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Millennial-Consulting-for-Maximum-Retention millennial consultant & speaker

Millennial Consulting for Maximum Retention

You’ve hired Millennials in your workforce–now what?

Congratulations! You recognize that diversity in your team is key to a thriving workplace; diversity that is not just limited to ethnicity but also to different generations. Because you are a diligent manager in tune with the changing labor force, you’ve brought Millennials into the fold.

But you’ve hit a roadblock.

Hiring Millennials in the workplace feels like the wise thing to do, but how do you keep them engaged? What are their priorities as employees? What about how they understand and define work-life balance? How do you make sure that the talent you’ve recruited will have a thriving work experience? For many employers, these questions may be new or it may have been a while since they’ve considered company culture given our current social, political, and economic conditions.

This article from Gallup says that Millennials are highly likely to hop from one job to another within a shorter period of time. From the article:

“Millennials also show less willingness to stay in their current jobs. Half of millennials — compared with 60% of non-millennials — strongly agree that they plan to be working at their company one year from now. For businesses, this suggests that half of their millennial workforce doesn’t see a future with them.”

Given this tendency, tailoring your employee engagement is key to retention. So how do you start? Your Millennial Expert is here to help with some tips.

Understand Your Business Goals

It will benefit you to revisit your mission, vision, and values. After all, these core things define who you are as a business or as an organization and will keep you from being aimless. Take stock of how you currently invest in your employees and recognize the way they contribute to the company’s success.

Understanding Millennial Goals

Millennials are more likely to invest their energy in a company that is invested in them as well. The job-hopping tendency could be because Millennial employees just haven’t found a place where they are connected and engaged. Engagement could mean being more values-driven, going beyond the bottom line, and providing opportunities for your employees to grow professionally through education, performance-based pay, and mobility within the company.

The Sweet Spot

You’ve taken the time to review who you are as an organization. You’ve recruited brilliant Millennials with the drive to do meaningful work and want to have a model that keeps them engaged. These are all steps in the right direction!

Now it’s time to recognize that improving your retention plan will take time to develop and implement. Collaborating with a Millennial consultant can help you bring that model to life. Whether through workshops, speaking sessions, or one-on-one conversation, there are many ways to boost employee engagement. The right consultant will provide you with tools to make sure your Millennial employees are happy and connected, and that you create a culture where everyone wins. Say no to cookie-cutter solutions and yes to tailor-made strategies. Let’s make it happen together!

Millenial-Speaker millennial consultant & speaker

Bridging Two Worlds: Tips From a Millennial Speaker

We talked about how the different social, cultural, and economic influences shape the generations that were born and raised in a particular time. We discovered that there will inevitably be a generational gap that Baby Boomer managers need to bridge, and that there are strategies to do that effectively. But we can’t forget the other half of this equation–the Millennials themselves. While managers have to think about recruitment and retention, what can Millennials do to become dream co-workers? What is their role in enriching the company culture, increasing productivity and profitability, and driving the organization’s mission forward? Here are some things to consider and how a Millennial speaker could help you find the answers.

Becoming Better Co-workers and Assets

For Millennials entering the workforce, there are certain do’s and don’ts that could spell the difference between better mobility within the company and being stagnant. Recognize that your superiors will have had life experiences that inform how they run the company. But despite that, you may have more similarities when it comes to goals, values, and work ethic than you realize.

Do: Communicate with your manager. Get to know them and their background and leadership style. Be open-minded.

Don’t: Let stereotypes color your experience. This same piece of advice applies to managers as well!

Mentoring Opportunities

Millennials are known for their tendency to favor fast-paced and ever-changing work environments. This may present a challenge to Millennials working with older generations who may have a different view of change. Remember that your Gen X and Boomer co-workers have a unique experience to bring to the table. They are potential sources of wisdom that could benefit your career and life, so take every day as an opportunity to learn.

Do: See your superiors as mentors. As you spend most of your days at work, you have unprecedented access to your coworkers within your level and those above you. Ask those who have before you about how they overcame challenges at work. Pick their brains when you can.

Don’t:  Assume that your higher-ups don’t have much to offer you. There’s a lot of information on the internet, but there is a kind of wisdom you can only glean from regular one-on-one interactions with your boss that a listicle can’t teach you.

“But wait! My manager doesn’t want to be a mentor,” says one Millennial. “We just don’t see eye to eye,” said another. While there are managers and executives out there who see and cultivate the potential in their Millennial coworkers, this is not always guaranteed. The do’s and don’ts mentioned above may not apply to you and that could be frustrating.

This is why I’m here. I’m passionate about bridging that intergenerational gap through consulting and education, through workshops and customized solutions that fit your industry.  As an experienced Millennial speaker, I am in a unique position to help you or your boss keep your workplace a positive one. 

How To Structure Loyalty Programs For Millennials

The following article was written by a guest blogger, Corey Savage. In the article, Corey provides simple tools that organizations can use to create a strong Millennial loyalty program. I hope you enjoy it!

-Amelie 

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Loyalty programs are very popular with millennial consumers. The notion of receiving rewards and creating value by remaining loyal to a brand is one with a lot of attraction. However, getting the most out of these shoppers means fine-tuning the formula to engage with their unique characteristics. To reach millennials, businesses must design loyalty programs that appeal specifically to the group. Here are some tips to accomplish that.

 

Include a User-Generated Content Component

Allowing customers to share content on social media and connecting this action to a points system encourages them to earn rewards while spreading awareness of your brand online.

 

Enable Two-Way Communication

Marketing is no longer a one-way street. You must be open to feedback from your loyalty program’s members and make it easy for them to share it. Include a link or a comment section in your emails or on your app.

 

Emphasize Visual Information

Because millennials process information much faster than previous generations, they want you to cut right to the point. Do that by using visuals as much as possible. Use high-quality photos of your products whenever you can.

 

Personality Matters

The younger generation likes to define itself through the brands it uses. That means the image your brand projects is a huge part of attracting millennials. Make sure your reward program reflects the identity that makes you a favorite among your customers.

 

Base Your Rewards on Status

Structuring your rewards in tiers plays into millennials’ love of games and achievements. When they can “level up” the same way they can in a video game, they’ll be more motivated to participate.

 

Explain It Clearly

Because millennials have so many choices, they won’t have the patience for a program that doesn’t make sense to them. Include an explainer page where the details of your system are laid out clearly for all to understand.

 

Take Advantage of Social Media

Millennials spend a lot of time checking Facebook, Twitter and Instagram feeds, so be sure you have a presence there. Offer a reward for following your brand on these platforms and you’ll benefit from increased exposure.

 

Use Experiences as Incentives

Discounts are appreciated, but today’s young people aren’t motivated entirely by money. Offering rewards that take the form of experiences such as games or downloadable content engages with them on another level.

 

Make It Easy to Participate

Offering millennial customers convenience is a key way to engage them. For example, a key ring tag they can scan at the point of sale to activate their reward will make it simpler to be involved.

 

Partner With a Charitable Cause

Members of this generation are more community-minded, and they seek ways to make a positive impact on the world around them. Harness that impulse by partnering with nonprofits or charities, perhaps by tying incentives to contributions.

 

 

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Author Bio

Corey Savage is Director of Operations for Suncoast Identification Solutions, a leader in plastic card printing and manufacturing. Savage has seven years of experience in the industry and focuses on designing menus to lead to the most profitable items.

 

city-community-crossing-109919-min millennial consultant & speaker

Intergenerational Consulting

Plato wrote in Republic that necessity is the mother of all invention. Society finds ways to adapt as new needs and problems requiring novel solutions arise. This could apply not just to physical inventions but also to the labor market. The global social and economic flux throughout the decades define how each generation approaches work, and as a result, various industries have come up to meet the changing labor landscape. An example of this change is the increasing number of working Millennials and what makes them different. The “invention” that will help you serve this booming population? Intergenerational consulting. 

The rise of Millennials in the workforce opened a gap that needs to be bridged. Investing in intergenerational consulting means getting the tools and insight you need for the task at hand. As we dive headfirst into what this type of consulting is, let’s take a look at how each generation was shaped by the social, political, and economic forces surrounding them. Then we can gain a better understanding of how different Millennials are from generations past.

The Silent Generation (ages 72-89)

This generation was born between 1925-1942 and, according to Forbes, makes up about 20 million U.S. adults in their 70s and 80s. This Time magazine essay dubbed them the Silent Generation, a cohort that grew up in the time of war. They were considered silent because of their avoidance of protests. Economically, they are considered the wealthiest– well-educated and pensioned homeowners with hefty retirement funds that were sold out before the 2008 housing crash. 

Baby Boomers (53-71)

If the last of the Silent Generation turned 65 before 2007, Baby Boomers turned 65 in 2011. This cohort was born post-World War II. There were 3.4 million babies born in 1946 compared to the 2.5 million average birth rate in previous years–hence the term Baby Boomers. This generation had quite the tumultuous economic, political, and social experiences–the moon landing of 1969, Vietnam War, Civil Rights Movement, Watergate, and more. Between Millennials and Boomers, the latter are more conservative in terms of home ownership, views on family, and stance on social issues. 

Generation X (37-52)

After the Boomers came Generation X, or Gen X for short. Gen Xers were born between the mid-60s and early-80s. There are about 50 million members of the Gen X cohort. They are the “the last analog generation” but also the first Internet and tech generation. According to Investopedia, about 68% of Fortune 500 CEOs come from this group. However, Gen Xers are not as financially stable as the Silent Generation especially in light of the Great Recession. A Vanity Fair article interestingly describes Gen X as “ cynical, wised up, sane,” and as a kind of “market corrective” to the generation that preceded them. Gen Xers have a different philosophy compared to the Boomers–they were activists and socially liberal. Some famous Gen Xers include Jeff Bezos, Michelle Obama, Jay-Z, Tiger Woods, and Elon Musk.

Millennials (20-36)

After our tour of the different generations starting from those born in 1925, we have at last arrived at the Millennials or Generation Y. This generation was born between 1981 to 1996. Millennials in 2018 were between the ages of 22 and 37. Compared to the Silent Generation and the Baby Boomers, Millennials are less slower to get married and own homes. This cohort is the most racially diverse and better educated but are not necessarily the most stable economically.

It is interesting to note how a lot of women from previous generations were not part of the labor force. Today, Millennial women make up 72% of the workforce according to Pew Research. But while that is the case, Millennials have inherited the after effects of the Great Recession making the job market more challenging. This is why a Millennial can be educated and still have a hard time entering the workforce–and these factors affect all of their lifestyle choices such as delaying starting a family.

Get Intergenerational Consulting For Your Business

There is so much more that we can unpack about each generation, but we can safely conclude that there are some major differences all of the groups we’ve covered here. But in spite of these differences, we can create shared experiences and help build those gaps. This is where the value of intergenerational consulting shines through–we can work together to uncover where your business or organization is at in terms of the population it employs and serves. How can you bring Millennials into the fold? What can they learn from you and your experiences? 

Let’s ask these questions together, bridge that gap, and create an environment where everyone thrives no matter which generation you’re from. Contact me to learn more about intergenerational consulting and how it can help you.

neonbrand-y_6rqStQBYQ-unsplash-min millennial consultant & speaker

Mentoring Millennials in the Workplace

Pop culture is a treasure trove of the mentor archetype. Think Mr. Miyagi to Daniel, Professor Charles Xavier to the X-Men, and Yoda to Luke Skywalker. These teachers and leaders have walked alongside their students to help chart their course, teach them in their failures, and support them in their heroes’ journeys.

In the same way, real life mentors play a key role in the professional development of their colleagues. They pour into the lives of others to help propel them to the next level of their careers and even in areas outside of work. Good mentors establish mutual respect with their mentees, provide meaningful feedback, and strive to keep growing themselves. 

With the rise of automation, cloud computing, and all things Internet, workers–particularly the Millennial workforce–need mentors more than ever. The mentor and mentee relationship takes work just like any other relationship, but the human to human connection is irreplaceable and worth the effort.

Benefits to Mentoring

Not all business leaders recognize that mentoring will yield dividends not just for the mentees, but for the mentors themselves. Mentoring or coaching allows the mentor to build a legacy and pass on lessons they have acquired over the years to a potential successor. For someone who has been in the game for a while, taking someone under their wing could reinvigorate their own careers and avoid plateauing. It truly is a wonderful exchange, so how does one become a good mentor?

Ways to be a Better Mentor

* Establish Mutual Trust and Respect. In a study conducted by Deloitte, results show that “Respondents do not think highly of leaders’ impact on society, their commitment to improving the world, or their trustworthiness.” This is huge. Millennials in your workplace need to see that you are proactively improving the quality of life around you and that you can be trustworthy. You can do this by pursuing your passions, supporting a cause you truly believe in, being true to your word, and many other ways. Living a life of integrity both in and out of the workplace makes a great impression on your millennial and Gen Z team members.

Once you gain the respect of your constituents, remember to give that same respect to them. Respect their ideas, put yourself in their shoes, and let them know that you are on their side even when they fail; this isn’t to encourage repeated mistakes, but a way to communicate that you are their advocate.  

* Mentor, Not Manager. It is important that business leaders do not simply manage their team in a detached manner. As the first point above suggests, millennials need someone who doesn’t just tell them what the rules of the game are–they need someone who is inspiring and can lead a team without pulling teeth. A manager will dictate; a mentor will teach by example. A manager will hover and be singular in their methods; a mentor allows creativity to flourish, lets someone make their own mistakes, learns from them, and supports them in the process. 

* Communicate Well. Communication is a pillar of any good relationship, including those of mentors and mentees. Provide constructive feedback to your mentees and welcome feedback from them as well. Once you’ve established mutual trust and respect, your mentee will be more receptive to what you have to say and your lessons will stick better. 

* Lifelong Learning. Remember that learning doesn’t stop in the classroom. Keep bettering and challenging yourself. Again, how you approach your own career and how you live your life speak volumes to your younger peers. This way, you will always have something new to share. In the same way, recognize that you can learn something from your millennial team members, too. When you establish mutual respect and have solid communication, the result is a positive and great learning environment. 

Millennials and Gen Z need mentors not just for the day when they reach the top, but here and now as they occupy your workspace. Respect and trust each other, provide feedback, and continuously learn from one another. You and your business will be better for it.

Tips & Advice for Millennials

Hello, dear friends. I am proud to share this generational title with you, even though we often receive backlash — both warranted and unwarranted. We are a generation full of dreamers, doers, overachievers, and risk takers. We are young and full of life. The world is our oyster!

However, before we get too high and mighty, let’s get back to reality for a second. Yes, we are the newest generation in the workforce. Yes, we are more connected and technologically savvy than any generation before us. And yes, we can work quickly and multitask. All of this may be true, but when it comes to the workplace, it doesn’t matter. Without being a team player and understanding that we still have so much to learn from our older colleagues, we are setting ourselves up for frustration and failure.

Through my work, I have interacted with professionals of all ages and how workplaces can best bridge generational gaps where everyone feels heard, needed, and relevant. I am “team Millennial,” so I want you all to succeed.

Here are a few ways that you can work with your Generation X and Baby Boomer coworkers better.

  1. Put your phone away. One of the biggest frustrations I hear about our generation is that we are too dependent on our phones. Let’s not give them more reason to feel this way. When you have a task in front of you, finish it in a timely manner. When you have completed it, instead of pulling out your phone immediately, ask your supervisor what you can do next. Believe me, this simple act will be noticed. This shows you take your job seriously and you are focused on your work and your future. Also, before a meeting begins, use that time to interact with your coworkers and build relationships, not check your Instagram. Building relationships will help the team value you more.
  2. Listen. This sounds easy, but we all know it is not. If you want your ideas to be considered, you have to consider others’. Taking the time to listen to your older coworkers and leaders will show that you are open to learning and growing. By listening, you are giving your colleagues an opportunity to share their thoughts and hopefully in return, ask for your thoughts as well.
  3. Show up. You may be the low man on the totem pole, but you’re still on it. When your workplace offers events, socials, or team building initiatives, do them. This will help build comradery, respect, and trust with your fellow coworkers. Be appreciative of the time and effort your organization is putting in to make your workplace a positive one. (And if your organization isn’t doing anything specifically to enable a beneficial workplace for all generations, ask to spearhead it. You can help create a positive generational change!)
  4. Be adaptable. Take advantage of your youth and learn as much as you can in your current organization. Your older colleagues have put in years of hard work to be where they are today. Although it may be challenging sometimes, you can’t change all the rules. To thrive, you must be flexible.

To all you millennials out there, I am proud of you. Keep chasing your dreams. But remember those who came before us. Without them, we wouldn’t be where we are today.

 

Best,

Amelie 

Generation Xers and Millennials

Dear Generation Xers,

Thank you for being a trailblazer. Every new generation introduces new ideas that help those who follow them not be totally lost.

Although your generation may be small and you are often dubbed the “middle child” of baby boomers and us millennials, we need you. You have been placed in the middle of two generations known for their size and the changes they are making in the workplace, but you are just as important.

Right now, you are in the trenches of your profession. You have worked diligently to climb your chosen career ladder and you are finally getting to reap some of the benefits. However, you are finding yourself in a strange position. Being Generation Xers, you are not the most experienced in the office and you’re not the youngest. The newbies (we Millennials) are coming in to the workplace and switching things up. Some say Millennials are wrecking the ecosystem that you have finally adjusted to. (And being a Generation Xer, you probably didn’t complain about it.) We just want to be a part of the team.

If you are finding yourself frustrated with the Millennials in your office, here are a few suggestions:

1.     Capitalize on your independence, but recognize our need for team projects. As Gen Xers, you are known as the latch-key kids, since the divorce rate and single parent homes skyrocketed during your adolescence. At a young age, many of you came home from school to an empty house and had to fend for yourself until your parent(s) got home from work. This has made your entire generation in various ways more independent than Baby Boomers and Millennials. By showing how you can independently get your work completed, the Millennials around you are able to watch and learn from a different working style.

However, keep in mind that Millennials were often encouraged to work in groups at school. Understanding the differences in generational upbringings can help you better work with your younger colleagues.

2.     Implement multi-generational groups. You are the generation that can bridge the Baby Boomers to the Millennials. Taking the time to implement organization- or department-wide multi-generational brainstorming groups can help every voice be heard. Millennials and Baby Boomers are more likely to welcome this invitation from Gen Xers since they are closer to your age.

3.     Be vocal and let your Millennial coworkers know how the organization has been running and the changes you have seen implemented during your time there. By explaining the transformations you’ve seen, you are showing you are aware and open to necessary adjustments to help promote growth in the workplace.

Gen Xers, I am sorry if you often feel lost in the generational shuffle. You are seen and needed. We Millennials look up to you and your incredible work ethic. Don’t give up on us yet! Our time is coming to better understand your position as Gen Z workers start entering the labor market: I bet they’ll give us a run for our money and question our approach, like Millennials have challenged your generation. As they say, “What goes around comes around.”

Best,
Amelie

Baby Boomers and Millennials

Dear Baby Boomers,

Congratulations! You have worked hard, paid your dues, and are in the home stretch. According to AARP, or the American Association of Retired Persons, all baby boomers will have reached the average retirement age of 65 by 2029. (According to Forbes, the average age of retirement in Brazil is much earlier.) As Millennials flood your workplace and change the rules of the game, it may feel like your dedication has been forgotten. But it hasn’t.

 

Speaking as a millennial, I can honestly say we aren’t trying to make you feel irrelevant. The world has simply changed a lot and we are maneuvering as best we can in this new economy.

But, as everything shifts around us, Millennials and Generation Xers still don’t have your experience. You are the experts. You know why things happen and can often anticipate cyclical changes before others. It is comforting to have seasoned leaders in our midst. Boomers, you are valuable and needed in your workplace.

If you want to get the most out of working with your youngest colleagues, here are a few suggestions:

1.     Share your insights. Many of you have a strong sense of loyalty that far surpasses younger generations. If you have been with a company for a while, let your younger cohorts know what has enticed you to stay for the long haul. Also, let HR know what has worked and not worked well in the past so that future colleagues won’t encounter unnecessary hurdles. This is a great way to help your organization attract and retain top talent.

2.     Mentor a younger coworker. Meet with your mentee monthly over coffee or lunch. This will help you stay connected with the happenings of the office. Also, you could think about creating a reverse mentorship. While you are meeting with your younger mentee, they may have tricks and trades to help you in your work. It’s a win-win for all.

3.     Create a multi-generational conversation. During meetings, encourage collaboration by asking the opinion of someone from every generation. This will show you are open to different views and it will help bridge generational discussion gaps.

4.     Not to be too trite, but what will be your personal legacy to your organization?  By positively influencing younger workers, your impact on a few key leaders could truly change the culture of your work unit and department, and potentially the organization. Think about how that could not only affect us younger workers, but also our families and communities in the years to come. 

Use your experience to build a stronger workplace for all. We Millennials need your help. Thanks for forging the path for the generations following you, and helping us be successful in the future.
Did I tell you that I appreciate you and you are awesome?  (You know us Millennials….we are all about affirmation!)

Best,

Amelie

IMG_9133 millennial consultant & speaker

An American Millennial in Brazil

In September, I had the pleasure of being one of CONAREC’s International Keynote Speakers at the 15th Annual Congress held in Sao Paulo, Brazil.  This was my first international work trip as well as my first trip to South America. Besides my speaking engagement, I also wanted to make the most of my time there. While I had only had 48 hours in Brazil, I felt like it was 48 hours well spent.

Here are some highlights from my experience.

  • Learning about Millennials in Brazil. Since I was speaking on Millennial mindset and knowing not all Millennials are created equal, I first had to learn about Brazilian Millennials. Many of the basic trends of Millennials in the USA and Brazil are similar. However, the Brazilian Culture differs, which ultimately is reflected in the difference between Brazilian Millennials vs. American Millennials.  For example, Millennials in Brazil want their organization’s manager to serve as a role model for them. Whereas, Millennials in the USA want a manager who empowers their employees. 

 

  • Getting a Visa. Several of the wonderful people at the Chicago Brazil Consulate and I developed a lovely friendship. (I had to make several visits in order to finalize my Business Visa.) I now have a great appreciation for the patience of those employees. I’ve been told you have one chance to make a positive impression. Your countrymen at the Chicago Brazil Consulate made a great first impression on me about your great country.

 

  • Flying to Brazil. To get to Sao Paulo, we flew Aero Mexico from Chicago, to Mexico City, to Sao Paulo. As we made our way farther south, I loved hearing how the languages and people began to change. Having taken Spanish classes in high school and college, I went from completely understanding the flight attendants in Chicago, to somewhat understanding the flight attendants in Mexico City, to not at all understanding flight attendants in Sao Paulo. Chicago is a “melting pot” city. Yet, it did not prepare me for the language difference of Brazil.

 

  • Arriving in Sau Paulo. Once my cousin, who traveled with me, and I arrived we made our way to the TransAmerica hotel where the 15th Annual CONAREC Congress was being held. The drive to the airport was an adventure. I was amazed at all of the motorcycles and how the rules of the road seemingly didn’t apply to them. They zipped past us, hanging on tightly to their bikes. Once settled at the hotel, we went to Feijoada do Bolinha for their famous Feijoada. It was wonderful! These two Americans were delighted to have such delicious and local food. Sao Paulo food is full of flavor, color, and textures. I loved discovering the Brazilian cuisine.

 

  • Speaking at the CONAREC Congress. The CONAREC Congress was an incredible speaking engagement, and also a wonderful experience. This Congress was unlike one you would find in the states. Everything was grand. Speaking in the main theatre in front of 1,200 people was an amazing experience. Those who did not speak English wore headphones. A translator translated English to Portuguese for them. Working with a translator was a new experience for me.  As a presenter I had to try and bridge the translation gap. The attendees were kind and gracious and I loved sharing my Millennial insights with them.

 

  • Serving on Panel Discussion at CONAREC Congress. With the CEOs of Pepsi Co Brazil and Whirlpool Brazil, the tables turned when I served on a panel with them. These two leaders spoke about the incredible things they are doing to keep their companies fresh and multi-generation friendly. I wore headphones so a translator would translate Portuguese questions back to me in English. What a gift she was!

 

  • Exploring Sao Paulo. After the Congress, my cousin and I used our remaining time to explore the great city of Sao Paulo, thanks to our wonderful driver and our Translation Apps. We ate Pao de Queijo, bought Havaianas flip flops, walked around different malls, and  saw sights all around the city.  My biggest take-away was how large Sao Paulo is. We drove through the city for an hour and it still seemed that we were in the heart of the city.  The size of Sao Paulo was something I had never experienced in any of my U.S. and International travels.

 

  • Flying home to Chicago. With sad hearts but full stomachs, we boarded our flight back first to Mexico City and then to Chicago. I felt like a new person. I had fallen in love with the city and people of Sao Paulo, Brazil.

 

I had a fantastic trip.  Millennials love to travel and adventure.  Sao Paulo, you have fed my heart and soul. I look forward to my next trip to Brazil! Obrigada!    

-Amelie

This Millennial’s First Podcast

 

Last month while in South Carolina for work, I had the pleasure of meeting Creating Space owner, Wes Knight and his business partner, Lo Myrick.

PodcastPhoto-2 millennial consultant & speaker

After chatting about our respective jobs, it was clear we had much in common about interacting with people and our passion for our work. Wes invited me to be a guest on his podcast. Here are a few thoughts from my first podcast experience:

  • Good questions. In interviewing, whether written or verbal, good questions are key. Wes did a great job asking me both easy and challenging questions. This showed me that the interviewer’s skill of asking questions is vital to the overall theme of the interview.

 

  • Passion. Passion is a great connecter! I immediately saw how Wes and Lo’s passion for their work seems to be a driving factor in everything they do. Saying “yes” to sharing your mission, vision, and passion for your work helps bridge gaps to create and build new friendships and ideas.

 

  • Technology. Technology has drastically changed interviewing. It was amazing how simple it was to connect and record this podcast while halfway across the country from one another. Moments like this make me truly appreciate the technological advances my generation takes as the norm. A few simple clicks helped memorialize our conversation.

 

  • Authenticity. Being someone who always prefers the art of the spoken word, I really enjoyed the freedom that came with our conversation. The more we shared, the deeper and more truthful the conversation became.

 

  • Our stories. We all have a story. This is something I continuously go back to, but in working with my podcast and listening to others, it becomes even more apparent. Each one of us has a story and voice that is reflected in who we are. Sharing those stories brings people together. It diminishes walls and builds community.

 

I thoroughly enjoyed my first podcast experience. Feel free to listen to our conversation by clicking the picture below. Hope you enjoy!

-Amelie

Amelie-Karam-300x300 millennial consultant & speaker

601 S. Washington#113, Stillwater, OK 74074

2018 © Amelie Karam.