FOR IMMEDIATE RELEASE
Debbie Wooldridge helps businesses learn to work with the majority generation
SAN DIEGO, CA – By 2025, 75% of the workforce will be part of the Millennial generation born between 1980 and 2000. Few companies are accommodating the different work styles of this massive power behind American business, but Debbie Wooldridge, founding president and CEO of ttcInnovations, had an idea for helping businesses improve their performances. She created The Millennial Project, an interactive, two-day workshop that provides companies with the tools and strategic roadmaps needed to alter workforce processes and increase productivity in regard to their Millennial employees, who have a different working profile from generations prior. Her previous book, Unleashing the Intrapreneur, focused on supporting Millennials in creating livable career goals and working effectively to achieve them.
In her new book, A Manager’s Guide to Unleashing the Intrapreneur, Wooldridge builds upon her expertise, providing engaging learning experiences to companies by zeroing in on the majority demographic in American companies today—and certainly in the years to come—Millennials. Debbie’s company partners with learning and development organizations in the financial sector to help them scale at a moment’s need through staffing solutions, large-scale project support, and innovative approaches to evolving for the emerging workforce. ttcInnovations has helped businesses enhance on-the-job performance, improve their customers’ satisfaction, deliver significant business results, and achieve their goals.
Debbie Wooldridge is the founding president and CEO of DW Training and Development, Inc., dba ttcInnovations, which provides businesses with engaging learning solutions that adopt a host of performance support options. Debbie’s company has also created The Millennial Project. Debbie currently lives in Carlsbad, California, with her husband and is a mother to twin Millennials.
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About the Book
In an interview, Debbie Wooldridge can address topics such as:
- The importance of treating Millennial employees differently from generations past
- Why changes must be made by many companies to accommodate Millennials
- The difference between intrapreneurs and employees
- Debbie’s own experiences as both a business owner and mother to Millennials and her observations about this generation’s work styles
- The most important changes most firms can make to work with Millennials
- The most desirable perk any company can offer a Millennial employee
- he importance of personalized professional development plans for Millennial employees
- How companies can attract and engage Millennial employees
- Why Millennials don’t place the same value on a paycheck as previous generations
- What Millennials look for in a manager
A Manager’s Guide to Unleashing the Intrapreneur
Debbie Wooldridge | October 26, 2017 | ttcI Publishing
ISBN: 978-0-9981075-1-6 | Price: $14.95 Paperback
Business (Non-Fiction)
An Interview with Debbie Wooldridge
Why are we still talking about Millennials? They have been in the workplace for a long time now—why is still an issue?
Until just now, Millennials were but one part of the equation of the workforce. Millennials now make up about 35% of employees. So, while this is more than a third, and is now the largest generation in the workforce, we haven’t seen anything yet! By 2025, Millennials (born between 1980 and 2004) are expected to comprise a whopping 75% of the workforce. Millennials are taking over, and the survival of a company will depend on the ability to attract and retain top Millennial talent.
Why do we need to make any changes? Shouldn’t Millennials be able to just jump into the company like every other generation?
Well, previous generations have approached work from their own perspective, shaped by the world they were born into—Millennials are doing the same. Traditionalists grew up during the
Great Depression so it’s no wonder that they worked hard for job security. Baby Boomers, however, grew up in a time of idealism—a TV and car for every family—their focus in the workplace was to climb the corporate ladder—family time wasn’t a priority. Gen Xers grew up in a time of change politically and socially—they do not want to repeat their Boomer parents’ workaholic lifestyles. And Millennials grew up in the digital era; their core values include being globally minded and optimistic. They have an expanded view on work/life balance including time for community service and self-development. Companies have grown and changed as the world and the employees have grown and changed—it’s time to do so yet again for this newest generation.
Has being the mother of your own Millennial children in the workforce helped you shape your platform?
Definitely! My perspective of Millennials is very much biased by being a parent. I’ve watched this generation evolve and have such a respect and admiration for how open and honest this generation is! They are very comfortable forming and expressing opinions. This is so different from previous generations – my generation (end of Boomer, beginning of Xers) was so much of a valued worker-bee mentality – doing what is asked of us and then going home at the end of the day. This generation is ready and eager are taking the workforce by storm! It’s an exciting time!
What is the top change that most firms need to make to better accommodate the changing work attitudes of their Millennial employees?
Millennials desire to be autonomous, be creative, and live meaningful lives. But because most current company landscapes impede this, Millennials are truly looking for companies that support their priorities. They are looking for companies that welcome and provide them intrapreneurial opportunities to help the company move forward. Millennials will dedicate futures to companies that stake their confidence in and allocate resources to them. The future of corporate America belongs to the individuals and the companies that embrace the idea of the intrapreneur.
What is the number 1 priority of most Millennial workers when they job-hunt?
According to a recent study from Kleiner Perkins Caufield & Byers, opportunities to learn and develop new skills is the number one perk Millennials seek when evaluating prospective employers. This generation is clamoring to advance professionally, and they don’t want to wait for the slow climb up the corporate ladder—they want to take a rocket ship.
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