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Lifelong learning is a known characteristic of Generation Y, manifested in business as a persistent thirst for a challenge and a demand for continuous training and development. Surprisingly, the cause of this approach to learning is not often discussed in popular blogs and literature.
Earlier this week I attended one of the RSA’s lectures, which explored the Science of Lifelong Learning. According to speaker Usha Goswami, Director for the Neuroscience in Education at Cambridge University, the brain is like a bank and investment from an early age can significantly increase learning ability later in life. She argued that babies brought up in a supportive environment are positively affected in terms of learning capacity and complexity.
Indeed, Generation Y is known by Strausse & Howe (2000) as the most watched and protected generation[1], where ‘helicopter’ parents packed their children’s lives with a myriad of learning-based hobbies, such as musical instruments, sports and extra-curricular school activities. Technological advances, such as the internet, have further increased this ability and desire for learning.
Now eager Generation Y has entered the workplace, expecting the same level of mental simulation from its employer. This can be highly beneficial to the alert employer, as when provided with a supportive environment, this population of young workers can be highly efficient and creative problems-solvers and aggregators of information in what we call ‘online knowledge ecosystems’ - thereby helping to reduce costs in the downturn and increase participation, ownership and innovation in the next boom.
‘The mind is not a vessel to be filled but a fire to be kindled’
- Plutarch
[1] Strausse & Howe (2000), Millenials Rising. Pg9
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Comments
01.26.09
Interesting post. You've touched on some of the reasons that Gen Y has demonstrated these characteristics, and the impact it may have on the business world. It would be interesting to consider what happens when the work environment does not foster lifelong learning, or a steady stream of problems to be solved creatively. Obviously in an economic boom, if the working environment is not positive, there is plenty of opportunity to job-hop; in a downturn, however these opportunities may be scarce. I would also be great to see what the cost difference is between providing a stimulating environment, versus having to replace an employee whenever they (invariably) get bored.
01.26.09
In response to the comment above, I believe the downtown is where Generation Y uses their creativity and problem solving to get ahead. Instead of floundering during tough times, they find innovative ways to get ahead.
02.03.09
I agree with your post. I think their ability to constantly change and learn will position Gen Y perfectly once we emerge from this recession. Also, with product cycles coming faster and faster, Gen Ys are the ones who can identify the new markets or threats. I think companies are finally beginning to realize this fact, and will start to get past the wrong stereotypes and assumptions presented in the media about Gen Y. Finally, Millennials, relative to their older counterparts, are cheaper, and in this environment of cost cutting, companies might start to see additional value in rotating from more expensive senior employees to newer, less expensive ones.
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