Leadership and Employee Engagement
NEWSLETTER Vol: 2015    Issue: 06

IN THIS ISSUE











DIRECTOR'S CORNER

John Halikowski
….. from John Halikowski

MAKE GOOD DECISIONS

How can we improve our decision making?

When bad decisions are made, it is likely the result of following a flawed process for making decisions. Little will test your leadership mettle more than your ability to make smart decisions. Following your gut instincts can only take you so far. If you do not abide by a structure for decision making, you are susceptible to mistakes, miscalculation, misunderstanding or carelessness.

Acknowledge the risks associated with faulty decisions and adopt solid practices for evaluation and reaching conclusions. Cyrus the Great once advised to seek “diversity in counsel, unity in command”, meaning that good leaders obtain the advice of others while maintaining control over the final decision.

The first key in understanding how to make good choices is learning how to absorb the vast amount of incoming information available, while making the best decisions possible in a timely fashion. Generally speaking, best practices involve implementing a decision making framework that includes:
  • Recognizing the problem
  • Identifying and utilizing quality data
  • Analyzing all possible solutions (but avoid "analysis paralysis")
  • Involving the "right" people - have open and frank discussions about all options, assumptions and scenarios
  • Using realistic and clear criteria for evaluation
  • Making the decision and acting on it
While no process will ensure perfect decision making or eliminate errors in judgement entirely, considering multiple perspectives and diverse, accurate information provides a solid base for good decision making. By adhering to a well thought out process, we model our values of Accountability, Integrity and Respect.

Congratulations

Promotions and achievements

Promotions
  • Lisa Pounds, Acting Project Resource Office Manager, ITD
  • Kevin Withrow, Highway Operations Supervisor in the Wikieup Org, ITD
  • Wendy Terlizzi, Environmental Programs Manager, Environmental Planning Group (EPG), ITD
  • Scott Orrahood, Acting Transportation Engineer Manager, Traffic Design Section, ITD
From the White Mountain Independent
Snowflake – The Town of Snowflake passed a resolution May 12 recognizing Jesse Gutierrez, Arizona Department of Transportation engineer, and nominating him for the ADOT Partnering Award, specifically for his efforts in support of the town’s Southern Solution Regional Flood Control Project.

ADOT is one of 14 partners, led by the town and FEMA, to design and construct the $4.1 million large-scale flood control measures designated to remove the industrial park and surrounding areas from the floodplain and to provide protection against flood hazards. Two of the most challenging features, the crossings at State Route 277, are being built through the partnership. “He was creative in finding ways to fast-track the project through the lengthy ADOT design-review-construct process and in bringing Federal Highway funds to the table.” The first crossing was built by ADOT toward the end of 2014. The second crossing at Hillcrest Boulevard is in construction and anticipated to be completed in four to six weeks.

Great work Jesse! Congratulation on this fantastic accomplishment.

what's coming up at ADOT

See what's coming up and contribute your important events.

  • Brown Bag Idea Exchange
  • Education Encouragement
  • State Transportation Board Meeting
  • and Much More …
Calendar

Growth

Lunch and Learn flyer

LEE

Leadership and Employee Engagement

Brown Bag Idea Exchange
Interested in some practice with flexible thinking and considering multiple perspectives? Do you have tools that you use in your

decision making process? Let's share and learn from one another. Flexible thinking leads to innovation, creativity, and diplomacy. In school, students often settle into a rigid, "one right answer" mindset. It could be argued that our training as children set us up for a 'we've always done it this way' mindset at work. How can we break that cycle in our own behavior and foster innovation in others? Hear about some of the latest research and share your best practices with others.

Wednesday June 24 11:30-12:30

LEE Collaboration Station

Collaboration Station
If you have not had a chance to swing by the LEE office space, located in the Administration Building @ 206 S. 17th Ave. in Phoenix, then you might not know about the Collaboration Station. Really it's just our conference area, but it also contains inspiration and an opportunity for YOU to inspire others. Every few months we capture the inspiration from the board, erase it and start over. Rather than keeping all that wisdom in a file, we decided to share it! The current board will be erased today. Take a look at a few
inspirations collected over the past months, and come by to add your inspirational message to the board. Not in the area? Email your inspirational message to the IGNITE mailbox.

Listen if you want to be heard. Better has no finish line.
It’s not what you say it’s what people hear. Right is NEVER wrong!
Failing to prepare is preparing to fail. Don’t let yesterday take up too much of today.
If you make no mistakes, it’s because you are doing nothing. Wisdom is optional, choose wisely.
The meaning of life is to plant trees under whose shade you do not plan to sit – Nelson Henderson. If you don’t have time to do it right, when will you have time to do it over?

Vision

WIN

The June 17th meeting, SMAART Employee Evaluations: MAPPING your Progress, hosted 51 employees. The presentation by Carrie McClure from Right-of-Way and June McEntire of the Bridge Group was so informative and the group engaged in a great discussion about the challenges around this vital piece of our work. If you are interested in viewing the presentation, visit the WIN page of the ADOTnet.

The Women's Information Network, a Leadership, Networking & Education Brownbag Lunch program, meets bi-monthly in Phoenix and around the state. All ADOT managers and supervisors are invited and encouraged to sponsor non-supervisory female staff members to attend the events. What does that mean? Tell your female staff about WIN and encourage them to attend. That's it! An easy, empowering way to offer employee engagement opportunities to your staff and the women you work with.

Upcoming WIN Events


All events are held from 11:30 a.m. to 1 p.m. and participants are encouraged to bring their lunch.

August 18 Succession Planning
Jodi Rooney, Senior Division Administrator, MPD
ADOT Auditorium
October 21 Is It What you Say or How You Say It?
Deborah Mayers, Finance Manager, Facilities
LEE Conference Room
2739 E. Washington St.
December 16 WIN Open House and Mentoring Program
Moderator(s): TBD
LEE Conference Room
2739 E. Washington St.

The Education Encouragement Connection

Thinking about going back to school or struggling to balance classes, work and life? WIN has a resource that can help.

This month’s topic: An On Site Resource-Take the Tour: The ADOT Research Library Are research papers in your future? If you are going to school for higher education, I'll bet they are!  You will need skills and tools to write. So, join us on a tour of the ADOT Research Library.

This on-site facility is right under your nose and I can bet that you will have a take away something from the tour that you can use!
Dale Steele, Librarian of the Arizona Transportation Research Center, will be sharing about the library resources available to you.

Wednesday June 24, 2015
12:05 p.m. to 12:50 p.m.
ADOT Library Conference Room
206 S. 17th Ave., Phoenix, AZ 85007

For more information about the WIN program or any of its initiatives, contact Mary Currie.

the Media

IGNITE the Media features media stories that might be FAQ's of ADOT employees as well as stories that highlight our success and bring our challenges to light. How many times have you been asked an 'ADOT question' by family or friends that you had no idea how to answer because it has nothing to do with your work? Here is your solution. Each month you can take a look at some top media stories here and become informed.

This month, we are sharing a piece from the ADOT blog posted June 9th. Spread the word about this great new service from MVD, and keep reading to hear a great story about ADOT employees going the extra mile

New interactive map makes it easy to find nearby MVD, third party offices

Finding a close-by MVD or Authorized Third Party office location just got a whole lot easier.

The MVD hours and locations page on ADOT's website now features an interactive map that helps users to easily locate a convenient office. It'll even give you step-by-step driving directions from your location, if you need them, and has estimated wait times at the MVD offices.

MVD Hours and Locations Map

When you try it out for yourself, you'll see that beyond finding an address, you're also able to see what services are offered at each Authorized Third Party office, along with the hours of operation.

Since we keep mentioning these Authorized Third Party offices, we want to make sure you know what they are...

These locations provide a convenient option for quickly conducting MVD business and the companies provide many of the same services as MVD customer service offices, including title and registration transactions. During the past couple of months, several third party offices have also expanded their operations to offer driver license services, bringing the total now to 16. ADOT oversees the businesses to ensure that stringent operational requirements are being followed. MVD also provides third party employees with extensive training to ensure they can process transactions accurately. Many of these providers have extended weekday hours and are open weekends – there is often little wait. A convenience fee may be collected by third parties in addition to the appropriate state fees.

Read More
"Customers in the Phoenix area, especially, may be surprised to see there are so many third party options nearby," says MVD Assistant Division Director-Third Party Program Juan Beltran. "All of them provide title and registration services and a smaller but growing number offer driver license services."

OK, back to the new map.

ADOT's Senior GIS Coordinator Mark Flahan says the map was created within about six months and that it's designed to automatically update every day, ensuring that the most current information is always available.

"It takes a nightly scan of all our third party locations, geocodes them and locates them on the map. The map is never more than 24-hours old," said Flahan, adding that the map also works on mobile devices.

Although the map makes it easier to find MVD and Authorized Third Party locations, you're still encouraged to visit ServiceArizona.com for a fast, easy and secure way to conduct more than 20 MVD transactions at home or on the go.

ADOT Equipment Services crew gets traffic moving after mud and rocks block roadway near Glen Canyon Dam

PAGE – Something didn't seem right to Thelma Begay.

Peering south toward the Glen Canyon Bridge from the Arizona Department of Transportation's Equipment Services shop as a thunderstorm pummeled Page Friday afternoon, the account technician saw a line of traffic in both directions stopped on the bridge. She called over Shop Supervisor Scott Kennedy to take a look.

Kennedy, a 23-year resident of Page, knew something was wrong.

"Cars stopping on the bridge like that never happens, so I told her let's drive down and see what's going on," Kennedy said. "Best case, it's nothing. Worst case, we'll see what we can do to help."

US 89 Mudslide

That decision sent Page's Equipment Services shop on a wet and muddy adventure that saved motorists from potential headaches and kept weekend getaway plans on schedule.

Kennedy and Begay hopped in one truck, while Equipment Repair Lead Technician Dustin Allen and Equipment Repair Technician Elias Tsinigine rode in another. When the two trucks made the three-quarter-mile jaunt down the hill on US 89 to the bridge, they encountered a river of mud and bowling ball-size rocks flowing across the highway at the entrance to the Glen Canyon Dam Visitor Center. Traffic heading in both directions was stop and go, and a Department of Public Safety officer was in the middle of the mudflow, directing vehicles.

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Kennedy spoke to the officer and asked if ADOT had been notified. The officer said he had called in the incident, but ADOT's Page Maintenance crews had not yet arrived to begin clearing the highway or take over traffic control.

"I told him we'd get the ball rolling," Kennedy said.

He quickly learned that Page Maintenance crews were responding, but they were coming from the other side of the bridge and were stuck in the backup they'd been called on to clear. At ADOT, maintenance crews respond to traffic incidents for a variety of reasons, including when roadways need to be cleared of debris, when immediate roadway repairs are necessary and when DPS requests traffic control. Equipment Services is responsible for maintaining ADOT's fleet of vehicles and its workers are rarely asked to report to an incident scene.

"The shops know when to look out for one another," said Devin Darlek, equipment services administrator. "There have been many instances where the maintenance crews help out our shop personnel. To see it live, it's like watching a great team playing on the field."

By now, it was close to 1 p.m. and Kennedy knew something had to be done quickly.

"It's a Friday afternoon," he explained. "Everyone is coming to Lake Powell, people are towing boats, motorhomes are out there, lots of foreign tourists. It was going to be a mess."

To Kennedy, the only option was for Equipment Services, which maintains and repairs ADOT vehicles, to step out of its comfort zone and clear US 89. On the foursome's mind was the recent 25-month closure of US 89 south of Page because of a massive landslide.

"All four of us are cognizant of what it means to have the major route in or out of town cut off," said Kennedy. "This was smaller, but we were definitely thinking about that."

So, Kennedy directed Allen to drive a front-loader to the scene and clear large debris, while he and Tsinigine helped direct traffic to ensure Allen had enough space to operate. Begay stayed in a truck because the crew did not have enough orange safety vests for all to be working on the highway. The cleanup effort took about 20 minutes and traffic began flowing at a steady pace in both directions almost immediately.

"Dusty got the majority of the debris cleared," Kennedy said. "It quit raining hard and that slowed the debris flow. Maintenance showed up and thanked us and they took over doing the dirty work of cleaning up all the muck."

By 3:20 p.m., the highway had fully reopened, providing travelers easy passage to Lake Powell and the Glen Canyon National Recreation Area and points beyond. Kennedy praised his co-workers for reacting quickly to a situation that called for action beyond their job descriptions, calling it a "whole team effort."

"It was just common sense," Kennedy said. "Felt to me like the right thing to do."

You Said This, We Did That

Meet the ADOT Family

Meet Marta and Randy Raiford. This brother and sister pair have worked here at ADOT for 28 and 15 years, respectively. Marta, who works in Central Purchasing, reached out to IGNITE with the story of their great great grandfather and we got Randy over at MVD on board to share this harrowing tale. It begins in 1840, on a wagon train bound for California. An early morning Comanche raid resulted in the sudden death of all the families traveling to find their fortunes in the gold filled promise land. Only two small boys (believed to be brothers) survived, and were taken prisoner by the Comanche warriors. Exactly 100 years later an Oklahoma newspaper ran an article recounting the harrowing tale of capture and the ensuing lives that the event affected.

From the 1940 article: The early morning dawn was punctuated by fierce yells that brought the occupants to a frantic awakening. Muzzles of rifles were quickly aimed and the wagons drawn up in preparation for the Comanche arrival. Indians on horseback topped the ridge, even as frightened mothers attempted to still screaming children. For many minutes the air was ablaze with gunfire and wild yells. Then over the vicinity hovered the strange pall of disaster. The raiders rushed forward to find only two living humans left of the wagon train – two small frightened boys.

The Raiford's

'Papaw' Raiford in his Creek headdress

Although it is presumed one of the boys did not survive captivity, the single known survivor was Marta and Randy’s great, great grandfather. The Comanche adopted him and named him “Tibo”, meaning white person.  He was soon allowed to live among them as more of a tribe member than a prisoner.  Ten or so years later, a man named D.N. McIntosh, of the Creek Tribe, came upon the Comanche band and noted the white boy among them. He felt it right to remove the boy from the nomadic band and offer him a more stable life with the Creek Tribe near present day Muskogee, Oklahoma. McIntosh traded with the Comanche for Tibo, and upon returning home provided the boy an education and a proper name.
The Raiford's

Marta and Randy holding a picture of
their beloved grandfather 'papaw' in
his Creek headdress

Phillip Raiford was the name given to him, although no clues are offered as to why that name was chosen.

From the 1940 article: McIntosh would oftimes ask Phillip to try and remember the name of his parents and always the answer was the same "I can't." "Who was the boy with you for a while in the Comanche camp?" he was asked, and the answer was also, "I don't know."

young Marta in headdress

Young Marta in the Creek headdress

Phillip grew up and went on to marry Janette Thomas of the Creek tribe and had several children and a successful life. Named for him is the town of Raiford, Oklahoma, located about 15 minutes west of Eufaula, Oklahoma. His youngest child, Arthur, is Marta and Randy's great grandfather, father of the pair's beloved grandfather, Papaw’. Marta says the headdress was her most treasured possession growing up.

Thanks for sharing your fascinating story with us Marta and Randy!

The Ignite mailbox has received lots of requests to provide employee spotlights, features on outstanding employees, unique personal stories and a place to celebrate our staff. To serve this need, each month moving forward Ignite will feature an employee in this new Meet the ADOT Family section. This offers a great opportunity to share unique stories, accomplishments, hobbies or talents. Recognize the accomplishments of another staff member by nominating them for a feature. Nominate yourself, a co-worker or your staff to be featured in this section. All parties will be contacted prior to the feature running in Ignite. This, my friends, is your chance to shine!

Nominate today at [email protected]

Bytes

What YOU want to know from ITG

PC REFRESH PROJECT

Since Director Halikowski first announced the PC Refresh initiative in the summer of 2014, much has been accomplished on the project, which seeks to support the health of the ADOT internal infrastructure while helping employees be more productive. 

In the first cycle of the project, all computers five years or older (70 percent of ADOT’s entire computer inventory) will be replaced by the end of calendar year 2015.

After the first cycle is complete, desktop computers will be replaced every five years.  Laptops and power workstations will be replaced every three. This is a change from the original proposed refresh cycle of replacing all computers, every three years. The longer, initial cycle eliminates the need for an ADOT-specific leasing contract, as no computers will be leased initially.

ADOT is using a Western States Contracting Alliance procurement contract to achieve a cost-effective acquisition of the new hardware and the all-inclusive, “factory-to-desk” installation services. The PC Refresh Project Team is working to select the installation vendor that will hit the ground running in July, when the Fiscal Year 2016 budget is available. That vendor will be responsible for handling tasks including, but not limited to: operating system/application installs, delivery/installation of new equipment at each site, as well as data cleansing and removal of the old equipment.

The PC Refresh Project Team is committed to keeping you informed on the important aspects of the project. You can read updates right here in the IGNITE newsletter and on the project intranet page.

Celebration: Awards and Recognition

Awards and Recognition

Awards and Recognition

Monthly Service Award

Each month this section features the 20+ year awards. This issue features June 2015 Service Awards. Are you interested in seeing all the Service Award information? Awards beginning with 5 years of service are located on the ADOT Intranet at ADOT Awards and Recognitions. Congratulations and thank you for your service!

JUNE Service Awards


20 Years

Employee

Org Name
Allyn Yazzie Gray Mountain Maintenance
Elton Joe Kayenta Maintenance
Frederick D. Daniels Administrative Services
Frederick J. Heggestad New Entrant Grant
John F. Dalby Flagstaff Dist Construction
Karen L. Kallaur General Accounting
Loren C. Polson Flagstaff District
Patrick Begay Chambers Maintenance

25 Years

Employee

Org Name
Curtis E. Jarrell General Accounting
Jana K. Olson Phx Reg S/l Oper-maint
John Halikowski Director's Office
Richard M. Schilke Flagstaff District
Roberta L. Bouts District Wide Maintenance
Samuel J. Sloan ADOT FMS



30 Years

Employee

Org Name
Bahram Dariush Local Public Agency section
Clem Webb Partnering
Cynthia Arenas Human Resources
Robert P. Lajeunesse Prescott District

35 Years

Employee

Org Name
Joseph J. Woichik Information Delivery Solutions
Lori A. Allison Bridge Group Administration

40 Years

Employee

Org Name
Frank R. Montijo Tucson District

ADOT

Safety and Risk Management reminds you to avoid heat illness

Ted Howard sent everyone this message back in April, but as we have had such mild weather up until June rolled around, this is a great time to remind ourselves to drink more water. As we move into summer and temperatures climb, it is essential that we remember the importance of staying hydrated and protecting ourselves from heat related illness. Heat related illness is preventable. Protect yourself and look out for your co-workers.

There was at least one fact on the hydration flyer that the IGNITE editor did not know. Take a look and see if you know all the facts, then reward yourself for refreshing your knowledge with a nice glass of water!

BREAZ Update
New AFIS End User Support

It is important that staff have the necessary resources available to them to ensure a successful transition to the New AFIS and TRIRIGA systems. This includes access to current training manuals, quick references, and support services.
  • Resource Material:
  • AFIS Help Desk:
    • Step 1 –New AFIS Reference Materials should be used as a first step before engaging support.
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  • Step 2 –Route all questions to your supervisor. If supervisor cannot solve the issue move to Step 3
  • Step 3 – Contact ADOT AFIS Help Desk
    • Phone - 602-712-6400
    • Email - [email protected]
    • Your ADOT AFIS Help Desk will work to resolve your issues, this can include working in collaboration with the GAO Agency Liaison, GAO/CGI Level 2+ Support
Year-End Activities
  • Early June – New AFIS is available for budget loads and COA changes
  • June 15th –Last day to add/change/edit New AFIS user profiles
  • June 19th –Last day to enter most transactions in current Advantage system
  • June 24th –Final payroll in current Advantage system
  • June 25th –Final FHWA billing
  • June 30th –Last day of current Advantage system
  • July 1st -6th –Data conversion
  • July 7th –First day for transactions in New AFIS
  • July 7th –First day to resume user access/maintenance in New AFIS
We welcome all questions, thoughts, and concerns. Please contact the ADOT BREAZ team.

News Resources:

Division and Group Newsletters

Each Month we will list links to new issues!

Does your Division or Work Group publish a newsletter that we can provide a link to or info on where to find it? Send the details to the IGNITE mail box.

Learning

ADOT Corporate Training

 

Much of our learning occurs informally on the job (OJT). Whether in conversation with our peers, supervisor or others, informal learning is where we learn about our job and how to navigate through the organization. 

The following tips can help you identify informal learning opportunities in your workplace. 

  1. Look for ways to use formal classroom or online learning in the workplace. Taking your formal learning and translating it to real life by teaching others and using it yourself continues your learning in an informal way. The only way you are going to successfully use what you learn in the classroom is to practice it in the workplace. Look for opportunities to utilize the tools and concepts, and learn from successes as well as challenges.
  2. Learn from our mistakes. No one is successful 100% of the time. When you make a mistake, sit down and consciously identify what went wrong. Ask yourself questions like “What went wrong?”; “What other options were available at the time?” and “What could I do differently next time?” We learn more from our mistakes than any other learning opportunity.
  1. Find a mentor. Talking with a mentor can help you work through immediate challenges as well as long-term development opportunities. In addition, mentors can provide insights that can only come from experience and not a classroom.
  2. Develop a network of collaborative learners. Create a network of peers who are learning and developing along with you. Collaborative learners provide opportunities to share information, learn from others mistakes and act as a sounding board.
  3. Become a member of an association related to your career field. There are many associations that focus on specific career fields and areas of expertise. Many have local chapters that hold monthly lunch and learn sessions and annual conferences. Associations provide great opportunities to build a network of individuals in your career field to share information and ask for assistance when needed.
Formal learning is necessary. It is where we learn the necessary tools to perform effectively on the job.  But it is in our informal learning that we learn how to do our job the best. Instructions for self-enrolling are located on the ADOT Learning Center website.

Contact ADOT Corporate Training at 602.712.8155.

2015 Study Group Schedule

Management for Non-Managers Study Group Schedule

Open to attendees of the M4NM Class – contact Mary Currie or 602.712.4358.
July 23 Dr. Tom DeCoster
Topic: TBD
Location: HRDC
Time: 7 a.m.- 8 a.m.
August 6 Scott Omer
Deputy Director for Operations
Location: ADOT Auditorium, 206 Bldg.
Time: 12 p.m. - 1 p.m.
study group

Don't miss the June Leaders Study Group!

Open to graduates of the Dr. Tom Leadership Retreats – contact Mary Currie or 602.712.4358
June 25, 11:30 a.m. – 1:00 p.m.

Ted Howard and Sue Olson
LEE Conference Room, 3729 E. Washington
Topic: TBD

Collaboration: ColorS Work

Updates and information about facilitated programs

Colors Work

Updates and information about facilitated programs

Colors coaching is spreading its way around the agency. This is not only a great way to refresh your knowledge of the Colors Work program but an opportunity to talk about real communication success and challenge with your team in a non-threatening way. Here is what Loretta Hanna from the MVD Third Party Office had to say about their session

"The session offers the opportunity to raise awareness of individual team members’ thought processes and value systems, which can
be useful in producing an overall more efficient and effective work unit.  This is assuming the information is internalized and practiced, which is the more difficult aspect. I found the training session very useful."

Contact Mj to schedule a coaching session for yourself or your team.

A session of Colors Work GEN 5145 has been scheduled in Holbrook July 15th from 8 a.m. - 12 p.m. and is open for self registration on the ADOT Learning Center. Please alert any new staff or employees who might have missed the session when it was in that area!

Communication

Do you have a desk manual?

When we talk about communication, it is usually in reference to how we interact together. This month, we offer a different perspective. Consider how we communicate the task of our daily work. If you won the lottery tomorrow and moved to Fiji, would your colleagues or supervisor be able to jump right in and take over your work? What if your indispensable administrative person had to go on leave for a week or more? Is your office prepared? A desk manual is a great way to insure continuity and to examine practices for efficiency.

What are the benefits to having a current desk manual?

  • It ensures continuity while staff are out on unexpected leave
  • It provides the manager visibility into a staff's process and allows for feedback and input to support the staff with effective, efficient processes
  • While writing the manual, it provides the staff an opportunity to think critically about their own activities and consider what could be improved
  • It is a quick resource for ad-hoc training or cross-training needs
  • When done well, it provides management with more agile resourcing. If a desk manual documents unique responsibilities or functions separately, it allows agile resourcing because a portion of a job may be more easily transferred to another employee to help balance out peaks and valleys among the staff.
LEE's very own administrative professional, Amanda Lether, did some research and we agree that this article is one of the most useful to be found. Although written from an accounting and financial perspective, it applies to any business area. Take a look for help getting started with a desk manual - it has great tips, explanations and information.

Research

Leading the PlayStation Generation: 6 practical tips

Prof. Martha Maznevski
IMD business school

I didn't know what I was getting into before spending five years on the front lines finding out what makes millennials tick.

The research I read before I became director of IMD's MBA class in 2009 didn't prepare me to lead members of the digital cowboy generation, those born between the early 1980s and the early 2000s.

We've all read plenty about millennials before: They are used to being told they are good all the time from a young age. They are not ready for real world setbacks. All they want is instant gratification. They lack loyalty. The list goes on.

While some of these characteristics have some truth to them, they can be said about previous generations as well. The stereotype of a millennial is a digital version of what 20-year-olds have been like since the industrial revolution.

Here are the 6 things I learned that today's leaders need to know to really harness the power of millennials.

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  1. They learn through experience. We don't call them the PlayStation generation for nothing. They grew up playing a lot of video games without using instructions. They learned to make it to the next levels of these games by dying over and over again. They can be like that in their professional careers too. They throw themselves into new experiences without a lot of planning and learn by failing. They expect a leader to play the role that the walls and cliffs do in a game. Leaders should be aware of this and help point out the potential pitfalls of certain courses of action, both before and after.

  2. Their lives are non-linear. The world has always been complex and volatile for this generation. They have witnessed the Asian financial crisis, climate change, 9-11 and the war on terror, the 2008 financial crisis, all before they were established professionals. This generation has never seen the world as a safe and coherent place. They will have non-linear career trajectories and they know it. A lot of them will go back and forth between traditional employment and entrepreneurship. For a large part of their lives they have been reading on the internet focusing on one subject one minute, and something completely different the next. Previous generations learned in a more linear way by reading books from start to finish.

    For leaders this means that Gen Y is prepared for complexity. They don't know anything else. Older managers may have a hard time adapting to the new normal.

  3. They ARE loyal. But to principles and not to people. This is where some of the accepted wisdom about millennials comes to play. They appreciate personal development. They love new opportunities. But they will not follow your lead just because you are the boss.

    Instead of trying too hard on developing loyalty to your leadership or your organization among your team of millennials, you should focus more on developing and communicating the principles and purpose behind your organization's work, no matter whether it is a company, an NGO or a government agency. Millennials need to know that they are working to make the world a better place. They believe that there is no success without sustainability for individuals, organizations, society, and the environment. If you can convince them in an authentic way that what you are doing is principled, they will get behind you.

  4. Assumptions about privacy, boundaries and roles are fluid and permeable. This can be good and bad. We have all heard horror stories of young adults suffering consequences for what they post on social media, like that friend of a friend who got fired for calling their boss a jerk on Facebook.

    But it can work in a positive way. Not submitting to antiquated hierarchical structures allows millennials to think creatively and find business opportunities where others might not imagine there were any.
    While leaders should watch out for unintended consequences, they should also encourage younger employees' creativity to think beyond of the established way of doing things.

  5. Power is distributed and control requires permission. In other words, millennials don't put up with bad bosses. They don't listen to authority if they don't agree. This might seem like a challenge, but in the long run the sooner people stop accepting poor leadership, leaders will have to improve. Everyone will benefit. The lesson here is: Don't be a lazy leader. Make sure your millennial employees understand why your organization and team are doing what they are doing. Don't just say "do it because I said so". Also, don't neglect leadership development. Keep investing in your leadership capabilities so you can motivate your millennial employees.

  6. They are not good at boring but necessary work. Millennials don't like to concentrate on boring tasks that lead to mastery and build character if those tasks don't have clear benefit. In order to develop expertise and wisdom in any industry, people have to invest in non-glamorous grunt work to get to know their sector by heart. These types of experiences also help build patience to work through a problem until it's solved.

    Today's senior managers should put in extra effort to show the digital cowboys why the hard work is important. Leaders need to make sure that entry level talent know that having a deep understanding the different aspects of an industry will help them in more senior roles later on. Companies and organizations by and large have been good at getting millennials in the door for a while now, but they have been more challenged about getting them to transition to higher levels of responsibility.
If senior managers follow these 6 pieces of advice, they can tap into millennials' strengths and help them become the next generation of leaders. LE –

INQUIRING MINDS: notes from the library

Lists You Don't Want to Miss

We humans like lists. George Washington had 110 Rules of Civility & Decent Behavior in Company and Conversation. Joel Osteen has Your Best Life Now: 7 Steps to Living at Your Full Potential. Steven R. Covey has seven habits of highly effective people, highly effective teens, and highly effective families.

Several authors provide lists of ways to improve interpersonal skills. One I read lately is by Vera Held. In How Not to Take It Personally: 10 Action Strategies for Communications Success in Business and in Life, she gives various ways to improve skills "to help you become a communications success, both on and off the job, and to make your life the richest it can be."

She has several lists. One I liked was Rules for Being Human (p.25). Three of my favorites are:

  • "There are no mistakes, only lessons. Growth is a process of trial and error, a form of experimentation. The 'failed' experiments are as much a part of the process as the experiments that ultimately 'work.'"
  • "You will learn lessons. You are enrolled in a full-time informal school called life. Each day in this school you will have the opportunity to learn lessons. You may like the lessons or think them irrelevant or stupid."

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  • "Your answers lie inside you. The answers to life's questions lie inside you. All you need to do is look, listen and trust."
Another list is The Eight Step Program for Becoming a Better Listener (p.137). Three of my favorite steps are:
  • Listen to create a win-win
  • Listen – but don't take on other people's feelings
  • Perform a productive listening autopsy
ADOT staff can borrow Held's book, plus other books with ideas for improving communication skills, from the ADOT Library. You can stop by to see what books are available or check our catalog. We are in room 198 of the Administration Building (right next to the Green Room). Our catalog is available online.