Sometimes jobs feel repetitive, and you know you'd like to learn new things -- but how?

Well once in a while, it's as simple as recognizing the opportunity. Here's an example:

A couple of weeks ago, we hosted a users' conference (sorry if you weren't invited). It wasn't a huge thing with hundreds of thousands of attendees in Las Vegas -- it was a couple of hundred people coming to Boston (yes, Boston in January -- now that's commitment!).

So to pull it together, then to pull it off, required a lot of people doing a lot of planning and work. Or, you could call it opportunity.

As a company, of course, the conference was a hit. But as individuals, a lot of people learned a lot of thing about planning and organization, especially the whole field of event planning and conference organization.

It was a great opportunity for a lot of us to do a lot of things, and especially to learn about what goes into a successful event (it's a lot harder than you might think!). And some people who lent special skills (first-class photography or event organizing, for instance) really got to shine.

I bet things happen at your company all the time that provide similar opportunities. If they do, tell us!

By Allison Jones

The words “history,” “change,” and “hope” have made their rounds in virtually every media outlet around the world in an attempt to describe President Obama. We feel good as a country knowing that we have made a huge step forward. It takes a lot for a nation to elect someone from a group that it has for so long despised and abused. His election should not be taken lightly in that regard yet it should not be taken as a signal that we are now a completely equal society. I have loved his campaign, his election, and his swearing in because of the conversations that have been sparked.

So I’ll say right off the bat that I have several problems with the idea of a color blind nation. The main one being that the notion is insulting. There is nothing wrong with the color of my skin and the identity attached to it. It is not a burden or something to overcome. Additionally the task of creating such a society is frequently thrust upon people of color. Obama has made no such promises of closing the racial gap that places black Americans at or near the bottom of every measure of social progress yet somehow we expect him to. How many white presidents have had such a lofty task?

Yet for better or worse, the black American experience is now front-and-center of the American experience. Which issues will come to light? Will discussions of critical issues stop being labeled as “airing dirty laundry” and finally be seen as necessary for progress? Every time I hear the phrase “dirty laundry” I have to remind people that perfection is not and should never be a requisite for fair treatment under the law and that policies should never be crafted under the guise that a group has no agency.

With that said, we need to realize that change is about the process not just the product. It is not about creating a color blind society; it is about acknowledging the fact that problems exist and committing ourselves to addressing them. What I think many black leaders fought for and continue to fight for is the recognition that the issues facing black Americans are real, urgent, and unequivocally American, not sideline issues and not simply examples of cultural failure.

So as we begin the Obama administration, I hope we continue these conversations and encourage new ones.

Allison Jones graduated from Haverford College in 2007. She chronicles her life as a newbie in the professional world at Entry Level Living.

By Allison Jones

Let me make this clear right from the beginning: [organizations] cannot afford to ignore Generation Y. Period. Our numbers and our skills are so large and so necessary that to pretend as though our existence is a fad will only be detrimental.

With that said, I also realize that given the diversity and size of the sector some organizations may be better poised for gen y integration than others. Some may have a budget large enough to offer perks such as loan forgiveness while others are operating with a “all-hands-on-deck!” mentality simply taking any labor that they can and not really rewarding it. This is not about dismissing people or being self important–it’s about integration and sustainability.

This list is inspired by the numerous discussions I have had with my peers and the research I continue to do as one of the founding partners for OnlyUp.org, a start-up non-profit dedicated to supporting non-profit employees under 30.

Do:

1. Discuss differences: The different expectations of employees is sometimes laughed off: those silly Millennials wanting the world to stop for them and…those silly Boomers wanting the world to stop for them. However, those jokes easily translate into tension as employees resent each other for what they may view as unearned or undeserved praise. So why not sit down and ask “What should we know about your generation?” Rosetta Thurman did this kind of activity and uncovered some powerful feelings that really shape how an organization operates.
2. Let them start a project: I’ve started two projects that have required no money and have gotten us lots of publicity. It helps to have fresh eyes at the organization who see issues differently. Set some guidelines and just let them be creative! If they succeed more publicity and praise for the organization. If they fail, pick up and try again. The sector wouldnt exist without taking risks.
3. Provide time for professional development: If you cant pay for it at least allow them time to participate in seminars, workshops, and conferences.
4. Give flexible hours: Work/life balance is a major issue for our generation and consequently a major deterrent for entering the non-profit sector. So if we have to work a Saturday, how about leaving early Friday or a day off the following week? Or coming in early at the beginning of the week (when everyone is busiest) and later towards the end of the week (when work dies down)?
5. Hire more than one person under 30: The one thing I love about my job last year is that I was able to connect with other young non-profit employees. No, I didnt become friends with every person under 30 but it did make the working environment better to not be the only young person in the office. Little differences like kids, health, and work life can make conversations difficult. A friend eases the tension.

Don’t

1. Treat them like cheap labor: Treat us as valuable employees who are giving an important service.
2. Talk down to them: Every time I hear the phrase “Well you’re young so…” I shut down. I completely stop listening. Already my presence has been devalued and I have been dismissed. This only creates tension.
3. Segregate them: To address the issue of youth involvement, separate groups are formed for them. We are put in charge of small side projects, very rarely meeting with anyone outside of our gen y circle. While this can be valuable for its networking and community purposes, as a solution it is not enough–you cannot bring change by operating in a bubble, nor will you be sufficiently challenged. Full generational integration in every aspect of the organization should be the goal. How many young employees do you have? How many young employees on your board? How many sitting at the decision making table?
4. Ignore their concerns: Firstly, try asking for their concerns! When we sign on to work for an organization we have a sense of what the culture is like so more often than not our concerns are small that could have a huge impact.
5. Forget that we all want the same things: Not just in terms of social change but also in terms of work. Sometimes I am astonished at the attitudes some people have toward the requests of younger employees. You mean YOU dont want more flexible hours? YOU dont want a nice work environment where everyone feels respected? YOU dont want professional development or mentoring to improve your performance? Of course you do! How does fulfilling the desires of younger employees hurt?

Updates: I’m glad to see the conversation on this topic is growing. Bea Field, co-author of Millennial Leaders has added some excellent tips to this list. My favorites:

Do provide mentoring and coaching and reverse mentoring/coaching is better than one way mentoring. Get your Gen Ys involved in an interactive form of mentoring (let them coach you as well!)

Don’t focus on money or increase in salary as a perk. While this is important, Gen Y is much more inclined to stick with your company if you are giving them meaningful work, flexible work hours and free time to do what they love.

What else would you add?

Allison Jones graduated from Haverford College in 2007. She chronicles her life as a newbie in the professional world at Entry Level Living.

The inauguration of President Barack Obama has prompted endless discussions on how far along we’ve come as a country addressing the issue of diversity.

On a national front, that may be valid, but is it equally valid in companies and on college campuses? What's your opinion -- let us know...

Photo by marcn