The Millennial Footprint on Media and Entertainment
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Millennials have altered the landscape of media and entertainment in their own image. Unlike previous generations, there is a healthy dose of social action, second life, and maker movement-ethic. This presentation shows why media properties should heed the three word mantra: Participate / Create / Share.
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Establishing A Culture of Philanthropy: 2013 UM Eldercare Annual Meeting Pres...
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Delivered at Longmont Startup Week 2016 by Morgan Smith. These slides focus on the generational story and profile of the Millennial Generation and outline the economics, consumption habits, politics, and workplace habits around Millennials and then answers why we need them. The slides are only part of the presentation delivered by Morgan and hearing him in person completes your understanding of the information presented.
Hispanic Millennial Project Wave 5: Media, Entertainment & Technology Preview
This document summarizes research from multiple waves of a study on Hispanic Millennials conducted between 2015-2019. Key findings include:
- Hispanic Millennials are a large and growing demographic segment, making up 27% of the total Hispanic population in the US.
- Research covered topics like healthcare, finances, food/beverage consumption, technology/media usage, and cultural influences.
- Across areas, Hispanic Millennials showed similarities to other Millennials but also differences reflecting their Hispanic heritage.
The Millennial Generation Rules
Ever wondered why the two hottest words in marketing today are “Millennial” and “Multicultural”?
Well the short answer is that the Millennial Generation (18-34) rules category after category and Multiculturals are their heart and source of vitality and growth.
Andy Halley-Wright, VP Planning and Research at Y&R/Bravo Miami, looks at how despite millennials coming of age in dire economic times, they are optimistic, open minded and brave. And in the home of the brave, the American Dream burns brightest in multicultural millennial hearts. Naturally various life stages and different mindsets fall between the ages of 18 and 34. In fear of over simplification, the younger cohort (18-24) are “Explorers” (4Cs) driven by the mega need of discovery while the older segment (25-34) are “Aspirers” (4Cs) motivated to make a mark and to show the world that they are making it.
"Born in a digital world, eight in 10 Millennials in America own a smartphone. They are always on, always connected – like 1 in 2 are tweeting, liking, emailing, you-tubing or whatever; while on the toilet! No generation has ever spread the word about themselves and help build or break brands like this generation. And again, Hispanics are at the bleeding edge, especially when it comes to mobile," he writes.
If “Millennial” and “Multicultural” are the two hottest words in marketing today, the two most important commandments they impart are that the marketer should “Embrace Diversity” and “Be Participatory.” Of course, that’s easier said than done.
How to Reach the Mobile Generation (Millennial Christians)
Only 30% of Americans who were raised Catholic are still practicing. In an environment like this, how do we reach the millennial Christians? We discuss ways to ignite the flame of the millennial church through the use of digital media, content strategy, social media and mobile.
This presentation was given at the 2013 Catholic New Media Conference #CNMC by Patrick Padley.
Learn more: www.patrickpadley.com
Media for The Millennial Generation
Media for The Millennial Generation - a draft about the Next generation's Media Consumption behavior.
Delivering the Millennial Experience: How to Engage Generation Y
2016 MCUL Lending & Marketing Conference
In 2015, Millennials surpassed Baby Boomers as the largest group of the U.S. voting population. As Boomers transition into their well-earned retirement, Millennials will take the stage as the focal group for marketers, lenders and managers. This session will explore who the Millennial Generation is, what is important to them, what they expect from credit unions and how to engage them with credit unions on multiple levels.
Millennial Misconceptions: Dangers of Getting The Millennial Generation Wrong
As has been repeated in practically every article about the Millennial Generation, also known as Generation Y, Millennials have become the workforce majority demographic in 2015. Meaning, there are more Millennials working in the United States than Baby Boomers and Gen X.
Yet why such a negative stigma against the Millennial generation? Why is the conversation about this tech-savvy generation deflating rather than uplifting?
Most companies are getting the Millennials wrong ... and this is dangerous for business and leadership. Companies and organizational leaders that understand the needs and expectations of Millennials will separate themselves apart.
* This PowerPoint will address "Millennial Misconceptions" and it is a portion from one of my customized keynote presentations that I tailor for each group I speak to. This particular audience is called FENG (Financial Executives Networking Group). Contact me for more information about Millennials: Kevin@KevinCSnyder.com (KevinCSnyder.com)
The Millennial Shift: Financial Services and the Digial Generation Study Preview
With 80 million members, the Millennial generation is the largest in the history of the United States. The group's size, coupled with its increasing spending power and social influence, means that Millennials are a huge potential market for financial services firms. However, Millennials' skeptical view of financial institutions and unique digital preferences pose a clear challenge to the industry's traditional marketing strategies and business models.
CI's new study, The Millennial Shift: Financial Services and the Digital Generation will help financial services marketers, product managers and strategists to better understand Millennials and identify effective tactics for serving this demographic. Download the study preview now!
Five Questions the Study Will Address
#1 How do Millennial attitudes/behaviors differ from those of earlier generations?
#2 What financial product features do Millennials value?
#3 Which financial services firms seem to be effectively targeting this group and why?
#4 What are the most effective ways to use technology to market to and serve these consumers?
#5 How can financial firms use education, gamification, social media and other innovations to connect with Millennials?
A Brand Strategy for Reinventing the Outdoor Recreation Category for the Mill...
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Adult orthodontics
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Millennial powerpoint
This document discusses generational marketing and provides information about key generations including Millennials. It defines generations based on birth years and defining historical events. Millennials are characterized as adaptable, impatient, tech-savvy multi-taskers who are learning-oriented. The document outlines traits and notable figures for Traditionals, Boomers, Gen-Xers, and Millennials to understand how each generation's experiences shape their perspectives and preferences.
States of the American Millennial
Millennials are not a monolithic group, but rather consist of diverse subgroups divided by factors like age and socioeconomic status. While some experts generalize about Millennials' interests, the realities of their experiences vary greatly from prosperous to impoverished. Though often characterized as uninterested in politics, Millennials have effectively used social media and online activism to enact political change on issues like internet regulation and LGBTQ rights.
The Evolving Role of Brands for the Millennial Generation
Edelman 8095®, named for the years in which the generation was born, 1980 to 1995, is an insights group studying the Millennial generation and their relationship with brands. Following a benchmark study in 2010, Edelman now unveils 8095® 2.0, an updated look at Millennials, their new aspirations and the role that brands play in their lives.
TFEA 2016 - Marketing to Millennials
This document discusses marketing strategies for reaching millennials. It suggests focusing on authenticity, mobile experiences, and creating memorable experiences. For authenticity, the document advocates using user-generated content and speaking in a way that resonates with millennials, such as using emojis. For mobile, it highlights the importance of mobile-optimized websites, apps, and social media presences. To create experiences, it proposes live streaming events, exclusive perks, and leveraging user-generated photos and videos to promote word-of-mouth marketing. The overall message is that millennials respond best to marketing that feels genuine, meets them on their preferred mobile platforms, and offers engaging experiences to share socially.
DISPLAY LUMAscape
The latest LUMA Display Ad Tech Landscape is a living document. While it is impossible to categorize companies across an industry into discrete categories, this is at least an attempt to organize the landscape. If you have constructive suggestions, please email them to me at tkawaja@lumapartners.com.
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The Millennial Generation: Who They Are & Why You Need Them
The Millennial Generation: Who They Are & Why You Need Them
Hispanic Millennial Project Wave 5: Media, Entertainment & Technology Preview
Hispanic Millennial Project Wave 5: Media, Entertainment & Technology Preview
How to Reach the Mobile Generation (Millennial Christians)
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Delivering the Millennial Experience: How to Engage Generation Y
Millennial Misconceptions: Dangers of Getting The Millennial Generation Wrong
Millennial Misconceptions: Dangers of Getting The Millennial Generation Wrong
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The Millennial Shift: Financial Services and the Digial Generation Study Preview
A Brand Strategy for Reinventing the Outdoor Recreation Category for the Mill...
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thinkLA Entertainment Marketing Breakfast 2014 -Warren Wright presentation
At thinkLa's EMB 2014, speaker Warren Wright from LifeCourse described how millennials make their decisions based on their beliefs, attitudes and values.
Generational Marketing
Presented at FPRA's Annual Conference (Aug 2013), this presentation to PR pros shared the understanding of who the generations are, what motivates them, and how to market them and work together.
GenZ - COBIS slides.pptx
Over recent years schools have tried, and often struggled, to understand how to work effectively with the 'millennial' generation. Now a new, and very different, generation is entering the workforce.Generation Z, GenZ or the iGeneration, have grown up in a time of crises; whether financial, social, political or medical. But they have also been brought up and educated during a period of unprecedented technological development. These factors have shaped their understanding of the wider world and, consequently, their expectations of the workplace.This presentation will examine the factors and experiences that have shaped Generation Z and some of their perceptions about work. It will look at the ways in which schools can attract and retain Generation Z and the opportunities that their understanding may provide.
Generational Diversity at Work
An extended presentation on generational diversity at work (also called multi-generational work teams). The goals were to provide an understanding of the generations with special emphasis on their work paths and styles. The four generations include Civics (also called Traditionalists, The Greatest Generation), Baby Boomers, Generation X (Gen Xers) and Millennial (also called Gen Y, Generation Next).
8 Requirements for Retaining Millennials
Do you know what benefit Millennial employees want 3 TIMES MORE than cash bonuses?
Millennials, or the Gen Y workforce born between 1982 and 2002, are success-oriented but can be very high maintenance. They don’t adapt to corporate cultures. Your company must be “Millennial-friendly” or risk a high turnover rate with this not-so-tolerant generation.
With mass Boomer retirement starting, and the smaller number of Gen X workers replacing them, smart employers are currently scrambling to determine not only how to recruit their next generation of young employees, but how to retain the Millennials they have now.
Join us as Lisa Orrell, author of 2 best-selling books, Millennials Incorporated and Millennials into Leadership, explains the eight critical retention requirements Millennials seek from an employer. Lisa’s insight is backed by recent research into the Millennial generation and her years of experience working with multi-generations in organizations large and small.
In this presentation you will learn:
What makes the Millennial worker tick?
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For more on recruiting and retaining Gen Y workers, visit
http://www.monsterthinking.com
Complete millennial presentation
This document discusses generational characteristics and trends related to Millennials entering the workforce. It outlines key events and values of previous generations including Veterans, Baby Boomers, and Gen X for context. For Millennials, it notes they grew up with involved parenting, a focus on self-esteem, experience with customer service expectations, and impact from gaming. Overall, Millennials are described as civic-minded, optimistic, and bringing technology and teamwork skills to the workforce.
The Generational Footprint on Lifestyle Preferences
Each generation plays a role in shaping the way we live and how we see the world. The Baby Boomers, in their youth, rejected the status quo and challenged conventionality, while seeking greater meaning from within. They set the tone for dramatic shift is cultural norms, and established the “politics of meaning”, putting vision and values at the center of their lives.
Generation X grew up in a time of hands-off parenting, and often fended for themselves with a survivor mentality in their youth. A generation largely ignored by the media, Xers bring a new sense of pragmatism to life and to the workplace, and produced the largest number of entrepreneurs.
Millennials grew up in a time of rising parental involvement, overwhelming technology development, and a structured, regimented youth culture of service and achievement. Still in their youth, the Millennial story is still being written.
Who are these Millennials and how do they differ from other generations? What is likely to be their lasting contribution to society?
In this presentation, Warren Wright takes the audience through each generation’s life story, their contribution to how we live, and makes some surprising predictions about the future.
The 5 keys to engage Millennial thinking - Fintech Americas, Miami October 2015
The document discusses characteristics and views of Millennials born between 1982-2000. It notes that by 2025, Millennials will represent 75% of the global workforce. While connected digitally, Millennials can feel disconnected and have more virtual than real relationships. They are seen as nomadic, seeking global opportunities, and less committed to employers long-term. The document also discusses challenges banks face in appealing to Millennials, including showing care, going mobile, creating engaging experiences, differentiating, and leveraging social media.
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This document discusses traits of Millennials based on research from various sources. It notes that Millennials grew up with technology and are always connected. They are a large generation, representing over 20% of the US population. Millennials are influenced by economic conditions, societal norms, and political events during their formative years. They are described as confident, open to diversity, and seeking meaningful experiences over material goods. The document provides various observations and statistics about Millennials and their relationship with technology, media, religion, and other generational influences.
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Mind The Gap
The document discusses the gap between business values and community values online. While most businesses view communities as opportunities for promotion, true engagement requires embracing human values like generosity, compassion, and authenticity. Metrics like numbers and statistics are less meaningful than human stories in building understanding. Wisdom comes from embracing ambiguity rather than rigid rules. Technology should not come at the cost of human relationships.
CultureQ 2011 - Millennials rewriting cultural story
MILLENNIALS: Rewriting our cultural story for brands - one mash-up at a time includes the following:
- Technology & Gen Y: together since day 1
- The technology myth
- A cultural tipping point
- Brands and our new cultural story
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Bob Davies, Chief Branding Officer of Candescence, Inc. developed this presentation. Great way to understand differences by generations.
Lee Fox - Youth and Nonprofit Partnerships
This document discusses partnerships between youth and nonprofits. It notes that youth are global citizens with powerful online tools who can help drive impactful campaigns. Nonprofits are encouraged to treat all people equally, not underestimate the power of youth, be where youth are (including social media), think like a brand by relinquishing some control, and redefine activism using mobile tools. Effective engagement requires clear calls to action, leadership opportunities for youth, and meeting them on their terms across various platforms.
'Am I the only one ...?' Personalizing 'social' to connect with students.
A presentation leading to a discussion of ideas about what we—as social media and content managers, and as members of a college community—can do to help create a supportive, inclusive, welcoming environment for all students. Delivered at #ConfabEDU 2015 in New Orleans.
Youth & Non-Profit Partnerships
Youth are global citizens with powerful tools. How and why your nonprofit should engage with "generation next"
Bridging the Generation Gap in the Workplace
The document discusses the four generations currently in the workforce - Traditionalists, Baby Boomers, Generation X, and Millennials. It describes the defining events for each generation and their core values and preferences. Differences in perspectives and work styles between the generations are noted. Managing a multigenerational workforce effectively requires understanding these generational differences and adapting practices for attracting, motivating, and retaining each generation.
Yes, I DO Mind the Gap
The document discusses the gap between business values and community values online. While most businesses view communities as opportunities for promotion and sales, true engagement requires embracing human values like generosity, compassion, and authenticity. The document advocates for businesses to move beyond just observing online communities as "tourists" and to become active members that give value through openness, stories over statistics, and flexibility over rigid rules.
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ServiceNow CIS-ITSM Exam Dumps & Questions [2024]
• For a full set of 530+ questions. Go to
https://skillcertpro.com/product/servicenow-cis-itsm-exam-questions/
• SkillCertPro offers detailed explanations to each question which helps to understand the concepts better.
• It is recommended to score above 85% in SkillCertPro exams before attempting a real exam.
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This presentation by OECD, OECD Secretariat, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
怎么办理(lincoln学位证书)英国林肯大学毕业证文凭学位证书原版一模一样
原版定制【微信:bwp0011】《(lincoln学位证书)英国林肯大学毕业证文凭学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
Proposal: The Ark Project and The BEEP Inc
1.) Introduction
Our Movement is not new; it is the same as it was for Freedom, Justice, and Equality since we were labeled as slaves. However, this movement at its core must entail economics.
2.) Historical Context
This is the same movement because none of the previous movements, such as boycotts, were ever completed. For some, maybe, but for the most part, it’s just a place to keep your stable until you’re ready to assimilate them into your system. The rest of the crabs are left in the world’s worst parts, begging for scraps.
3.) Economic Empowerment
Our Movement aims to show that it is indeed possible for the less fortunate to establish their economic system. Everyone else – Caucasian, Asian, Mexican, Israeli, Jews, etc. – has their systems, and they all set up and usurp money from the less fortunate. So, the less fortunate buy from every one of them, yet none of them buy from the less fortunate. Moreover, the less fortunate really don’t have anything to sell.
4.) Collaboration with Organizations
Our Movement will demonstrate how organizations such as the National Association for the Advancement of Colored People, National Urban League, Black Lives Matter, and others can assist in creating a much more indestructible Black Wall Street.
5.) Vision for the Future
Our Movement will not settle for less than those who came before us and stopped before the rights were equal. The economy, jobs, healthcare, education, housing, incarceration – everything is unfair, and what isn’t is rigged for the less fortunate to fail, as evidenced in society.
6.) Call to Action
Our movement has started and implemented everything needed for the advancement of the economic system. There are positions for only those who understand the importance of this movement, as failure to address it will continue the degradation of the people deemed less fortunate.
No, this isn’t Noah’s Ark, nor am I a Prophet. I’m just a man who wrote a couple of books, created a magnificent website: http://www.thearkproject.llc, and who truly hopes to try and initiate a truly sustainable economic system for deprived people. We may not all have the same beliefs, but if our methods are tried, tested, and proven, we can come together and help others. My website: http://www.thearkproject.llc is very informative and considerably controversial. Please check it out, and if you are afraid, leave immediately; it’s no place for cowards. The last Prophet said: “Whoever among you sees an evil action, then let him change it with his hand [by taking action]; if he cannot, then with his tongue [by speaking out]; and if he cannot, then, with his heart – and that is the weakest of faith.” [Sahih Muslim] If we all, or even some of us, did this, there would be significant change. We are able to witness it on small and grand scales, for example, from climate control to business partnerships. I encourage, invite, and challenge you all to support me by visiting my website.
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This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
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Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
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Psychological safety in teams is important; team members must feel safe and able to communicate and collaborate effectively to deliver value. It’s also necessary to build long-lasting teams since things will happen and relationships will be strained.
But, how safe is a team? How can we determine if there are any factors that make the team unsafe or have an impact on the team’s culture?
In this mini-workshop, we’ll play games for psychological safety and team culture utilizing a deck of coaching cards, The Psychological Safety Cards. We will learn how to use gamification to gain a better understanding of what’s going on in teams. Individuals share what they have learned from working in teams, what has impacted the team’s safety and culture, and what has led to positive change.
Different game formats will be played in groups in parallel. Examples are an ice-breaker to get people talking about psychological safety, a constellation where people take positions about aspects of psychological safety in their team or organization, and collaborative card games where people work together to create an environment that fosters psychological safety.
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This presentation by Professor Alex Robson, Deputy Chair of Australia’s Productivity Commission, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.IEEE CIS Webinar Sustainable futures.pdf
The importance of sustainable and efficient computational practices in artificial intelligence (AI) and deep learning has become increasingly critical. This webinar focuses on the intersection of sustainability and AI, highlighting the significance of energy-efficient deep learning, innovative randomization techniques in neural networks, the potential of reservoir computing, and the cutting-edge realm of neuromorphic computing. This webinar aims to connect theoretical knowledge with practical applications and provide insights into how these innovative approaches can lead to more robust, efficient, and environmentally conscious AI systems.
Webinar Speaker: Prof. Claudio Gallicchio, Assistant Professor, University of Pisa
Claudio Gallicchio is an Assistant Professor at the Department of Computer Science of the University of Pisa, Italy. His research involves merging concepts from Deep Learning, Dynamical Systems, and Randomized Neural Systems, and he has co-authored over 100 scientific publications on the subject. He is the founder of the IEEE CIS Task Force on Reservoir Computing, and the co-founder and chair of the IEEE Task Force on Randomization-based Neural Networks and Learning Systems. He is an associate editor of IEEE Transactions on Neural Networks and Learning Systems (TNNLS).
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Iski peti Mein Humne nationalism ko ke bare mein bataya
Artificial Intelligence, Data and Competition – OECD – June 2024 OECD discussion
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This presentation by OECD, OECD Secretariat, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
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This presentation by Juraj Čorba, Chair of OECD Working Party on Artificial Intelligence Governance (AIGO), was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
The Intersection between Competition and Data Privacy – COLANGELO – June 2024...
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This presentation by Professor Giuseppe Colangelo, Jean Monnet Professor of European Innovation Policy, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
Pro-competitive Industrial Policy – OECD – June 2024 OECD discussion
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This presentation was uploaded with the author’s consent.
Competition and Regulation in Professions and Occupations – OECD – June 2024 ...
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This presentation by OECD, OECD Secretariat, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
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The Millennial Footprint on Media and Entertainment
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- 10. 10 “Generations are shaped by history, and then history is shaped by generations” Aristotle
- 11. 11 Baby Boomers Focus of Attention Self-Actualized Idealistic Group Oriented Challenge Authority/Rules Work-focused Change Agents Generation X Ignored Survivors Cynical Individualists Avoid the rules Self-Directed Pragmatic Millennials Special Sheltered Confident Team-Oriented Conventional Pressured Achieving
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- 13. 13 served doted on bonded to parents dread failure fear risk teamwork programmed special pressured instantfeedba shealtered networkedtofrien structure
- 14. 14 • Special ! • Sheltered ! • Confident ! • Team- oriented ! • Achieving
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- 16. 16 Hyper-‐Socializa.on First Life/Second Life Blend The Maker Movement
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- 19. 19 82% 75% 48%
- 20. 20 “My friends are the most important thing in my life” Millennials 55% GenXers 44% Boomers 40%
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- 25. 25 “He’s the site’s worst troll, but IRL he’s a lawyer”
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- 28. 28 Sometimes, I think Life is like a video game 52%
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- 31. 31 30% of Millennial’s Media time is spent with User Generated Content (UGC)* *Content created and curated by their peers
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- 33. 33 Where players create and creators play
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