Talkin’ ‘Bout “Y” GenerationI returned just a week ago from the annual International Coach Federation conference in
California, a wonderful opportunity to sniff out some new trends not only in the coaching profession, but also in the field of leadership development. I indulged my love of imagining the future by attending several sessions on the topic, and I’ll be talking about some of the fascinating things I learned in the next few issues of this newsletter. One topic that really reached out and grabbed me by the throat was the huge demographic
shift that’s coming – the maturing of Generation Y. The Generation Y moniker refers to all those folks now ages 18 to 30. They represent an enormous cohort, not only in the U.S., where they are 26% of the population, but in the world. If for no other reason than their sheer size as a group, they are worthy of our attention. In just a few short years, they will indeed be ruling our world. If that scares
you (yeah, I’m talking to you, all you Baby Boomers!), take heart – the news is (mostly) good. So who are these people? Think first about who raised them – they are the children of Baby Boomers. They are the kids who grew up believing they could be anyone, do anything, have anything they wanted. “They got trophies just for showing up,” is something I heard from a couple of speakers. They have been using computers
practically since they could walk. And they grew up in a world where more often than not, both parents worked outside the home. What does this mean for the kind of adults these Gen Y’ers are becoming? They are more self-confident, more tolerant and inclusive, more communicative and connected, more adaptable than previous generations. They are used to collaboration and
teamwork, they can work creatively, and they use technology as an extension of themselves. Perhaps on the shadow side, their world is more fragmented, and they are less trusting of institutions than we were at their age. They have seen what the “work ethic” has cost their parents in terms of their personal lives and well-being. They observed what downsizing and the dot.com bust did to the generations before them. This generation is
determined not to make the same mistakes as their elders: they are insisting on work-life balance and they want to fit their work into their chosen lifestyle, not vice versa. Does anybody have a problem with that? I didn’t think so… As Generation Y comes of age and we see more and more of them on the world stage, expect to hear some amazing stories of real leadership. Undoubtedly the most
energizing session at the coaches’ conference was the one led by Bea Fields, one of the authors of Millennial Leaders: Success Stories from Today’s Most Brilliant Generation Y Leaders, a new book that introduces us to some truly inspiring young people who are already accomplishing great things at quite a tender age. Bea brought
along a couple of these young leaders to give us their own take on Gen Y, and they held a large audience of (mostly) aging Boomers in rapt attention. Clearly Generation Y is very different from us Boomers, but I for one have renewed hope in the future for having heard from these folks. They are just great! The challenge for current leaders in organizations of all kinds will be how to foster the
inclusion of Generation Y in the workplace and in the institutions of our society, and how to help them grow their own capacity for leadership. Several speakers told us how hungry these young people are for mentoring and coaching. Our role will be to guide them in finding their own way, setting their own boundaries, and co-creating the world they want to inherit. Let’s hope we’re up to it! Coaching can help you manage the leadership challenges of developing this new
generation to step into your role someday. Let’s talk. Call (410)626-6008, or email info@bloomfieldassociates.com. 
Why not do a little of your own research on Generation Y? Invite some of these young people from your own organization, whether singly or in small
groups, to join you in a casual setting and ask them a few questions, for example: - What do you like about working here? What don’t you like?
- What inspires you to do your best?
- What worries you the most about the future?
- What does “balance” mean to you?
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If you could give me one piece of advice about how I should lead this organization, what would it be?
Listen with openness and genuine curiosity, and reflect on what you hear. |
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A recently-released IBM study found that 69% of North American companies surveyed fear they will experience a potentially catastrophic shortage of executive talent as the Baby Boomers retire and their accumulated knowledge goes out the door with them. According to a report by the Conference Board, 73% of people reported using the Internet in their job quest in 2007, up from 66% in 2005. New services are being
launched to allow job seekers to create audio, video, and graphics on the web to polish their resumes. Nearly half of employees cite weight management as their No. 1 health concern, according to a recent poll conducted by a Connecticut health care company. General health worries are a distant second, with only 18% expressing this as a key concern. In a related survey, about 83% “definitely” would take advantage of special health and
wellness initiatives offered by their company, while another 16% of employees say they might use the services. 
Womenomics Coined by a British think tank, the Future Laboratory, this term describes the
ascendancy of women to influential positions in the workplace. According to one of their reports, “Women are increasingly calling the shots, so much so that the way businesses attract and retain women is now seen as a sign of progressiveness and innovation. Women are demanding and obtaining an increasingly flexible working life, including compressed hours and remote working agreements.” 
 Influencer: The Power to Change Anything, by Kerry Patterson,
Joseph Grenny, David Maxfield, Ron McMillan, and Al Switzler. What I like about it: The latest book by the team who brought you Crucial Conversations and Crucial Confrontations, this work tackles a key skill set for leaders at all levels from the perspective of solid research in the social sciences. It offers a model that is easy to understand and readily adaptable by those who really want to reach the “hearts and minds” of others in support of their own vision.
Beth Bloomfield
Executive Coach, Strategy Consultant
Principal, Bloomfield Associates  Life Is So Good, by George Dawson and Richard Glaubman. What I like about it: George Dawson (a 103-year-old slave's
grandson) tells the story of his extraordinary journey through the 20th century and how he learned to read at age 98 as part of an adult literacy program, studying for his GED at 103. Mr. Dawson started working at age 4 on his father's farm and did not retire from paid work until he was 90. His story is a riveting testimony about how staying present allows you to enjoy each day while
facing life's inevitable challenges and to remain open to learning until the end of your life. One of my favorite quotes from the book is "A person can't always be thinking about tomorrow and still enjoy themselves today, right now."
Pam Walker
Leadership Coach
Founder, Prism Pathways
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A Different Optic we’ll not only quote you, we’ll provide a link to you or your website. |
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“Old age is like everything else. To make a success of it, you've got to start young.”
-- Fred Astaire | 
