Marketing, Managing, and Motivating Millennials

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There are some people that make their
work just another thing they have to do,

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and there are those that make their
work something that they want to do.

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Welcome to Working on Purpose with your
host Elise Cortez. In our program,

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we provide guidance and inspiration from those
people who have found deeper meaning and

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personal connection to their work life.
It's beyond nine to five. It's working

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on purpose. Now Here is your
host, Elise Cortez. I'm your host,

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Elise Cortez. Journey from Dallas,
Texas, which is home base for

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me. This program is all about
helping people more meaningfully and productively connect with

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their work and equipping organizations to do
the same for their employees. So I

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bring on guests from a particular perspective
or an experience that I think expands the

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conversation. I often draw my own
meaning work research I've been doing over the

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last fifteen years, and also the
consulting that I've been doing in speaking and

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developing leaders across the globe. Last
week, if you missed the show live,

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can always catch it via recorded podcast. We were on the air with

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Mike Raschell, who is the founder
and chief executive officer at Microschell and Associates,

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which is a management and leadership development
consultancy. We talked about digital transformation

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and his view that companies need to
prioritize people over a technology and process.

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Great and productive conversation with us this
week is Sherry Elliott Jury, who is

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known as a generational Guru. She
is a generational keynote speaker, coach,

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and author. Haven't been born in
nineteen sixty eight. Sherry's DNA as a

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gen X, but her generational personality
as a baby Booner. She is the

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author of several books. One is
Ties to Tattoos, turning generational differences into

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competitive advantage. The second book is
you Can Have It All, just not

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all at once. And now she
is soon releasing a book series called Crack

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the Millennial Code, where where one
is about marketing, two is managing,

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three is motivating the Millennials, which
is all the topics of our conversation today.

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Sherry joins it today from Plano,
Texas. Sherry, welcome back to

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Working on Purpose. Thank you.
It's my honor to be back on the

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show. Thanks for having me.
Always wonderful. So I want to start

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up. Obviously, you've spent a
lot of time in this generational space and

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for our listeners who haven't, amazingly
somehow found you yet help us understand where

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your fashionation fascination with the generations actually
came from. Why work on generations?

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Yeah? It was really interesting.
Probably about two thousand and five to two

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thousand and seven. I kept hearing
from my HR clients, why do those

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kids have baggy pants? And what's
that shiny thing in their nose? And

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why are they late? And why
did they ask why? Why? Why?

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And I've really started researching it,
and I thought it was more of

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a people from an perspective issue and
how could we change from a leadership And

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the more I delved into it,
there really wasn't anything in the marketplace that

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helped me understand, and so I
decided I would write a book on it

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myself. As an HR professional,
I thought, well, who better to

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write this and share the information than
me? What we get curious about throw

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ourself into. So right, okay, so next, And this is interesting

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for me, Sterry, because as
long as I've known new, which we

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know is well over ten years.
When we first began talking about this,

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there were four generations in the workplace, and now there are five. So

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for our listeners who maybe don't have
a strong access to generations. Can you

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give us a kind of a broad
sketch. What are those five generations?

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Yeah, and so what you said
in the workplace, And what's interesting about

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that is is obviously we have them
in the marketplace and our families, and

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that's really what you know. It
drives us to look at it from a

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whole bunch of perspectives. But we
have traditionalists who are on average seventy four

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to ninety six years of age,
Baby Boomers, they're on average fifty four

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to seventy three years of age.
Generation X thirty eight years of age to

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fifty three. Millennials are known as
jen Y. They are twenty one to

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thirty seven, and then our latest
generation Gen Z are twenty and under.

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Okay, that was crisp, great
for our listeners across the globe to understand

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just what it is we're talking about. So we're going to focus this conversation,

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most of this conversation anyway, on
the millennials. And I've heard you,

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see you and other people say that
millennials are the largest generation in the

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workplace, and I'll focus on that
to start, just because that's the world

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that I dwell in for this particular
program. And so if you could say

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a little bit about who are the
millennials and why are they so important to

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understand? So what makes them?
You know them, a few of their

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characteristics if you would to start with
that, and then why are they so

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important to understand? Yeah, the
reason that millennials are so important to me

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anyway enough to want to write a
three book series on millennials is because I

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really think they get a bad rap. And it was funny. I met

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with the millennial a couple of millennials
yesterday and he goes, oh, you

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write books, way cool? Yeah, like cool, okay, So I

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just hate to be right right right, And he's like, I didn't know

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that. So he says, oh, I'd like to get one. So

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I text him when he's finished,
and I said, oh, send me

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your address so I can send you
a copy of my book. Next sentence

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back is his email address, And
if you're gonna say that, And so

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I texted him and I said,
no, I mean like snail mail.

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And you know, it's just so
funny on how we view things in that

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scenario. I could have looked at
that and went Okay, stupid, didn't

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you know what I meant, I'm
going to send you my book, But

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that's not it. Just because that's
how I expected that conversation to go doesn't

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mean a millennial understands it the same
way. And so that's why it's so

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important is we embrace them and the
differences and help them understand where we're coming

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from as much as we want to
understand them to know where we're coming from

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a different generation. And I just
want to put a little caveat to that.

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I did share the overview of the
five generations, but I do believe

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we have our generational DNA, which
is our year of birth, but we

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also have our generational personality, and
that is formed based on life events.

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The culture where we're raised could be
your the oldest child or the youngest child

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in the family could be you were
raised by very responsible, regimented parents.

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So not all millennials are equal,
and it's really unfair when I hear one

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stereotype. Overall, I have two
of my stepdaughters are the most responsible young

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ladies I have ever met, and
so they are and it was because of

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how they're raised. They actually balance
a checking account. I'm like Woo,

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who knew that should be going on. So it happens. And they're very,

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very smart. They embrace technology,
they learn at warp speed, and

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so that's why we need to work
with them, mentor them, train them,

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attract them. We want them because
there are our next generation of leaders.

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Okay, well, I'm convinced now
another thing that I want to kind

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of pivot to now that we've situated
them in the workplace. You're writing a

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whole book dedicated to marketing to them. So you've written and accepting some of

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your work leading up to your book
that millennials are influencers. How so,

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Yeah, they are influencers in how
marketers are creating their ads, their campaign.

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They're also influencers in how the organizations
are asking them for feedback and companies

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on what should their brand be,
what should the message be. So instead

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of brands saying this is what we
want, they're actually reaching out to them

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and asking for their feedback. But
they're going one step further. The smart

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ones are going another step. They're
saying, Okay, we're going to take

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people who are really good at blogging
and who have a great online presence,

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and you know what, We're going
to do. We're going to work with

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them, and they're going to help
convert our message to something where millennials can

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actually see it, feel it,
connect with it. And that's how they're

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making the biggest difference is they're reaching
out to the people who have the strongest

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platform. That makes great sense to
me, and certainly knowing that they use

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platforms in a different way. In
fact, I'll just say quickly, last

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week, when I was on an
airplane going to New York City for consulting

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work, I met on the plane
next to me a thirty year old woman

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who is an actress and a movie
producer, and she's going to be on

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my show next week, by the
way. And you know, it was

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so great because she goes, Hey, this is so exciting. I'm so

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glad to be on your show.
Do you mind if I create something for

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us on Instagram to share that I'm
going to be on your show? And

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I'm like, absolutely, do you
know that? With in like a half

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an hour, she responded back with
that, and I thought it was just

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gorgeous. Warp speed, I'm warp
speed. It's just they have access to

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technology and they know how to use
it, and obviously that's the major differences

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things that we may have to go
search for. They know how to find

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it, create it like I have
had. And I'm okay to admit this.

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I have had my Microsoft Surface for
almost a year now and I still

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have not gone to a class to
learn all the best features of it.

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And the other day my husband said, hey, are you using your pen

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that you can use it as a
tablet? And I'm like, are you

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kidding? I don't know half the
features yet, but it's on my calendar

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to learn and by then there'll be
a new addition out and I'll be like,

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Okay, you need to try this
all over again. You know,

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I appreciate what you're saying so much, Sherry, because on my show last

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week with Microchelle, we were talking
about how artificial intelligence and robotics and just

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the sheer pain. So the world
we work in today is going to require

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all of us to constantly learn,
just like we're just like what you're saying,

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right, And of course that can
be both exhilarating and also very tiring.

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Right, We're constantly in a place
of learning something. I know.

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I resist that myself. I'm like, but I know how to do it.

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This way and it works. Yeah, it's kind of like the mentality

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of it's not broken, why do
we need to change it? So let's

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just keep going. And that's really
honestly, and I have the same mentality.

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If I wasn't the generational guru,
I would really totally embrace that.

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But I'm like, Okay, change
is inevitable. And I still have this

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sign I used to have in my
office that said change is hard, you

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go first, love. I know
I need to dig it out again because

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before somebody would walk into my office
and have an issue. From an HR

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perspective, I'm like, did you
read the sign at the door? Because

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if it's about change, then we
need to have conversation, because you're right,

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it's not easy. But millennials embrace
it because they have seen nothing but

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changed since they've been born. And
you know, we were talking a little

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bit about that, and that's why
that young lady you're sitting with, she

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could create that so quickly. She
knows how to do it on her phone,

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she can do it on her iPad, she can do it on you

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know, any device and have it
up and running it out there before you

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even get off the plane. And
by the way. Her name is Ashley

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Kate Jones. We'll talk about her
Ashley Kate Jones. She'll be on the

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air with us next week. Well, speaking a little, another thing about

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millennials that really intrigued me that you've
you've you've written about is you've talked about

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their frugality in your book. What
do you mean by that? How are

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they frugal? Okay, So a
lot of millennials belong or were born to

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baby boomer parents, and what they
saw with their parents is they were overspending

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and the amount of debt their parents
are in and so one of the things

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that they they're making choices to hold
back and not spend money on material things.

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They don't need to have a bunch
of stuff for them to know that

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their life is happy. They want
experiences. So where they will be frugal

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in areas that maybe we wouldn't be, they will be more about the experience

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and they're willing to do that.
So from a frugal perspective, that's really

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what I'm saying is they're a lot
more discerning about where they'll spend their money

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and with whom they want to feel
connected to the seller, to the product

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and they're willing to spend it,
but it has to be something that they

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want. For instance, I just
did heard this on the other day on

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the radio and shared it out on
social media. But it is true.

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A new research study has come up
over a third of millennials have been holding

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off buying a home. But if
they choose to go out into the marketplace

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and purchase a home, over a
third of the reason is Number one because

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of their pets. They need a
backyard or a bigger place for their animal.

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Isn't that amazing? Okay, if
I was looking for a house before,

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I would have done it because I
would have had a child and she

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needed a playground, you know.
But number one is because of their pet,

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not because they're married, but their
pet. Number two is it's an

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investment. Number three is for space
for family. So pet's actually, in

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a millennial's mind win out over everything
else when it comes to home buying.

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Wow, that is blow your mind. Yeah, it does, it really

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does. And back to the whole
notion of them being frugal. And I've

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got it. This is just a
microcosm obviously what we're talking about. But

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you know that I teach it.
Southern Methodist university and I one of the

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things that I teach is internships and
careers and how to get and keep your

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first job. In part what we
do in that is teach them how to

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do a budget so they know what
they can live on when they when they

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get out there. And what I
find Sherry, to your point, is

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that they're very very aware and concerned
about, you know, making their way

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in the world and having you making
enough money to live on. And they're

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they're careful, they're very thoughtful about
this whole exercise and the approach and recognize

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that they're going out, they're into
the world on their own. And so

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I don't know if that's part of
what informs them being frugal, is that

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there's a feeling that, you know, I got to go make this on

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my own and I don't have a
safety net, and maybe the market isn't

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as strong as it was earlier.
I don't know how much that factors in.

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Do you have any intelligent Okay,
well, it's it's all of that,

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But they also are looking at it
and going, Okay, I want

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to see value. If I'm going
to spend my money, I want to

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make sure it's in the right place, and for people who know me or

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read any of my stuff online,
I'm a shoe aholic, self professed,

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as you know, Elise, and
you know I don't need to have just

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one or two pairs of shoes,
need like a hundred or two hundred.

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And you know a millennial would be
like, okay, I need three pairs

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of running shoes, maybe two pairs
of this, one pair of that.

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They don't see the need for the
excess, and that's one of the biggest

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reasons. And where do we put
our excess all of our things, Well,

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we need bigger homes, we need
storage units, we need we need,

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we need, So it goes to
being massive consumers of stuff, and

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that's totally the opposite of what they
want. I bought a pair recently,

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and quite honestly, I didn't buy
the ones that are really popular because they

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weren't very fashionable to me. I
bought another kind they offer, but they

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donate a pair of shoes for every
shoe that is sold, and so it

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is a lot of the reasons why
millennials are buying Tom's shoes because of how

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they give back and how they share
that with their buyers. That's such a

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great sentiment I want to say,
where about them? Let's take a quick

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break. I'm your host, Alice
Cortez. We don't air with Sherry Elliott

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Urie, who is an author,
speaker, coach, and trainer in the

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area between the resources and talent management. She's the author of Tais to Tattoos,

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turney generational differences into competitive advantage,
and she's also soon releasing a book

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series called Cracked Millennial Code or Book
One is Marketing, two is Managing,

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and three is Motivating. The millennials
will be right back stay with us.

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Elise Cortez is a speaker and engagement
and development catalyst. She designs and delivers

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professional development, leadership and engagement workshops
and can bring her expertise to your organization.

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00:16:30.960 --> 00:16:37.000
She will help ignite meaningful development within
your workforce that will increase employee engagement,

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performance and retention. To learn more
or to invite a lease to speak

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00:16:41.000 --> 00:16:45.240
to your organization, please visit her
at www dot Elise Cortez dot com.

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She would welcome the opportunity to help
get your employees working on purpose. This

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is working on purpose with a lease
quartet. To reach our program today,

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send an email to Elise Ali se
at Elise Cortez dot com. Now back

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00:17:08.200 --> 00:17:12.720
to working on purpose if you're just
joining us. My guest is Sherry elliott

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Ary. She is a generational guru. She is a generational keynote speaker,

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coach, and author. She was
born in nineteen sixty eight, so her

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DNA is gen X, but her
generational personality is a baby boomer. We've

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been talking a bit about her perspective
on and what she's learned in her research

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in marketing to millennials. We're gonna
talk next a little bit about managing millennials,

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but first let's go back to what
we were saying just before the break

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around Tom. Millennials who will actually
choose their purchases or choose how to purchase,

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base on their connection to their seller, and you mentioned Tom's shoes.

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I find it really beautiful that they
are as interested as they are in knowing

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who they're doing business with and being
connected to them. And maybe it isn't

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just about getting the best deal,
but about what's behind that deal. Yes,

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it's not just that they're frugal and
they want to get a good deal.

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Believe it or not, Millennials actually
get coupons and they like that they

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want to save money, so that's
one way of being frugal. But the

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other part is they want to know
if they're going to spend their money that

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there's something behind it that they give
back to charity, that you know,

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there's something substantial about the organization on
the why. And if a marketer and

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an organization can answer the why before
the millennial asked the question to themselves,

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then they're the ones who are going
to get the purchase and the buy.

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I think that's fascinating and lovely.
Okay, well, let's go on next

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to managing millennials, and before we
do that, charity, I think it

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would be helpful if if we could
talk a little bit about the percentage of

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the percentage breakdown of the various generations
in the workplace. Can you do that

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for us next? Yeah? Absolutely
well. Between now and up to twenty

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twenty, traditionalists will make up less
than one percent of the workforce, Baby

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Boomers will make up twenty two percent
of the workforce. Gen xers will make

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up approximately twenty percent of the workforce, Millennials will make up fifty percent of

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the workforce, and Gen Z by
twenty twenty will make up seven percent of

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the workforce. The reason I think
this is so important is within a couple

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of years, baby boomers that make
up twenty two percent of the workforce.

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Our knowledge is with them, our
industry knowledge, our company knowledge, everything.

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And so there's fifty percent of millennials
coming in, but only twenty two

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percent of baby boomers as they get
ready to leave. Who's going to train

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fifty percent of the workforce that are
millennials? What is the organization got planned

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and emotion to start that collaborative learning
and that type of process from knowledge sharing

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from one generation to another. And
then we have Gen X it is just

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stuck right there in the middle,
and you know they're going, Okay,

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well, I kind of understand the
reason why we do the things that we

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do, and I understand why millennials
behave the way they do. And so

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it's not enough. And that's where
organizations they really need to tap into their

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baby boomers before they retire, so
that they can start transferring that critical knowledge

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that those people are going to take
with them. And not only do they

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take it with them, at least
they become consultants and then they sell it

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back right right right, and we
charge more once we're a consultant. Yes

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we do. Yes, Okay,
Well that was a great way to set

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up an understand just why you're focused
again on the millennials. And I have

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certainly heard some of those figures before
myself. I want to talk now about

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that, you know, managing millennials. The millennials, So first, in

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order to manage them, you've got
to be able to get them in a

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new organization. So and I started
my human capital care twenty some years ago

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in recruiting. So I'm interested to
know what have you found or what have

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your research that millennials are attracted to
in a company. Why might they say

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yes, I want to come to
work for you. Well, any way

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that they can research an organization before
they even look to hit the apply now

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button, they're going to be researching. They're going to be out on jobvent

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dot com seeing if anybody else has
had any issues or what people are saying

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about this organization. They're going to
look at on their Facebook profile, etc.

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Of course a Google search, So
anything about the organization that they can

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find on social media, and I'm
going to put another asterisk there again,

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they find it on social media,
and just because it's online or it's on

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Google does not mean it's true and
accurate, but that's the tool they use,

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and so they're getting their information from
there before they even choose to apply.

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So it's really critical for organizations to
make sure that their company has a

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website that is inviting. It's almost
like, and I heard a speaker last

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weekend. He kind of like leaned
in towards the audience, and it's almost

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like he was going to tell us
a secret, and I found myself like

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leaning in, wanting to like hear
his secret. And it's kind of like

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that. The company needs to kind
of like go, hey, hey,

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look what we do. This is
what we do, this is why we're

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kind of fun to work for,
instead of going, hey, you know

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what, we're going to pay you
more than minimum wage and you know you

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should be just happy you have a
job and you know what you might get

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benefits after ninety days. You need
to answer the why in a way that

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they can connect to, not because
you're forcing it to them, because there's

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enough jobs out there that does not
interest them. Think about the soft cell.

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Do you give back to different charities? Have that on your website?

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Who is your senior leadership team?
Photos? Of them by ographies something that

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they can connect to, because if
someone went to a school and as a

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Canadian, we do not have the
same kind of alumni experience as the US.

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But if you went to a university
and you were at A and M

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or at Oklahoma, and they go, oh wow, the person I'm interviewing

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with went to Oklahoma, Okay,
so I can connect with them on that.

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But if that was not on the
organization website, it would be very

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difficult for them to find a way
to go, hey, I want to

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do that. I can try to
find a way to connect with that person.

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Now, what about the actual work? So the organization makes sense to

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me, I completely understand the whole
ypiece. What about the actual work.

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Is there something about the work itself
that they're looking for? Well, first

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of all, on day one,
if they walk in and they don't have

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balloons tied to their chair, no, I'm just kidding. Welcome, welcome,

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and you know, if really employers
need to celebrate their hires. But

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what they're looking for is they don't
want to wait five days and see twenty

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layers of bureaucracy before they can get
someone to sign off on a phone and

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a computer they want to get to
work. So within the first day,

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a lot of millennials are making their
decisions should I stay or should I go?

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Just based on that their very first
day. And what they're looking for

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is they want to grow and develop. And I share this with my clients

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as baby boomers. We have a
career ladder and we're climbing that ladder and

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we keep going and keep going,
and we get to a different position,

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h better title on our business cards, you know, bigger office, etc.

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That's what we do. Millennials create
a lattice framework where they weave in

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their experience. It's not up and
down. You know. They may want

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to learn something in marketing, Well
they've conquered that within eight months, Well

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then what else can we help them
do? But the magic question really is

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how are you supposed to do that
if you don't have the answers? So

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you have to ask them what is
it they're looking for? What is it

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that lights them up, that gives
them a reason for staying and working for

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you? And that's the way you
ask that question. You don't say where

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do you see yourself in five years? They're like dude again, thinking,

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dude, you know I'm not going
to be here in five years. They're

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thinking five years is a really long
time. They're looking for sound bites.

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So asking them what motivates them and
what else they want to do and learn

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is then they know you're connected to
them and you're actually listening and you care.

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You know, as you talk about
the Sherry, I'm thinking so vividly

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about a young twenty eight year old
woman that I'm coaching right now. She's

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a rock star. She's wicked smart, she can spend a number of plates

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in her head at any one time. She's great at creating a vision for

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people so they can see where they're
going. She's just awesome. And she's

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with an organization right now and that
values her as well. However, you

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know, like many organizations that have
been around for a while and have been

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successful, they've got an hr set
of processes in place that says you have

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to be in your position for X
number of months or years before you can

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be promoted into the next level or
whatever. And she's looking at that go

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and you've got to be kidding me. I am running circles around my peers,

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and you want me to wait in
my role for the next six months?

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And be patient while you figure out, you know, when it when

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it's okay for me to go into
next my next role. And I'm I'm

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I'm counseling her to push back on
the conversation and ask them to explain,

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you know, what's so behind that. I'm thinking that there's a lot of

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organizations out there that have got antiquated
processes in place that will actually prevent millennials

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from contributing their best in from progressing
in their careers because of those constraints.

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Thoughts absolutely correct, And if millennials
are not satisfied in their job, at

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least forty three to sixty five,
sixty six percent of them are actively searching

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for a new job. So if
they feel like they've hit the ceiling,

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and then again their ceiling isn't straight
up and down, they're already looking for

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something else and they're getting ready to
leave. And the sheer cost of recruiting

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anybody, especially a millennial, and
then getting them on board, it is

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so expensive. The average turn the
cost to turnover is thirty percent of someone's

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annual salary. That's if you don't
use a recruiter. Recruiters are typically another

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twenty five to thirty five percent.
So there's your ROI right there. If

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employers are going, well, you
know it sounds good, but we don't

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have the ability, We don't have
the money to put this program in place.

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Yes you do. If you take
it from this place, you can

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put it in a more positive,
proactive space, and you can reduce turnover.

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And it's that exact reason. They
may have old policies that worked for

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the other generations, but it doesn't
work for millennials. And it's not like

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we're saying, well, we have
to throw everything out and start again.

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But you know what about asking millennials
putting together a task force and asking them,

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hey, why do you work here? What motivates you, what keeps

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00:28:15.640 --> 00:28:19.480
you here? What would you like
to see differently? Perfect way? And

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of course you can say to them, even though you're sharing this with this

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doesn't mean we can do all these
things. But your voice and your opinion

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matters enough to us that we want
to spend the time asking you. Well,

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speaking of that turning a little bit
here, I want to get your

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perspective on how do you recommend or
how does your research recommend that managers and

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leaders working millennials adapt their management style. To best engage millennials, what do

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they need to do differently or maybe
improve on? Yes, yes, I

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love the idea of different because you
know, it's I just did a speech

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for an organization. I said,
it's not good, it's not We're just

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different. And it's really that is
so so true because we all have different

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00:29:06.599 --> 00:29:11.000
strengths and you and I know about
strengths finder You obviously are a professional in

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00:29:11.079 --> 00:29:15.839
it. But they need to get
out from behind the desk. That's step

399
00:29:15.880 --> 00:29:19.559
one. Millennials don't believe in the
corporate ladder, as I mentioned, so

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you as the boss, just because
you have the title doesn't mean that that

401
00:29:25.279 --> 00:29:30.359
automatically gets you their respect. So
get out from behind the desk, get

402
00:29:30.440 --> 00:29:34.799
with them one on one, have
informal meetings with them, understand how they

403
00:29:34.799 --> 00:29:40.519
want to be communicated with just by
asking them that, hey, how how

404
00:29:40.599 --> 00:29:44.920
do you want to be communicated?
What are your interests? Those are big

405
00:29:45.000 --> 00:29:48.920
questions for them, and that's the
difference. I can't tell you I've had

406
00:29:48.039 --> 00:29:55.359
any supervisor ever sit down and ask
me, would you like to do if

407
00:29:55.400 --> 00:29:57.519
you did a great job, how
would you want to be rewarded? You

408
00:29:57.559 --> 00:30:02.519
know, our reward quite Frank,
it was our paycheck, and that's not

409
00:30:02.559 --> 00:30:07.680
the same for millennials. They want
to feel valued. So it's like a

410
00:30:07.720 --> 00:30:11.200
bank account. You have to put
eight strokes are positive in the bank account

411
00:30:11.240 --> 00:30:15.119
every day, and then you earn
a little interest and then it grows.

412
00:30:15.799 --> 00:30:22.599
And for every eight strokes are positive, you can give them one constructive feedback,

413
00:30:23.559 --> 00:30:27.039
but you can't go ahead and talk
to them in a way that is

414
00:30:27.559 --> 00:30:32.000
talking down to them. It needs
to be motivating. It needs to be

415
00:30:32.240 --> 00:30:36.920
uplifting and sharing with them what they
could do differently, not what they did

416
00:30:37.279 --> 00:30:45.319
wrong. That's forcing versus coaching,
and millennials need coaching. And I think

417
00:30:45.359 --> 00:30:48.759
even just sprinkling that into the way
we talk. You know, we're not

418
00:30:48.880 --> 00:30:52.359
here to correct any anything that might
have been perceived as a mistake. We're

419
00:30:52.359 --> 00:30:57.160
here to coach and develop you.
And I think that there's so much in

420
00:30:57.160 --> 00:31:02.440
the way that we even set the
context for a conversation like that. Yes,

421
00:31:02.559 --> 00:31:07.200
absolutely, and it is just changing
our verbage just a little bit to

422
00:31:07.839 --> 00:31:12.359
have it from a place of you're
not wrong, let me show you a

423
00:31:12.400 --> 00:31:17.759
different way, because they're tired of
hearing well, you have to earn a

424
00:31:17.799 --> 00:31:22.079
promotion, or you have to earn
this job. That's not true. They

425
00:31:22.160 --> 00:31:26.319
worked hard, they got the job, they obviously have the skills and abilities

426
00:31:26.359 --> 00:31:30.559
to do it, and they're interested
in doing more. So why don't you

427
00:31:30.079 --> 00:31:34.359
set up a path for them to
be able to make that valuable contribution?

428
00:31:36.000 --> 00:31:37.960
You know. One of the other
suggestions is even give them a project.

429
00:31:38.039 --> 00:31:42.720
Let them sit on a project team
and just watch and listen. They're going

430
00:31:42.759 --> 00:31:51.359
to learn so much and that does
not cost an organization assent. Well,

431
00:31:51.400 --> 00:31:53.920
one of the things that I'm very
interested into because in the work that I

432
00:31:55.000 --> 00:32:00.599
do, it's an awful lot about
accountability, responsibility, etc. So once

433
00:32:00.599 --> 00:32:04.279
they're actually on a project, they're
actually in their space. How do you

434
00:32:04.359 --> 00:32:08.079
hold millennials accountable for their work?
What's effective in that role? Well,

435
00:32:08.079 --> 00:32:13.960
first you have to explain to them
what is required from them. And job

436
00:32:14.000 --> 00:32:17.400
descriptions are kind of a thing of
the past and they are very required to

437
00:32:17.400 --> 00:32:22.640
be legal, and you're supposed to
have employees sign off on them. Millennials

438
00:32:22.680 --> 00:32:27.799
don't want a job description. They
want to know what their role is in

439
00:32:27.839 --> 00:32:32.240
the organization, and if you explain
it to them, like your job is

440
00:32:32.279 --> 00:32:37.000
to make sure the widget gets into
the car, as it's going down the

441
00:32:37.039 --> 00:32:42.759
assembly line so that Johnny can put
his next widget in. And if you

442
00:32:42.839 --> 00:32:47.079
don't show up at eight o'clock and
you're online at eight o five, your

443
00:32:47.200 --> 00:32:52.079
widgets are not getting put in those
cars, and it could cost people their

444
00:32:52.119 --> 00:32:57.359
lives and we have to shut down
the assembly line. That's what they need

445
00:32:57.400 --> 00:33:01.839
to understand, not because I say
so or you've been told. You need

446
00:33:01.839 --> 00:33:07.759
to make it clear to them how
their contribution fits in in the overall team

447
00:33:07.799 --> 00:33:13.440
and the impact on the organization.
You know, when I contrast that,

448
00:33:13.480 --> 00:33:16.319
again, this is just my experience
and my own small realm of life,

449
00:33:16.359 --> 00:33:22.720
but I just what I hear is
how we need to be such better communicators

450
00:33:22.720 --> 00:33:25.200
overall, and it takes something to
be a really good communicator to bring something

451
00:33:25.240 --> 00:33:29.599
to life in a way that's very
accessible. And even when I teach share

452
00:33:30.400 --> 00:33:32.599
my studials who say I need more
clarity on that, that just isn't clear

453
00:33:32.640 --> 00:33:36.480
for me. And I recognize that
I've just kind of thrown something out there

454
00:33:36.559 --> 00:33:38.319
and thought they would catch it,
and I didn't make the effort enough for

455
00:33:38.359 --> 00:33:42.960
them to be able to really get
present to it. And I contrast that

456
00:33:43.039 --> 00:33:49.720
with years ago working for what would
have been probably I guess it would have

457
00:33:49.720 --> 00:33:52.160
been a baby boomer, and his
whole perspective was not to create a job

458
00:33:52.200 --> 00:33:55.319
description because that would be limiting to
people, but rather let them create their

459
00:33:55.319 --> 00:33:58.519
own. And that's kind of what
I grew up with, that sort of

460
00:33:58.559 --> 00:34:02.119
mentality as a gen X. Yes, absolutely, and it is great that

461
00:34:02.160 --> 00:34:08.280
they can create their own. Unfortunately, with millennials, they are coming from

462
00:34:08.280 --> 00:34:15.559
home and college and they don't have
that understanding, and so they need kind

463
00:34:15.559 --> 00:34:17.480
of like when you first learn to
bowl, they have those bumper pads.

464
00:34:17.519 --> 00:34:22.760
They need some bumper pads, and
it's our job to help coach them and

465
00:34:22.880 --> 00:34:27.679
lead them so that they don't go
outside those bumper pads for a while,

466
00:34:27.800 --> 00:34:30.360
so that they can get their feet
on the ground and they can learn some

467
00:34:30.480 --> 00:34:36.119
things and they can start moving forward
in their role. They need that.

468
00:34:36.320 --> 00:34:38.760
They can't just get out there.
Their parents have done a lot for them,

469
00:34:38.880 --> 00:34:44.199
They've had a lot going on,
and they haven't really had that opportunity

470
00:34:44.280 --> 00:34:46.079
to fall down, skin their knee
and get back up again and go,

471
00:34:46.119 --> 00:34:50.800
oh yeah, that's how that worked. So I think we do a disservice

472
00:34:50.960 --> 00:34:55.239
if we don't give them enough structure. But on the other hand. We

473
00:34:55.320 --> 00:35:00.360
can't give them too much structure.
And so that is the allokate balancing act

474
00:35:00.800 --> 00:35:07.400
that employers and leaders are trying to
desperately find if they're going to not only

475
00:35:07.440 --> 00:35:14.679
attract, but be able to manage
millennials. Beautiful, Sherry, Beautiful,

476
00:35:15.000 --> 00:35:16.679
Let's take a quick break here.
I'm your host, Alice Cortez. We're

477
00:35:16.679 --> 00:35:20.400
in the air with Sherry Elliott Jury, who is an author, speaker,

478
00:35:20.440 --> 00:35:22.760
coach, and trainer in the area
of human resources and talent management. She

479
00:35:22.920 --> 00:35:28.480
is the author of Ties to Tattoos, Attorney Generational Differences into Competitive Advantage,

480
00:35:28.800 --> 00:35:31.599
and she's now soon releasing a book
series called Crack the Millennial Code, where

481
00:35:31.599 --> 00:35:36.159
book one is marketing, two is
managing, and three is motivating the Millennials.

482
00:35:36.639 --> 00:35:38.920
We've been talking about how to manage
millennials. After this last break,

483
00:35:38.960 --> 00:35:42.599
we're gonna talk about how to motivate
them. Stay with us, We'll be

484
00:35:42.679 --> 00:35:46.360
right back. Alice Cortez as a
speaker and engagement and development catalyst. She

485
00:35:46.480 --> 00:35:52.320
designs and delivers professional development, leadership
and engagement workshops and can bring her expertise

486
00:35:52.360 --> 00:35:58.079
to your organization. She will help
ignite meaningful development within your workforce that will

487
00:35:58.159 --> 00:36:02.320
increase employee engagements and retention. To
learn more or to invite a lease to

488
00:36:02.360 --> 00:36:07.920
speak to your organization, please visit
her at www dot Elise Cortez dot com.

489
00:36:08.119 --> 00:36:13.559
She would welcome the opportunity to help
get your employees working on purpose.

490
00:36:19.719 --> 00:36:23.719
This is working on Purpose with Elise
Cortez. To reach our program today,

491
00:36:23.960 --> 00:36:30.800
send an email to Elise ali Se
at Elise Cortez dot com. Now back

492
00:36:30.840 --> 00:36:36.719
to working on Purpose. You're just
tuning in. Our guest is Sherry Elliott

493
00:36:36.800 --> 00:36:39.199
Jury, who is also known as
a generational Guru. She is a generational

494
00:36:39.280 --> 00:36:44.000
keynote speaker, coach, and author. She was born in nineteen sixty eight,

495
00:36:44.039 --> 00:36:46.599
so her dna is a gen xer, but her generational personality is a

496
00:36:46.599 --> 00:36:51.760
baby boomer. She is the author
of Ties a Tattoos, turning generational differences

497
00:36:51.800 --> 00:36:55.119
into competitive advantage, and is now
just releasing a book series called Cracking Malio

498
00:36:55.239 --> 00:36:59.239
Code, where book one is marketing, two is managing, and three is

499
00:36:59.280 --> 00:37:01.280
motivating the millions. For this last
segment, we're going to talk about the

500
00:37:01.320 --> 00:37:06.760
motivational piece here. So we've already
said a little bit about what Melina's want

501
00:37:06.800 --> 00:37:08.679
out of their work. So I
think We've covered most of that, but

502
00:37:08.800 --> 00:37:13.440
what is it that keeps them engaged? Why would they actually stay in an

503
00:37:13.480 --> 00:37:15.559
organization? Because the motivation, of
course, is about energy and connection.

504
00:37:16.000 --> 00:37:21.119
Yes, absolutely right, it is, and feeling like you're part of something

505
00:37:21.239 --> 00:37:23.559
larger. And I'm going to answer
that in a little more depth, but

506
00:37:23.599 --> 00:37:28.519
I just wanted to give you a
quick statistic. According to Forbes, ninety

507
00:37:28.559 --> 00:37:35.920
percent of employees say generational conflicts waste
their time and productivity. Can you imagine

508
00:37:36.039 --> 00:37:40.119
if we could reduce the generational conflicts
we have in the workplace, that would

509
00:37:40.159 --> 00:37:49.239
do for increasing return on investment,
bottom line productivity. It's amazing, and

510
00:37:49.719 --> 00:37:54.039
so to me, it's just astonishing. A lot of times this generational discord

511
00:37:54.599 --> 00:37:59.840
can really make a difference in the
day to day operations for a manager.

512
00:38:00.400 --> 00:38:02.440
So I just wanted to give you
that sidebar because it was really important to

513
00:38:02.480 --> 00:38:06.000
me. That's huge, It is
huge, and I just want to come

514
00:38:06.039 --> 00:38:07.719
out on the quickly. And you
and I both know because we talk about

515
00:38:07.719 --> 00:38:10.280
it all the time. But I'm
always amazed at the number of people who

516
00:38:10.400 --> 00:38:14.400
come in and then talk to me
about bot These millennials they don't want to

517
00:38:14.440 --> 00:38:16.599
work or they just don't get it, etc. Etc. And again it

518
00:38:16.639 --> 00:38:21.000
comes from that place of not understanding
who they're working with and what they want

519
00:38:21.280 --> 00:38:23.000
and how they can, as you
say, crack that code. And if

520
00:38:23.000 --> 00:38:28.440
they could get past those differences,
how much more productive the workplace could be.

521
00:38:28.519 --> 00:38:30.559
So absolutely with you on that,
and thank you for presencing that stat

522
00:38:30.599 --> 00:38:36.239
That's huge. So what keeps them
there and engaged? And I've heard you

523
00:38:36.280 --> 00:38:38.320
say this, and I quoted it
the other day and I say it often,

524
00:38:38.400 --> 00:38:43.599
but I quoted it to someone.
I said, you can't pay an

525
00:38:43.639 --> 00:38:47.920
employee to be engaged. You can
pay them to do their job or to

526
00:38:49.000 --> 00:38:53.559
do their duties, but to go
a step above and actually be engaged,

527
00:38:54.039 --> 00:38:59.960
there has to be something else.
There's another reason. And so for millennial

528
00:39:00.599 --> 00:39:05.840
if they can find a way to
connect with the organization, they thrive on

529
00:39:05.960 --> 00:39:12.519
collaboration. They desire that whole life
work balance and they can multitask better than

530
00:39:12.599 --> 00:39:15.679
any other generation. So if they
can see that, they have a future

531
00:39:16.159 --> 00:39:20.159
again not five to ten years out, but they can go, Wow,

532
00:39:20.360 --> 00:39:25.360
this looks interesting and I want to
stay here because this project is helping bring

533
00:39:25.559 --> 00:39:30.400
clean water to Puerto Rico to the
people in the mountains. Right now.

534
00:39:30.719 --> 00:39:32.559
Wow, our company is really doing
something cool, and I get to be

535
00:39:32.679 --> 00:39:38.360
part of that. And they also
want to be asked what is it that

536
00:39:38.400 --> 00:39:43.679
they want to be working on,
or to be asked for their opinion on

537
00:39:43.960 --> 00:39:47.880
certain projects or ideas. They want
to be in those rooms, not being

538
00:39:47.920 --> 00:39:52.559
told when someone walks out and goes, hey, we need this report by

539
00:39:52.719 --> 00:39:57.159
four fifty five, and they go, well, then that's just a job.

540
00:39:57.320 --> 00:40:00.039
They don't feel part of anything bigger
than just themselves. And one of

541
00:40:00.079 --> 00:40:05.760
the biggest parts to have somebody engaged, especially millennials, is if they have

542
00:40:05.960 --> 00:40:13.239
friends at work, because it's not
just work. They socialize. One of

543
00:40:13.280 --> 00:40:16.880
the companies I had the opportunity to
tour is cyrus One, and it's a

544
00:40:17.039 --> 00:40:23.519
data organization and data warehousing. And
before I even saw any of that here

545
00:40:23.519 --> 00:40:28.679
in Dallas, I got to see
their rock climbing wall and I was like

546
00:40:28.679 --> 00:40:32.239
whoo. And then my workers camp
brain kicked in. I'm like workplace injuries

547
00:40:32.320 --> 00:40:38.760
reddler red alert because I was there
from an HR generational perspective, so I'm

548
00:40:38.760 --> 00:40:43.119
like, okay, let me switch
that hat. And then they had like

549
00:40:43.199 --> 00:40:49.920
atari areas or a Nintendo and people
had big bean chairs and they were playing

550
00:40:49.960 --> 00:40:55.760
together. And then in other sections
they had meditation rooms and quiet spaces so

551
00:40:55.800 --> 00:41:00.679
people could go in and do whatever
they wanted to do. And so it

552
00:41:00.119 --> 00:41:07.079
brought the employees together in a way
that was very meaningful. It wasn't just

553
00:41:07.199 --> 00:41:09.599
hey, you get your one hour
break, here you go. No,

554
00:41:10.199 --> 00:41:15.039
they had ways for people to keep
their minds engaged at the same time of

555
00:41:15.360 --> 00:41:20.920
connecting with others. It's harder for
a millennial to make the choice to leave

556
00:41:20.960 --> 00:41:25.559
a job if they feel connected and
have friends at work than it is if

557
00:41:25.559 --> 00:41:30.199
they don't. Okay, so I
want to comment on something really quick here

558
00:41:30.239 --> 00:41:35.119
because it's just screaming at me as
you talk. One of the things that,

559
00:41:35.199 --> 00:41:37.599
of course I've learned in the consulting
work that I do is the importance

560
00:41:38.440 --> 00:41:44.000
of acknowledgement and acknowledging in a way
that really really lands for the person.

561
00:41:44.119 --> 00:41:46.000
And I mean this of course all
generations. But then I want to get

562
00:41:46.039 --> 00:41:50.960
specific to the millennials, and so
what I think is also important to say

563
00:41:51.000 --> 00:41:55.719
to our listeners is that the way
that we situate how these millennials are connected

564
00:41:55.760 --> 00:41:59.480
to a mission is really important,
Like for example, saying, wow,

565
00:41:59.559 --> 00:42:05.440
Sherry cannot tell you how much I
appreciate you staying and doing that that report

566
00:42:05.519 --> 00:42:07.800
for our client because it allows us
to be able to deliver on that project

567
00:42:07.800 --> 00:42:12.480
that they're counting on us for and
save a certain number of whatever it is

568
00:42:12.639 --> 00:42:15.000
there, or connect with a certain
number of our clients or their patients or

569
00:42:15.039 --> 00:42:22.079
whatever it is. So positioning their
contribution to something bigger is I know generically

570
00:42:22.079 --> 00:42:27.960
speaking is very effective for employees.
But for millennials, how do they want

571
00:42:28.000 --> 00:42:32.079
to be recognized or acknowledged? Yeah, that's really interesting you asked that question,

572
00:42:32.880 --> 00:42:38.880
because everybody wants to be rewarded and
recognized differently, especially across the generations,

573
00:42:38.920 --> 00:42:45.639
But millennials they don't have the same
interest in getting awards and trophies,

574
00:42:45.679 --> 00:42:51.880
etc. It's quite the opposite.
I recently was at an organization where the

575
00:42:51.960 --> 00:42:54.599
new higher employees, they did a
little video of them, and the person

576
00:42:54.679 --> 00:42:59.719
came up and was welcomed by the
school president. And when I got to

577
00:42:59.760 --> 00:43:04.599
talk to the millennials the next day
and interview them, most of them had

578
00:43:04.639 --> 00:43:09.440
been sick to their stomach two to
three days in advance because they are so

579
00:43:09.519 --> 00:43:15.800
afraid and they were so afraid to
get up on stage that it terrified them.

580
00:43:15.159 --> 00:43:19.880
They didn't have to say anything,
but they were so horrified. So

581
00:43:19.960 --> 00:43:22.840
what we might consider is, whoo, who we get to get up there

582
00:43:22.840 --> 00:43:27.199
and hobnob with the president. They
are sick to their stomach three days in

583
00:43:27.239 --> 00:43:30.039
advance, and it feels like a
punishment to them, not a reward.

584
00:43:31.199 --> 00:43:35.880
So what they're looking for is ways
to give back to the community. Can

585
00:43:35.920 --> 00:43:38.840
they go spend a day with Habitat
for Humanity. Can they work with a

586
00:43:38.920 --> 00:43:44.679
local shelter. Can they go out
and clean up garbage? Can they do

587
00:43:44.800 --> 00:43:49.599
something with an organization that they feel
passionate about, go out and feed the

588
00:43:49.679 --> 00:43:54.480
homeless? And then it becomes an
organizational project, not just them. And

589
00:43:54.519 --> 00:44:00.239
that's you know, asking them,
how do you feel like we can reward

590
00:44:00.280 --> 00:44:02.440
you, and they're going to tell
you I'd like a day off, you

591
00:44:02.440 --> 00:44:06.760
know. If someone asked me,
and obviously everybody now knows my age because

592
00:44:06.800 --> 00:44:10.360
I've started publishing my year of birth, if someone asked me, how do

593
00:44:10.400 --> 00:44:13.880
you be rewarded, I'm like,
oh, a day at this spa would

594
00:44:13.920 --> 00:44:17.599
be fabulous, Thank you very much. I'll pat myself on the back and

595
00:44:17.639 --> 00:44:22.679
go Okay, Schera, you can
give yourself that gift, but it really

596
00:44:22.800 --> 00:44:25.719
is true. That's not going to
look the same way for them. We

597
00:44:25.800 --> 00:44:30.480
may look at it and go as
baby boomers gen xers, Hey, you

598
00:44:30.480 --> 00:44:31.880
know what, I really want to
go to this conference, and wouldn't it

599
00:44:31.880 --> 00:44:37.000
be cool if the company would let
me go and you know, would actually

600
00:44:37.039 --> 00:44:40.199
pay for me. Well, that's
not exactly the same thing that they're gonna

601
00:44:40.199 --> 00:44:43.679
want to do. They're not gonna
want to get up at six am and

602
00:44:44.239 --> 00:44:46.239
be there for the morning breakout.
They may want to show up for the

603
00:44:46.320 --> 00:44:50.960
keynote speaker, but they're not wanting
to be there at six am to network

604
00:44:51.079 --> 00:44:54.559
and stay till nine pm at night
and then network after hours, which at

605
00:44:54.639 --> 00:44:59.199
least you, as I've said,
or the master networker, that is not

606
00:44:59.239 --> 00:45:02.880
what millennials want to be doing.
They want to be having connection and just

607
00:45:02.920 --> 00:45:07.320
to hang on that really quick.
I got something. I was moderating a

608
00:45:07.360 --> 00:45:12.400
women's leadership panel for the CPHL conference
in Philadelphia a few weeks ago, and

609
00:45:12.400 --> 00:45:15.480
one of the panelists said something fascinating. You know how we used to use

610
00:45:15.519 --> 00:45:19.960
the phrase work life balance, while
nobody says that anymore because it's ridiculous.

611
00:45:20.280 --> 00:45:23.760
Then we went into work life integration
and what this panelist said, is the

612
00:45:23.800 --> 00:45:29.559
importance of having work life harmony.
Isn't that awesome? So what you're just

613
00:45:29.679 --> 00:45:32.360
getting out there with regarding you know, having some harmonious for what you do

614
00:45:32.440 --> 00:45:36.679
off hours and what you do for
direct work and the rest of your life,

615
00:45:36.719 --> 00:45:40.199
I think is really key to understand
for of course anyone in the workplace,

616
00:45:40.239 --> 00:45:45.360
but it's for me. For millennials, yes, and millennials, and

617
00:45:45.119 --> 00:45:50.920
you know, there's something about the
whole connection. They can leave work at

618
00:45:51.039 --> 00:45:54.280
five o'clock or three o'clock and they
can go and do us for it,

619
00:45:54.599 --> 00:45:59.079
or watch their sun play soccer,
etc. And then they're going to be

620
00:45:59.119 --> 00:46:02.679
able to jump on the computer at
home and they're more productive. They're going

621
00:46:02.719 --> 00:46:07.719
to get more done. That's because
they have access to technology, and so

622
00:46:07.960 --> 00:46:10.599
that's how they look at it and
go, you know what, if I

623
00:46:10.599 --> 00:46:14.519
can actually get home and take my
dog for a walk or go do a

624
00:46:14.559 --> 00:46:19.159
workout, I'm going to be more
likely to give back to you because you

625
00:46:19.239 --> 00:46:24.400
were flexible with me. And that's
the art of the engagement is finding out

626
00:46:24.480 --> 00:46:30.199
what really matters to them and then
working it so that it can be something

627
00:46:30.280 --> 00:46:35.599
cohesive and it works for the company
and the employee feels like they're being heard.

628
00:46:36.000 --> 00:46:37.119
Yeah, it goes back to that
harmon, and I think a lot

629
00:46:37.159 --> 00:46:40.920
of people are just really really hungry
for that to make everything work in life.

630
00:46:42.000 --> 00:46:45.239
They feel so overwhelmed, et cetera. So all right, So,

631
00:46:45.360 --> 00:46:47.920
Sherry, we're getting really close to
the end of the show already. It

632
00:46:47.960 --> 00:46:52.239
evaporates every time I talk with you. So I want you to be able

633
00:46:52.280 --> 00:46:55.320
to share with you any pearls of
wisdom that you have for our listeners.

634
00:46:55.360 --> 00:47:00.960
It's keeping my way of listeners across
the globe of all ages in about one

635
00:47:00.039 --> 00:47:04.400
minute. What would you like to
leave our listeners with? I want to

636
00:47:04.440 --> 00:47:07.599
just part with this is again.
It's not good, it's not bad.

637
00:47:07.840 --> 00:47:13.400
We are just different. I was
raised in Canada, so things were very

638
00:47:13.480 --> 00:47:17.039
different here in Texas when I moved
here, and it was a matter of

639
00:47:17.079 --> 00:47:22.519
me showing up and others showing up
and showing who we truly are in a

640
00:47:22.519 --> 00:47:28.519
way that's meaningful. And that doesn't
matter if it's millennials or any other generation.

641
00:47:28.960 --> 00:47:31.760
It's we all have strengths and we
all have areas of challenge. But

642
00:47:31.920 --> 00:47:39.280
how can we take our generational differences
and make them a collaborative experience, and

643
00:47:39.360 --> 00:47:45.840
first it's appreciating who the other person
is and being open to feedback and doing

644
00:47:45.880 --> 00:47:50.800
things a little bit different. And
it just means you've got to get uncomfortable

645
00:47:50.840 --> 00:47:53.159
a little bit and go back to
my sign. Change is hard, you

646
00:47:53.280 --> 00:47:58.320
go first, and if we can
all do that, it will make a

647
00:47:58.400 --> 00:48:02.000
huge difference in our world. We
will be a much more collaborative, beautiful

648
00:48:02.000 --> 00:48:05.760
way to finish. Sherry, thank
you again for joining me on the show.

649
00:48:05.800 --> 00:48:07.960
I always appreciate your heart, your
wisdom, your contribution, your thought

650
00:48:08.039 --> 00:48:12.159
leadership. Thank you, thank you
for having me. If you want to

651
00:48:12.199 --> 00:48:14.920
learn more about Sherry Elliott Jury and
the work she does, or any of

652
00:48:14.920 --> 00:48:19.400
her books that are consulting, go
to her website. It's generational guru dot

653
00:48:19.400 --> 00:48:22.159
com. Next week will be on
the air. As I mentioned with Ashley

654
00:48:22.239 --> 00:48:25.519
Kate Jones, she is a thirty
year old actress and producer and I'm having

655
00:48:25.519 --> 00:48:29.360
her on the show because I want
to tell her story about how she has

656
00:48:29.440 --> 00:48:32.199
stayed true to her passion, her
dream of being an actress and a producer

657
00:48:32.360 --> 00:48:36.159
and making a difference. Even though
it's been hard, it's been an amazing

658
00:48:36.199 --> 00:48:38.719
story for her and she's bumped her
her chin and her knees along the way

659
00:48:38.800 --> 00:48:43.599
several times. Great story. See
then and remember that work is at least

660
00:48:43.639 --> 00:48:50.000
one third of our life. So
let's work on purpose. We hope you've

661
00:48:50.079 --> 00:48:53.079
enjoyed this week's program. Be sure
to tune in to Working on Purpose,

662
00:48:53.440 --> 00:48:59.800
featuring your host, Alice Cortez,
each week on the Voice America Empowerment Channel.

663
00:49:00.320 --> 00:49:02.440
This week, find your life's purpose
at work.