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9 Rules Every Millennial Needs to Embrace at Work

If Millennials are going to successfully challenge the status quo, they must keep these rules in mind.

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BY Ryan Jenkins - 18 Jan 2016

PHOTO CREDIT: Getty Images

"One generation's status quo is another generation's challenge to improve." This was the premise of a recent article written about how Millennials can save your company from irrelevance if they are empowered to be champions of challenge and change.

Considering today's fast times, the way of an organization shouldn't be set in stone like the why of an organization should be.

Leaders intuitively evaluate and critique everything around them, always looking for ways to improve. Many Millennials have a tendency to evaluate and critique before they achieve a leadership position. Millennials have a natural knack to want to challenge the status quo.

While more and more organizations seem to want to hire Millennials who are independent, entrepreneurial-minded, and champions of change, there can be plenty of growing pains as Millennials learn the appropriate posture, timing, and tact it takes to successful challenge the status quo.


What Millennials need to know about challenging the status quo.

1. Challenge the status quo of your sphere of influence, not necessarily the entire organization.

2. Don't change for the sake of change, the proposed change should be linked to a picture of the preferred future.

3. Until the change is confirmed, be a raving fan externally, and a honest critic internally.

4. Learn and appreciate the history of the organization. We are all standing on the shoulders of those that went before us.

5. Don't make every conversation about change or challenging the status quo because you will likely tire those around you and lose influence.

6. Understand there has to be some predictability and stability. Constant change isn't sustainable.

7. Appreciate there is a right tone, timing, and language when challenging the status quo.

8. Realize public loyalty creates private influence. Support a leader's decision or instruction publicly then approach the leader privately to verbalize how it could be better.

9. Never verbalize frustration with a process or with instruction in front of other team members. It's unhealthy and disrespectful.

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