WEBVTT - Jean & Turner on Millennials (Audio)

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<v Speaker 1>You're listening to Taking Stock with Kathleen Hayes and Pim

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<v Speaker 1>Fox on Bloomberg Radio. Well, judging by the throng the

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<v Speaker 1>crowd that enveloped our next guest as she came in

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<v Speaker 1>to join us, I can tell you that Billy Jen

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<v Speaker 1>King still has it. Billy Jean King a former world

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<v Speaker 1>number one professional tennis player, winner of thirty nine Grand

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<v Speaker 1>Slam titles, including twelve singles, sixteen women's doubles, and so on,

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<v Speaker 1>and she's also had a tennis center named after her.

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<v Speaker 1>She joins us with Stephanie Turner, co author of the

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<v Speaker 1>Millennial Majority Will Transform Your Culture. She's also a manager

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<v Speaker 1>in Deloitte's Survey Research and Analytics Center, and they're here

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<v Speaker 1>to tell us about some of the latest findings in

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<v Speaker 1>their millennial work. Welcome, Thank you both for being here.

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<v Speaker 1>I gotta say, Billy Jen King, it is a little

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<v Speaker 1>bit uh awe inspiring to be in the same room

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<v Speaker 1>with you because of all of yours. Don't worry. I'm

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<v Speaker 1>as a blue collar kid from long Reach, California. So

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<v Speaker 1>that in a public bar kids, Okay, Well, that's in

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<v Speaker 1>the National Tennis Center of the one that was that

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<v Speaker 1>has my name on it now, I can't say I'm

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<v Speaker 1>too embarrass is actually a public park. I don't think

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<v Speaker 1>people realize that sometimes. Well that that all. That all

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<v Speaker 1>leads me to my right question, because you have something

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<v Speaker 1>called the Billy Ching King Leadership Initiative, and I'm wondering

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<v Speaker 1>if you could describe that in the context of what

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<v Speaker 1>Stephanie has been working on having to do with millennials

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<v Speaker 1>and leaders. Well, when we started the Billyging King Leadership Initiative,

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<v Speaker 1>I said, we've got to have some data. We can't

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<v Speaker 1>just talk about what's going on in the workplace because

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<v Speaker 1>what we want to do in our with the Leadership

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<v Speaker 1>Initiative is to change the workplace to be more inclusive

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<v Speaker 1>where people can be their authentic. So so Delay, Deloitte

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<v Speaker 1>and US teamed up and they have been unbelievable because

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<v Speaker 1>without Delote, we couldn't really have started the Leadership Initiative

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<v Speaker 1>without them. So they've come up with all kinds of

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<v Speaker 1>data about millennials because, believe it or not, you know,

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<v Speaker 1>millennials are going to be the workforce's not very just

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<v Speaker 1>a few years from now, so uh, it's very important

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<v Speaker 1>and what they're thinking, what they're feeling, what's going to

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<v Speaker 1>drive them? Uh, what's going to give them purpose? And

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<v Speaker 1>that's the things that Deloitte went out and continue to

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<v Speaker 1>collect data on what the millennials are feeling and thinking,

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<v Speaker 1>especially in the workplace. We want to go to the

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<v Speaker 1>data in just a minute, but I also want to

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<v Speaker 1>ask you from your perspective in the tennis world. Uh,

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<v Speaker 1>so many tennis players start out long before their millennials

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<v Speaker 1>and they're like three years old exactly, you know. And

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<v Speaker 1>we we've had Nick Bleteria and once again we did

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<v Speaker 1>our show out at the Open for a couple of days,

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<v Speaker 1>was growing out that he's he's best tennis Hall of Fame,

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<v Speaker 1>et cetera. But what do you see in your in

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<v Speaker 1>your in yourself growing up and when you look at

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<v Speaker 1>kids now, how are they different from us, from us

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<v Speaker 1>older folks when we were at that point in our lives.

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<v Speaker 1>What do you see? Well, first of all, they still

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<v Speaker 1>have some of the same problems and that's excess to

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<v Speaker 1>get started. I would say that access is a challenge

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<v Speaker 1>no matter what. But as they get going at they

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<v Speaker 1>show promise. Uh they have there's more money, there's better coaching,

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<v Speaker 1>better nutritional and information on how to train all the

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<v Speaker 1>things that I would have loved have had growing up

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<v Speaker 1>as far as information, and that's what where technology is

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<v Speaker 1>so important and continues to you know, the software just

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<v Speaker 1>exponentially keeps changing all the time. I mean, it's just

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<v Speaker 1>you can't keep up with the software. The hardware is

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<v Speaker 1>a little bit a little bit easier, but it's it's

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<v Speaker 1>unbelievable what that brings to the table about for stats,

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<v Speaker 1>when you play, gives you it gives you instantaneous feedback. Um,

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<v Speaker 1>it's just amazing. What I would love to be a

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<v Speaker 1>kid today playing I do think, Uh, if you show promise,

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<v Speaker 1>usually someone will help you, will sponsor you, or mentor you. Um.

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<v Speaker 1>But it's amazing what's happening. And then you know, I

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<v Speaker 1>retired at forty, went into Team Tennis World Team Tennis,

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<v Speaker 1>which is about equality. We have men and women on

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<v Speaker 1>the same team. And now the the Ability and King

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<v Speaker 1>Leadership Initiative. If you think about it's just an extension

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<v Speaker 1>of what I've always believed in since I was twelve,

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<v Speaker 1>and that is fighting for equal rights and opportunities for

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<v Speaker 1>boys and girls, may women, for all genders. Uh. And

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<v Speaker 1>I knew I was so lucky to have a platform

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<v Speaker 1>that tennis is and tennis is global. But I knew

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<v Speaker 1>I had to be number one if I was going

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<v Speaker 1>to try to help change the world, not just my

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<v Speaker 1>own tiny university tennis, but help others and help the

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<v Speaker 1>world to be a better place. And I have inclusion.

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<v Speaker 1>And as a girl, I already knew that life was

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<v Speaker 1>going to be different, that people would not probably listen

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<v Speaker 1>to me, but I thought, if at least be number one,

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<v Speaker 1>maybe they will. But thank god, you know, tennis is global.

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<v Speaker 1>I think it gave me an unbelievable platform. Sports were

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<v Speaker 1>very fortunate to have it. Stephanie Turner, I want you

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<v Speaker 1>to come in and tell us how is the millennial

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<v Speaker 1>majority going to transform the culture that we live in. Yeah, well,

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<v Speaker 1>I think in Billy, you have created this amazing platform

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<v Speaker 1>that we can conduct the research on. And what our

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<v Speaker 1>research is showing is that technology is an accelerator. Millennials

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<v Speaker 1>want purpose in the organizations, but they're using technology in

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<v Speaker 1>every form that they have to be an accelerator. And

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<v Speaker 1>how they collaborate, communicate, how they become innovative in their

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<v Speaker 1>work that drives that purpose, and then also and how

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<v Speaker 1>they seek work like flexibility. This is a generation that

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<v Speaker 1>wants to solve problems fast, and they want to be

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<v Speaker 1>able to do it wherever they are around the globe,

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<v Speaker 1>and they want to be able to do it with

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<v Speaker 1>whoever is around the globe. They don't want to be

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<v Speaker 1>confined to an office or a particular area of solving

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<v Speaker 1>those problems. Okay, well, we know that lots of times

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<v Speaker 1>stereotypes and jokes have some truth in them. And when

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<v Speaker 1>you see all the jokes right about, oh they expect this,

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<v Speaker 1>Oh they don't want to do that. Oh they want

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<v Speaker 1>to go in and get a raise. Um, you know

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<v Speaker 1>three months after there there is there any truth? Is

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<v Speaker 1>that the downside of a millennial. So so I think

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<v Speaker 1>that part of what our research has done is actually

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<v Speaker 1>a little bit of myth busted the generation that we

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<v Speaker 1>once knew it. Right, So, this is a generation that

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<v Speaker 1>has since matured. They are in their thirties, they are

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<v Speaker 1>leaders in our organizations today. They are at least fifty

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<v Speaker 1>per scent of the workforce, and like Billy said, they're

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<v Speaker 1>going to the workforce. This is a generation that is

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<v Speaker 1>very ambitious. To your point, they do want to be

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<v Speaker 1>able to excel, and they want to excel quickly, but

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<v Speaker 1>they want the right tools and experiences and that purpose

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<v Speaker 1>in the organization to be able to do it well.

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<v Speaker 1>They also seem to live through the financial recession of

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<v Speaker 1>two thousands in Tennis bad. You have a bad run

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<v Speaker 1>at times. What do you find reminded me of my

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<v Speaker 1>parents a little because they were depression parents. And of

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<v Speaker 1>course I don't think it's as tough as back in

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<v Speaker 1>the thirties, but it was still. I mean, I have

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<v Speaker 1>god children who are still having trouble finding jobs. It's

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<v Speaker 1>it's tough, and I'm saying, you know, you remind me

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<v Speaker 1>of the old days when there was a depression. So

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<v Speaker 1>I think it's very sobering when you go through that experience.

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<v Speaker 1>But I also think they're very resourceful. I think they're innovative.

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<v Speaker 1>I think the kids want to do good. I think

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<v Speaker 1>if you look at the elections even how excited they

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<v Speaker 1>were to be a part of it. And hopefully we

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<v Speaker 1>can keep them involved that but they are going to

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<v Speaker 1>be are there are future leaders. There are leaders now

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<v Speaker 1>and our future. So we have to find a way

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<v Speaker 1>to be inclusive and each other, help each other the

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<v Speaker 1>best we can, and that's where the boomers have a

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<v Speaker 1>chance to mentor But you know, what I feel like

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<v Speaker 1>the millennials are mentoring me sometimes, especially when it comes

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<v Speaker 1>to technology. But I think it's really important that we

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<v Speaker 1>that we have more equality in the workplace. I want

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<v Speaker 1>equal pay for equal work. I want more women in

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<v Speaker 1>the c suite. I want not only just white women,

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<v Speaker 1>I mean all women. I want people that live with disabilities.

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<v Speaker 1>I just want inclusion. That's what I want. I want

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<v Speaker 1>and now people have a voice. When I was growing up,

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<v Speaker 1>we were fighting so hard to just to get a

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<v Speaker 1>seat at the table. Now people expect to have a voice,

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<v Speaker 1>and it's so much healthier. You're making me think. We're

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<v Speaker 1>at the Pershing Insight conference down in Florida earlier this year,

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<v Speaker 1>I believe it was in June. One of the executives

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<v Speaker 1>was giving a ted talk the event about and and

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<v Speaker 1>and his mentor, a millennial was with him and they're

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<v Speaker 1>can back and forth on how older people can be

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<v Speaker 1>mentored by millennials. How about you both The comments starting

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<v Speaker 1>with you, steffany something you encourage people to do something

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<v Speaker 1>that makes a difference. Yeah, I think so. And Deloitte's

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<v Speaker 1>done this. We have millennials and leadership positions that are

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<v Speaker 1>also doing what we would call reverse mentoring um. But

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<v Speaker 1>also we're seeing this with our clients more often than not.

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<v Speaker 1>Our clients are starting to say, we want our millennials

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<v Speaker 1>to reverse mentor us because we want to understand how

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<v Speaker 1>this generation thinks. We also recognize that it's not at

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<v Speaker 1>the sacrifice of other generations. So a lot of the

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<v Speaker 1>things we found in the research, purpose, technology, innovation, collaboration

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<v Speaker 1>and benefits all. I think it's great. Listen, I'm always

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<v Speaker 1>asking the young ones. First of all, I'm still very

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<v Speaker 1>involved with the Bility King leadership. We just hired our

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<v Speaker 1>new executive director, Shari Sperit. She's in her thirties. There

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<v Speaker 1>we go, she's mentoring me. I'm helping her. Also, I

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<v Speaker 1>do some coaching in tennis with the kids, so I'm

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<v Speaker 1>always having them help me with technology. I go to

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<v Speaker 1>the kids for guys, come over and help me with

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<v Speaker 1>this technology. How can I learn? How can I get better?

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<v Speaker 1>What gets me? The only you gets me irritated sometimes

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<v Speaker 1>at the millennials, and I love dearly. I wish I

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<v Speaker 1>were one. Uh is that I don't sometimes well, even

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<v Speaker 1>like we're talking about the elections, I said, have you

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<v Speaker 1>looked up everyone's story? They didn't know anything. I said,

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<v Speaker 1>you guys, I would have given anything that had the

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<v Speaker 1>information at my fingertips. The way it is today, it's

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<v Speaker 1>so exciting. I said this, you have no idea, so

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<v Speaker 1>please use it. And so I said, just know everyone's journey.

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<v Speaker 1>It's right there. You can look it up, what their

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<v Speaker 1>journey has been. Get an idea, who they are, what

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<v Speaker 1>they've done. That's what's important, and then you'll make better choices. Well,

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<v Speaker 1>I think you've been an excellent choice to join us

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<v Speaker 1>here on taking stock today. Thank you so much, Tennis sugeon,

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<v Speaker 1>Billy Jean King. That's all you need to say, Billy

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<v Speaker 1>Jene King, and everyone knows who you're talking about. But

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<v Speaker 1>also nice to meet you two. Stephanie Turner, co author

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<v Speaker 1>of the Millennial Majority Will Transform Your Culture Manager in

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<v Speaker 1>Deloitte's Survey Research and Analytics Center, some great information on

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<v Speaker 1>millennials in the work place and workforce. We thank you

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<v Speaker 1>so much for joining us, Thanks for having us. Kathleen

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<v Speaker 1>Hayes Long and Pim Fox and this is Bloomberg. Yes,