Generation-Y Coaching & Mentoring

Who is Generation-Y?

Why is it called Gen-Y?

Because they love asking "Why?"

What makes this generation so unique?

In general:

• They relentlessly ask “Why?” (Y) and often question people about the way things are done and challenge the status quo. They ask because they need to know.

• They may have a high IQ, but often with a low EQ (Emotional Intelligence). This is due to a lack of life experience which leads to a lack of the appropriate coping skills.

• They demand instant gratification. This leads to quick decision-making, which in turn often results in a frequent and constant change of plans.

• Technologically, they are well-skilled. 
  

• They excel at multi-tasking (e.g. simultaneous interaction with computers, iPods, BBM, talking on mobile telephones, watching televisions, playing computer games, chatting to friends).

• They often suffer from ADD & ADHD, which makes this generation the most-medicated generation ever (e.g. Retilin, Prozac and recreational drugs).

• They need respect, confidence, trust, coaching and mentoring as being of paramount importance and is greatly valued (albeit not always well received or accepted when received when meted out by parents or employers).

• They focus on personal growth and development, in particular on adding meaning to their lives.

• They are inclined to jump from one “source” of fun, enjoyment, advice, activity etc., to another as soon as their expectations are not met or remain unfulfilled.

• They sometimes harbour a sense of “hopelessness” with regard to the future in general. This may be perceived by parents and employers as apathy.

Socially:

• They are self-assured.

• They have an exaggerated sense of entitlement and are often demanding.

• They regard the opinion of friends and their friendships are of paramount importance.

• They are group ("gang) - oriestated, placing a high value on universal human rights.

• They demand instant gratification.

• They accept mentoring and coaching when it is done with respect and in strict confidence.

• They seek cyber-relationships rather than “face-to-face” relationships.

• They readily break a friendship if it does not meet their expectations and then move on to the next.

Professionally:

• They maintaining a balance between career, family and friends, but “play” is of paramount importance. No distinct line is drawn between the various aspects of their lives, but they rather seek complete integration. (e.g. working from home or working flexi-hours).

• They relentlessly asking “Why?” and often question management, question the way things are done and they challenge the status quo.  They ask because they need to understand.

• They are in constant communication (debate) with their employer.

• They require constant change in routine, work environment, responsibilities etc.

• They require information to be presented in “bite (byte) sized” portions. This is due to their short attention span.

• They move from one employer or career to another if personal expectations are not met or the career lacks meaning.

• They will make career choices which afford reference to spending time with friends.

How do we cope with Generation  and how can parents and employers assist them?

• Listen to them.
• Answers their questions and address their concerns to the best of your ability.
• Admit to it if you don’t know the answers or solutions to a problem, because that will earn their confidence and respect.
• Treat them with respect and treat matters they discuss with you in confidence.
• Provide feedback, advice and mentoring without harbouring any expectation that your advice or guidance will be heeded.
• Be honest and sincere.
• Support their expression of individuality.
• Provide and support frequent change and understand their need for change.

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