Podcasts about millennial management

On this episode of the Scouting For Growth podcast, Sabine VdL talks to Emily Tsitrian, Fintech powerhouse, seasoned leader, and the author of 'Make Me The Boss,' a transformative guide and toolkit for millennial managers navigating the new complexities of leadership in our current social climate. A world defined by Covid, #BLM, and #MeToo. KEY TAKEAWAYS I think a lot of people in my generation have had an experience where, in your early 20s, you're interested in doing big political/social things, however the way to actually change things is to work in technology. Overnight you can make an app and see how thousands, millions of people change how they work, live and exist due to technology. Payments technology has largely been considered to be a commodity, because almost every business needs to accept payments. In the past 10-15 years the payments layer of the entire Fintech stack, from payments to accounting, to accounts receivable, to reconciliation, to tax ultimately has now become more of a strategy rather than something that is an afterthought.  The dynamic in the American workplace has shifted quite a bit and has changed how we work. Do I want to be doing 9-5 work if there's things like climate change and social upheaval that feel more real and present to me? The worst thing that can happen is that you fail. Failing at a company is not a big deal, it's OK if it doesn't work. BEST MOMENTS‘At a fundamental level it's all about risk, and managing risk. I think there's going to be a lot of crossover over the next decade or so.'‘What you set up in the early days can become very entangled with your downstream systems and it can be hard to disentangle as you scale, it's something you want to put a little bit of thought and strategy into as you're starting out on your entrepreneurial journey.'‘If somebody had told me I was going to be an entrepreneur I would have laughed, even a year ago. I always loved working in really big companies doing really big things. And rubbing shoulders with VPs and executives and very much saw myself climbing that corporate ladder. It's funny how life works.'‘I never want to be laid off again ever, and the only way to truly ensure that is to become an entrepreneur.' ABOUT THE GUESTIn a Fintech universe often viewed through the traditional lens, Emily Tsitrian is the game-changing asterisk. A seasoned leader with over seven years in tech management, Emily has captained teams across diverse terrains—from established public companies to explosive unicorn start-ups, including almost two years with the Fintech behemoth Stripe.As the co-founder of Yeeld, a consulting firm specializing in payment implementations, she's not just navigating the complex fintech landscape; she's helping redraw the map. But her expertise isn't confined to fintech. She's a professional services manager who doesn't just manage, but leads—guiding teams with strategic insights that go beyond spreadsheets and quarterly reports. Discover Emilyhttps://www.linkedin.com/in/emilytsitrian/https://theyeeld.com/https://www.amazon.co.uk/Make-Boss-Surviving-Millennial-Corporate/dp/0578971836 ABOUT THE HOSTSabine is a corporate strategist turned entrepreneur. She is the CEO and Managing Partner of Alchemy Crew, a venture lab that accelerates the curation, validation, and commercialization of new tech business models. Sabine is renowned within the insurance sector for building some of the most renowned tech startup accelerators around the world working with over 30 corporate insurers and accelerating over 100 startup ventures. Sabine is the co-editor of the bestseller The INSURTECH Book, a top 50 Women in Tech, a FinTech and InsurTech Influencer, an investor & multi-award winner. Twitter: SabineVdLLinkedIn: Sabine VanderLindenInstagram: sabinevdLofficialFacebook: SabineVdLOfficialTikTok: sabinevdlofficialEmail: podcast@sabinevdl.comWebsite: www.sabinevdl.comThis show was brought to you by Progressive Media

Welcome to Professional Service Manager and author of the new book Make Me The Boss: Surviving as a Millenial Manager in the Corporate World, Emily Tsitrian! We talked with Emily about being a “newer career” manager, why she wrote her book, and lessons she learned along the way. We asked Emily how she got into professional services (which is a lot of project management, implementation, and customer success), and she told us about how in college she wanted to be in tech, since tech changes the world (for better or worse). She started at an enterprise health solution company, and after 7 years she wanted to join a start-up and ended up at a unicorn where they experienced hypergrowth as the company scaled. Suddenly Emily and her peers were in management. When a friend asked her what books she recommended about how to be a manager, Emily realized the right book for her didn't exist, and she decided to write one. She started, put it aside because of….life…. and picked it back up with the pandemic and finished it! We asked Emily how she discovered her voice as a manager. Her first point was that managers are always learning. At first she was overly invested emotionally, made everything a hill to die on, and built the team around her vs building a team who could replace her. Growth can be uncomfortable and vulnerable, and people in management positions are vulnerable because everything is on display. All of a sudden, people around us see when we look at our phone, look into the meaning of what we say, and overthink a lot of our reactions. Being in management comes with “a lot of crap” according to Emily. We discuss being strong and using the word “no” to protect both ourselves and our teams. Drawing boundaries helps us protect ourselves. We ask about the difference between being a millennial manager vs Gen X or Gen Z. Emily explains how millennials have grown in a hyper-connected world, changing societal norms in positive and negative ways and how it affects management. They also have lower life expectancy, accumulated wealth, and live for experiences and happiness. They've turned the world of professionalism upside down and shown us that we need to be aware if we want to attract millennial talent. They've shown us that if you don't run your business with morals, employees will walk out. Millenials are more likely to want to communicate with a screen. Emily wanted to help people address the whole person. We ask the first piece of advice Emily gives to new managers, and she breaks it into people who are managing their peers vs managing a new group. For the first group, Emily talks about managing at least one person who didn't get the job. She said to make sure that you keep business continuity -- don't let balls drop. Then think about both relationships with team members and relationships with new peer group. She also invites people to talk about what it's like being managed by someone who was their peer. Be ready for the difficult relationships. She advises to step back from close relationships with people on the team; make sure everyone has equal access to you, and focus on being their manager vs their friend. Another tip from Emily is that when you become a manager, don't lose that thing you can coach people on. If you've mastered something as an IC, don't lose it. Again, it helps with coaching and credibility. Your team needs to feel that you're able to represent them at a meeting, so public speaking is a critical skill to have as a manager. How do you get better (other than reading Emily's book)? Give a toast, be a podcast guest, watch some TED talks, ask a question in a meeting... there are a lot of good ways. We ask about evaluating potential new managers if you're making a job change, and Emily has some great tips. 1. Does the company invest in their management teams? Ask how well managers are supported. 2. Insist that you talk with the person who will be your direct manager. 3. Ask that person hard questions (which is happening more and more) about how they manage, give feedback, and think about growth. Millenials get more and more community from work which makes people invest more in their workplace than ever before. We ask about how to retain millennials in this tough hiring environment. Emily is intentional on focusing on the high performers vs the people who are struggling. This goes against relation-driven millennial instincts to nurture, but making sure you can focus on building your best people so that you don't lose them. She also tells companies to invest in their new managers and to start training potential managers and help them go up a half a notch. Good managers are building their next generation. We ask about a manager's biggest challenge for 2022. Emily acknowledges the huge foundational shift in the workplace, and tells people to stay curious, invest in knowledge and be authentic without being married to past ideas. Liz adds the need to be flexible and caring….while staying relevant, curious, and open. We're in a big inflection point -- let's embrace it!

In this episode, Dr. Wisdom and I discuss five leadership skills you are probably already using, and how to lead through change, along with some other tips. More about Dr. Wisdom's consulting at https://www.leadwithwisdom.com/ Check out her book at https://www.amazon.com/Millennials-Guide-Work-Achieve-Success-ebook/dp/B07SZJJYTG

Join us as we converse with Alex Parr, Founder & Owner of Millenial Management on his fitness, business and personal journey's, highlighing the key takeways for us all. The key themes emerging from our discussion included the power in taking action and importantly seeing the possibilities that may not be obvious or apparent at the time.

Michael comes to Elevation Labs with over 18 years of experience in the beauty and skin care industry. Michael began his career in Ireland with Procter & Gamble, producing skin care & cosmetics for brands such as Olay, Max Factor, and Cover Girl. In 2003 he transferred to the US with P&G, where he has worked in Cincinnati, Boston and most recently Iowa City, Iowa. There, he successfully directed operations as the plant manager of P&G’s largest beauty care plant, producing 600 million bottles every year of shampoo, conditioner, body wash and mouthwash for brands such as Pantene, Head & Shoulders, Crest, Old Spice & Olay, and grossing over 2 billion in sales annually. As part of that role, he also ran one of the largest distribution centers globally and had the opportunity to share his insights on topics such as Millennial Management with leaders around the globe. Michael received his Bachelor’s Degree in mechanical engineering from University College Dublin in Ireland and a Master’s in Business Administration from the University of Iowa. Bringing his vast knowledge to Elevation Labs, Michael’s top priority will be to ensure that the highest quality products are being produced on time and in-full for every customer. His goal is to build on Elevation’s world-class operations, both in Idaho, LA and Colorado, creating a culture that is highly adaptable, team-oriented, and streamlined to ensure excellent work flow and best-in-class responsiveness for every customer.

Millennials (the generation born between 1980 and 2000) are perhaps the most social--and yet the most surprisingly isolated--employees in history. And no surprises here: they’re taking over the workforce. Raised in a very different world than prior generations, millennials grew up surrounded by computers and cell phones. 80% have sent a text message in the last 24 hours, compared to 63% of Generation X-ers and only 35% of Baby Boomers. It’s no wonder they have less experience with face-to-face connection, which makes leading them in the workplace a challenge. While these employees may seem like an enigma, it’s essential to crack their behavioral code. Why? Millennials will make up 75% of the workforce in the next ten years. Here are a few strategies to understanding their work style. If you'd like to really take a deep dive into how to transform your business culture (and improve your millennial leadership skills), I'd invite you to attend Culture Camp this March! 1. Use their strong technical skills to your benefit. Do you ever struggle with leveraging technology to further your company? Millennials are wizards when it comes to communicating via computer, phone, and any form of an electronic device. Studies show most millennials form emotional attachments to their smartphones, and 30% said they couldn’t go more than a few hours without their phones. Don’t deprive millennials access to these forms of communication. In fact, 53% of millennials said they would turn down a job that denied them access to social media. However, their love for online communication doesn’t mean they don’t also love working face-to-face. Actually, 60% of millennials would prefer to have some form of in-person teamwork. Creating a balance between allowing them access to technology while also understanding their desire for in-person contact is key. Outdated technology decreases productivity. Let your millennial employees teach you a thing or two about technology, so your company can be more efficient. This will foster that one-on-one contact that they crave while also improving your technological proficiency. 2. Ensure they work in groups. An IBM study revealed that more than half of millennial workers claimed to work better in groups than alone. They also believe that they made better business decisions when there were various sources of input. On this front, the younger and older generations are in sync. IBM found no significant generational variation when it came to preference toward working in teams. So what does this mean for you? Here’s what you can do to make your millennials — and other generations — work well as a team. Emphasize common ground There will always be differences when it comes to the generations. The overall desire to work on a team and improve the organization will help all your employees feel connected to a common goal. Make sure to clearly communicate your organization’s vision to deepen generational bonds among employees. Embrace the diversity. Recognize and welcome the diversity within the team. According to Harvard Business Review, diverse teams are smarter and more innovative. 3. Give frequent feedback. The cliché about younger generations growing up with an excessive amount of praise isn’t entirely off-mark. Millennials were a generation raised by parents who asked for their opinions, answered all of their questions, and praised them when they did a good job. They are used to receiving feedback and instant gratification. In fact, they expect it. This means that they are less likely to complete a project without asking for some response along the way. Studies show informational feedback enhances learning capabilities and improved performance. Informative feedback generates activity in the prefrontal cortex, the part of your brain responsible for decision-making and cognitive behavior. Even negative feedback can be helpful — to a point. So how can you implement feedback in a way that will help strengthen your company? A curated report prepared by the Center For Women and Business at Bentley University researched the impact of multi-generations on the workplace. This report helped us learn what each of these groups wants and need to perform at optimal levels. They found that the millennial generation wants coaches, not bosses. Build extra sessions to brainstorm and give/receive feedback, rather than expect them to just come back later with a completed project. Providing your employees with this extra step in the process, and the space to ask their questions, will make them feel more confident in their projects. Making employees feel heard will improve their mental and physical health, and they will inevitably end up doing a better job. Net-Net Use this stuff: Taking the time to incorporate their technological literacies, create strong teams, and give feedback will ensure a better future for all involved. Millennials are an invaluable asset to your company. Be patient with them, listen to them, and remember that they are the future of your company.How are you leading your millennials?Resources Mentioned:Culture Camp: https://www.smarttribesinstitute.com/culture-camp/PEW Trends Research on millennials: http://www.pewsocialtrends.org/files/2010/10/millennials-confident-connected-open-to-change.pdfBently EDU Study: https://www.bentley.edu/impact/articles/nowuknow-millennials-lead-way-digital-futureListening: https://www.forbes.com/sites/christinecomaford/2017/05/06/3-practices-to-become-a-great-listener/Contact Christine: https://smarttribesinstitute.com/contact/You’re busy growing. Let’s have a strategy session when it makes sense, which means you are…· Committed to getting better results and finding out how awesome your performance can truly be· Ready to make this a priority and get started in the next few months· Allocating budget to improving the leadership, culture and results of you and your company· Able to make the decision to move forward (or can convince the person who can)Ready? Great! Please fill out the form here. If not, check out our resourcesand subscribe to receive news and more tools as they become available, and we’ll work together when the time is right. See acast.com/privacy for privacy and opt-out information.

SEO and digital marketing can feel overwhelming, so why not bring on someone that is featured in Wall Street, Entrepreneur and named on the Inc. 5000 list of fastest growing privately-held US companies for the last three years right? So let’s welcome CEO Of Cardinal Digital Marketing Alex Membrillo. Here's what we covered: With 93% of all online experiences beginning with a search engine, businesses that ignore search engine optimization do so at their own peril. Can you share what most of us are doing wrong? Where to start, and who can help? What is an SEO Strategist vs a specialist? What foundational things should we start with to improve our SEO? What is link building? Why do you say that organic traffic is dead? I mean how do you even know HOW you are doing in the marketplace? But there are changes in the industry correct that we need to be aware of? Alex Membrillo is the CEO of Cardinal, a digital marketing agency focused on growing multi location companies. His work as CEO of Cardinal also recently earned him the honor of being selected as a member of the 2018 Top 40 Under 40 list by Georgia State University as well as 2015 and 2016 Top 20 Entrepreneur of metro Atlanta by TiE Atlanta, Atlanta Business Chronicle’s 2016 Small Business Person of the Year and Digital Marketer of the Year by Technology Association of Georgia (TAG). Cardinal has experienced exponential growth under Membrillo’s leadership, being consecutively named on the Inc. 5000 list of fastest growing privately-held US companies for the last three years. Membrillo’s innovative approach to digital marketing has transformed the industry and delivered remarkable results to clients of all sizes and markets. He has been featured in leading national publications including The Business Journals, Entrepreneur, Search Engine Journal, and The Wall Street Journal. He has also served as an expert speaker for conferences including the American Marketing Association, SouthWired, and Vistage Executive Leaders, where he spoke on his unique approach to Millennial Management to over 400 CEOs. https://www.cardinaldigitalmarketing.com/ Other shared resources: Moz.com SEMrush.com Upwork.com

What’s In This Episode: It's everyone's favorite topic: hiring! But why do business owners hate hiring? "This isn't who we are; what's going on?" - Brad Alex Membrillo is a Forbes expert, speaker, and digital marketer. His problem is that his A-team is complacent. How can he get everyone motivated again? When everyone was motivated, his team was doing things that intrigued and interested them. By looking at values and identity, and examining friendship and inspiration, changes can be made. "We've all convinced ourselves it's a crapshoot." - Jill Brad finds that a lot of business owners won't hire until they absolutely need to. Jill says that yes, every business owner has had a bad hiring experience and hiring isn't something that's really talked about when people launch businesses. Jill thinks it's luck, and Brad doesn't understand why people invest in sales and marketing, but not hiring. Help Brad understand! As a business owner, do you hate hiring? Why?  Guest: Alex Membrillois the CEO of Cardinal, a digital marketing agency focused on growing multi-location companies. Membrillo’s innovative approach to digital marketing has transformed the industry and delivered remarkable results to clients of all sizes and markets. He has been featured in leading national publications including The Business Journals, Entrepreneur, Search Engine Journal, and The Wall Street Journal. He has also served as an expert speaker for conferences including the American Marketing Association, SouthWired, and Vistage Executive Leaders, where he spoke on his unique approach to Millennial Management to over 400 CEOs.

The late Millennials, and Generation Z, are shaking up the workforce, they are changing purchasing channels, customer service expectations and they have developed what we call a sharing society, but at the same time, they have the reputation for making some of us from other generations crazy. There have been numerous books written about the new generations, seminars how to integrate them into the workforces, but it is seldom we have the opportunity to hear advice straight from the horse's mouth. This episode is dedicated to hearing not what people think about millennials and Generation Z but what they think about the world. We interview an influencer in the world of Millennials and Generation Z. Born on the cusp of these generations, he has created his own path and is extremely knowledgeable about not only about the changing digital world around us, but also about the habits and behaviours we can expect from these well studied generations, from an insider point of view.

The Millennials are now full force in the workforce. As Generation X begins to move into the Board Rooms and Baby Boomers begin to find new interests, the Millennials are emerging in management positions. They are setting new rules, bringing new ideas and bringing change to the way we do business. With an estimated 80 million Millennials in the USA and large percentages around the world, they are making up a large portion of the workforce. They are a major economic contributor and they are shaping the future of business leadership. The values and expectations of Millennials differ from the traditional workplace values that Generation X and Baby Boomers grew up with. Very often these differences between generations cause challenges, but they also bring opportunities. This episode looks at how we can better integrate Millennials into the workforce. We give practical advice not only for companies and managers, but also with some practical advice for Millennials.

The Millennials are now full force in the workforce. As Generation X begins to move into the Board Rooms and Baby Boomers begin to find new interests, the Millennials are emerging in management positions. They are setting new rules, bringing new ideas and bringing change to the way we do business. With an estimated 80 million Millennials in the USA and large percentages around the world, they are making up a large portion of the workforce. They are a major economic contributor and they are shaping the future of business leadership. The values and expectations of Millennials differ from the traditional workplace values that Generation X and Baby Boomers grew up with. Very often these differences between generations cause challenges, but they also bring opportunities. This episode looks at how we can better integrate Millennials into the workforce. We give practical advice not only for companies and managers, but also with some practical advice for Millennials.

Millennials Who Manage How to Overcome Workplace Perceptions and Become a Great Leader by Chip Espinoza, Joel Schwarzbart Millennials will be our next great generation of leaders. Today, however, as they move into management, they face difficult practical challenges. Millennials Who Manage is a complete, research-based guide to overcoming those challenges, delivering outstanding performance, and…