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 2. Penelope Trunk's article on Millennials in Quartz, discusses about the various traits of Generation Y that we don't know. Gen Yers are not risk takers, they are not conflict-seekers, and they are generally respectful of institutions and organizations.

 3. "The idea of work being an activity and not a place — that is more important to Generation Y" – Alsion Maitland. Generation Y is set to transform the way we work in the next 10 years. 

4. Are baby boomers more entrepreneurial than Gen Y? This article written by Charlie Osborne was published in SmartPlanet gives a comparison between Gen-Y, Gen-X and Baby Boomers.

5. Bea Fields's article, Marketing to Gen Y, gives us ideas on how to approach them and get their attention. Hang out with them, experience life with them, respect them and if you do, their outlook on life will change you.

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Here are three questions you must ask yourself to reflect on any work actions you do:

• First, does it solve the problem at hand? Did you get done what you set out to do? Are there more books in the school, for example? Did more money get allocated to the business?
• Second, does it strengthen the organization? Did it deepen understanding, build relational commitment, and generate new resources, people, and ideas?
• Third, does it facilitate the learning of individuals who take part in the action? Did people learn, did they gain confidence, were they energized – or were they completely burned out?

​What are you learning from your responses to these questions?

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Addressing my high school in a commencement speech was an amazing opening for growth for me. The truth is: I spent most of my high school experience treating myself as 'not good enough' and always felt it was awful to be 'the nerd' in high school. Then when I wrote my speech, I realized that so many of the "inspirational messages" I was writing were the things I had felt I needed myself. So, in essence, it was really a speech to myself, a speech to call myself to excellence and create space for the young graduates to do the same. It also made me realize that how easy it is to get stuck in an 'old story' about my high school experience, so many years later–which was finally transformed during the ceremony in a beautiful way.

What negative self talk from your school days still keeps you in your 'old ways'? If you were to write a speech to your 18 year old self what would it say?

Here's mine. 

2013 Sewickley Academy Commencement Speech

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With the same token, leaders are those who can handle the storms by rallying the troops and who do not sit on the sidelines when going gets tough. 

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 1. The best leaders don’t just hire people for today. They also weigh their potential. They keep their eyes open for their personal interests, since that’s where their people will ultimately find their underlying abilities. 12 Ways to Be the Leader Everyone Wants to Work For.

 2. When leading an organization you must learn when to compromise and when to stand firm. Click this link to see Why Great Leaders Compromise.

 3. The best leaders of the future will be the ones who understand that what they do must align with what they say. Body Language Will Make Or Break Future Leaders.

 4. Never doubt that a small group of thoughtful, committed citizens can change the world-Great story on the Stoos Network. Toward The Tipping Point In Leadership And Management.

5. Leaders must become more socially focused in today's workforce where change is constant.  If they don't, people won't innovate and organizations will suffer. The New Social Leadership: Move From Fear To Freedom.

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Some highlights are: 

• By 2014, 36% of the US workforce will be millennials
• Millennials are the most diverse generation ever
• 65% of millennials said the opportunity for personal development was the most influential factor in their current job
• 43% of millennials have liked over 20 brands on Facebook
• 71% of millennials would like to work abroad

Here it is!

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“A good leader is a person who takes a little more than his share of the blame and a little less than his share of the credit.” — John C. Maxwell

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How do you decide when to say yes and, most importantly, when to say no? 

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While a mentor is someone whose highest value is when you are in room with them, providing you advice and skills to grow your career, a “sponsor” is someone whose highest value is when you are not in the room with them — such as advocating for your next promotion and making connections to senior leaders both inside and outside of your company.

My sponsor and I weren’t just the typical advisor-advisee relationship; we became what I call “sparring partners.” Every time we met, we had really important conversations that shifted the direction of my thinking through deep questioning. I asked her for help getting promotions, debated big decisions with her, and began to gain new opportunities just by the conversations she had with others when I wasn’t in the room. Looking back, making the most of my first sponsor relationship changed my life.

Now I take a very different approach. Everyone can have their own sponsors, but they need to learn how to make it worthwhile for both parties.

Want to make the most of the sponsors in your life? Here are seven ways to shore up your relationship:

1. When looking for sponsors, reach out to them first with what you want to achieve. They are there to help you create your future reality, but you need to define what your future reality is for them first.
2. Be clear on what a sponsor can do, and what makes sense to ask him or her. Don’t ask for too much at the beginning. Nurture the relationship and show that you’re worth it based on your skills, expertise and potential.
3. Ask your sponsor for help. It can make all the difference in your career, from raises to promotions. In fact, according to research in The Sponsor Effect, without a sponsor behind them, “The majority of unsponsored men (67%) and women (70%) resist confronting their boss about a raise; with a sponsor in their corner, nearly half of men and 38% of women summon the courage to negotiate. A sponsor confers a statistical career benefit of anything from 22 to 30%, depending on what’s being requested (assignment or pay raise) and who’s asking (men or women).” (More on the findings here.)
4. Recognize your value to the sponsor. Sponsors want to hear your perspective, understand your challenges and help you grow. Find ways to support them and ask them about their challenges — you’ll be surprised how much value you can add back!
5. Reach out to sponsors who are different from you. The days when sponsors tended to choose protégés who looked like them (and everyone else in the senior group) are disappearing. And that’s leading to a culture shift. You never know what you can learn. Male sponsors and sponsors from different sectors and cultures can be great advocates for young women. Get out of your comfort zone and build your own personal sponsors.
6. Learn how to use offline and online sponsors. In-person meetings with sponsors are much more helpful than emails or phone calls. Be prepared to know and ask for what you need when you are in proximity to them. Don’t expect email responses all the time. Give them a call, or plan time to meet them. Share with them that they are on your personal board.
7. Be careful if you work for a sponsor. Sponsors who work with you will have a set of loyalties to others; thus, you must be careful in managing this sponsor relationship. A sponsor should be someone who can go to bat to support you — even if you’d like to leave the company.

This post first appeared at Forbes.com.

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