Worknow_Aotearoa_NZ

It had been a while since the game of generation bashing has had a look in but the floor is open again to generational commentary, stereotyping and general whinging following a research report on the values, attitudes, behaviors and demographic characteristics of American Gen Y | Millennials: A Portrait of Generation Next

Born 1979 outside or upper end of the generational “age bracket” does nothing to change the fact that I identify most strongly with the Y Generation. While I can see in many friends my age, a stronger tendency to Gen X some of us never had the new generational “stereotypes” to qualify our actions.

Generation Y on Careers

I had to live my “traits” before they became widely touted indicators of our generation. My work career for instance in which I’ve had more than 10 jobs in the last 10 years. Inevitably, there were interviews in which I was asked to justify my job “hopping” to which my response involved learning, challenge, personal circumstance.

Now, in retrospect I can claim this as normal for an entire generation of people. No longer such an outlier, there is some reassurance to the fact that the following opinion is as true to me, as it is Amanda and probably millions more like us.

I don’t think that staying at one company for 20+ years necessarily correlates with building a career. Gen Y’s are more adaptive and willing to jump companies if it means advancing their career and lifestyle goals. I believe that this is a strength of our generation, not a weakness. I would rather change jobs many times to advance my career than allow my career to stagnate due to “corporate loyalty.” ~ Amanda, Tustin, CA : July 8, 2010 4:24 pm

Gen Y on Opportunities

Granted, I can understand that a CV of contract research and 6 – 12 month “career” efforts probably looked disconcerting to potential employers. And probably well it should because each job was for me about discovering something new about what I wanted to do with my life.

In some cases I learnt lessons about what I would do and what I could achieve but in most I learnt more about what I didn’t want. It was a process of discovery that has lead me to the clear realisation that as an employee other people were never going to allow me to challenge the status quo, learn and grow by testing limits.  I was not made to fit the “employee” mold, a fact which I believe will prove true of many of our generation.

Hui – A – Tau Queenstown 2010

Our Southern Maori Business Network gathered last week for the annual Hui.

Four generations of people, Maori and non Maori, representing businesses from concept and start up to long established success stories, in fields as diverse as recycled glass art, spot factoring and farming to native perfume, tourism and accounting.

It was a great success and although all good things must come to an end I returned to Dunedin inspired by the talents,  intelligence and collaborative strength of those that attended the Hui.

I am encouraged by the vision of our people, our capacity for sharing and the enduring nature of Maori community. There were many highlights: great company, beautiful surrounds, delicious food, ongoing opportunities to learn and share and connect with people…

I’d like to Thank

• Karen, Viv and Trish for making this happen. Awesome work ladies
• The crews from the University of Otago Te Taituara Maori Commerce Students Association and Wakatipu High for your participation
• Ta Tipene O’Regan for challenging us to work for the collective good and find new ways to envision and create our future
• Llyod McGinty, for insight into the future of our green economy and the simple tips (from an energy consultant) like join powershop
• Phil Broughton, for making accounting “sexy” his words but we believe him and the students were swayed in favour due to his engaging styles and real life application of knowledge
• David Kennedy, for being funny while also making the important distinction that business can create logos and positioning statements but that brand is how our other people perceive our business
• Richard Kerr Bell, for highlight the importance of values such as communication and trust in business
• Robbie Paul, for evidence that our education system can innovate with today’s skills based learning, training and qualifications providing people with improved pathways to work
• Don Rhodes, for challenging the forms of organisation that I believe in and helping me to practice the skills of listening and remaining open minded

Supporting People in Business

I’m am forever thankful to have discovered KUMA at a time in my work life where I was being misled as to the importance of values.

I will never forget the manager that advised that sticking to personal values (honesty & personal integrity) could create barriers to getting work done.

I have never before been so disheartened and am thankful to have moved well beyond that place with a slew of lessons about “what NOT to do”. If it had not been for the wonderful support I received from KUMA – the Southern Maori Business Network I might not have stayed in Dunedin long enough to discover all the other great people and communities that I now know are here.

I’d like to especially thank Phil Broughton and Suzanne Spencer for your support and encouragement and for giving me the opportunity to be a part of this great network. It is an immense privilege to be a member of this board of trustees.

At that very first board meeting I discovered a true sense of caring and community (whanau) from a team of people proactively working to help others which confirmed that I could aspire to be in business to help people rather than on the basis of “what’s in it for us”. KUMA empowered me to believe in my values, aspirations and my motives and continues to help me be my most authentic self.

I am a member of an incredible web start up community called the Distiller: A collaborative support network of young and aspiring entrepreneurs creating an environment wherein we support and encourage each other, offer feedback and share the highs and lows of the new venture journey, together.

It is organic, collaborative business community at it’s best, one which provides a shining example of an environment “…overwhelmingly governed by the trust/reputation/community approach…”

Throughout the year we hold 12 week “Sprints” as a primary means of sharing with and supporting one another. Each sprint is made up of six fortnightly “therapy sessions” : a forum to discuss the stepping stones towards our end goal.

Basically it’s about answering the question: where do you want to get to over the next 12 weeks? and then breaking this goal down into smaller action orientated tasks.

It is a practice in planning, intended to instill a sense of urgency and keep us focused on putting our plans into action. It is a great model and planning is an excellent disciple but a plan is only ever as good as it’s execution which of course comes back down to having the right people, as I discussed in lessons from an Angel

Failure to execute was seen as the number one reason that companies fail and for this reason – People – the management team is the number one factor influencing the angel’s investment decision.

It’s great to see that our Gen Y entrepreneurial spirit is being noticed in industry and investment circles. Another positive to hear talk of increased funding for young entrepreneurs.

I support the belief that failure offers a wealth of positive learning outcomes. I believe in collaboration, building shared intelligence and I recognise that we will always have much to learn.

Indeed, I welcome support for environments that nurture entrepreneurship, that offer networking and growth opportunities and increase resourcing options for young entrepreneurs.

“The industry knows where the opportunities are, and these young guys have the capability and capacity. We need to go to a forum where we can bring these elements together and allow the market to decide where the solutions are and where the investments happen…If government doesn’t do it, if the software industry doesn’t do it, if the investment industry doesn’t do it, it’s going to happen generationally…within the next 20 years as these kids grow from college to business, they are naturally going to get entrepreneurial understanding and experience. We can either do nothing and wait for that to happen or we can interject and start to facilitate a sort of collaboration, ” Source CIO

20 years vs 2012

Fortunately,  NZ will not have to wait 2 years let alone 20 to begin seeing the value contributed by it’s next generation of entrepreneurs.

I am a member of a brilliant web start up community called the Distiller. We thrive on collaboration and continually seek ways to connect with industry.

We would welcome government, business, community and industry investors to “interject” but  – so you know – the collaboration you speak of facilitating, the forums for connecting that you suggest, we are working on this already, perhaps even ahead of you on this one. Investment welcome:-) watch this space….

EMPLOYERS are refusing to hire Generation Y workers because they lack a work ethic and spend too much time talking to friends in work hours. Source

In my early twenties, I adopted a twin philosophy from a very good friend of mine “…it costs nothing to be nice…”  and that “…if you can’t say anything nice, best say nothing at all…”

I have lived to discover the wisdom of this advice and in my personal experience I have seen and heard that the negative characteristics that people  would attribute to others are most often a reflection of  the person speaking. Quite simply; what you say about others says more about who you are, than who they are.

Hence the assertion of this blog is that those that bemoan Gen Y, probably just wish they were more like us. It’s opinionated and at times bias but it is an attempt to develop conversation around opposing thoughts; drawn from three of the many hundreds of comments that the Article Gen Y too lazy and unfocused to hire generated.

Work Life Balance

Pretty sick and tired of “he/she who is the centre of the universe” and “work” being “somewhere you go during the day”.

Just a little jealous? I reiterate my stance on work life balance fairly often. The reality for us is that, unlike earlier generations, work is NOT our life. Work is important to us but we’ve been taught that it is better, for our health, to work to live, rather than live to work.

In addition to work we may also be juggling study, friends, family, sport, other paid and unpaid work commitments. Hence the need for flexibility.  There are people in every generation that would benefit from a more balanced approach to work and life.

Respect My Authoritah!

These brats have no respect for experienced people. You treat them well and they crap on you.

Experience alone does not qualify one for respect, being respectful toward others does. Respect, like Love,  is something you give not get.  May I suggest leadership:-

• Our concept of leadership 2.0 involves asking questions, connecting and collaborating.
• We seek leaders that inspire, support and encourage our personal growth and development.
• We want to feel that we work to contribute to something meaningful.
• We will find new and improved ways to increase effectiveness, efficiency and productivity in business.

Gen Y’s Great Expectations

The main issue with Gen Y’s (but not all) is their expectations are ridiculous. They come into the workplace and after one year they want a promotion and if they don’t get it, they throw a hissy fit…I think there is some resentment in some of our older people as we had to work our way up and earn respect in the workplace and pay would come later. These days they think and expect to be CEOs at 24.

We are entering the workforce the most highly educated generation, yet I can see that to those that did not have to pay for an education our pay expectations may seem disproportionate.  Still, education has burdened our generation with billions of dollars worth of student debt. Is it unrealistic of us to seek an income that may see us debt free within the next 15 years?

And aspire to leadership, we shall because our entrepreneurial spirit makes us increasingly willing and able to take risks,  our education has armed us with knowledge and insight and today’s technology allows us to connect, share and collaborate in new, more effective ways.

Gen Y Collaborators

Love us or hate us 10 years from now we will represent almost 40% of the New Zealand workforce. Maybe it’s time to accept that aspects of our work ethic and the workplace freedom that we aspire to are  useful, perhaps even necessary, for the growth of a knowledge economy.

Using video and the recent 350 Climate Actions we sort to portray the the integral role social media plays in connecting and engaging with Gen Y volunteers.

Initially, I was worried no one would turn up but when I saw we were to split the session with Lani Evans, the 2009 Recipient of Vodafone’s “World of Differnce”  I must admit, I was relieved.

Lani’s reputation preceded her, as did we in the Workshop format, so at the very least everyone coming to see her would have to sit through our presentation first.

We didn’t exactly stick with the abstract submitted but it was reassuring to see that at least three points that we made around Gen Y Volunteers:-

• the use of social media
• collaboration vs control
• work experience

Were confirmed in person by the talented young volunteers (14 – 17yrs) that accompanied Lani on the road trip up from Dunedin.

Although we did not use the opportunity to discuss our own project hopefully between ourselves and the Otago Volunteering crew we provided some first hand insight into the collaborative and visual style of Gen Y volunteers.

Thanks toVolunteering NZ for the opportunity to attend and be heard.

Our Freedom of Expression

Technology has made sharing opinions, information and knowledge easier. We no longer need a degree in Journalism or a PhD to publish findings. Having a voice no longer requires the interest of a publisher or editor yet clearly our growing freedom of expression is threatening to some people.

The rise of social networking sites is indeed a disturbing trend that may be continuing to fuel the narcissism of a generation [Gen Y] becoming more desperate than ever to maintain their fragile self-esteem. Source

I wonder what this Dr would say about the need to adapt? Because despite all the evidence gathered in support of their stated point of view there is much more to prove that Social media is not just a “trend”, it is a new way of connecting and communicating.

For more information please visit the source @ http://www.personalizemedia.com/garys-social-media-count/

Worknow, Find Connect & Work Together

There is so much more than ego in play here. Social networking tools can harnesss the collective potential of people and our new venture team is proof that they can be applied to entrepreneurship and new business creation. It’s our intent to help others like us – young aspiring and active entrepreneurs, business catalysts and change makers – use these tools to;

• Showcase their talents, skills and values
• Connect with people of common purpose and vision
• Find work experience and business opportunities
• Build teams with which to drive the creation of new business

Using Technology to Connect with Generation Y Volunteers

We are presenting a workshop at the Volunteering NZ Conference – Wellington, Thursday 29th October @ 10:45 – to present the idea that online media is an effective way to reach out and engage with young people and encourage them to volunteer.

I’d taken for granted that non-profit organisations were already using online media to engage with potential volunteers. In fact, I know several that do www.350.org.nz is a great example of a non-profit that applies social media to good effect.

Yet, when we asked Otago University students recently where they would look for volunteering opportunities we recieved answers such as; in the newspaper.

Clearly, there’s a perceived notion that the non-profit world is still marketing via the old school methods which presents the opportunity to raise awareness and engage with Gen Y volunteers, online. And that’s not just my bias speaking either, it’s advice straight from the horses mouth.

“What do you think is the most effective way for organisations to promote or advertise to students?”

We’ve been asking Gen Y students variations of this question for weeks now and the following answer, reflects the opinion offered by more than five out of every nine students

“For students I think the internet. Internet for us, is our demographics best marketing tool. It’s what we do…social networking sites are pretty key… and get out to a lot of people really quickly”

Many Gen Y would describe themselves as always online “…’cause thats were everyone is, all the time…” The online environment is such an integral element of our life now days that we’ve begun simply to assume that if we seek information, answers or opportunities they can be found at our fingertips.

So despite having only 20 minutes, luckily, both students and the online usage statisitcs support our proposal that; online is a great way to connect with the next generation of volunteers. If you’re in Wellington on the 29th and interested in talking volunteering and / or time trade we’d love to talk.

There’s an old school mantra that advises “do not underestimate the competition” because knowing your competition is necessary in order to build strategic advantage. Yet from a Gen Y perspective, many of those same competitors are potential collaborators.

If we were to offer a mantra of advice in regards to competition it would be to “seek opportunity to collaborate rather than compete” which makes it ever more frustrating that the older generation, people we would also like to collaborate with, continue to deny the talents and capabilities of my generation.

Even an over educated, under experienced MBA student knows that success comes from being able to climb the greasy management pole. You don’t do that by trumpeting that you know it all or that Facebook is the interface proxy for enterprise applications.

Try that in this economy and you’ll be at the head of the queue when the next round of pink slips are distributed (sic). You can only know that from having worked in enterprises, experienced the nuances of management practice and negotiated the politics of power. Source

This comment completely fails to recognise that management hierarchy’s are not the future. While they might have worked for the industrial revolution, entrepreneurship, collaborative, mobile, networked teams are the future of our knowledge economy.

Political Hierarchies vs Collaborative Teams

Sorry, old guard but we don’t actually need to climb your “greasy management pole” because with today’s technology we can connect and circumvent your traditional hierarchy’s to collaborate and build businesses of our own.

Rather than politics, power and vainglorious titles we aspire to work together as co-founders in recognition of our interdependent need for each others talents, skills and trust.

Our entrepreneurial spirit makes us increasingly willing and able to take risks, our education has armed us with knowledge and insight and today’s technology allows us to connect, share and collaborate in new, more effective ways.

Dismissing the fact that we are tech natives, and assuming that we need to be “employees” fails to recognise that we are creators of our own future.

Love us or hate us 10 years from now we will represent almost 40% of the New Zealand workforce. Perhaps it’s time to accept that aspects of our work ethic, like our collaborative spirit, may be the best form of work organisation for a knowledge based economy.

The Financial Times has labeled us as ‘every employer’s nightmare’; while Fortune magazine claims we are destined to be the most high-performing in history.

Although leading opinion appears polarised with debate begins the development of a more balanced point of view which in turn moves us towards finding the common ground.

Having recently spoken of how irksome the prevailing media portrayal of Gen Y was to me, I’m finding it refreshing to see a growing number of authors now taking a step back to listen and learn from, rather than deriding our generation.

Yet, the scales still tip in favour of identifying problems, so as a solutions focused, Gen Y entrepreneur I’d like to suggest there is promise, despite existing “problems”.

Workplace Culture & Innovation

PROBLEMS of Workplace Culture, will occur for anyone expecting us to conform to the old school culture. Hierarchies, no matter how you construct them, be they pyramid, open or flattened, are simply not flexible or open enough to facilitate the collaborative learning and the construct of shared knowledge.

It’s time we reinvented the way we construct our organisations. Here at Worknow we used interconnected circles vs. square tiered boxes to represent our organisation because I believe the PROMISE of workplace culture is that a collaborative and communicative culture inspires innovation.

Leadership & Potential

It’s true, we have high expectations, which some characterise as making us demanding and needy but let’s consider the education system from which we are not far removed.

It’s an environment where variety, challenge and change are the status quo. Where performance expectations are established at the outset and tested, measured and rewarded.

Is it unrealistic to expect that work might present a greater opportunity for such variety and challenge? or that work expectations be established at the beginning for us to work towards.

PROBLEM is while many of us Gen Y recognise in ourselves a wealth of promise – we’re talented, enthusiastic and educated, connected and informed – in many cases, we lack the planning, time management skills, discipline and experience to fully realise our potential.

Therefore PROMISE exists for those leaders who can inspire, support and encourage the growth and personal development of the Gen Y workforce and in this way provide guidance and reason for us to stick around.

Worknow, Aotearoa NZ

• We are gathering a community of talented people that seek more collaborative and flexible ways to work together.
• We believe networking technology can help foster and harness the collective potential of existing communities and distributed groups
• We encourage and support a more flexible and entrepreneurial work ethic.
• We work to connect all that share this philosophy so that together we can build a more entrepreneurial and innovative work culture for  NZ.