110–112

Office Traditionalist, 35

Open-Book Experience, The (Case), 133

open-book management, 133

Open-Book Management (Case), 133

open-door policy, 156

openness to new ideas, 57–59

open-plan offices, 59

opportunity for growth, 36–37

organizational charts, 49

P

parents

encouragers and enablers, 21–22

intervening at difficult steps, 18

involvement in careers, 22

of Millennials, 18–20

weaning kids off trophies for participation, 20

participation, soliciting input, 60

peer-to-peer appreciation, 79–80

personal achievement, celebrating, 93

personality

DISC assessment, 69–70

finding a good fit, 68–70

indicator systems, 68

insensitive, 69

introverts and extroverts, 68–69

MBTI (Myers-Briggs Type Indicator), 68–69

Strength Finders assessment, 68–69

phone interviews, 70–71

please and thank-you, 80–82

positive reinforcement, 59–60

post recruitment, 74

prescreen interviews, 70–71

project revisions, providing directions, 100–102

projects

providing context for, 49–51

soliciting new ideas for, 57–58

promotions and career development, 172–173

purpose

and meaningful work, 45–46

mentorship, 164–165

Q

quality of thinking or work process, 102–103

questions, interview, 73

R

recruitment

advice for candidates, 72–73

chemistry within workplace, 65

cocreating company values, 66

defining company values, 66–67

interviews, 70–73

management dos and don’ts, 75

Millennial dos and don’ts, 75

Myers-Briggs Type Indicator, 68–69

personality considerations, 68–70

post, 74

prescreening and phone interviews, 70–71

sorting out fit, 66–67

Strength Finders assessment, 68–69

thorough job description techniques, 67–68

reference guides, reinforcing expectations through, 115

references, 185–193

Reiman, Joey

The Story of Purpose, 45

reinforcing expectations

through games, 114–115

through reference guides, 115

through staff reminders, 115–116

reminders, reinforcing expectations through, 115–116

request, conflict communication wheel, 127

retirement, 4–7

revisions, providing directions, 100–102

rewards program, 173

Rix, Sarah, 6

Rojstaczer, Stuart

The Teachers College Record, 17

Rychman, Pamela

Stiletto Network, 164

S

shared information and transparency, 132–134

Sibbet, David

Visual Meetings: How Graphics, Sticky Notes & Idea Mapping Can Transform Group Productivity, 62

Silent Generation, 4

Sinek, Simon

Start with Why, 45

Single-Loop learning, 108

social media, access to leadership, 157

soliciting input

asking for input, 56–57

being available, 59–60

coaching leadership style, 58

getting feedback, 60–62

getting people to participate, 60

management dos and don’ts, 63–64

Millennial dos and don’ts, 64

openness to new ideas, 57–59

open-plan offices, 59

positive circle of energy, 55

positive reinforcement, 59–60

providing direction, 95–96

through brainstorming sessions, 62

through enthusiasm, 56

through formed ideas, 62

Spence, Roy

It’s Not What You Sell, It’s What You Stand For, 45

Spizman, Robyn Freedman

The Thank You Book, 86

staff reminders, reinforcing expectations through, 115–116

“Standing O Box” appreciation, 91

Start With Why (Sinek), 45

Stiletto Network (Rychman), 164

Story of Purpose, The (Reiman), 45

Strength Finders assessment, 68–69

structure, 149–150

“surprise and delight” campaigns, 158–159

SurveyMonkey service, 61

surveys, soliciting input, 61–62

T

Taylor, Paul

The Next America, 6

Teachers College Record, The (Rojstaczer and Healy), 17

team interviews, 71–72

team purpose and meaningful work, 46

text messaging

Millennial dependence on, 14

thanks in, 85–86

Thank Goodness service, 86

Thank You Book, The (Spizman), 86

thank-you

in e-mail, 83–84

expression and phrases, 82–83

in handwritten notes, 86

in instant messaging, 84–85

in pass-along e-mail, 87

post interview note, 73

power of, 80–82

in text messages, 85–86

through emoticons, 85

Thompson, Derek, 9

Three Appreciations, 87–89

time guidelines, providing direction, 97–98

training, 157

transparency

communicating with truth and honesty, 131–132

management dos and don’ts, 134

Millennial dos and don’ts, 134

and Millennial mindset, 34

open-book management, 133

shared information, hiding from, 132–134

trophy phenomenon, 77–78

truth and honesty, 131–132

turnovers, 43–44

TV watching, 13

V

vision and meaningful work, 45–46

Visual Meetings: How Graphics, Sticky Notes & Idea Mapping Can Transform Group Productivity, 62

volunteer efforts, 52–53

VolunteerMatch service, 53

W

“Walk ‘n’ Talk” meetings, 158

Watson, Susi, 126

weekly updates, 155–156

Willyerd, Karie, 22

Winograd, Morley, 52

work–life balance. See also flexible schedules

and Millennial mindset, 35

showing appreciation through, 79

written communication, 14–15

Y

Yammer social platform, 157

Z

Zappos company, 67–68

Zuckerberg, Mark, 16