Why is that so hard to grasp? Is it because (from my research and observations), most people between the ages of 45-65 (yep…those of us who are Boomers)  often see feedback as “negative”, “problematic” and oh…no…a “confrontation on the horizon”.  That mindset was born out of industrial revolution thinking (that no feedback is good feedback…that feedback happens one time a year at the end of annual review time)…let’s get into the real world…the world of 2010 and beyond…this generation wants and craves feedback so that they can build a great career and do an outstanding job…so what’s wrong with that??? (oh…because it takes up time for you…hmmm…maybe it’s time to develop a little time mastery on the side!) …or…you are the one who is not comfortable with giving feedback…maybe it’s time to start getting involved in  training on “Giving Feedback 101″.  If you are not giving feedback (direct feeback…not sandwiched between the  great stuff and delivered with humor…direct feedback…Millennials take this quite seriously!), then you are going to miss the boat with this generation.  (Just imagine how much stronger your company would be if your employees received ongoing feedback that would make them better/stronger/more attractive in the market?)

Come on…we have to get over this.  This generation, born between 1977-1997 is saying that they WANT feedback, and Harvard Business Review just confirmed what we’ve all been yackin’ about for 4 years.

Here is what they are saying:

What Millennials Want:

FROM THEIR BOSSES:

• To give me straight feedback
• To mentor and coach me
• To give me a formal personal development program

FROM THEIR COMPANY:

• To develop skills for the future
• To allow me to blend work and life
• To offer me a clear career path (and maybe this is NOT with your company…HBR did not say that, I am throwing that one in as a bonus!)

TO LEARN:

• Technical skills in my area of expertise
• Leadership
• Creativity and innovation strategies

I am going to give you one tip…here is how you give feedback:

“Sally…I have noticed that you are always the first to jump in and help out…great!  We need that, and it makes our team move more quickly when you jump in and help out, and that helps us all save a great deal of time.  Now…let me tell you how you can be more effective.  You help others out as a top priority and leave your own list/tasks to the last minute.  You will be more effective if you plan ahead and get your job (s) completed on time.  It will not only help you but you will be a role model for our entire team.  If you have time left after you have completed your list, then by all means, jump  in and help…yet we need you to get your job done first, and I know you can do this.  What is your plan on making this happen?”  (don’t sandwich positive feedback around the constructive feedback, give advice or start rambling on…just lay it on the table and then ask for a goal and completion date).

I’ve said enough…if you really want to get the full skinny from an organization who studies this stuff every day, just pick up a copy of the HBR Article:  Mentoring Millennials.  You will be so happy you did!

And…congratulations to all 13 selected…was a very tough field and has been so exciting to watch the kids Jack grew up playing golf for making a huge splash in the world of golf!  Keep going guys!

About Selena Rezvani

Selena is an author, consultant, and coach whose goal is to propel more women into the top echelons of leadership. Her debut book, The Next Generation of Women Leaders (Praeger, 2009), is the career guidebook she always wished she’d had but could never find. A major underpinning of Selena’s book is the 30+ interviews she conducted with c-level women around the country. Selena wrote Next Generation while pursuing her MBA at Johns Hopkins, where she graduated first in her class. Selena also holds a Masters degree in social work from NYU.

In 2009, Selena created her own successful coaching and consulting business, NextGenWomen LLC, where she works with individuals and corporations to develop leaders and foster gender balance. Selena is also an active volunteer, serving as a regional vice president with the National Association of Women MBAs, where she helps developing leaders excel upon graduating. Learn how Selena focused her passion on emerging women leaders and what she’s learned from the executives she interviewed, the women she’s coached, and the audiences she’s spoken to around the country. For more information on Selena, visit: www.nextgenwomen.com.

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Get the cartoons here. Really funny one on this link by John Darkow.

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Never understimate the power of community and building a grassroots network…both online and offline…AND the intellectual horsepower and creativity our Millennial generation is bringing to our workforce.

This article in USA Today yesterday is worth the read.  I do agree that celebrity narcissism is creating a few issues not only for our kids but for adults, but what about the narcissism in our business world?  Many of us did not know the name Madoff until recently.  I suppose my question is this “Why does the media place such a big spotlight on some of the most notorious narcissists of our times and actually romanticize their lives in the process?”  I guess to sell papers, advertising and to get eyeballs on their news shows.  I suppose no one would read or watch if we devoted our media attention to people who were actually making our world a better place to live.  Those stories are reserved for public television and the Documentary Channel, and occasionally they do slip into the mainstream media, but they certainly don’t make headlines.

This book by Pinsky and Young is certainly worth the read…it seems that to be a narcissist lands you in a book…but that does not mean we need to tolerate this behavior in our children!

During this episode tonight, March 18 at 7:30 Eastern, I will be interviewing the founding partners of  the TAO Experience, a Marketing, Branding and Talent Management firm based out of Hoboken, NJ. We will be discussing their new and unique Break’n Through event, which showcases the talent of their firm to the Gen Y demographic.

To listen in live, go to Y Talk Radio.

Jamie Varon has a great post from last month:  Does Generation Y Need to Grow Up?

She makes a few great points.  We need Gen Y’s optimism and confidence right now.  And…if you are a Boomer or older Gen X, think back to when you were in your early 20’s, and you wanted to change the world.  What happened to that dream?  Did you let corporate group think pull you down into the mud and the yuck?

Quite frankly, I am on Jamie’s and Gen Y’s side on this issue.  If you are a leader, I believe it is your role to open up, be more optimistic and listen to what your Gen Ys are trying to say to you.  They are tired of the pessimism and skepticism that they are being dished out by senior leaders who call them names and try to turn them into surly “workers” who become “yes men and women” for the organization.

So, go over to Jamie’s post, and add a few comments on how you can help come to a meeting of the minds with your young careerists.