The Doom and Gloom Report on Millennial Leadership—Fact or Fiction?

By Lee Ellis | Sign Up to receive the coaching video for this month’s topic – it’s free and safe.

Have you heard that the global workforce is doomed because of the growing influx of inexperienced Millennials? They’re labeled as entitled, lack commitment and drive, impatient, and don’t respond well to authority. And these related statistics further add concern that a decline in honorable leadership is at stake:

  • Of the 100 million people currently in the American workforce, Millennials will grow to 40% of the workforce by 2020.*
  • In 2016, 1/3 of new managers are Millennials. But Boomers are retiring at a rate of 10,000 per day for the next 12 years. **
  • 66% say they will leave their employer by 2020.*
  • 63% say their leadership skills are not being fully developed, yet they’re hungry for development. *

Surprising Strengths  

Before we doom our society to non-existence though, the strengths of this generation are clear—they are:

  • Open to Change and Diversity
  • Team-Oriented—like Collaboration
  • Confident and Enthusiastic
  • Hard-working  (if they feel valued)
  • Tech-Savvy
  • Ambitious and Achievement-Oriented

How can current leaders create new leadership tactics to mine and refine this Millennial gold? But wait, this is the key point.

A Plan for All Leaders

Millennials are not so different. While they may have their own cultural uniqueness based on their particular upbringing as kids growing up in the 80’s and 90’s, but they want the same things that all generations want:

  • To be heard
  • To be validated and appreciated
  • To get more feedback and recognition
  • To enjoy working in a collaborative manner
  • To have more flexibility and choice
  • To have more training and development

Leaders Developing Leaders  

Recently at a keynote presentation event at the U.S. Air Force Academy, most of my time there was spent with young cadets (which I love). They were my escorts, meal companions, and my primary audiences during the event. The academy’s focus on cadet leadership development came through clearly to me. Cadet squadrons have been using my book, Leading with Honor, as part of the leadership and team development, and they’re led by cadets!

While the current leadership model looks like this diagram:

In this diagram, the leader leads and facilitates all interaction in the team.


The Academy has also embraced the critical importance of emerging leadership development by allowing others in the group to lead as shown below:

In this diagram, other team members are given the opportunity to lead the team.

The Focus for Leaders

Want to effectively lead all generations including Millennials? If you focus daily on these three areas, you will increase productivity, employee engagement, and customer engagement:

  1. Choose Character First. To have credibility with your team or organization, choose to do the right thing regardless of the situation. [Tweet This]
  1. Be Mission-Focused. All organizations want results, and teams want to succeed if they’re given clear goals and objectives. [Tweet This]
  1. Take Care of Your People. While working on getting results, you must connect and collaborate with your people personally and professionally. Connect with the heart, and connect with their natural talents and behavior. [Tweet This]

What has been your experience with training and leading Millennials? Please share your thoughts below.


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Related Resources: 

Chapters 7 and 8 of Lee’s latest award-winning book, Engage with Honor: Building a Culture of Courageous Accountability cover the critical leadership steps on how to connect and collaborate with your team and colleagues.

Using stories from the crucible of his Vietnam POW experience as well as his consulting expertise, Lee offers great advice for any leader that wants better results and performance.

Purchase a copy in the Online Store.

Purchase a copy on Amazon or Barnes and Noble.



*Deloitte  University Press, Oct 2015 Research Paper

**State of the American Worker


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