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 Cortes. 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 Cortes. I'm your host,

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Elise Cortes, joining 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 drive my own
meeting, work research i've been doing over

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

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

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live, you can always catch it
if you recorded podcast. We were on

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the air with Mike Roschell, who
is the founder and chief executive officer at

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Mike Roschell and Associates, which is
a management and leadership development consultancy. We

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talked about digital transformation and his view
that companies need to prioritize people over technology

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and process. Great and productive conversation
with us this week is Sherry Elliott Yeri,

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

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coach, and author. Having been
born in nineteen sixty eight, Sherry's

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DNA is a gen X, but
her generational personality as a baby boomer.

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She is the author of several books. One is Ties to Tattoos, turning

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generational differences into competitive advantage. The
second book is you Can Have It All,

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just not all at once. And
now she is soon releasing a book

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series called Crack the Millennial Code where
she where wonders about marketing. Two is

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managing, Three is Motivating the Millennials. Which is all the topics of our

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conversation today. Sherry joones it today
from Plano, Texas. Sherry, welcome

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

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on the show. Thanks for having
me. Always wonderful. So I want

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to start up. Obviously, you've
spent a lot of time in this generational

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space, and for our listeners who
haven't, amazingly somehow found you yet help

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us understand where your fashion fascination with
the generations actually came from. Why work

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on generations? Yeah? It was
really interesting. Probably about two thousand and

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five to two thousand and seven.
I kept hearing from my HR clients,

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why do those kids have baggy pants? And what's that shiny thing in their

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nose? And why are they late? And why do they ask why?

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Why? Why? And I really
started researching it, and I thought it

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was more of a people from an
perspective issue and how could we change from

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a leadership And the more I delved
into it, there really wasn't anything in

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the marketplace that helped me understand,
and so I decided I would write a

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book on it myself. As an
HR professional, I thought, well,

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who better to write this and share
the information than me? What we get

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curious about throw herself into So right, okay, so next, And this

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is interesting for me, Stary,
because as long as I've known you,

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which we know as well over ten
years. When we first began talking about

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

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So for our listeners who maybe don't
have a strong access to generations, can

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you 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

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

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

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

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

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

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to 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 heard you

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and other people say that millennials are
the largest generation in the workplace, and

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

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in for this particular program. And
so if you could say a little bit

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about who are the millennials and why
are they so important to understand? So

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what makes them? You know them, a few of their characteristics if you

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had to start with that, and
then why are they so important to understand?

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Yeah? The reason that millennials are
so important is to me anyway enough

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to want to write a three book
series on millennials, is because I really

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think they get a bad wrap.
And it was funny. I met with

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a millennial couple of minute millennials yesterday
and he goes, oh, you write

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books. Way cool? Yeah,
like dude, okay, So that just

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

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that. So he says I'd like
to get one. So I text him

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when he's finished, and I said, oh, send me your address so

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I can send you a copy of
my book. Next sentence back is his

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email address? If you were going
to say that? And so I texted

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him and I said, no,
I mean like snail mail. And you

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know, it's just so funny on
how we view things in that scenario.

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I could have looked at that and
went Okay, stupid. Didn't you know

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what I meant, I'm going to
send you my book, But that's not

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

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millennial understands it the same way.
And so that's why it's so important is

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we embrace them and the differences and
help them understand where we're coming from as

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

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

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

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

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our generational personality, and that is
formed based on life events the culture where

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we're raised. Could be you're the
oldest child or the youngest child in the

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family. Could be you were raised
by very responsible, regimented parents. So

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not all millennials are equal, and
it's really unfair when I hear you know

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

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

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

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who knew that should be going on? So it happens, and they're

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

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

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

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

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

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a whole book dedicated to marketing to
them. So you've written and accepteing some

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of 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

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campaign 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 ones,

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or 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 gonna
do. We're going to work with them

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and they're going to help convert our
message to something where millennials can actually see

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it, feel it, connect with
it. And that's how they're making the

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

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That makes great sense to me,
and certainly knowing that they use platforms in

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a different way. In fact,
I'll just say quickly last week, when

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

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met on the plane next to me
a thirty year old woman who is an

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actress and a movie producer, and
she's going to be on my show next

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week, by the way. And
it was so great because she goes,

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Hey, this is so exciting.
I'm so glad to be on your show.

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Do you mind if I create something
for us on Instagram to share that

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I'm going to be on your show? And I'm like, absolutely, do

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you know that? With in like
a half an hour, she responded back

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with that, and I thought it
was just gorgeous. Warp speed, I

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mean warp speed. It's just they
have access to technology and they know how

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to use it and obviously. That's
the major difference is things that we may

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have to go search for. They
know how to find it, create it

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like I have had. You know, I'm okay to admit this. I

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have had my Microsoft Surface for almost
a year now and I still have not

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gone to a class to learn all
the best features of it. And the

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

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

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

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and by then there'll be a new
edition out and I'll be like,

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

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

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with Mike Roshelle, we were talking
about how artificial intelligence and robotics and just

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

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all of us to constantly learn.
We're just like what you're saying, right,

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

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

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

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and it works. Yeah, it's
kind of like the mentality of it's not

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broken, why do we need to
change it? So let's just keep going.

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And that's really honestly, and I
have the same mentality. If I

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wasn't the generational guru, I would
really totally embrace that. But I'm like,

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Okay, change is inevitable. And
I still have this sign I used

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to have in my office that said
change is hard, you go first,

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love. I know I need to
dig it out again because before somebody would

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walk into my office and have an
issue. From an HR perspective, I'm

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like, did you read the sign
at the door? Because if it's about

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change, then we need to have
conversation, because you're right, it's not

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easy, but millennials embrace it because
they have seen nothing but changed since they've

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been born. And you know,
you were talking a little bit about that,

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and that's why that young lady you're
sitting with, she could create that

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so quickly. She knows how to
do it on her phone, she can

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

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device and have it up and running
and out there before you even get off

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the plane. MM hmm. And
by the way, her name is Ashley

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

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

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about millennials that really intrigued me that
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

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

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

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

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

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

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

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

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

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

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

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

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on 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

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

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

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

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

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before, I would have done it
because I would have had a child and

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

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

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an investment. Number three is for
space for family. So pets actually,

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

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

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really does. And back to the
whole notion of them being frugal. Mean,

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

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But you know that I teach it, so the Methodist University and I

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one of the things that I teach
is internships and careers and how to get

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and keep your first job, and
part what we do in that is teach

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them how to do a budget so
they know what they can live on when

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they when they get out there.
And what I find Sherry, to your

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point, is that they're very very
aware and concerned about, you know,

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making their way in the world and
having, you know, making enough money

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to live on. And they're they're
careful, they're very thoughtful about this whole

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exercise and the approach and recognize that
they're going out there into the world on

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their own. And so I don't
know if that's part of what informs them

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being frugal, is that there's a
feeling that, you know, I got

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to go make this on my own
and I don't have a safety net,

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and maybe the market isn't as strong
as it was earlier. I don't know

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how much of that factors in.
Do you have any intel in Okay,

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Well, it's it's all of that, But they also are looking at it

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and going, Okay, I want
to see value. If I'm going to

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spend my money, I want to
make sure it's in the right place.

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And and for people who know me
or read any of my stuff online,

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I'm a shuaholic, self professed,
as you know, Alice, and you

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know I don't need to have just
one or two pairs of shoes. I

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need like one hundred or two hundred. And you know a millennial will be

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like, okay, I need three
pairs of running shoes, maybe two pairs

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of this, one pair of that. They don't see the need for the

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excess, and that's one of the
biggest reasons. And where do we put

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our access all of our things?
Well, we need bigger homes, we

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need storage units, we need we
need so it goes to being massive consumers

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of stuff, and that's totally the
opposite of what they want. I bought

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a pair recently, and quite honestly, I didn't buy the ones that are

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really popular because they weren't very fashionable
to me. I bought another kind they

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offer, but they donate a pair
of shoes for every shoe that is sold,

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and so it is a lot of
the reasons why millennials are buying Tom's

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shoes because of how they give back
and how they share that with their buyers.

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HM, that's such a great sentiment
and I want to say more about

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them. Let's take a quick break. I'm your host, Alice Cortez.

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We do on air with Shery Elliot
Yeri, who is an author, speaker,

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coach, and trainer in the area
of human resources and talent management.

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She's the author of Ties to Tattoos, Turning generational differences into competitive advantage,

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and she's also soon releasing a book
series called Cracked and Millennial Code, where

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book one is marketing, two is
managing, and three is motivating the Millennials.

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We'll be right back stay with us. Alis Cortes is a speaker and

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engagement and development catalyst. She designs
and delivers professional development, leadership and engagement

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00:16:27.679 --> 00:16:33.480
workshops and can bring her expertise to
your organization. She will help ignite meaningful

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development within your workforce that will increase
employee engagement, performance and retention. To

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00:16:38.000 --> 00:16:41.919
learn more or to invite Elise to
speak to your organization, please visit her

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00:16:41.960 --> 00:16:48.639
at www dot Elisecortes dot com.
She would welcome the opportunity to help get

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00:16:48.679 --> 00:16:59.919
your employees working on purpose. This
is working on purpose with a lease quartet

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00:17:00.120 --> 00:17:04.720
is to reach our program today send
an email to a lease Alise at a

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00:17:04.839 --> 00:17:11.359
lease coortes dot com. Now back
to working on purpose if you're just joining

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00:17:11.440 --> 00:17:15.519
us. My guest is Sherry elliot
Ery. She is a generational guru.

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She is a generational keynote speaker,
coach, and author. She was born

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in nineteen sixty eight, so her
DNA is gen X, but her generational

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personality is a baby boomer. We've
been talking a bit about her perspective on

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and what she's learned in her research
in marketing to millennials. We're going to

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talk next a little bit about managing
millennials, but first let's go back to

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what we were saying just before the
break around tow millennials will actually choose their

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purchases or choose how to purchase base
and their connection to their seller, and

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you mentioned Tom's shoes. I find
it really beautiful that they are as interested

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as they are in knowing who they're
doing business with and being connected to them.

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And maybe it isn't just about getting
the best deal, but about what's

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behind that deal. Yes, it's
not just that they're frugal and they want

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to get a good deal, Believe
it or not. Millennials actually get coupons

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and they like that. They want
to save money, so that's one way

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of being frugal. But the other
part is they want to know if they're

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going to spend their money, that
there's something behind it that they give back

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to charity, that you know,
there's something substantial about the organization on the

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why. And if a marketer and
an organization can answer the why before the

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millennial asked the question to themselves,
then they're the ones who are going to

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get the purchase and the buy.
I think that's fascinating and lovely. Okay,

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Well, let's go on next to
managing millennials, and before we do

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that, charity, I think it
would be helpful if we could talk a

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little bit about the percentage of the
percentage breakdown of the various generations in the

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workplace. Can you do that for
us next? Yeah? Absolutely well.

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Between now and up to twenty twenty, traditionalists will make up less than one

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percent of the workforce, Boomers will
make up twenty two percent of the workforce,

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Gen xers will make up approximately twenty
percent of the workforce, Millennials will

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

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make up seven percent of the workforce. The reason I think this is so

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important is is within a couple of
years, baby boomers that make up twenty

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two percent of the workforce. Our
knowledge is with them, our industry knowledge,

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our company knowledge, everything. And
so there's fifty percent of millennials coming

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in, but only twenty two percent
of baby boomers as they get ready to

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leave. Who's going to train fifty
percent of the workforce that are millennials?

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What is the organization got planned and
emotion to start that collaborative learning and that

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type of process from knowledge sharing from
one generation to another. And then we

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have Gen X is just stuck right
there in the middle, and you know

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they're going, Okay, well,
I kind of understand the reason why we

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do the things that we do,
and I understand why millennials behave the way

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they do. And so it's not
enough. And that's where organizations they really

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need to tap into their baby boomers
before they retire, so that they can

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start transferring that critical knowledge that those
people are going to take with them and

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not go do they take it with
them at least they become consultants and then

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they sell it back right right,
and we charge more once we're a consultant.

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Yes we do, yes, Okay, Well that was a great way

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to set up an understand just why
you're focused again on the millennials. And

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I I've certainly heard some of those
figures before myself. I want to talk

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now about that, you know,
managing the millennial, the millennials. So

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

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them in a new organization. So
and I started my human capital career twenty

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some years ago in recruiting. So
I'm interested to know what have you found

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or what have your research that millennials
are attracted to in a company? Why

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might they say yes, I want
to come to work for you. Well,

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any way that they can research an
organization before they even look to hit

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the apply now button, they're going
to be researching. They're going to be

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out on job vent dot com seeing
if anybody else has had any issues or

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what people are saying about this organization. They're going to look at on their

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Facebook profile, etc. Of course
at Google Search, so anything about the

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organization that they can find on social
media, and I'm going to put another

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asterisk there again they find it on
social media, and just because it's online

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or it's on Google does not mean
it's true and accurate. But that's the

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tool they use, and so they're
getting their information from there before they even

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choose to apply. So it's really
critical for organizations to make sure that their

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company has a website that is inviting. It's almost like, and I heard

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a speaker last weekend he kind of
like leaned in towards the audience, and

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it's almost like he was going to
tell us a secret, and I found

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

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like 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

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we're kind of fun to work for, instead of going, hey, you

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

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you should be just happy you have
a job and you know what, you

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might get benefits after ninety days.
You need to answer the why in a

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way that they can connect to,
not because you're forcing it to them,

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because there's enough jobs out there that
does not interest them. Think about the

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soft cell. Do you give back
to different charities? Have that on your

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website, who is your senior leadership
team? Photos of them by aographies,

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

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

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the US. But if you went
to a university and you were at A

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

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

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

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

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

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

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to me, I completely understand the
whole y piece. What about the actual

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

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first of all, on day one, if they walk in and they

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don't have balloons tied to their chair, no, I'm just kidding. They're

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welcome, You're welcome, and you
know, really employers need to celebrate their

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hires. But what they're looking for
is they don't want to wait five days

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and see twenty layers of bureaucracy before
they can get someone to sign off on

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a phone and a computer. They
want to get to work. So within

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the first day, a lot of
millennials are making their decisions should I stay

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or should I go? Just based
on that their very first day. And

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what they're looking for is they want
to grow and develop. And I share

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this with my clients as baby boomers. We have a career ladder and we're

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climbing that ladder and we keep going
and keep going, and we get to

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a different position, hire better title
on our business cards, you know,

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bigger office, etc. That's what
we do. Millennials create a lattice framework

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where they weave in their experience.
It's not up and down. You know,

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they may want to learn something in
marketing, Well they've conquered that within

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eight months. Well then what else
can we help them do? But the

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magic question really is how are you
supposed to do that if you don't have

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the answers? So you have to
ask them what is it they're looking for?

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What is it that lights them up, that gives them a reason for

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staying and working for you? And
that's the way you ask that question.

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You don't say, where do you
see yourself in five years. They're like,

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dude again, thinking, dude,
you know, I'm not going to

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be here in five years. They're
thinking five years is a really long time.

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They're looking for sound bites. So
asking them what motivates them and what

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else they want to do and learn
is then they know you're connected to them

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and you're actually listening and you care. You know, as you talk about

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the Sherry, I'm thinking so vividly
about a young twenty eight year old woman

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that I'm coaching right now. She's
a rock star, so she's wicked smart.

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She can spend a number of places
in her head at any one time.

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She's great at creating a vision for
people so they can see where they're

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going. She's just awesome. And
she's with an organization right now and that

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values her as well. However,
you know, like many organizations that have

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been around for a while and have
been successful, they've got an hr set

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of processes in place that says you
have to be in your position for X

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number of months or years before you
be promoted into the next level or whatever.

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And she's looking at that going You've
got to be kidding me. I

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am running circles around my peers,
and you want me to wait in my

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role for the next six months and
be patient while you figure out, you

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know, when it went, it's
okay for me to go into my next

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role. And I'm counseling her to
push back on the conversation and ask them

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to explain, you know, what's
so behind that. I'm thinking that there's

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a lot of organizations out there that
have got antiquated processes in place that will

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actually prevent millennials from contributing their best
and from progressing in their careers because of

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those constraints. Thoughts absolutely correct.
And if millennials are not satisfied in their

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job, at least forty three to
sixty five, sixty six percent of them

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are actively searching for a new job. So if they feel like they've hit

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the ceiling, and then again their
ceiling isn't straight up and down, they're

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already looking for something else and they're
getting ready to leave. And the sheer

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cost of recruiting anybody, especially a
millennial, and then getting them onboarded is

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

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00:27:25.880 --> 00:27:30.119
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

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

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

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

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reduce turnover. And it's that exact
reason. They may have old policies that

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

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not like we're saying, well,
we have to throw everything out and start

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00:28:04.680 --> 00:28:10.200
again. But you know what,
what about asking millennials putting together a task

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force and asking them, hey,
why do you work here? What motivates

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you, what keeps you here?
What would you like to see differently?

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Perfect way? And of course you
can say to them, even though you're

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sharing this with us, doesn't mean
we can do all these things. But

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your voice and your opinion matters enough
to us that we want to spend the

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00:28:30.079 --> 00:28:36.720
time asking you. Well, speaking
of that turning a little bit here,

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I want to get your perspective on
how do you recommend or how does your

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00:28:41.640 --> 00:28:45.559
research recommend that managers and leaders working
millennials adapt their management style to best engage

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00:28:45.599 --> 00:28:51.839
millennials. What do they need to
do differently or maybe improve on? Yes,

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yes, I love the idea of
different because you know, it's I

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just did a speech for an organization. I said, it's not good,

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it's not were just different, and
it's really that is so so true because

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we all have different strengths and you
and I know about strengths finder. You

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00:29:08.039 --> 00:29:14.440
obviously are a professional in it.
But they need to get out from behind

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00:29:14.480 --> 00:29:18.319
the desk. That's step one.
Millennials don't believe in the corporate ladder,

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as I mentioned, so you as
the boss, just because you have the

401
00:29:22.359 --> 00:29:30.079
title doesn't mean that that automatically gets
you their respect. So get out from

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00:29:30.079 --> 00:29:33.319
behind the desk, get with them
one on one, have informal meetings with

403
00:29:33.359 --> 00:29:38.000
them. Understand how they want to
be communicated with just by asking them that,

404
00:29:38.240 --> 00:29:42.599
hey, how do you want to
be communicated? What are your interests?

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00:29:44.319 --> 00:29:47.400
Those are big questions for them,
and that's the difference. I can't

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00:29:47.440 --> 00:29:53.319
tell you I've had any supervisor ever
sit down and ask me would you like

407
00:29:53.440 --> 00:29:56.279
to do if you did a great
job, how would you want to be

408
00:29:56.359 --> 00:30:02.039
rewarded. You know, our reward, quite frank was our paycheck, and

409
00:30:02.119 --> 00:30:07.400
that's not the same for millennials.
They want to feel valued. So it's

410
00:30:07.519 --> 00:30:11.519
like a bank account. You have
to put eight strokes are positive in the

411
00:30:11.559 --> 00:30:15.759
bank account every day, and then
you earn a little interest and then it

412
00:30:15.799 --> 00:30:21.400
grows. And for every eight strokes
are positive, you can give them one

413
00:30:21.839 --> 00:30:26.279
constructive feedback, but you can't go
ahead and talk to them in a way

414
00:30:26.400 --> 00:30:30.720
that is talking down to them.
It needs to be motivating. It needs

415
00:30:30.799 --> 00:30:36.400
to be uplifting and sharing with them
what they could do differently, not what

416
00:30:36.440 --> 00:30:45.960
they did wrong. That's forcing versus
coaching, and millennials need coaching, and

417
00:30:45.039 --> 00:30:48.440
I think even just sprinkling that into
the way we talk. You know,

418
00:30:48.519 --> 00:30:52.200
we're not here to correct anything that
might have been perceived as a mistake.

419
00:30:52.240 --> 00:30:57.039
We're here to coach and develop you. And I think that there's so much

420
00:30:57.079 --> 00:31:02.480
in the way that we even set
the context for conversation like that. Yes,

421
00:31:02.599 --> 00:31:07.240
absolutely, and it is just changing
our verbiage just a little bit to

422
00:31:07.920 --> 00:31:12.400
have it from a place of you're
not wrong, let me show you a

423
00:31:12.440 --> 00:31:17.559
different way, because they're tired of
hearing, well, you have to earn

424
00:31:17.680 --> 00:31:22.160
a promotion or you have to earn
this job. That's not true. They

425
00:31:22.200 --> 00:31:26.359
worked hard, they got the job, they obviously have the skills and abilities

426
00:31:26.400 --> 00:31:30.519
to do it, and they're interested
in doing more. So why don't you

427
00:31:30.119 --> 00:31:34.319
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
00:31:38.079 --> 00:31:42.759
Let them sit on a project team
and just watch and listen. They're going

430
00:31:42.839 --> 00:31:51.400
to learn so much and that does
not cost an organization assent. Well,

431
00:31:51.440 --> 00:31:53.920
one of the things that I'm very
interested into because in the work that I

432
00:31:55.039 --> 00:32:00.640
do, there's an awful lot about
accountability, responsibility, etc. So once

433
00:32:00.640 --> 00:32:04.319
they're actually on a project, they're
actually in their space. How do you

434
00:32:04.400 --> 00:32:08.079
hold millennials accountable for their work?
What's effective in that realm? Well,

435
00:32:08.119 --> 00:32:14.000
first you have to explain to them
what is required from them. And job

436
00:32:14.039 --> 00:32:17.400
descriptions are kind of a thing of
the past and they are very required to

437
00:32:17.440 --> 00:32:22.960
be legal. You're supposed to have
employees sign off on them. Millennials don't

438
00:32:22.000 --> 00:32:27.960
want a job description. They want
to know what their role is in the

439
00:32:28.119 --> 00:32:32.440
organization. And if you explain it
to them, like your job is to

440
00:32:32.440 --> 00:32:37.960
make sure the widget gets into the
car as it's going down the assembly line

441
00:32:38.279 --> 00:32:43.480
so that Johnny can put his next
widget in. And if you don't show

442
00:32:43.559 --> 00:32:47.880
up at eight o'clock and you're online
at eight oh five, your widgets are

443
00:32:47.920 --> 00:32:52.759
not getting put in those cars,
and it could cost people their lives and

444
00:32:52.799 --> 00:32:58.319
we have to shut down the assembly
line. That's what they need to understand,

445
00:32:58.559 --> 00:33:02.160
not because I say so or you've
been told. You need to make

446
00:33:02.200 --> 00:33:07.119
it clear to them how their contribution
fits in in the overall team and the

447
00:33:07.240 --> 00:33:13.759
impact on the organization. You know, when I contrast that, again,

448
00:33:13.759 --> 00:33:19.000
this is just my experience and my
own small realm of life, but I

449
00:33:19.160 --> 00:33:22.119
just what I hear is how we
need to be such better communicators overall,

450
00:33:22.119 --> 00:33:25.640
and it takes something to be a
really good communicator to bring something to life

451
00:33:25.640 --> 00:33:30.519
in a way that's very accessible.
And even when I teach share, my

452
00:33:30.519 --> 00:33:32.920
students say I need more clarity on
that. That just isn't clear for me.

453
00:33:34.240 --> 00:33:37.039
And I recognize that I've just kind
of thrown something out there and thought

454
00:33:37.039 --> 00:33:38.720
they would catch it, and I
didn't make the effort enough for them to

455
00:33:38.720 --> 00:33:43.599
be able to really get present to
it. And I contrast that with you

456
00:33:43.640 --> 00:33:49.440
know, years ago working for what
would have been not probably I guess it

457
00:33:49.440 --> 00:33:52.920
would have been a baby boomer.
And his whole perspective was not to create

458
00:33:52.920 --> 00:33:54.839
a job scription because that would be
limiting to people, but rather let them

459
00:33:54.839 --> 00:33:58.160
create their own. And that's kind
of what I grew up with, that

460
00:33:58.240 --> 00:34:01.720
sort of mentality as a gen X. Yes, absolutely, and it is

461
00:34:01.799 --> 00:34:07.119
great that they can create their own. Unfortunately, with millennials, they are

462
00:34:07.639 --> 00:34:14.599
coming from home and college and they
don't have that understanding, and so they

463
00:34:14.679 --> 00:34:17.119
need kind of like when you first
learned to bowl, they have those bumper

464
00:34:17.119 --> 00:34:22.960
pads. They need some bumper pads, and it's our job to help coach

465
00:34:22.079 --> 00:34:27.440
them and lead them so that they
don't go outside those bumper pads for a

466
00:34:27.480 --> 00:34:30.719
while, so that they can get
their feet on the ground and they can

467
00:34:30.800 --> 00:34:35.920
learn some things and they can start
moving forward in their role. They need

468
00:34:35.960 --> 00:34:37.800
that. They can't just get out
there. Their parents have done a lot

469
00:34:37.880 --> 00:34:43.519
for them, They've had a lot
going on, and they haven't really had

470
00:34:43.559 --> 00:34:46.000
that opportunity to fall down, skin
their knee and get back up again and

471
00:34:46.039 --> 00:34:49.920
go, oh yeah, that's how
that worked. So I think we do

472
00:34:50.000 --> 00:34:55.119
a disservice if we don't give them
enough structure. But on the other hand,

473
00:34:55.199 --> 00:34:59.800
we can't give them too much structure. And so that is the de

474
00:35:00.000 --> 00:35:06.840
de balancing act that employers and leaders
are trying to desperately find if they're going

475
00:35:06.880 --> 00:35:14.199
to not only attract, but be
able to manage millennials. Beautiful, Sherry,

476
00:35:14.239 --> 00:35:15.920
Beautiful, Let's take a quick break
here. I'm your host, Alis

477
00:35:16.000 --> 00:35:19.960
Cortez. We're in the air with
Sherry Elliot Ury, who is an author,

478
00:35:20.039 --> 00:35:22.800
speaker, coach, and trainer in
the area of human resources and talent

479
00:35:22.880 --> 00:35:27.440
management. She is the author of
Ties to Tattoos, Attorney Generational Differences into

480
00:35:27.440 --> 00:35:30.880
Competitive Advantage, and she's now soon
releasing a book series called Crack the Millennial

481
00:35:30.920 --> 00:35:35.079
Code, where book one is marketing, two is managing, and three is

482
00:35:35.159 --> 00:35:38.480
motivating the Millennials. We've been talking
about how to manage millennials. After this

483
00:35:38.599 --> 00:35:42.119
last break, we're going to talk
about how to motivate them. Stay with

484
00:35:42.239 --> 00:35:45.000
us, we'll be right back.
Alice Cortez is a speaker and engagement and

485
00:35:45.079 --> 00:35:52.079
development catalyst. She designs and delivers
professional development, leadership and engagement workshops and

486
00:35:52.199 --> 00:35:55.960
can bring her expertise to your organization. She will help ignite meaningful development within

487
00:35:57.039 --> 00:36:01.079
your workforce that will increase employee engagement, mormans and retention. To learn more

488
00:36:01.320 --> 00:36:06.800
or to invite Elise to speak to
your organization, please visit her at www

489
00:36:06.920 --> 00:36:10.519
dot Elise Coortes dot com. She
would welcome the opportunity to help get your

490
00:36:10.559 --> 00:36:22.320
employees working on purpose. This is
working on Purpose with Elise Cortes. To

491
00:36:22.440 --> 00:36:29.760
reach our program today, send an
email to a lease Alise at Aleasecortes dot

492
00:36:29.760 --> 00:36:35.480
com. Now back to working on
Purpose, we're just tuning in. Our

493
00:36:35.519 --> 00:36:37.920
guest is Sheerry Elliot Yuri, who
is also known as a generational Guru.

494
00:36:38.280 --> 00:36:43.039
She is a generational keynote speaker,
coach, and author. She was born

495
00:36:43.079 --> 00:36:45.400
in nineteen sixty eight, so her
DNA is a gen xer, but her

496
00:36:45.440 --> 00:36:50.559
generational personality is a baby boomer.
She is the author of Ties a Tattoos,

497
00:36:50.639 --> 00:36:53.800
Turning generational differences into competitive advantage,
and is now just releasing a book

498
00:36:53.880 --> 00:36:58.840
series called Cracking Millennial Code, where
book one is marketing, two is managing,

499
00:36:58.840 --> 00:37:00.760
and three is motivating the million.
For this last segment, we're going

500
00:37:00.800 --> 00:37:05.239
to talk about the motivational piece here. So we've already said a little bit

501
00:37:05.280 --> 00:37:07.800
about what Melina's want out of their
work. So I think we've covered most

502
00:37:07.840 --> 00:37:12.239
of that, but what is it
that keeps them engaged? Why would they

503
00:37:12.280 --> 00:37:15.960
actually stay in an organization? Because
motivation, of course, is about energy

504
00:37:15.000 --> 00:37:19.880
and connection, Yes, absolutely right, it is, and feeling like you're

505
00:37:20.000 --> 00:37:23.239
part of something larger. And I'm
going to answer that in a little more

506
00:37:23.280 --> 00:37:27.719
depth, but I just wanted to
give you a quick statistic. According to

507
00:37:27.719 --> 00:37:32.559
Forbes, ninety percent of employees say
generational conflicts waste their time and productivity.

508
00:37:34.559 --> 00:37:38.920
Can you imagine if we could reduce
the generational conflicts we have in the workplace,

509
00:37:39.400 --> 00:37:46.599
what that would do for increasing return
on investment, bottom line productivity.

510
00:37:47.000 --> 00:37:52.480
It's amazing, and so to me, it's just astonishing that a lot of

511
00:37:52.519 --> 00:37:59.119
times this generational discord can really make
a difference in the day to day operations

512
00:37:59.159 --> 00:38:01.599
for a manager. So I just
wanted to give you that sidebar because it

513
00:38:01.639 --> 00:38:05.519
was really important to me. That's
huge, It is huge, and I

514
00:38:05.559 --> 00:38:07.960
just want to come out on it
quickly. And you and I both know

515
00:38:07.000 --> 00:38:09.400
because we talk about it all the
time. But I'm always amazed at the

516
00:38:09.440 --> 00:38:13.800
number of people who come in and
talk to me about BOK. These millennials,

517
00:38:13.800 --> 00:38:15.320
they don't want to work, or
they just don't get it, et

518
00:38:15.400 --> 00:38:19.440
cetera, et cetera. And again
it comes from that place of not understanding

519
00:38:19.440 --> 00:38:22.440
who they're working with and what they
want and how they can, as you

520
00:38:22.480 --> 00:38:24.760
say, crack that code. And
if they could get past those differences,

521
00:38:25.639 --> 00:38:30.039
how much more productive the workplace could
be. So absolutely with you on that,

522
00:38:30.119 --> 00:38:34.159
and thank you for presencing that stat
that's huge. So what keeps them

523
00:38:34.199 --> 00:38:37.599
there and engaged? And I've heard
you say this, and I quoted it

524
00:38:37.639 --> 00:38:40.000
the other day and I say it
often, but I quoted it to someone.

525
00:38:40.079 --> 00:38:46.000
I said, you can't pay an
employee to be engaged. You can

526
00:38:46.079 --> 00:38:51.559
pay them to do their job or
to do their duties, but to go

527
00:38:51.719 --> 00:38:55.719
a step above and actually be engaged, there has to be something else.

528
00:38:55.800 --> 00:39:01.000
There's another reason. And so for
millennials, if they can find a way

529
00:39:01.280 --> 00:39:07.800
to connect with the organization, they
thrive on collaboration, They desire that whole

530
00:39:07.880 --> 00:39:14.639
life work balance, and they can
multitask better than any other generation. So

531
00:39:14.760 --> 00:39:17.559
if they can see that, they
have a future again not five to ten

532
00:39:17.639 --> 00:39:22.400
years out, but they can go, wow, this looks interesting and I

533
00:39:22.480 --> 00:39:28.320
want to stay here because this project
is helping bring clean water to Puerto Rico

534
00:39:28.599 --> 00:39:31.000
to the people in the mountains.
Right now, Wow, our company's really

535
00:39:31.000 --> 00:39:36.119
doing something cool, and I get
to be part of that. And they

536
00:39:36.159 --> 00:39:39.000
also want to be asked what is
it you know that they want to be

537
00:39:39.039 --> 00:39:45.920
working on, or to be asked
for their opinion on certain projects or ideas.

538
00:39:45.159 --> 00:39:50.280
They want to be in those rooms, not being told when someone walks

539
00:39:50.280 --> 00:39:52.679
out and goes, hey, we
need this report by four fifty five,

540
00:39:53.280 --> 00:39:58.000
and they go, well, then
that's just a job. They don't feel

541
00:39:58.039 --> 00:40:01.039
part of anything bigger than just themselves. And one of the biggest parts to

542
00:40:01.079 --> 00:40:07.480
have somebody engaged, especially millennials,
is if they have friends at work,

543
00:40:07.679 --> 00:40:14.199
because it's not just work. They
socialize. One of the companies I had

544
00:40:14.239 --> 00:40:20.920
the opportunity to tour is cyrus One, and it's a data organization and data

545
00:40:20.960 --> 00:40:24.599
warehousing. And before I even saw
any of that here in Dallas, I

546
00:40:24.679 --> 00:40:29.400
got to see their rock climbing wall
and I was like, who, And

547
00:40:29.400 --> 00:40:36.840
then my workers can't brain kicked in
I'm like workplace injuries red alert. And

548
00:40:36.960 --> 00:40:39.159
I was there from an HR generational
perspective, so I'm like, okay,

549
00:40:39.239 --> 00:40:45.960
let me switch that hat and then
they had like atari areas or a Nintendo

550
00:40:45.239 --> 00:40:51.840
and people had big bean chairs and
they were playing together. And then in

551
00:40:51.920 --> 00:40:57.760
other sections they had meditation rooms and
quiet spaces so people could go in and

552
00:40:57.800 --> 00:41:04.159
do whatever they wanted to do.
And so it brought the employees together in

553
00:41:04.199 --> 00:41:07.000
a way that was very meaningful.
It wasn't just hey, you get your

554
00:41:07.039 --> 00:41:12.360
one hour break, here you go. No, they had ways for people

555
00:41:12.400 --> 00:41:17.119
to keep their minds engaged at the
same time of connecting with others. It's

556
00:41:17.159 --> 00:41:22.840
harder for millennial to make the choice
to leave a job if they feel connected

557
00:41:22.880 --> 00:41:29.400
and have friends at work than it
is if they don't. Okay, so

558
00:41:29.440 --> 00:41:32.039
I want to comment on something really
quick here because it's just screaming at me

559
00:41:32.599 --> 00:41:36.079
as you talk. One of the
things that, of course I've learned in

560
00:41:36.119 --> 00:41:40.199
the consulting work that I do is
the importance of acknowledgment and acknowledging in a

561
00:41:40.199 --> 00:41:45.400
way that really really lands for the
person. And this I mean this of

562
00:41:45.440 --> 00:41:47.199
course all generations. But then I
want to get specific to the millennials.

563
00:41:47.679 --> 00:41:52.239
And so what I think is also
important to say to our listeners is that

564
00:41:52.639 --> 00:41:57.679
the way that we situate how these
millennials are connected to a mission is really

565
00:41:57.719 --> 00:42:00.199
important, like for example, saying, Wow, Sherry, I cannot tell

566
00:42:00.199 --> 00:42:06.800
you how much I appreciate you staying
and doing that report for our client because

567
00:42:06.840 --> 00:42:08.519
it allows us to be able to
deliver on that project that they're counting on

568
00:42:08.599 --> 00:42:14.280
us for and save a certain number
of whatever it is, or connect with

569
00:42:14.280 --> 00:42:16.159
a certain mumn of their clients or
their patients or whatever it is. So

570
00:42:16.280 --> 00:42:23.199
positioning their contribution to something bigger.
I know, generically speaking is very effective

571
00:42:23.199 --> 00:42:28.920
for employees. But for millennials,
how do they want to be recognized or

572
00:42:28.960 --> 00:42:34.960
acknowledged? Yeah, that's really interesting
you asked that question, because everybody wants

573
00:42:34.960 --> 00:42:39.880
to be rewarded and recognized differently,
especially across the generations. But millennials,

574
00:42:40.320 --> 00:42:46.440
they don't have the same interest in
getting awards and trophies, etc. It's

575
00:42:46.519 --> 00:42:52.360
quite the opposite. I recently was
at an organization where the new hire employees,

576
00:42:52.639 --> 00:42:55.280
they did a little video of them, and the person came up and

577
00:42:55.360 --> 00:43:00.239
was welcomed by the school president.
And when I got to talk to the

578
00:43:00.280 --> 00:43:05.360
millennials the next day and interview them, most of them had been sick to

579
00:43:05.400 --> 00:43:10.320
their stomach two to three days in
advance because they are so afraid, and

580
00:43:10.360 --> 00:43:15.320
they were so afraid to get up
on stage that it terrified them. They

581
00:43:15.320 --> 00:43:20.360
didn't have to say anything, but
they were so horrified. So what we

582
00:43:20.519 --> 00:43:22.840
might consider is, woo woo,
we get to get up there and hobnob

583
00:43:22.920 --> 00:43:27.639
with the president. They are six
to their stomach three days in advance,

584
00:43:27.679 --> 00:43:31.920
and it feels like a punishment to
them, not a reward. So what

585
00:43:32.159 --> 00:43:36.239
they're looking for as ways to give
back to the community. Can they go

586
00:43:36.280 --> 00:43:39.880
spend a day with habitat or humanity. Can they work with a local shelter.

587
00:43:40.159 --> 00:43:45.199
Can they go out and clean up
garbage. Can they do something with

588
00:43:45.320 --> 00:43:50.280
an organization that they feel passionate about, go out and feed the homeless?

589
00:43:50.679 --> 00:43:55.719
And then it becomes an organizational project, not just them, And that's asking

590
00:43:55.719 --> 00:44:00.679
them, how do you feel like
we can reward And they're going to tell

591
00:44:00.719 --> 00:44:04.440
you I'd like a day off,
you know. If someone asked me,

592
00:44:04.639 --> 00:44:08.239
and obviously everybody now knows my age
because I've started publishing my year of birth,

593
00:44:09.320 --> 00:44:12.440
if someone asked me, how do
you be rewarded, I'm like,

594
00:44:12.440 --> 00:44:15.519
oh, a day at the spall
would be fabulous, Thank you very much.

595
00:44:16.320 --> 00:44:19.519
I'll pat myself on the back and
go, Okay, Cherry, you

596
00:44:19.559 --> 00:44:23.360
can give yourself that gift, but
it really is true. That's not going

597
00:44:23.440 --> 00:44:27.800
to look the same way for them. We may look at it and go

598
00:44:27.880 --> 00:44:30.280
as baby boomers gen xers, Hey, you know what, I really want

599
00:44:30.320 --> 00:44:34.679
to go to this conference and wouldn't
it be cool if the company would let

600
00:44:34.679 --> 00:44:38.320
me go and you know, would
actually pay for me. Well, that's

601
00:44:38.360 --> 00:44:42.000
not exactly the same thing that they're
going to want to do. They're not

602
00:44:42.039 --> 00:44:45.280
going to want to get up at
six am and be there for the morning

603
00:44:45.360 --> 00:44:47.800
breakout. They may want to show
up for the keynote speaker, but they're

604
00:44:47.800 --> 00:44:52.320
not wanting to be there at six
am to network and stay till nine pm

605
00:44:52.360 --> 00:44:55.679
at night and then network after hours, which at least you, as I've

606
00:44:55.679 --> 00:45:00.519
said, are the master networker.
That is not what millennials want to be

607
00:45:00.599 --> 00:45:04.639
doing. They want to be having
connection and just to hang on that really

608
00:45:04.719 --> 00:45:07.920
quick. I got something I was
I was moderating a women's leadership panel for

609
00:45:08.000 --> 00:45:13.119
the CPHL conference in Philadelphia a few
weeks ago, and one of the panelis

610
00:45:13.199 --> 00:45:15.840
said something fascinating. You know,
we used to use the phrase work life

611
00:45:15.880 --> 00:45:20.800
balance. Well, nobody says that
anymore because it's ridiculous. Then we went

612
00:45:20.840 --> 00:45:24.559
into work life integration, and what
this panelist said is the importance of having

613
00:45:24.639 --> 00:45:30.440
work life harmony. Isn't that awesome? So what you're just getting at there

614
00:45:30.519 --> 00:45:34.039
with regard to, you know,
having some harmonies what you do off hours

615
00:45:34.039 --> 00:45:36.840
and what you do for direct work
and the rest of your life, I

616
00:45:36.840 --> 00:45:40.440
think is really key to understand for
of course anyone in the workplace, but's

617
00:45:40.480 --> 00:45:45.599
for me For millennials, yes,
and millennials, and you know, there's

618
00:45:45.639 --> 00:45:52.199
something about the whole connection. They
can leave work at five o'clock or three

619
00:45:52.239 --> 00:45:57.320
o'clock and they can go and do
a sport or watch their son play soccer,

620
00:45:57.400 --> 00:46:00.480
et cetera, and then they're going
to be able to jump on the

621
00:46:00.519 --> 00:46:04.880
computer at home and they're more productive. They're going to get more done.

622
00:46:05.519 --> 00:46:09.079
That's because they have access to technology. And so that's how they look at

623
00:46:09.119 --> 00:46:12.840
it and go, you know what, if I can actually get home and

624
00:46:12.880 --> 00:46:15.159
take my dog for a walk or
go do a workout, I'm going to

625
00:46:15.159 --> 00:46:21.000
be more likely to give back to
you because you were flexible with me.

626
00:46:21.960 --> 00:46:25.920
And that's the art of the engagement
is finding out what really matters to them

627
00:46:27.360 --> 00:46:31.320
and then working it so that it
can it can be something cohesive and it

628
00:46:31.360 --> 00:46:36.239
works for the company and the employee
feels like they're being heard. Yeah,

629
00:46:36.280 --> 00:46:37.880
it goes back to that harmon.
I think a lot of people are just

630
00:46:38.039 --> 00:46:42.559
really really hungry for that to make
everything work in life. They feel so

631
00:46:42.679 --> 00:46:46.119
overwhelmed, et cetera. So all
right, So, Sherry, we're getting

632
00:46:46.199 --> 00:46:50.360
really close to the end of the
show already. It evaporates every time I

633
00:46:50.400 --> 00:46:52.920
talk with you. So I want
you to be able to share with you

634
00:46:53.400 --> 00:46:57.079
any pearls of wisdom that you have
for our listeners. It's keeping my way

635
00:46:57.079 --> 00:47:00.880
of listeners across the globe of all
ages in about one minute. What would

636
00:47:00.920 --> 00:47:05.679
you like to leave our listeners with? I want to just part with this

637
00:47:06.000 --> 00:47:09.360
is again. It's not good.
It's not bad. We are just different.

638
00:47:09.760 --> 00:47:14.719
I was raised in Canada, so
things were very different here in Texas

639
00:47:14.800 --> 00:47:20.039
when I moved here, and it
was a matter of me showing up and

640
00:47:20.239 --> 00:47:24.000
others showing up and showing who we
truly are in a way that's meaningful.

641
00:47:24.400 --> 00:47:29.639
And that doesn't matter if it's millennials
or any other generation. It's we all

642
00:47:29.679 --> 00:47:34.360
have strengths and we all have areas
of challenge, But how can we take

643
00:47:34.960 --> 00:47:42.239
our generational differences and make them a
collaborative experience? And first, it's appreciating

644
00:47:42.280 --> 00:47:46.599
who the other person is and being
open to feedback and doing things a little

645
00:47:46.639 --> 00:47:51.400
bit different. And it just means
you got to get uncomfortable a little bit

646
00:47:51.480 --> 00:47:53.920
and go back to my sign.
Change is hard, you go first.

647
00:47:54.400 --> 00:47:59.360
And if we can all do that, it will make a huge difference in

648
00:47:59.400 --> 00:48:02.599
our world. We will be a
much more collaborative, beautiful way to finish.

649
00:48:02.599 --> 00:48:06.679
Sherry, thank you again for joining
me on the show. Always appreciate

650
00:48:06.719 --> 00:48:08.920
your heart, your wisdom, your
contribution, your thought leadership. Thank you,

651
00:48:09.480 --> 00:48:13.000
thank you for having me. If
you want to learn more about Sherry

652
00:48:13.000 --> 00:48:15.559
elliott Uri and the work she does, or any of her books that are

653
00:48:15.559 --> 00:48:20.800
consulting, go to her website.
It's generationalguru dot com. Next week will

654
00:48:20.800 --> 00:48:22.679
be on the air. As I
mentioned with Ashley Kate Jones, she is

655
00:48:22.800 --> 00:48:27.320
a thirty year old actress and producer
and I'm having her on the show because

656
00:48:27.320 --> 00:48:30.719
I want to tell her story about
how she has stayed true to her passion,

657
00:48:30.800 --> 00:48:34.400
her dream of being an actress and
a producer and making a difference even

658
00:48:34.440 --> 00:48:37.440
though it's been hard. It's been
an amazing story for her and she's bumped

659
00:48:37.440 --> 00:48:40.639
her her chin and her knees along
the way several times. Great story.

660
00:48:40.719 --> 00:48:44.480
See you then, and remember that
works at least one third of our life.

661
00:48:44.519 --> 00:48:51.480
So let's work on purpose. We
hope you've enjoyed this week's program.

662
00:48:51.880 --> 00:48:55.639
Be sure to tune in to Working
on Purpose, featuring your host Alis Cortes,

663
00:48:55.920 --> 00:49:00.599
each week on the Voice America Empowerment
Channel. This week, find your

664
00:49:00.679 --> 00:49:22.920
life's purpose at work.