3 Qualities of Millennials That Can Be Leveraged for Nonprofit Success

Over the past several months I've read articles and watched videos on the millennial generation and the difficultly some employers are experiencing hiring newly graduated, eager, Gen Yers. While some of the points made in these publications are valid obstacles unique to this generation of individuals, there tends to be an unfair emphasis on those obstacles.

Perhaps the challenge is for traditional models of management to see opportunities rather than obstacles. No matter how you view this generation, the fact is millennials aren't going away. The U.S. Bureau of Labor Statistics predicts that millennials will make up approximately 75 percent of the workforce by 2030.

With that statistic in mind, here are three ways the qualities of millennials, often seen as negative, can be leveraged for nonprofit success.

Adapting to change

Millennials embrace change. Think of all the online platform changes this generation has experienced in its lifetime. This cohort is agile enough to adapt, embrace and incorporate these advancements into their lives. Progressing from Myspace to Facebook, AOL Instant Messenger to GChat, we are open to improving how we do things with technology as it evolves. That same sentiment can be seen in how we approach processes in the workplace.

We aren't afraid to challenge what's always been done for what can be done better with new tools available. I'm not saying that new is always better, rather I'm advocating for the openness to hear suggestions even when they come unsolicited. The decision to take action upon those suggestions is up to the manager, and that decision should be respected. That mutual openness and shared respect creates dialogue and opportunity for innovation and progress.

An inquisitive nature

From a young age, millennials are taught there is no such thing as a dumb question. These lessons manifested into a generational trait, widely misunderstood in accordance with new hires. Asking questions isn't meant to challenge authority. Asking questions is meant to help the individual understand the "why" of what is being asked.

Yes, it may take additional time to explain a larger process behind a particular task, but that explanation provides context and meaning. No one wants to feel like a mindless drone. Even if the task is as simple as filing papers, taking the time to explain its importance can create a difference in how the employee views the company and his or her personal contribution.

A sense of pride

There are some who call it entitlement; some call it hubris. However you label it, there is general feeling of attachment in the millennial generation regarding the phrase, "You can be whatever you want to be." Looking back, when my parents said that to me I proclaimed, "I want to be a ballerina!" or "I'm going to be a mermaid!" However improbable — let's be honest, it would have been impossible for me to be a mermaid — my parents never wavered. I could be whatever I wanted to be.

This ideal has been ingrained in me and many of my peers since we learned how to scribble our names on a piece of paper. "You can be whatever you want to be" is sacred. I'm not debating the naivety of this statement. The deflating reality of this ideal is something everyone goes through in his or her own way at some point in life. But the fundamental idea of everyone starting out within a world of possibilities no matter what the circumstances can be incredibly powerful motivation. This often bemoaned characteristic is actually one of the traits I'm most proud of. I've watched friends achieve incredible things during their young careers, accomplishments they relentlessly worked toward, waging their persistence on the possibility rather than probability of success.

Fresh out of college, millennials have their eyes set on the end game, something they see for themselves — their grown-up version of "I'm going to be a ballerina." This unique foresight and accompanying belief in possibilities can facilitate exponential success both as an individual and as an organization. The key, however, is recognizing their philosophy as to who they are rather than looking at them as obstacles to be overcome.

Christina Johns is creative director at the International Fellowship of Christians and Jews. Reach her on Twitter at @ChristinaLJohns