Change in Today’s NEW Marketplace: Evolution or Revolution?

Ask Ray Kroc, founder of the fast food chain, McDonalds, about success.

If you love what you’re doing and you always put the customer first . . . success will be yours.

Ray Kroc

At last count, McDonalds had almost 37,000 locations worldwide so there must be something to this “customer first” thing. Since Kroc’s organization began in 1955, the marketplace has changed. During those six + decades, business has evolved. While many changes influenced the evolution, many have joined Kroc on the list of change leaders. Technology and globalization are among the many factors that fed the evolution. And, each of the leaders that led that evolution share this legacy. They were . . .

Aware of opportunities

Applied sound business practice

Faced challenges

Effected change

Some believe these leaders were just lucky; they were in the right place at the right time.  In truth, historical research indicates these individuals were aware of changes impacting business and dreamed evolution was possible. They dreamed it, hoped it, planned it, and gave it a deadline. Each, in their way, effected evolution.  At the time, some onlookers thought of the changes as revolution. I’m sure for many, the loss of “the way we used to be”, felt like revolution then and to some, what we’re discussing here may also be akin to revolution.

The fluidity of today’s marketplace combined with demographic evolution of the world’s citizenry, have brought us to an intersection of hope, opportunity, challenge, and change. hope opportunity challenge change custom_four_street_sign_13089

No culture, country or business is exempt from addressing a fundamental shift in business promulgated by the fact that people have and are changing.  It is one thing to refer to the generations and quite another to consider that each generation shares a span of birth years and collective experiences. As a group, each generation prioritizes their values differently.

A note from Rosealee: We are part of a global economy, and none of us is exempt from the web of international business. This is the third in a series of five articles that originate from a keynote address on hope, opportunity, challenge, and change I was recently honored to present at an international business conference in Sao Paulo, Brazil.

 

A Case for Managing Talent: Build Relationship Frameworks

 

Thank you, Ben Casnocha! Thank you, Millennials!

Is it implausible that I am studying the wisdom of an individual who was born in 1988? Given the similarities between my generation and the Millennial generation, it works. You see, Millennials want to change the world too.  As a Baby Boomer and somewhat of an “earth momma” I knew I was changing the world but then, out of necessity to survive, I conformed.  Like many of my Boomer peers, as I grew older, I recognized that success and happiness were synonymous for me. I came to understand that my success would be achieved if I returned to the authenticity I fought for in the earlier decades of life. One of the things I admire most about Millennials is they share the belief . . . no . . .  the requirement of authenticity.

Millennials waver far less in their values than many in my generation.  They are steadfast in their need to give back to the community, the family, and more.  They are not settling.

I’m referring to Ben Casnocha. To my point, take a moment to review Casnocha’s blog, casnocha.com, or the book he co-authored with Chris Yeh, and Reid Hoffman, The Alliance: Managing Talent in the Networked Age.

The lack of an authentic relationship between employer and employee undermines the loyalty employers desire. Millennials are not just loyal because they should be. Their commitment is  linked to their need to be a part of something that matters and mirror both values and purpose. They want to know that their professional development is taken seriously, including addressing their need to be mentored and coached.  It is not uncommon that a Millennial will similarly require they be allowed to mentor and coach others. For them, 360-degree sustainability is a mandate. That includes their career, family, community . . . and so much more.  Give them all of that, and the Millennial, who many employers believe, will never be loyal, will be by your side for a long time.

The loyalty of a Millennial must be earned. In a recent presentation at Professional Convention Management educational event, Casnocha shared,

We need to use a relationship framework where both sides can make promises to each otehr that they can actually keep.

Ben Casnocha

Professional Convention Management Association, June 2016