If You Don’t Know, Now You Know…


Back in the 80’s one of the most popular cartoons was G.I. Joe.

It wasn’t a show I watched much, but there was a line I still remember hearing over and over again: “And knowing is half the battle…”

When it comes to Millennials ignorance is not bliss. As a manager/executive you may not agree with Millennials’ personal/professional habits, but the reality is they are the working majority.

That doesn’t mean you lay down and grant every request they complain about. Be proactive by understand their motivations/wants/values and create programs to maximize their talents.

Maybe you’re frustrated or at your wit’s end, if so come join this workshop series where you’ll network with other managers in a similar boat. If you can’t make it let me know and I’ll customize a program based on your company’s needs.

Anyone can complain, but leaders do something about it.

Retaining Millennials Is Expensive


How much? 150% – 250% of someone annual salary.

That means the ROI in providing workshops, training & coaching completely outweighs firing someone.

Sounds good, but you don’t have the time, energy (or desire) to deal with it?

Get some ideas here or bring this program to your company!

The University of Networking


When I look back on my college career it was a waste of time and money.

This doesn’t mean college isn’t valuable (although that’s debatable), but it comes down to personal expectations.

Will college prepare me for my first job?

Will it provide me with the real world skills I need to succeed?

Does it give me an advantage over the competition?  

Answer: none of the above.

College is what you make of it. Looking back I should have cared less about passing my classes and more about who I was talking to in them. I’m not saying a classmate could get me a job, but they may be able to connect me to someone who could.

It wasn’t until several years later I learned the value of networking. Success always comes back to who you know. The smartest people aren’t always the most successful, but the most connected ones are.

Don’t confuse networking with manipulation. True networking is building a relationship. First impressions matter, but trust and rapport happen over time.

All my business mentors and professionals I respect have tremendous support systems around them. The right connections open doors you can’t.

You and I crave connections, we just don’t think of it in business terms. For example, if you have a better idea than an existing one instead of studying the competition, connect with them. If your solution is that great, customers will come to you.

I make it a goal of mine to reach out to new and re-connect with existing contacts weekly. Not because it’s something to check off my to-do list, but because I value knowing more people.

Focus on quality over quantity and networking becomes more about fostering relationships than increasing your connection count. Technology has allowed us to connect with people we would never have access to before. Take advantage of that and follow up.

Millennials Are Lazy, Entitled & High Maintenance


If you’re managing Millennials, you might just share these sentiments.

These are the areas I will discuss in the first two workshops at How to Effectively Manage Millennials.

I’ve worked with Millennials for almost 20 years in different capacities so I’ll share my knowledge and experience in understanding the largest generation in the workplace.

Sign up now for individual workshops or the entire series & use promo code “manage” for 25% off!

Hope to see you there!

Millennials: The Argument For Separate Training


There’s been talk in HR circles that one of the most overrated and unnecessary training a company can do is for Millennials.

I understand the stance that people are people and what Millennials want: meaningful work, perks and work-life balance is what other generations want, but that misses the point. ¬†Here’s why:

If current training programs are “doing the job,” why are Millennials leaving companies at a record pace?

Contrary to popular belief, Millennial training programs are not a threat to HR departments. Instead they are specialized bonus.

Think about it. From a Millennial worker’s perspective, the relationship with HR is one of cautious skepticism. Yes, HR is there for the employee’s benefit/rights, but it’s also HR’s primary function to protect the company it represents.

Knowing that, Millennial workers may take advice from HR with a grain of salt.

The definition of loyalty has changed. Millennials are loyal to people, not companies. That means if an outside trainer/consultant comes in and relates to younger workers better than current supervisors, both sides win. Most managers spend 50% of their time dealing with interpersonal conflict. Imagine how much time and money is saved when delegating leadership development.

Ultimately the goal is retention. It’s much more expensive to recruit, interview, hire, train, then fire an employee opposed to maintaining a strong career development program. Investing in Millennials produces better results and happier workers. The greatest lasting reward you can offer your younger employees is feeling: valued/appreciated. You can’t put a price tag on that.

Lastly, training Millennials is like marketing to them. You first have to understand what they want in order to reach them. The same dynamic happens in professional sports. Coaches who don’t relate to players can never get the desired results. Who the information is coming from is as important as what is being said. Millennials are unfiltered, which can be perceived as unprofessional, but truthful feedback is received well once genuine trust and care has been established.

Training Millennials is an art. This doesn’t mean HR can’t do it, but it’s time consuming and challenging. As much as Millennials love to collaborate, they prefer to do it amongst themselves. Clump them with the rest of the group and they’ll tune you out.

Scott Asai is a speaker/coach that has been developing leaders for 20+ years – athletes, companies and individuals. His focus is helping people develop leadership skills to advance in their careers. Scott tends to attract a large audience of Millennials and Introverts to his programs/events. His professional background consists of: B.A. in Psychology, M.A. in Organizational Leadership, Certified Professional Coach and Certified Strengths Coach.