{"id":22931,"date":"2016-08-16T15:42:33","date_gmt":"2016-08-16T22:42:33","guid":{"rendered":"https:\/\/www.fireitupwithcj.com\/dev\/\/?p=22931"},"modified":"2017-02-28T15:55:44","modified_gmt":"2017-02-28T23:55:44","slug":"millennialswork-and-their-bosses","status":"publish","type":"post","link":"https:\/\/www.fireitupwithcj.com\/dev\/millennialswork-and-their-bosses\/","title":{"rendered":"Millennials@Work (And their Bosses)"},"content":{"rendered":"<p>CJ interviews Dr. Chip Espinoza who is the co-author of Millennials@Work: The 7 Skills Every Twenty-Something Needs to Overcome Roadblocks and Achieve Greatness At Work and Managing the Millennials.  What Millennials and their managers just don\u2019t understand about each other? What are the seven most important skills Millennials can practice at work? Why is building a relationship with your manager the key to getting promoted?<br \/>\n<iframe loading=\"lazy\" width=\"398\" height=\"224\" src=\"https:\/\/www.iheart.com\/widget\/?showId=25229902&#038;episodeId=27627144\" frameborder=\"0\"><\/iframe><\/p>\n<h2>How are Millennials Different than Previous Generations?<\/h2>\n<p><iframe loading=\"lazy\" title=\"Millennials: Working with Managers and vice versa (Part 1 of 3)\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/8CVdgUrW9_w?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<p>Millennials are more diverse and educated than any generation preceding them. Growing up in the digital age, Millennials present both challenges and opportunities as the workplace evolves to accommodate many changes that coincide with Millennials entering the workforce.\u00a0 One of the biggest challenges is adapting to the different communication norms and method (email, phone) established in other generations.<\/p>\n<p>Another often looked over change is the shift in power dynamics brought on by changes in technology. Unlike the generations before it, Millennials don&#8217;t need an authority figure to gain access to information which challenges power dynamics established during the Generation X and Baby Boomer generations. \u00a0In previous generations, those with positional power were granted authority just by virtue of their title alone. Whereas on the internet, authority is owned and decided by the masses. These same authority figures in organizations had power just through greater access to information higher in the food chain.\u00a0 Now, Millennials find information, make decisions, and form opinions which while giving them more power undervalues the value of their manager\u2019s experience.<\/p>\n<p>Technology is just one of the trends that make this Millennial generation different than previous one.\u00a0 The other trend is the nurturing environment both at home and school environment that Millennials were raised in.\u00a0 Millennials have been raised in the world of time outs, positive rewards (vs. punishment), physical connection, emotional intelligence, collaborated problem solving, and community involvement. These early influences during their formative years is a marked cultural change once they enter traditional work environments which are often more competitive, hierarchical, and less nurturing.<\/p>\n<p>Source: \u201cLeap over the Generation Gap, Co, <a href=\"http:\/\/www.contractingbusiness.com\">www.contractingbusiness.com<\/a>.<\/p>\n<p>Another marked change in Millennials is their attitude towards work affected by their life experiences during their formative years.\u00a0 Millennials have grown up witnessing, Sept 11 attacks, the recession, the Middle East uprising, and a world filled with senseless violence.\u00a0 All of this has changed their life view and the basic ideas of \u201cthe American dream\u201d and their desire to play the game of life that their parents played.\u00a0 Millennials are questioning the work lifestyle of the generations before it that include hours spent in a cubicle, one hour commutes on crowded highways, and putting in face-time just to get promoted. They question the outcome that playing this game results in.\u00a0 Most Millennials have parents who played this game and found their retirements wiped out during the recession or their loyal parents be laid off and replaced by outsourced talent or automation.\u00a0 As a result, Millennials want to have more clarity on rewards, and more work-life balance.<\/p>\n<h3>Millennials@Work<\/h3>\n<p>(Source: Note all text from this point forward are excerpts pulled from <strong>Espinoza, C. (2014<a href=\"https:\/\/www.amazon.com\/Millennials-Work-Twenty-Something-Roadblocks-Greatness\/dp\/1936111594\">).\u00a0<em>Millennials @ work: The 7 skills every twenty-something (and their manager) needs to overcome roadblocks and achieve greatness<\/em><\/a>\u00a0(1st ed.). FranklinCovey.<\/strong> \u201c<\/p>\n<p>Research in \u201cMillennials@Work\u201d report the key stats and attributes that differentiate Millennials from previous generations (p10):<\/p>\n<ul>\n<li><u>Demographics<\/u>: Millennials are more ethically and racially diverse than previous generations.\u00a0\u00a0Millennials are less religious, less likely to serve in Military, and on track to being more educated.<\/li>\n<li><u>Work style<\/u>:\u00a0Millennials want flexibility with when, where, and how they work, and are not interested in punching the proverbial time clock. They are hesitant to settle for less than what they expect.\u00a0They don\u2019t like to be micromanaged.<\/li>\n<li><u>Motivation<\/u>: \u00a0Millennials want more than a paycheck at work and are less interested in the American dream and building a stable nest egg. Millennials want to create something and be part of something that make a difference in the world<\/li>\n<\/ul>\n<h4>Stats on Millennials@ Work<\/h4>\n<ul>\n<li>70% of Millennials think they need &#8220;Me time&#8221; at work<\/li>\n<li>60% of\u00a0Millennials\u00a0feel that they will switch jobs in less than five years.<\/li>\n<li>25% of Millennials say they are completely satisfied with their current job<\/li>\n<li>80% of Millennials think they deserve to be recognized for their work.<\/li>\n<li>90% of Millennials think they deserve their dream job.<\/li>\n<\/ul>\n<h2>Misconceptions and Misunderstandings between Millennials and managers<\/h2>\n<p>Chip Espinoza\u2019s research for his book \u201cManaging the Millennials\u201d reveals the disconnect in their manager\u2019s perceptions and stereotypes of Millennials that they have to overcome once they enter the workforce.<\/p>\n<table>\n<tbody>\n<tr>\n<td width=\"319\"><strong>Millennial Values\/Needs<\/strong><\/td>\n<td width=\"319\"><strong>How your manager sees it<\/strong><\/td>\n<\/tr>\n<tr>\n<td width=\"319\"><em>Blending work and life<\/em> \u2013 Flexible schedule, don\u2019t like to be micromanaged as long as they complete their work. Millennials are more outcome-oriented than process-oriented.\u00a0 Don\u2019t want standard processes to restrict ways of working that are faster, smarter, or more effective.<\/td>\n<td width=\"319\"><em>Autonomous<\/em>&#8211; don\u2019t need to conform to office processes. Aren\u2019t willing to play by the rules.<\/td>\n<\/tr>\n<tr>\n<td width=\"319\"><em>Reward<\/em>&#8211; Want a guarantee for performance not the opportunity to perform. Want to be recognized and valued. Have high expectations with respect to the speed of their career development and feel frustrated when they aren\u2019t promoted quickly enough.<\/td>\n<td width=\"319\"><em>Entitled<\/em> \u2013 Want lots of recognized and rewards.\u00a0 Want to move up the ladder quickly but not always on the management\u2019s terms.<\/td>\n<\/tr>\n<tr>\n<td width=\"319\"><em>Self-expression- <\/em>Want to express their ideas and opinions on how to make things better. Feel dismayed when their ideas are dismissed. Want to be listened to and feel that they not taken seriously. Want to make impact on day one and feel like they contribute something meaningful.<\/td>\n<td width=\"319\"><em>Imaginative<\/em> &#8211; Viewed as having great imagination and fresh perspectives that run counter to mechanistic processes.\u00a0 Will be listened to once they have more experience in the job. Missing the long view.<\/td>\n<\/tr>\n<tr>\n<td width=\"319\"><em>Attention- <\/em>Tasks are a means to an end. Millennials want encouragement and praise. They want to know how they are doing via feedback. Frustration occurs when feedback is non-existent, untimely, or vague.<\/td>\n<td width=\"319\"><em>Self-Absorbed<\/em> &#8211; More concerned with how they are treated versus how they treat others.<\/td>\n<\/tr>\n<tr>\n<td width=\"319\"><em>Informality- <\/em>Short text-like answers when communicating. Don\u2019t know how to act and are often unclear with corporate culture with respect to dress code, unwritten rules, communication style. Feel disrespect due to their age.<\/td>\n<td width=\"319\"><em>Abrasive <\/em>&#8211;<em>&#8211; <\/em>Millennial\u2019s communication styles are seen as curt or rude.\u00a0 Seen as inattentive to social courtesies (e.g.- Please, and thank you\u201d).\u00a0 Viewed as disrespectful of authority.<\/td>\n<\/tr>\n<tr>\n<td width=\"319\"><em>Achievement<\/em>. They want to be told they are doing well, get feedback. They want to have opportunity, but told they lack experience. They want to be rewarded for work they do and be promoted faster. They want to know what is expected of them and have clear expectations.<\/td>\n<td width=\"319\"><em>Defensive<\/em> &#8211;<em>&#8211; <\/em>In terms of receiving critical feedback Millennials are seen as angry, guarded, offense, resentful, and shifting responsibility. They are seen as impatient.<\/td>\n<\/tr>\n<tr>\n<td width=\"319\"><em>Simplicity<\/em>:\u00a0 Think in simplistic terms with cause-effect.<\/td>\n<td width=\"319\"><em>Myopic<\/em> &#8211;\u00a0 Viewed as na\u00efve, guided by internal interests without understanding of how others and the organization are impacted.<\/td>\n<\/tr>\n<tr>\n<td width=\"319\"><em>Multitasking: <\/em>Like to focus on several tasks at once. Have a hard time staying focused on tasks for which they have no interest.<\/td>\n<td width=\"319\"><em>Unfocussed<\/em> \u2013 Lack of attention to details and difficulty staying on task.<\/td>\n<\/tr>\n<tr>\n<td width=\"319\"><em>Meaning \u2013 <\/em>Want to find meaning in their work. Feel apathetic when doing simple assignments like filing and data-entry.<\/td>\n<td width=\"319\"><em>Indifferent<\/em> \u2013 Seen as careless, disinterred, or lacking commitment.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>Video: \u00a0Why managers and Millennials often misunderstand each other?<\/strong><\/p>\n<ul>\n<li><a href=\"https:\/\/www.youtube.com\/watch?v=8CVdgUrW9_w\">1:16<\/a>\u00a0Why Millennials dominate the workforce? Largest generation in the workforce 53.4 Million. 1 in 5 are already managers.<\/li>\n<li><a href=\"https:\/\/www.youtube.com\/watch?v=8CVdgUrW9_w\">1:53<\/a>\u00a0Why are professors having problems working with Millennials?<\/li>\n<li><a href=\"https:\/\/www.youtube.com\/watch?v=8CVdgUrW9_w\">2:53<\/a>\u00a0How you know if Millennials are not engaged at work?<\/li>\n<li><a href=\"https:\/\/www.youtube.com\/watch?v=8CVdgUrW9_w\">4:32<\/a>\u00a0Why Millennials have the same issues across the world?<\/li>\n<li><a href=\"https:\/\/www.youtube.com\/watch?v=8CVdgUrW9_w\">5:15<\/a>\u00a0How managers perceptions of this cohort are very consistent?<\/li>\n<li><a href=\"https:\/\/www.youtube.com\/watch?v=8CVdgUrW9_w\">6:36<\/a>\u00a0How do managers perceive Millennials?<\/li>\n<li><a href=\"https:\/\/www.youtube.com\/watch?v=8CVdgUrW9_w\">7:28<\/a>\u00a0How do these perceptions create roadblocks for Millennial employees?<\/li>\n<li><a href=\"https:\/\/www.youtube.com\/watch?v=8CVdgUrW9_w\">9:10<\/a>\u00a0What are top 10 roadblocks?<\/li>\n<li><a href=\"https:\/\/www.youtube.com\/watch?v=8CVdgUrW9_w\">10:38<\/a>\u00a0Why if a Millennial isn&#8217;t complaining it means that they are not engaged?<\/li>\n<li><a href=\"https:\/\/www.youtube.com\/watch?v=8CVdgUrW9_w\">11:54<\/a>\u00a0What do managers need to do to improve the relationship?<\/li>\n<\/ul>\n<h2>7 Skills every Twenty-something (and their Manager) Needs to Succeed @Work<\/h2>\n<p><iframe loading=\"lazy\" title=\"Millennials: 7 Skills you Need (Part 2 of 3)\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/t1fA-zuSGbk?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<p>Chip Espinoza offers 7 skills that he suggests Millennials should develop based on his research with managers and Millennials.<\/p>\n<ol>\n<li><u>Build a Relationship<\/u>: This is one of the most important skills, which is why we have a whole section devoted to this idea below.<\/li>\n<li><u>Ask for the Details<\/u> \u2013 Make sure to ask for more information before you start a project otherwise you may think you have done an amazing project only to find out that it wasn\u2019t at all how your boss wanted it done. Examples of questions to ask:\n<ul>\n<li>What is expected of the job? What are priorities?<\/li>\n<li>When does it need to be done?<\/li>\n<li>Where can I find a good example of this work product? How do I get access to the data?<\/li>\n<li>Who else do I need to involve<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<p style=\"padding-left: 30px;\">Get a clear understanding of the outcome your manager wants (e.g.- I am unclear about what my role is on the project?) \u00a0You can help by explaining to your manager about what you know and what you don\u2019t.\u00a0 Don\u2019t assume that you can figure everything out. Ask to know more about the resources and support if you need more direction before you start a project (e.g.- If I need some support what information resources or people should I connect with?)<\/p>\n<ol start=\"3\">\n<li><u>See the Big Picture <\/u>&#8211; Corporate culture is often never written down and rules established over long periods often seem archaic to new arrivers. Before you start suggesting new ideas, understand first why and how are things done at your organization.\u00a0 Become a class A observer by slowing down your pace and paying attention to not only the dramatic, but also the subtle way things happen at work.\u00a0 Once you understand the lay of the land (big picture) and the reason behind some process which Chip refers to as the \u201cwhy\u201d and the \u201cwhat\u201d, then you have more background before you deem a process or rule \u201cstupid\u201d and become noncompliant.<\/li>\n<\/ol>\n<ol start=\"4\">\n<li><u>Go for Feedback<\/u> \u2013 Feedback helps reduce ambiguity and uncertainty about what to do at work, and help you understand how your behaviors are being evaluated. Chip Espinoza shares in his book that research shows that people who make the effort to go for feedback tend to work more efficiently, are happier at the job, stay with the organizations longer, and are better performers than those who don\u2019t. Simple timely questions asked to your boss or even peers, mentors, or other employees can help provide feedback.\u00a0 For example, you can ask something open-ended, such as \u201cWhat went well with that project? What could have gone better?\u201d Chip suggests asking to meet face-to-face when getting feedback, as you can get a lot from reading someone\u2019s body language (<a href=\"https:\/\/www.fireitupwithcj.com\/dev\/confident-body-language-work-mark-bowden\/\">https:\/\/www.fireitupwithcj.com\/dev\/confident-body-language-work-mark-bowden\/<\/a>) The key when receiving feedback is to not take things personally.<\/li>\n<li><u>Be Accountable<\/u> \u2013 Managers want employees that are dependable and take responsibility for their actions versus placing blame on others, making excuses, or justifying your actions when things don\u2019t go well. Being accountable means that you monitor results you are getting, make deadlines, keep a consistent and reliable work schedule, show up for work on time, and track that your work achieves the expected outcomes. \u00a0Chip suggests that one way to be accountable is to check in early and often with your boss that things are on track and send up early warning signals if you need help.\u00a0 Early is important because it\u2019s easier to make course corrections early in any project.<\/li>\n<\/ol>\n<ol start=\"6\">\n<li><u>Recognize your value<\/u> \u2013 Most companies aren\u2019t being asked to be reinvented. While Millennials may be capable of doing so, the old adage \u201cif it ain\u2019t broke, don\u2019t fix it\u201d applies. \u00a0\u00a0Despite an organization\u2019s reticence to change, Millennials are super charged with ideas.\u00a0 One way to channel a Millennial\u2019s energy and passion is to look where your competencies are needed and intersect with what the organization needs.\u00a0 For example, technology and social media are areas where Millennials have strengths that will likely match the organizational need. Chip suggests that if you want to be valued and promoted, that it\u2019s important that you get clear with the rules of the promotion game. He suggests asking questions first before making requests for promotions.\u00a0 For example, he offers the following questions to ask:\u201cWhat is typical promotional path for my job? What specific things have people done to get promoted? What kind of accomplishments does the company value?.<\/li>\n<\/ol>\n<ol start=\"7\">\n<li><u>Know when to Focus<\/u> \u2013 Electronics can keep us distracted at work. Managers complain that Millennials multitasking can lead to a lack of attention to detail and failure to focus on the tasks at hand. Chip offers a few ideas on how to split your tasks into either focus work or responsive work.\u00a0 Focus work are tasks that require all your attention for large chunks of time (e.g.- forecasting, writing, designing graphics). He suggests putting all your electronics away and turning all notifications off during the focus time until you complete your tasks.\u00a0 In his book, he offers research from Linda Stone that shows that big interruptions cost roughly 25 minutes of productivity, meaning nearly one-third of the work day is spent just recovering from them. \u00a0This is in contrast to responsive work (e.g.- monitoring studies, data entry, answering phone calls) where a few screens open may be ok.<\/li>\n<\/ol>\n<p style=\"padding-left: 30px;\">David Meyer, a leading expert on attention, distraction, and multasking explains the problems with multitasking this way:<\/p>\n<blockquote><p>\u201cThe brain processes different kinds of information on a variety of separate \u2018channels\u201d- a language channel, a visual channel, an auditory channel, and so on- each of which can process only one stream of information at a time.\u00a0 If you overburden a channel, the brain becomes inefficient and mistake-prone.\u201d (p107)<\/p><\/blockquote>\n<p style=\"padding-left: 30px;\">Get some tips from these videos on how to keep focused from time management gurus:<\/p>\n<p style=\"padding-left: 30px;\"><a href=\"https:\/\/www.fireitupwithcj.com\/dev\/video-time-management-tips\/\">https:\/\/www.fireitupwithcj.com\/dev\/video-time-management-tips\/<\/a><\/p>\n<p style=\"padding-left: 30px;\"><a href=\"https:\/\/www.fireitupwithcj.com\/dev\/time-management-with-love-and-logic\/\">https:\/\/www.fireitupwithcj.com\/dev\/time-management-with-love-and-logic\/<\/a><\/p>\n<h2>How can Millennials build a relationship with their boss?<\/h2>\n<p><iframe loading=\"lazy\" title=\"Millennials: 5 things to work better with your boss (Part 3 of 3)\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/RPXronEIOlg?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<p>The single highest indicator of job satisfaction is your relationship with your boss.\u00a0 While you may not be able to control your boss or many things at work, you can control how you relate to your situation and your boss.\u00a0 The most important skill for a Millennials success is building a positive relationship with your boss.<\/p>\n<p>A Gallup Poll found that employees who have a close friendship with their managers are more than 2.5 times likely to be satisfied with their job.\u00a0 The poll showed that fewer than 1 in 5 people consider their boss to be a close friend (someone who cares about them both at work and outside of work).<\/p>\n<p>In our research (Millennials @ Work), Millennials who had the ability to build relationships with authority figures advanced more quickly.\u00a0 IT is not because they were smarter or more experienced than their colleagues, they simply made the effort to interact with their mangers. Consequently, managers saw them as more trustworthy, involved, and ready for advancement. P58<\/p>\n<p>It\u2019s important to understand where your manager may be coming from.\u00a0 Many managers from the Gen X and Baby Boomer generation were given a sink or swim kind of experience when they first started work.\u00a0 When they started, their managers just expected them to figure out how to do the job themselves, and they in turn may expect the same from you. \u00a0Some managers may have had some on the job training, and today many of those training programs have been cut.\u00a0 In some fields, there is an expectation that you will play the game (e.g.- lawyers, engineers, etc) that everyone before you played.\u00a0 In order to climb up the ladder, you must fiercely compete with others, put in time, or put in a lot of sweat equity initially and be saddled with the less glamorous jobs.\u00a0 Sadly, for many organizations, this is till the game you must play to have your ideas be heard or get promoted.<\/p>\n<p>This runs in conflict to Millennials who are used to have people attend to them.\u00a0 If your manager seems to ignore you or be dismissive of you, this is likely a result of their previous work experiences.<\/p>\n<p>Chip Espinoza suggests a few strategies for you to try when building a relationship with your boss.\u00a0 His advice \u201cIt\u2019s not your manager\u2019s job to take care of you. It\u2019s your job to take care of your manager.\u00a0 Like it or not, it\u2019s true! By building a great relationship with your manager, you\u2019ll better prepare yourself for a successful workplace experience\u201d.<\/p>\n<h3>How to build a relationship with your boss?<\/h3>\n<p>In every job you must manage both up and down.\u00a0 What is managing up? Gabarro and Kotter from HBS describe \u201cmanaging up\u201d as devoting time and energy to managing their relationships with their bosses. They explain that this is not about showering supervisors with flattery; but instead understanding the reality that the manager\u2013boss relationship is one of mutual dependence.<\/p>\n<blockquote><p>\u201cBosses need cooperation, reliability, and honesty from their direct reports. Managers, for their part, rely on bosses for making connections with the rest of the company, for setting priorities, and for obtaining critical resources. It only makes sense to work at making the relationship operate as smoothly as possible\u201d<\/p><\/blockquote>\n<p>They explain that managing up means understanding both your supervisor and yourself.\u00a0 Specifically, understand each of your particularly strengths, weaknesses, work styles, and needs. \u00a0This self-awareness and awareness of your boss will help you facilitate better communication, as well as establishing a way of working together that fits both of you, and makes both of you more productive and effective.\u00a0 Making your boss look good with their bosses helps both of you rise to the top.<\/p>\n<ol>\n<li><u>Take an interest in your manager<\/u>&#8211; Ask your boss questions that you genuinely are interested in?<\/li>\n<li><u>Actively listen<\/u>&#8211; This means to show your boss that you have heard what they are saying, which may be simply saying \u201cyes\u201d, \u201cgot it\u201d, and repeating what they\u2019ve said \u201cSo, you want me to get this report to you by Friday and send it in email, right?\u201d<\/li>\n<li><u>Show Appreciation<\/u> \u2013 Everyone appreciates a simple \u201cThank you\u201d and \u201cplease\u201d as ways of showing gratitude and appreciation. Start noticing when your manager is doing things that help you out.<\/li>\n<li><u>Match communication style<\/u>: An easy way for you to build a bridge is to start understanding your bosses\u2019 preferences in communication. Learn how they talk, the things he\/she says, and the different ways they use to communicate. Do they like emails? Are there emails short\/long? Do they prefer phone and to talk face-to-face?\u00a0\u00a0 Communicate back to them in their preferred style and method (e.g.-short email)<\/li>\n<\/ol>\n<h3>Start developing relationships<\/h3>\n<p>Leadership expert, Robert J. Clinton, found that a common denominator among up-and-coming leaders that he studied, was they sought four types of mentoring relationships (upward mentor, friendship mentor, and sandpaper mentor).\u00a0 Find our more by listening to the video.<\/p>\n<h3>What happens when you have a difficult relationship?<\/h3>\n<p>In most power plays against your manger, the person with the most power (your boss) is likely to win.\u00a0 In these cases, Chip Espinoza suggests that you borrow a strategy from Aikido. In Aikido you do not resist when someone comes after you, instead you step to the side and let them pass so that you move with your opponent versus against them.\u00a0 Your goal is to see what the attacker sees.\u00a0 If you feel that your manager is attacking you, step to the side. Instead of arguing, acknowledge their truth, feelings, and move from bargaining to problem-solving. Once you can receive constructive criticism and your boss feels heard you can move to a better place.<\/p>\n<p><a href=\"http:\/\/diversitymbamagazine.com\/managing-conflict-in-the-workplace-with-martial-arts-thinking\">http:\/\/diversitymbamagazine.com\/managing-conflict-in-the-workplace-with-martial-arts-thinking<\/a><\/p>\n<p><a href=\"https:\/\/books.google.com\/books?id=8vdzAgAAQBAJ&amp;pg=PA94&amp;dq=aikido+step+to+their+side&amp;hl=en&amp;sa=X&amp;ved=0ahUKEwjU_6LO_MTOAhVNImMKHZXyC1oQ6AEIQTAG#v=onepage&amp;q=aikido%20step%20to%20their%20side&amp;f=false\">https:\/\/books.google.com\/books?id=8vdzAgAAQBAJ&amp;pg=PA94&amp;dq=aikido+step+to+their+side&amp;hl=en&amp;sa=X&amp;ved=0ahUKEwjU_6LO_MTOAhVNImMKHZXyC1oQ6AEIQTAG#v=onepage&amp;q=aikido%20step%20to%20their%20side&amp;f=false<\/a><\/p>\n<p>Other strategies that work to diffuse conflict are:<\/p>\n<ul>\n<li><u>Byron Katie<\/u>: Accept your boss and change the way you are dealing with the situation: <a href=\"https:\/\/www.fireitupwithcj.com\/dev\/byron-katie-youtube-loving-what-is\/\">https:\/\/www.fireitupwithcj.com\/dev\/byron-katie-youtube-loving-what-is\/<\/a><\/li>\n<li><u>Taoism<\/u>: How do you deal with someone who you have a conflictual relationship with: <a href=\"https:\/\/youtu.be\/Dx2MchPl6OY\">https:\/\/youtu.be\/Dx2MchPl6OY<\/a><\/li>\n<li><u>Coaching Tips<\/u>: <a href=\"https:\/\/www.fireitupwithcj.com\/dev\/how-to-stop-fighting-with-your-partner\/\">https:\/\/www.fireitupwithcj.com\/dev\/how-to-stop-fighting-with-your-partner\/<\/a><\/li>\n<li><u>Forgiveness:<\/u> <a href=\"https:\/\/www.fireitupwithcj.com\/dev\/forgiveness-3-steps-forgiveness\/\">https:\/\/www.fireitupwithcj.com\/dev\/forgiveness-3-steps-forgiveness\/<\/a><\/li>\n<li><u>Practical Spiritual Advice<\/u>: https:\/\/www.fireitupwithcj.com\/dev\/how-to-deal-with-conflict-at-work\/<\/li>\n<\/ul>\n<p><strong>About Author, Speaker, and Thought Leader Chip Espinoza<\/strong><\/p>\n<p>Dr. Chip Espinoza is the Co-author of\u00a0<em>Millennials@Work: The 7 Skills Every Twenty-Something Needs to Overcome Roadblocks and Achieve Greatness At Work\u00a0<\/em>and<em>\u00a0Managing the Millennials: Discover the Core Competencies for Managing Today\u2019s Workforce<\/em>. He is also Academic Director of the Organizational Psychology program at\u00a0<a href=\"http:\/\/www.cui.edu\/academicprograms\/adult-degree-programs\/organizational-psychology\/index.aspx?id=21914\">Concordia University Irvine<\/a>.<\/p>\n<p>Chip keynotes internationally and across the country on how to create an environment in which managers and Millennials thrive. Chip is a leading expert on the subject of generational diversity in the workplace. He consults in the civic, corporate, and non-profit sectors. His client list features great organizations like The Boeing Company, Microsoft, Schneider Electric, and Special Olympics.<\/p>\n<p>Chip has authored several articles on the subject of leadership and is the go-to person for news agencies on the topic of integrating younger workers into the workforce. He is a content expert for CNN on the subject of Millennials in the workplace. He has also been featured on Fox News, CBS Radio, and in major publications. Chip was recently named a top 15 Global Thought Leader on the Future of Work by the Economic Times.<\/p>\n<h1>About Author, Speaker, and Thought Leader Chip Espinoza<\/h1>\n<p>Dr. Chip Espinoza is the Co-author of <i>Millennials@Work: The 7 Skills Every Twenty-Something Needs to Overcome Roadblocks and Achieve Greatness At Work <\/i>and<i> Managing the Millennials: Discover the Core Competencies for Managing Today\u2019s Workforce<\/i>. He is also Academic Director of the Organizational Psychology program at <a href=\"http:\/\/www.cui.edu\/academicprograms\/adult-degree-programs\/organizational-psychology\/index.aspx?id=21914\" target=\"_blank\">Concordia University Irvine<\/a>.<\/p>\n<p>Chip keynotes internationally and across the country on how to create an environment in which managers and Millennials thrive. Chip is a leading expert on the subject of generational diversity in the workplace. He consults in the civic, corporate, and non-profit sectors. His client list features great organizations like The Boeing Company, Microsoft, Schneider Electric, and Special Olympics.<\/p>\n<p>Chip has authored several articles on the subject of leadership and is the go-to person for news agencies on the topic of integrating younger workers into the workforce. He is a content expert for CNN on the subject of Millennials in the workplace. He has also been featured on Fox News, CBS Radio, and in major publications. Chip was recently named a top 15 Global Thought Leader on the Future of Work by the Economic Times.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>CJ interviews Dr. Chip Espinoza who is the co-author of Millennials@Work: The 7 Skills Every Twenty-Something Needs to Overcome Roadblocks and Achieve Greatness At Work and Managing the Millennials. What Millennials and their managers just don\u2019t understand about each other? What are the seven most important skills Millennials can practice at work? Why is building<\/p>\n","protected":false},"author":1,"featured_media":22949,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[578,58],"tags":[],"yst_prominent_words":[7146,7134,7142,7148,7137,7138,7139,7150,7133,7141,7135,7132,7144,7149,7136,7143,7147,7145,1728,7140],"class_list":["post-22931","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-millennials","category-business"],"jetpack_sharing_enabled":true,"jetpack_featured_media_url":"https:\/\/www.fireitupwithcj.com\/dev\/wp-content\/uploads\/2016\/08\/@-WORK-3.jpg","jetpack-related-posts":[],"_links":{"self":[{"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/posts\/22931","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/comments?post=22931"}],"version-history":[{"count":5,"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/posts\/22931\/revisions"}],"predecessor-version":[{"id":23202,"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/posts\/22931\/revisions\/23202"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/media\/22949"}],"wp:attachment":[{"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/media?parent=22931"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/categories?post=22931"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/tags?post=22931"},{"taxonomy":"yst_prominent_words","embeddable":true,"href":"https:\/\/www.fireitupwithcj.com\/dev\/wp-json\/wp\/v2\/yst_prominent_words?post=22931"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}