Jared shares the biggest myths about Millennials, what really motivates them, and how to improve your Emotional Intelligence.   Introduction/Bio: Hey everyone and welcome to the All-Star Leader Podcast, where together we learn about leadership from the best and brightest, and keep it fun by connecting it to our passion for sports! Today our guest is Jared Buckley, a pastor, coach, speaker and now entrepreneur who helps organizations teach and develop soft skills and Emotional Intelligence to their Millennial workforce. Jared authored a book in 2016 titled “Career OnRamp: 19 Career Options for College Graduates.” This is Jared Buckley. Hey Jared thanks for coming on the show! Interview Questions: How did you first become interested in Millennials and what is it you are hoping to accomplish with your work? Began in 2000 when he got to college; was working to become a pastor; they gave him a book about Millennials Wasn’t really a topic to him, it was just who he was working with in his normal life Then a few years ago, it dawned on him he had an expertise in working with Millennials, and people began seeking him out What would you say are some of the biggest myths about Millennials, and what are the truths? Entitlement: it’s not entitlement, it’s an expectation; they come to the table with a set expectation that is fast; technology is a bit part of this; because they are fast, they expect fast things (promotions, raises, etc.); this gets translated as entitled, but it’s more an expectation based on speed Disloyalty: Facebook study debunking this and talking about the uniqueness of Millennials’ loyalty; they can come across disloyal, but that’s not really what is going on; Millennials are loyal to a reason, and they will become more loyal than other generations (Daniel follows up on entitlement/expectation, and how managers of Millennials can connect and meet or help adjust their expectations): If you’re going down the road at 85 MPH and see a deer in the road, you aren’t supposed to slam on the brakes (though that’s the tendency) You have to tap the brakes and slow the car down Same thing with Millennials, you can’t slam on the brakes You have to tap the brakes; teach them what expectations are for you, your team, etc.; they have to learn these expectations But the problem is most organizations just want them to adapt and learn those expectations on the fly You can tweak processes like promotions: maybe give a bit more responsibility without a raise (if you can’t afford it). Break up a once in five year promotion to several micro-promotions Go one step further: this is a leadership development plan by giving them these roles over time Simon Sinek had a video go viral recently where he went on a 15 minute exposition of what’s going on with Millennials in the workplace. Was there anything that resonated with you his analysis? Link to video clip Got asked a lot about it Simon attempted to dissect a generation based on personal experiences, which is a big no-no You can’t label an entire generation He has a valid point about issues like parenting, but everyone didn’t have bad parenting At the end of the day, we’re still talking about people, and you have to take the time to listen and understand them. That’s what leadership is all about. Let’s talk about Emotional Intelligence, or EQ. How do you define it? An emotional ability to take productive action; this is not kumbaya; how do you react in certain situations Why is it important? Huge in sports; “emotional hijacking” short circuits the process of making a decision; explains how a baseball player can hit a baseball, when other than by reaction it isn’t possible (Daniel asks for an example/hypothetical) – emotional intelligence is how you encounter that person and problem in the situation; you have to be able to regulate emotions in that situation so you can get production; steadiness; prioritize developing people rather than just getting the job done; also keep in mind that people respond differently to different types of motivators Jared has an assessment for this that he is willing to give away to our audience: http://www.jaredbuckley.com/allstar. He’s also giving away a reading/analysis of the results! If it can be developed, how can we do that? Different from IQ which is pretty well locked in EQ can go up and down Your emotions are like a muscle, and you have to exercise them; spend time with self-awareness and figure out who God made you to be; what makes you tick? Journal, meditate, pray, are all ways to go about this You wrote a piece titled “8.5 steps to train Millennials for Leadership.”: First, let’s talk about what Millennials are saying are the top drivers of a “perfect job environment.” What can we learn from that? All free food and bean bags? Not necessarily Best thing we can do is invest in the Millennials; that we believe in them; create a family environment that is filled with trust; that lets you speak into them in good times and bad So the best environment is where they believe that the leaders believe in them; and there is trust; mentorship is big; this will lead to greater loyalty You pointed out that older Millennials are now 36 and ready, if not overdue for management positions, whereas the perception of them is still based on their 23-year-old basement living recent graduate brethren. Why do you think that is happening and why is it important? Much of this is based on the stereotypical Millennial and how its marketed Advancing Millennials who are now executives think a bit differently Multi-generational workforces are big right now Let’s talk about your book, “Career OnRamp: 19 Career Options for College Graduates.” What motivated you to write the book, and who is it for? Came out of discovering questions and from coaching Millennials; a common conversation with those clients are dealing with what they’re going to do in their career Who is the Professional Student? What can we learn from her? Have a purpose; there must be a reason to go back to school Don’t just assume having a masters is going to help you get a job If your vocation requires it, or you need it for licensure, then great. But otherwise, learn through experience and getting paid Where can people go to learn more about you, the book and the work you’re doing? jaredbuckley.com jaredbuckley.com/allstar - assessment for the audience LinkedIn Twitter Thank Yous/Acknowledgements: Antioch Live/Clear Day Media Group – music More here. Jonathan Davis – production Clint Musslewhite – voice over