NABA Millennials Speak - 2016 Winter Spectrum

By Elaine W. SmithMillennials SpeakMillennials officially surpassed Baby Boomers as thelargest generation in the workforce in April 2016. Not onlyare they the largest generation, they are arguably the mostresearched and the most talked about generation ever.Four NABA Millennials told Spectrum that they believemuch of what is being said is true: Millennials are havinga positive influence in the workplace, and are sharingtheir knowledge with other generations, especially withrespect to technology. They also believe that employersare learning from them and making adjustments, whichwill help them achieve their career goals. Garrick Bradley, who recently passed the CPA exam, is an analyst at Riveron Consulting in Chicago, which specializes in transaction advisory, financial advisory and business advisory in the middle market. He previously worked at Grant Thornton within its audit service line focusing on manufacturing and financial service clients. Latesha Byrd, CPA, began her career with KPMG in the audit practice and transitioned to Wells Fargo in SEC reporting, before deciding to follow her passion, which is student development and leadership. She is now a campus recruiter with Dixon Hughes Goodman, a Charlotte, NC- based CPA/advisory firm, where she works closely with firm leadership to develop recruiting strategy to bring in the right people. Robert Hurd is a senior assurance associate at RSM in Chicago, primarily serving clients in the public sector. Prior to RSM, he worked in an accounting capacity for Harrison Street Real Estate Capital, Chicago Public Schools, and Bravo Restaurants. Chinedu Iwuora, CPA, is a senior associate at Deloitte specializing in delivering audit and attestation services to both public and private clients in the financial services industry, specifically the real estate and investment management niches. 12 SPECTRUM | WINTER 2016

Spectrum: As a Millennial, what sets you apart from Iwuora: I have helped execute projects by using myother generations, and how does that difference social media savvy and teaching other generationsmake for a better workplace? on my work teams how to use these tools. I have alsoBradley: Versatility. I am willing to help my co-workers helped in recruiting and retention efforts by giving aacross several service lines to increase productivity. That Millennial perspective on recruiting methods and toolsdifference allows me to optimize our internal business we should be utilizing that resonate more with people inprocess to gain more clients, add a fresher perspective to my generation.common issues, and provide support to co-workers who Spectrum: What have you learned from members ofnormally don’t receive help. other generations?Byrd: Millennials are challenging organizations to think Bradley: You’re never too old to learn something new ondifferently, work differently and collaborate differently. projects. I recall one of my directors pulling a colleagueWe bring a new and refreshing perspective to how into her office to ask for his advice on a deal. It’s great tobusiness is done. We desire to have careers that we can see managers and directors leaning on others youngermold around our lives and our passions, not the opposite. than them to add value to clients.Our willingness to question the status-quo is what sets us Byrd: I have learned about the company culture, history,apart. Instead of accepting the norms in the workplace, leadership, and also how the company has evolved.we ask questions, which causes people to think creatively It is important to understand how the company hasand leads to innovation. grown and changed, and how that relates to the visionHurd: As a product of a single-parent household, my of the future of the organization. I have also sought tomother instilled in my siblings and me that if you want understand why and how processes are implementedsomething in life you have to work really hard for it. This and how to navigate barriers.value has carried me throughout life and enables me to Hurd: One of the biggest pieces of advice I have gainedbuild a rapport within my group/office/region at RSM. is to avoid focusing too much on the next level in yourIwuora: As a Millennial, we have been exposed to a career that you spend too little time mastering thelot of technological advances, which helps us acquire current level.and disseminate useful information from venues other Iwuora: I have learned to sometimes respect the process,generations might not have thought about. and not have a “need it now” mindset. This comes inSpectrum: Have you had an opportunity to have an handy especially when dealing with clients who love toimpact on members of other generations in your take time before making serious decisions.workplace? Spectrum: Do you think employers are trying toBradley: I have leveraged my networking skills to help accommodate the differences your generation bringsbroaden our private equity client base by conducting to the workplace?research to optimize the quantity of deal flow. Bradley: Employers are starting to offer more rotationalByrd: I have had the opportunity to bring together roles. Being able to work across different service linesgroups to rethink structure and introduce innovative allows me to gain a better experience compared tomethods to produce an improved result. I am constantly others.looking for ways to add value, looking for gaps or Byrd: Companies are now seeking feedback via surveysloopholes in processes where I can recommend and and other avenues internally to determine if employeesintroduce solutions. When it comes to technology, I have are satisfied and happy. I believe they are looking tobeen able to help my seasoned colleagues by providing improve and increase employee satisfaction, socialsupport and teaching new technical procedures and engagement and corporate responsibility.systems that we are now utilizing. Additionally, with the Hurd: I believe employers are really making an effort togrowth of social media, I have been able to share ideas accommodate the generational differences by creatingwith my team on marketing the brand via social media platforms for us to make suggestions and incorporateoutlets to improve online brand presence. new ideas.Hurd: By taking charge of the employee network group Iwuora: A lot of employers are adding flexibility, suchwithin my office, planning group happy hours and as telecommuting. There is also a greater focus onassisting with the diversity recruitment efforts, I am able corporate responsibility/community engagement andto have an impact on members of other generations by career ownership. ▲providing a new perspective to the conversations. WINTER 2016 | SPECTRUM 13