Tags: Leadership, Military Culture, millennials
This post is a response to an article in the August issue of USNIâ€™s Proceedings by Commander Darcie Cunningham, U.S. Coast Guard, titled â€śMillennials Bring a New Mentality: Does it Fit?â€ť So if you havenâ€™t read it yet, I recommend you start there.Â This post appeared in its original form at CIMSEC.
Where to begin? To her credit, Commander Cunningham asks an important question: â€śhow does our structured military culture adapt to this new generation?â€ť Itâ€™s also clear her frustrations are borne of personal experiences in command. Unfortunately itâ€™s a question she fails to answer (more on that later) and in doing so perpetuates myths and patronizing generalizations. [Full disclosure: Iâ€™m in the millennial generation, on the older end of the spectrum, and like all such groupings the term â€śmillennialâ€ť is a debatable construct but Iâ€™ll accept her definition (those born in the 80s and 90s) for argumentâ€™s sake.] â€śKids These Days!â€ť Commander Cunningham begins by noting several behaviors that are supposedly unique to millennials: that they â€śposture to work only the bare minimum number of hours required,â€ť that their â€ścustoms and courtesies are eroding,â€ť and that â€śthere are an increased number of negative confrontations.â€ť It is entirely possible that this is what is happening at Coast Guard Base Los Angeles, it is certainly her perception. But more likely it is just that: perception. Such perceptions have existed about pretty much every generation when they were in their youth. That doesnâ€™t make them accurate.
Letâ€™s return to the important question: â€śhow does our structured military culture adapt to this new generation?â€ť Beyond the advice to use positive feedback to keep the crew motivated, the Commander Cunningham offers nothing. Instead she says they must be â€śeducated,â€ť â€ścourse-corrected,â€ť and evaluated for whether they will â€śtruly be able to adapt to the service.â€ť And thatâ€™s the thing â€“ this isnâ€™t really an article about adapting the military to millennials, itâ€™s about adapting millennials to the military, as reflected in the title. Which is not all bad. To be sure respect for rank and proper military etiquette are just good manners, and appreciation for a serviceâ€™s traditions, structure, customs, and courtesies are the marks of a professional. Yet here is where it gets downright galling. The commander moves to close by questioning whether millennials are just â€śfocused on what’s in it for them.â€ť This is flat-out wrong. As the Washington Post reports, millennials â€śwant jobs that affect social change, and they give what they can. A 2012 study found that three-quarters of young people surveyed gave to a charity in 2011, and 63 percent volunteered for a cause.â€ť It bears remembering that this is an all-volunteer force. While many undoubtedly join the military in part for other reasons â€“ heck I joined partly to pay for college and to travel abroad â€“ I would submit a vast majority, such as myself, also joined in part for the ideals that military service embodies and a belief that such work is work towards a better world. Instead of playing to these motivations, however, Commander Cunningham advises reminding these servicemembers that there are â€ślong linesâ€ť waiting to get into the coast guard and that the economy is not the best. Thereâ€™s so much wrong in this. First, itâ€™s unclear if the commander thinks that since â€śmillennialsâ€¦may not be the right fit,â€ť they can be replaced by one of the other five generations she says she oversees, or if sheâ€™s referring to individual millennial members. Iâ€™ll give her the benefit of the doubt she means the latter and that sheâ€™s not saying that taking on the challenge of motivating millennials may just be too hard and that they should be written-off en masse. Second, thereâ€™s a reason these individuals are the ones in service and not in the supposed long lines. Itâ€™s because these they were the top qualified candidates. Even those who arenâ€™t top performers in service are not likely to have too much trouble finding work outside the military, or using their benefits for further education, so this threat rings hollow except for those really troubled individuals threatened with a non-honorable discharge. And thatâ€™s to say nothing of how trying to scare oneâ€™s employees isnâ€™t typically the best management or leadership strategy. Third, because these were the top qualified candidates this also means that any millennial you give up on is going to be replaced byâ€¦another millennialâ€¦who by and large wonâ€™t be as qualified. Sure you can keep up the numbers, but again, what does this say of the quality of your talent pool? One complaint the commander makes that does ring true is that â€śyounger membersâ€¦have an expectation of accelerated advancement through the organization.â€ť In Commander Snodgrassâ€™ 2014 Retention Survey he notes that 60% of respondents â€śfeel they are making a difference in their job, but regardless of what they do â€“ 64% donâ€™t think they will be rewarded in any way by superior performance.â€ť This should not be an indictment of millennials but a recognition of a drawback of military service in comparison with civilian organizations, as well as an opportunity to prove oneâ€™s leadership bona fides. Yes, we millennials want positive feedback and to know whether weâ€™re doing a good job, and yes we wish we could rise through the ranks commensurate with our talents rather than in accordance with organizational and statutory limitations. Leaders would be well served to look for alternatives such as creating opportunities for crewmembers to prove themselves through increased responsibility or challenges. If the military canâ€™t keep up with the rest of the world in reasonably advancing its people, Commander Cunningham should at least be able to explain what is or isnâ€™t in her control and that she will do what she can to position her people for success. There are going to be bad apples among us, as there are in any generation. But tarring an entire generation with questionable generalizations is counter-productive. While this article may ask the right question, it doesnâ€™t really attempt to answer it. What most millennials want is appreciation, when earned, an opportunity to make a difference, and a voice that is heard if not always heeded. The military, the top employer of millennials, still needs to make a serious attempt at understanding how to best take advantage of what this generation has to offer. A good place to start exploring the issue is Air Force vet Tim Kane’s Bleeding Talent, NYT review here. Another response to this article can be found at CIMSEC by LT Matt Hipple.