Raising Your Replacement:

Mentoring, “Mothering” & Millennials

Mark Mabelitini, Tipp City Public Library

Evan T. Struble, OHIONET

Generations• Lost Generation born prior to 1901• Greatest Generation

born 1901-1922• Silent Generation

born 1923 to 1945• Baby boomer

born 1946 to 1964• Gen X

born 1965 – 1979• Millennials

born 1980-2001

Who are these Millennials?

• Born after 1980• Often lumped in with or

used interchangeably with “Generation Y”

• Grew up with technology• Seek social outlets

Peek inside the Millennial mind• Technology is a living

thing• Stimulated through being

social • Expects to be able to

share thoughts and ideas• Embraces both “trial”

AND “error”

Technology is a living thing

• Gadgets are part of the Millennial’s life – give them the tech tools they need.

Stimulated through being social

• Millennials like to have fun, especially at work. Having friends work together can be very productive – allow it.

Expects to be able to share thoughts and ideas• Millennials are used to

being listened to and the center of attention. Use this trait to get their thoughts and generate new ideas.

Embraces both “trial” AND “error”

• Let them try new things BUT hold them accountable for results.

Millennial’s workplace view:

• Work is a creative outlet• Work is a social endeavor• Work is done AT work• Work is fulfilling

Work is a creative outlet

• Millennials love change and hate boredom and routine – challenge them but hold them to it.

Work is a social endeavor

• Create workgroups that include Millennials who are friends outside of work.

• Millennials were raised in play groups and with “play dates.” They have been “networking” their whole lives.

Work is done AT work

• Milennials may be great at multitasking BUT not work and fun at the same time – no 60 hour work weeks.

• While they do like to have fun at work, remember work is work and fun is fun and they will separate the two.

Work is fulfilling

• Millennials have been driven and achievement oriented since childhood and can be just as driven and achievement oriented at work. So, challenge them and offer rewards for success.

Mentoring: Management for Millennials

Mentoring is…

“…a relational process in which a mentor who knows or has experienced something, transfers that ‘something’ to a mentoree…so that it facilitates development or empowerment.”

Connecting: The Mentoring Relationships You Need to Succeed In Life

Authors: Paul D. Stanley & J. Robert Clinton

Why mentor?

• “No matter where you are in your career, not only do you have something to offer to those who are in earlier stages of their career, but you have an OBLIGATION to offer them something.”

Mark Mabelitini (yes, I said that!)

Three general ways to mentor• Intensive, with structured

set-up• Occasional, or “as-needed”• Passive, serving as an

example

Mentoring the Millennial

• Explain, don’t assign• Solicit, rather than dictate• Communication• Empower as much as

possible• Say “no” when necessary,

but explain why

Where does mentorship take place?

• On the “front lines”• In a meeting, both group

and one-on-one• Outside the library• Wherever you are!

What’s in it for the mentor?

• Creates an “idea prophet”• Productivity increases• More pleasant work

environment• Expanded worldview • Possible succession plan?

What’s in it for the mentee?

• Richer work experience• Better understanding of

the profession• Sounding board for ideas• A friend throughout their

career

How do I know who to mentor?

Into the wild: Approaching a Millennial

• Observe work habits• Listen to co-workers,

library users, etc.• Inquire directly• Get involved

Sneak attack: Mentor me!

• Be honest• Be relatable • Treat each scenario

differently• Don’t be afraid to let your

guard down a little

Challenging scenarios:

• Dealing with perceived favoritism

• Trust is broken between mentor and mentee

• Shifting dynamics• Failure to live up to

expectations

Questions? Comments?

Presentation slides can be found at:

www.slideshare.net/evantyler/olc-mentoring-presentation2