We were definitely brought up valuing feedback, but part of it is just time… If you can get more done, quicker, you have the opportunity to be more profitable. There’s no sense revising something for 2 weeks that a superior could fix in a half hour and enable you to move to the next project and learn from their changes.

The world moves too fast for that “do-it-yourself” learning process these days.

Thanks for commenting!

I’m glad you’re in touch with your inner Gen Y!

I think great managers are like great coaches. They know the nuances of each of their employees and know how to handle them. On the field there are guys that you need to yell at, and guys that beat themselves up plenty on their own.

One size fits all might be ‘fair,’ but in my experience it’s not the most successful approach.

Having managers and supervisors that are willing to get down and dirty in the trenches can be a huge motivator and save time while building projects that are more creative and collaborative overall. Throughout school and in my experience a lot of focus for our generation has been on “team work” and making sure we can work effectively and efficiently in teams. Having this mentality and work process driven into us over the years makes us appreciate and admire someone that can really contribute and work side by side with the people they manage.

Great video, thanks for posting!
Megan Stout´s last blog ..Drive Thru Diet?

1) None of the people you listed (P Trunk et al) build their followings because of Twitter. They have huge followings on Twitter because of their blogs. They have huge blogs because of their work in traditional media (Seth Godin? Guy Kawasaki?), and they did really well in traditional media because they had great careers to begin with and were given the opportunity to write about it.

If you truly think these people made their names on Twitter, you are probably a bit of a beginner and don’t know much about these people’s careers – and I can see then why you are so reliant on weak ties, because that’s what you do when you are just starting out.

For the rest of us who are a little more seasoned, there are varying degrees of relationship, and strong relationships combined with great content work infinitely better than having tons of weak ties. In my experience. And in the experience of most of the people I talk to who have been around the block a few times.

2) In your diagram, your connection between A and E by default could not be a weak tie because E is sharing it with all his friends. E will not share A’s post with all his friends consistently unless Ryan writes incredible, amazing posts all the time. In which case, the work would be shared anyway, regardless of how many weak ties you had because it was just that good. This would build A’s following more, and eventually he would have all these weak ties as you call them, which to me are actually just fans, because A will likely never connect with them on even a weak tie level in his lifetime.

3) Yes, weak ties are useful. The issue is that people pretend they are strong ties when they are actually weak. If everyone just accepts that these are weak ties and stops saying that we have to respond to everyone, be friends with everyone, and reciprocate everything, we will all be happier on social media.
Monica O’Brien´s last blog ..Gen Y Cares About Conversation; Everyone Else, Not So Much

A big one I would add is ability to mediate. You don’t have to be everybody’s best friend, but you do have to be seen as a symbol of support. Your team should be able to come to you with problems, questions and issues. They may feel slighted by a CEO or company policy, or they may feel dejected after failing to get new biz after working on the pitch for days. It has to be your job to explain the reasoning, talk about the silver lining and turn that experience into a learning moment.
Jake Rosen´s last blog ..Starting or Improving a Blog

And I’m with you… When the “Top 10 Gen Y Blogs” resurfaces I want to name it something else… I don’t particularly like generational labels.

Cheers mate!

BUT, if there are opportunities for advancement and you dish out lots of negative feedback, though it would be discouraging if it was all negative, I’ll try to embrace it and learn from it so that I can move up. i think *most* employees feel similar.