Millennials in the workplace are recognized for specific traits, such as their comfort with uncertainty and technology, as well as their strong sense of inclusion.
Considering that our minds develop in response to our experiences, it’s worth exploring how the common experiences of millennials have influenced their social brain development and their approach to work relationships.
To delve into this, we spoke with a group of millennials—Austin Root, Drew Seward, Lexie Komisar, Laura Vang, and Sarah McNee—who are employed at IBM. During these discussions, we set aside certain common but often negatively viewed stereotypes about millennials. Instead, we looked at how their upbringing might have fostered positive adaptability and shaped their attitudes, allowing them to thrive in today’s fast-changing world.
What emerged from our conversations is an evolving millennial mindset. Let’s take a closer look at the attributes and strengths of this “Millennial Possibility Mindset.”
Embracing Sharing and Inclusion
Millennials grew up in an environment where the idea of “everyone gets a trophy” was prevalent. This upbringing instilled in them a belief that everyone has something valuable to contribute. Consequently, they have embraced the concept of a “shared economy ethic.” By challenging traditional hierarchies and institutions, they have introduced disruptive ideas, technologies, and businesses based on the sharing of resources and information.
Many of the IBM employees we spoke with echoed this sentiment:
“I believe millennials have a lot to offer, just as all generations within the company do. It’s about drawing from our collective experiences and history, fostering learning through conversations. This is how thriving, open organizations are built.” (Laura Vang)
“Millennials aren’t focused on outdoing others or advancing at the expense of others. It’s more about lifting everyone up together. I haven’t encountered a millennial who only looks out for themselves and refuses to help others.” (Austin Root)
“We recognize that the best ideas don’t necessarily come from the top. They can come from any part of the organization or from anywhere in the world.” (Drew Seward)
“We’re entrepreneurial, communicative, and collaborative. We’ve grown up in a generation that values communication and transparency.” (Lexie Komisar)
When individuals are encouraged to see themselves as part of a collective, it fosters engagement and allows them to focus on being part of something larger than themselves.
Neuroscience research has identified a specific area of the brain, the Temporoparietal Junction (TPJ), which becomes active when we share or even think about sharing with others. It’s possible that many millennials can more easily activate the TPJ, enabling them to comfortably engage with a diverse range of people.
Interestingly, none of the individuals we spoke with at IBM felt that the term “millennial” belonged exclusively to their generation. Instead, they believed that people of any age could contribute valuable perspectives.
Entitled or Eager to Engage?
Some leaders have expressed frustration with millennial employees who may not adhere to traditional communication norms, perceiving them as entitled or disrespectful.
Many millennials grew up receiving more parental attention, where their voices were heard and their questions answered. They also had instant access to social connections through technology. Messaging a friend or gaming with someone on the other side of the world was effortless.
As a result, millennials may not feel the need to earn their place or assert their voice in the same way as previous generations. However, they are willing to contribute, especially when they find meaning in their work.
Empowering All with Power
We suggest that millennials’ upbringing and experiences have shaped their perception of social connections as more horizontal and inclusive, rather than hierarchical and exclusive.
In today’s world, effective leadership involves decentralized decision-making, where individuals value their contributions to a larger purpose and can collaborate towards common goals.
Moving forward, trust and transparency are essential for success, rather than protecting individual interests or maintaining silos. The Millennial Possibility Mindset enables us to thrive in an interconnected world by sharing power and unlocking potential.
As Sarah McNee puts it, “Leadership involves being open with your team, uniting them behind a common purpose, and creating an environment where everyone feels empowered to share their ideas and knowledge.”
Embracing Uncertainty and Diversity
Creating a more inclusive environment means embracing unpredictability and encountering diverse perspectives.
This may be unsettling for some people. Our brains are wired to seek predictability and order, and many individuals have been raised to believe that there is only one correct answer.
However, in today’s world, where collaboration and innovation are crucial, comfort with uncertainty and openness to different viewpoints are essential. Organizations thrive when individuals approach challenges with curiosity and flexibility.
Remaining calm and open-minded in the face of uncertainty requires overriding our natural instinct to perceive uncertainty as a threat. Instead, millennials see uncertainty as an opportunity for growth and learning.
As one of the millennials we spoke with expressed:
“Uncertainty is a constant in life. For me and many of my peers, uncertainty represents opportunity.” (Lexie Komisar)
Failure is viewed as a learning opportunity rather than a setback. Learning from failure is crucial for personal and professional development.
The Millennial Possibility Mindset encourages a more relaxed approach to uncertainty and diversity, fostering an environment where individuals can learn from each other and collaborate effectively.
Implications of the Millennial Mindset
In traditional models of thinking, fear and uncertainty often overshadow higher cognitive functions. However, adopting a new mindset allows individuals to approach uncertainty with confidence and optimism, viewing it as an opportunity for growth.
This mindset enables people to ask questions, learn from mistakes, and welcome diverse perspectives without feeling threatened.
As Drew Seward remarked, “Our conversations tend to be more open-ended. We don’t feel constrained by rigid boundaries, which allows us to envision what is possible.”
These two qualities—comfort with uncertainty and openness to diversity—work together synergistically. Embracing unpredictability becomes an invitation for collaboration and innovation, leading to greater possibilities for success.
This is the essence of the Millennial Possibility Mindset.
This article was co-authored with Debra Pearce-McCall, PhD, a psychologist specializing in translating psychological science into practical wisdom for leaders and organizations. Her expertise in facilitating transformative experiences has made her a valued consultant for The Creating WE Institute.
