Growing up, Father’s Day wasn’t a thing. In fact, the first time I phoned my dad to wish him a happy Father’s Day, his response was “Huh? Is that a thing?” I didn’t give it much thought at that time, but looking back now, I think what he was saying is that every day is father’s day. There was after all no taking back the role once you became a dad.

This month the world celebrates Father’s Day. Father’s Day is a celebration honouring fathers and celebrating fatherhood, paternal bonds, and the influence of fathers in society (Wikipedia).

So, throughout June I’ll share stories about dads, honouring dads.

My first story is about my dad, David. Sadia, as he popularly known in his home village, loved books, valued education, was particularly generous, loved God and people and “the king”. My mum says that he danced like Elvis. I never saw it, but believed it cause he neither confirmed nor denied her assertion. I found out later, as I got to know him in my adulthood, that what he really loved was music. His tastes in music kept evolving through the years. He was the choir patron at the local church; his music collection was diverse; he even listened to my music and I once found him watching a “bongo flava” vid, late into the night. The spectrum was broad. He kept sampling and listening to all kinds of music. He was very open to all kinds of music and because of it, he kept learnt about different cultures and people.

I spent the morning today listening to how we must change how we work, manage and mentor millennials who will form 75% of the work force by 2025. Listening to 3 smart 23, 24 and 26 year olds, I realised that, like my father, I must be open to all kinds of beats at work. My thinking must change.

• Millennials are looking for mentors more than they seek managers at work;
• They want to be challenged and trusted, and then affirmed when they rise to the challenge;
• They want a fun and social workspace, so let them goof off a little as they get things done!
• Flexi-time is cool because it allows them to catch up on “their” stuff, but they also want to come into the office so that they can enjoy time with the people they work with.
• They want to connect to a bigger purpose.
• They want to be heard.

Well, many things were said and to be useful, my 3 culture take-outs are:

1. Spend time team building;
2. Ask questions that will develop the person first; and
3. Affirm. Affirm. Affirm.

If my dad was here, he’d say, “The music has changed. Change your dance.”

What is your organisation doing about millennials? Do tell.