By tailoring learning and development programs to fit the needs of the millennial generation, organizations are likely to see dramatic increases in performance and engagement. That is a very good thing, because I believe millennials have amazing capabilities.
Various online sources claim the word "expert" is from the Latin "expertus," which means, loosely, having tested, proved or experienced. And that's just what we expect from experts -- that they learn and discover better ways to do things we can't do ourselves.
I had the strangest job interview the other day. After 30+ years in the workforce, this interview was by far the most enlightening, embarrassing, revealing and thought-provoking 30 minutes I've ever spent at the interrogation table.
I consider myself a minimalist. I have certain rules which keep me from overcrowding my life, and this space-saving mentality transfers well to my travel schedule. I have learned to pack light and follow some simple rules that make traveling easier and more pleasurable.
Experience, says, in one word, that "I did that", "I was there", and "I made that happen." So why then, are so many employers forgoing the chance of enlisting experienced workers toward they corporate cause, in lieu of finding more affordable workers?
Growing up in a generation where having 600 Facebook "friends" didn't mean you got a phone call on a Friday night, I originally felt that Facebook was not the best networking option for me, particularly concerning my job search.
My generation has already made sacrifices, and we are sure to make many more. I work hard, pay my dues and don't often complain. But I am no longer willing to pretend this exploitative practice that is unpaid, for-credit internships is acceptable.