GENERATION WHY
(On Work And Careers: Do What You Like)
Hifive!, a “personal brand
Christine is emblematic of a
consultancy.” For a fee, Christine
whole army of young, hungry
will join you for a walk in the park
entrepreneurs who are striking
or coach you through an alumni
out on their own. They’re not just
function; she’ll be your mentor,
chasing the start—up windmills.
sidekick, confidence builder and
They’re opening their own
social lubricant.
restaurants, or better yet, food
Christine didn’t study network coaching at the University of South Carolina. She just knew that she had excellent people skills and a natural gift for connecting
trucks or artisan carts. They're building artistic co—ops; starting their own nonprofits, or, at the very least, consulting for one of their friends’ organizations.
people, so she set out to use her personality as her core asset. Like many other Millennials, Christine constructed a job to fit her persona, rather than the other way around.
the job is never done Work and play. Paycheck and passion. Commerce
environment. One that’s also more mobile,
and conscience. Autonomy and collaboration.
adaptable, casual, and social than ever before.
Coworkers and friends. Millennials’ refusal to compromise is breaking down walls—physically and metaphorically—in the workplace. They’re forcing businesses of all shapes and sizes to rethink the fundamentals of how they operate and giving rise to an iterative and open culture that more closely resembles The Social Network than it does Office Space. The generational changing of the guard, from Boomers to Xers and Millennials, is ushering in a more progressive and enlightened work
This emerging beta workplace shares many values with its new guard: the need for constant feedback, affirmation, stimulation, and new challenges; the demand for flexibility and customization; the universal disregard for sacred cows. Is it a boon or a burden for businesses? Depends on who you ask, but we believe that the rewards speak for themselves. Which scenario do you think produces greater innovation—role rigidity, homogeny, and hierarchical structure, or embracing the crowd-sourced ethos that great ideas can, and should, come from anywhere?