Why Millennials Understand The Future Of Work Better Than Anyone Else

Lydia Baugh


We can learn a lot about the future of work from how millennials are approaching and redefining their careers.

The 9-to-5 Grind is over

I call that traditional view, “Big Work,” and millennials intuitively understand that’s not where the future is. They are, in a sense, the first generation of freelance natives. They’re embracing freelancing in a way no other generation has. And now, they’re the majority of the workforce.

They are generation with markedly diverse interests—they’re into design, tech, activism, the arts, everything. They’ve been told their whole lives that they can and should pursue as many of those interests as they want. The Internet has opened more doors to this generation than any other.

That’s why the idea of a portfolio of work comes naturally to them. They’re doing web design for their mom’s coworkers after they’re done studying. They’re teaching themselves FinalCut and picking up video editing gigs to complement their shift at the bookstore. They’re aiming for a more meaningful work-life, not necessarily what their parents would call a “traditional career.”

Excerpt from Fast Company, author Sarah Horowitz. Read the article.


How Great Leaders Inspire Action

Lydia Baugh


Simon Sinek has a simple but powerful model for inspirational leadership — starting with a golden circle and the question “Why?” His examples include Apple, Martin Luther King, and the Wright brothers.  Watch the TEDx video.

Value Proposition Examples – Words That Get Meetings

Lydia Baugh


Jay is the owner of a massage therapy company. He’s trying to figure out how to sell his services to the corporate market.

Like many of you, he doesn’t have a strong business case to capture a company’s attention. That’s why he recently asked me:

“I’m have trouble figuring out my value position for selling to bigger companies. When a company’s challenges are rising cost from suppliers or trying to go “green,” it just doesn’t cut it to tell them, “Hey I can reduce your stress during those stressful times.” Any advice you can give is appreciated.”

Here is my response:

“You’re right Jay. For the most part, “reducing stress” doesn’t excite most corporate decision makers. You need to start thinking differently about the value of your services. What you’re missing is the high cost of stress on an organization. It can lead to: higher medical costs, increased absenteeism, costly mistakes, disengaged employees, lower productivity, increased turnover and much more.”

Excerpt from Jill Konrath blog. Read the blog post.