As millennials age, they’re more likely to become professionals. And, as professionals, they’re more likely to need help with their personal and professional lives. That’s where mentors come in. A mentor is someone who has been through the experience and knows what they’re talking about. They can provide a listening ear, guidance, and support to navigate their professional journey. In this blog post, Jordan Sudberg will share some tips on mentoring the millennial generation.
1. Millennials need mentors. The “dated adulthood” hangover they’ve probably endured before their first venture into the world of work is often just buried under a mountain of life experience that rejects what they now know as normal. Some assume millennials require some compelling motivator or external influence to go forth, but this isn’t the case. Although there are external influences that can motivate some individuals within, in many respects, millennials possess a different desire or compulsion not just towards mentoring, but toward learning what observations arise naturally through being immersed in different sets of problems and opportunities than have typically been ubiquitous to our predecessors.
2. Mentoring millennials means providing leadership with actual understanding rather than sophisticated hand-waving and spinning. Older generations of professionals looked to publications, buzzwords, organization theories, notes picked up at conferences, text books etc. mentoring models lack true clarity among the shifting conditions of this moment in history in the new commoditized era those exiting school face today.
3. Mentoring millennials always comes with risks as it entails making time to be a person once more. Time and passion, as we understand them, are interchangeable. This can be a big disadvantage for budding professionals to venture onto the shores of “real experience.”
4. Inequity. As mentors, most older generations have achieved incredible accomplishments. But unfortunately, they knowingly have people looking to pass that on without access or inclination to offer genuinely life-changing assistance to these younger self-starters. This cannot carry on where it is going with any merit case into the future, let alone any notion of equality in public mentoring practice.
5. Technology has peeled away one layer after another in terms of learning and referencing while almost eradicating all the reasons students read books at all. Where are not specific musts fueling millennials everywhere on the globe innately for “real experience” obtained through real-life sources that reflect what we need from mentors to evolve as individuals? Students will see only their image online or in superficial near real-world experiences if they don’t seek it with Passion. But this only ever results in the user losing their momentum. How younger generations receive those help requests is one of the foils to or multiple other issues within this discussion.
According to Jordan Sudberg, another vital discussion involves ‘quality’. our mentors placed here grant broad handed dexterity that gives off a taste of deeper personal traits. Those in the actual world of organizing enablement are very few in contrast and precisely those with genuine authority and leadership value. Newer generations of emerging professionals must develop creative solutions within their own identities alone meaning again there can only ever be one “Guide” to pick from, we serve this purpose where it’s possible and offer an option for anyone wanting diversity in mentoring without possible sycophancy and manipulations.