Millennials, born between 1982 and 2000, now make up the largest generation in the US and will comprise over half the workforce by 2020. The newest members of this generation are stepping into their first jobs. The oldest members are advancing into their first management roles.
Numerous studies have probed, explored, evaluated, extolled, and criticized this generational cohort. Organizations are identifying development and retention strategies to appeal to employees who want work that offers deeper meaning and purpose, who want to develop through challenges, and who want to receive feedback and mentoring from managers and coaches.
In a fascinating interview, Millennials in the Workforce, Simon Sinek speaks passionately of the characteristics of this generation, including their addiction to social media and their desire for instant gratification. Sinek highlights both the promise and the peril of this generation, and stresses that corporations must provide the mentoring and development that supports Millennials to deepen their relationships, learn to communicate face to face instead of digitally, and build trust.
While working with our clients, what we notice about Millennials is their focus on building interpersonal competence, stronger communication skills, and better ability to navigate conflict and disagreement. Yes, Millennials bring their digital fluency to their new jobs but they quickly discover that their comfort with technology only takes them so far in a collaborative work environment that spans multiple generations.
Join us for our next complimentary one-hour webinar, Millennial Leaders on the Move, on Thursday, February 16 (1:00 pm ET / 10:00 am PT) and learn more about the characteristics and motivations of your emerging leaders and what your organization must do to attract and retain these talented employees.
|Virtual Trainer Tips: Creating a Warm, Collaborative Learning Environment
We just completed a pilot of a blended virtual learning program focused on managing conflict and difficult workers. Completely virtual, the program consists of four two-hour web workshops blended with online assignments in a social, collaboration site.
Because I am fascinated by the challenge of building warm, trusting peer-to-peer relationships in facilitated online learning programs, I was thrilled at the response to the program.
A few of my favorite comments:
- Great job! The format for this was great. I didn't expect it to be so engaging and collaborative, given that it was online.
- I was surprised by how interactive it was - far better than I expected.
- Very interactive for an online class - pleasantly surprising.
I share these comments because they highlight one of the goals we strive to achieve in any virtual training we design or deliver: Make the experience interactive and collaborative in both the synchronous and asynchronous components.
At the heart of this successful course delivery is a key person: an engaged, passionate virtual trainer. They not only create warmth, engagement, and collaboration in the web workshops but also in the asynchronous online collaboration site. The program facilitator reads and responds (with a comment or a "like" button) to every comment posted by a participant completing a discussion assignment. Their presence brings online collaboration to life, energizing the program participants who are eager to engage with the instructor and their peers.
Brain research demonstrates that people want to learn with and from other people. As a virtual facilitator or trainer, your active involvement can make the difference between a program that leads to long-term, sustained behavior change or a program that is rapidly forgotten.
Please note that we have moved our corporate office. Our new address is:
Seattle, WA 98115
Our two main phone numbers remain the same:
and toll-free (877) 517-5271
When and how should I incorporate breakout rooms into my web training sessions?
Become a Virtual Training Expert with Our Deep-Dive Virtual Facilitator Course
The March Virtual Facilitator Trainer Certification Course (VFTC) is now open for enrollment. This wildly popular course always receives rave reviews from participants as it provides a deep-dive into best practices for virtual facilitation and design.
You've seen Cynthia Clay in action month after month. Now it's your turn to rock the virtual classroom! Course opens February 22, and the first webinar is March 1.
Check out these highlights from previous newsletters.
Brain-based Learning in the Virtual Classroom
Ever wonder how you can harness attention and motivate learning by activating your learners' brains?
Watch the recording______________________
of this dynamic one-hour webinar that
Cynthia Clay delivered for Training Magazine.
The Virtual Workplace
summarizes some of the advantages and disadvantages of working remotely. It also introduces the need to skill up virtual leaders who must effectively motivate and manage their virtual teams to achieve the promised benefits.
in a Digital World
Customer service research consistently reveals that the the top two reasons businesses lose customers are 1) Customers feel poorly treated and 2) Problems are not solved in a timely manner.
Learn more in this infographic