posted 15-Sep-2019  ·  
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Leading people indeed is the most difficult job.  You have to deal with people with different upbringings, attitudes, preferences, and mindsets.  But if you overcome all these, what an overwhelming feeling you could have! Success in leading people will start from digging into the very foundation of each one of them.  Understanding each one of them would lead to appropriateness of approaches in decision making and other management functions. Before we deepen the discourse, let us be cleared of the two important terms, which are transformative and millennial.

First, the word Transformative, I believe that campus leadership still is the cleanest of all types. The Department of Education (DepEd) wanted to develop the Filipino Youth to become responsible leaders who would take over the succeeding public and private leadership structures.  Through campus leadership, DepEd wanted to instill among young leaders a clean and honest election processes which is of course far different from the local and national elections we have as a democratic state.  In addition, the values which the teachers keep on telling the students should be stored and internalized so that in time it will radiates to all the ends of the organization where their good fortune will bring them. Through these, we are able to transform traditional leadership styles into one that is minding welfare of the greater majority over personal agenda.

            Second, is the term Millennial.  What is this all about? We oftentimes hear this across generations at present. Iba na talaga ang mga Millenials? Who are these people? The Wikipedia define Millennials which is also known as Generation Y (or simply Gen Y), are the demographic group following Generation X and preceding Generation Z. Researchers and popular media use the early 1980s as starting birth years and the mid-1990s to early 2000s as ending birth years.

According to Jay Serafino, (March 1, 2018) is his article; New Guidelines Redefine Birth Years for Millennials, Gen-X, and 'Post-Millennials'-The Pew Research Center is looking to give more structure to these generational nicknames with a new set of guidelines that establishes where each person belongs depending on their birth year. This is what they’ve come up with:

  • The Silent Generation: Born 1928-1945 (73-90 years old)
  • Baby Boomers: Born 1946-1964 (54-72 years old)
  • Generation X: Born 1965-1980 (38-53 years old)
  • Millennials: Born 1981-1996 (22-37 years old)
  • Post-Millennials: Born 1997-Present (0-21 years old)

It is clearer now. Oftentimes, we generally misrepresent the new generation as Millennials who possesses different mindsets and preferences especially on management and leadership. Let’s take it from which provides for;

10 Millennial Leadership Qualities that Contribute to a Positive Office Culture

Both the public and private institutions are now manipulated by leaders belonging to almost all of the generational nicknames/age groups.  This could also mean that these leaders are handling people from varied age groups, therefore should employ leadership or management styles best suited to the kind of people they have.

Sooner or later some of the K to 12 graduates will be joining the workforce as one of its curriculum exits suggest-employment.   This article may also put some issues related to the “so called” Millennials into light.

1. They are tech-savvy.

It comes as no surprise that Millennials have expansive knowledge when it comes to technology -- after all, they grew up with it. Tech has become an integral part of Millennial life, with 53 percent of Millennials preferring to lose their sense of smell than their digital devices.  However, it is dismay, since many of the students neglects the great importance of technology in their studies they have more of it in their leisure such as online games and surfing different social media flat forms.  On the lighter note, young leaders today, if provided with resources especially Tech-based could easily accomplish their task (be sure to set deadlines).

2. They have a hunger for success.

Millennials have higher rates of student debt, poverty and unemployment than previous generations at this life stage, as well as lower overall levels of wealth and income.

Since they’ve come into adulthood in difficult economic times, many Millennials are grateful for the jobs they are able to get and bring a hardworking nature and hunger for success into even the most entry-level position.  Another thing is that, they’ve thrived into an era with stiff competition.  One should strive harder; equip himself with the liberating talents and skills which could be acquired through intense education and training.  Having acquired all these, landing an economically promising job would come in quest.  

3. They are innovative.

According to Vizcaino, Millennials always have an eye towards the future. “Millennials really seem to understand what the next big thing is going to be. Sixty (60) percent of the Millennial generation believe that innovation can be learned and takes discipline, not spontaneous inspiration. They are willing to develop an innovation plan rather than sit back and wait for it to happen. I hope everyone is getting me right.  Always plan, hindi ‘yong padalos-dalos. Some of the younger generations today lack the skill in planning.  They are being hypnotized of the short-ranging pleasure and forgetting the serious (ill effects) of their actions. For us, individuals whom they consider to be their seniors, it is our task to never cease guiding them.  How we discharge our duties to them would somehow dictate the kind of generations ahead of us.

4. They are nimble.

Millennials are also highly adaptable, Millennials have lived in a time of change and evolution, so they’re used to it. They take unexpected circumstances in stride. This means that millennials can come up with new solutions for new issues.

5. They constantly seek inspiration.

Millennials value being inspired, which means that as leaders, they work to inspire others. They build emotional connections--a surefire way to keep a team close-knit and highly motivated performance-wise. This was one of the challenges being a SSG Adviser, student-leaders are looking for someone who could help them…who could understand them being neophytes in the field of leadership.  Yung dai sinda uuyaman pag nasala…handling student leaders is very difficult because they have varied traits…they are more than willing to do their assigned task if they see someone doing it along with them.

6. They are mission-driven.    

Millennials thrive on building organizations with defined visions on how to impact people’s lives. Actually this is one of the mandates of SSG being the highest governing student organization.  Giving impact to one’s life should not mean requiring huge resources.  Simple peer tutoring could impact student’s life.  A care-share activity (donating used uniforms) could be a lot of help.

7. They challenge the hierarchy

The Millennial generation is accustomed to taking everyone’s perspective into consideration when making decisions, regardless of rank. Instead of blindly following orders, they question, investigate and consider issues that their higher-ups might not notice when making decisions. Sometimes, adult leaders neglect the importance of listening and welcoming new ideas which the young generations has vast of it. The thought that the younger generations have little or limited experience than that of the adults lead to misconception that the later has always the sound ideas. On the other hand, this could be aggravated by how these young generations express their opinions, which at some point is poor in courtesy.

8. They are great collaborators

Since Millennials believe in the value of multiple perspectives, they often work well in team environments -- completing tasks and making decisions.  Nonetheless, close monitoring is a vital requisite toward accomplishing task though this scheme.  Some may took advantage of the situation, wherein dominant individuals may overpower those who are weak and claim in the end as collaborative efforts. 

9. They value transparency.

Millennials value open and honest communication to keep everyone in the loop, which is a great way to build trust.  In like manner that they value their job and companionship, everything that concerns them should be known to them. Maintaining good rapport would lead to smooth flow of activities in the organization.  When they feel their value and importance they would have the passion towards their work which will eventually contribute to the success of the organization.   Keeping doors always open makes the organization’s atmosphere clear and free from chaos.   The organization should be composed of officers and members not of officers alone. 

10. They want to have fun.

Millennials bring a sense of fun to many workplaces. With less emphasis placed on formality and more placed on bonding with teammates, Millennials can facilitate a more relaxed and fun atmosphere. When employees are happy to be at work, productivity will naturally be through the roof. When they accomplish something, praise them.  When you feel they are burnt out, give them time to relax.  When you feel they are not doing it as what you expect them do, never scold them, they might lose their eagerness to improve it, instead, find time to cheer them up with a treat! Surely you’ll have fun working with the millennials!

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