The Fate of the Sea Squirt

I recently completed reading Play: How it Shapes the Brain, Opens the Imagination and Invigorates the Soul by Stuart Brown, M.D.

Within the book, Brown, a physician, psychiatrist, clinical researcher and the founder of the National Institute for Play, makes an argument for the powerful force of play - one he says is no less important than oxygen for the very survival of the human race.

Early on, Brown lays out the critical role of play in brain development using the example of an early human ancestor, the sea squirt. Scientists believe the sea squirt tadpole approximates what the very first chordate may have looked like some 550 millions years ago.

As Brown explains that is it’s larval form, the sea squirt has a primitive spinal cord and bundle of ganglia that act as a functional brain. He continues:

“This tiny brain helps it move selectively toward nutrients and away from harm. Like most oceanic creatures, juvenile sea squirts spend their time growing and exploring the sea.

Once the sea squirt grows to adulthood, it attaches itself permanently to a rock or a boat’s hull or pilings. It no longer needs to monitor the world as it did as a juvenile because the passing current provides enough nutrients for it to survive. Its life becomes purely passive.

The adult sea squirt becomes the couch potato of the sea. In a surprisingly macabre twist, the sea squirt digests its own brain. Without a need to explore or find its sustenance, the creature devours its own cerebral ganglia.

The sea quirt is an example of a basic principle of nature: Use it or lose it….

… When we stop playing, we stop developing, and when that happens, the laws of entropy take over - things fall apart. Ultimately, we share the fate of the sea squirt and become vegetative, staying in one spot, not fully interacting with the world, more plant than animal.”

Brown calls it play, but he could have easily made the same argument for curiosity, the drive to learn, or eagerness. Either way, as a Gen Y professional, it’s important to seek out and identify mentors who emulate a thriving and active determination to not sit still. They’re easy to spot when you see them. Books on subjects outside the communication discipline pile up in their office, they’re enthusiastically mentoring the next generation of professionals, they're constantly sharing new insights and show passion for learning something new.

Sure, it sucks being a beginner sometimes, even more so being one again. But unless we can let ourselves feel okay about going through the awkward stage, we can’t grow professionally. We’ve all worked with someone stuck in the past, complacently accepting of whatever the current brings - and isn't that why we swore we’d never succumb to the fate of the sea squirt?

Becoming a Diamond in the Rough

To My Fellow Gen Y-ers:

I’m fed up with all the articles, blog posts and Tweeted complaints ripping apart our generation for the frustrations it causes the business world because, sadly, these accounts are pretty accurate. We’re not the first generation to stress management, but being described by the Wall Street Journal as “The Trophy Generation,” ought to offend each of us to change.

Regardless of where you are in your career, Gen Y needs a major makeover. If you’re currently employed, you have the opportunity (dare I say business obligation) to maximize our generation’s unique strengths, overcome its weaknesses and drive value for your companies. Those preparing to enter the workforce should start now to work against existing stereotypes.

I asked several HR professionals and Gen X managers how Gen Y can rise above their reputation. The advice I received identified the following areas as a good place to start:

1. Lose the Sense of Entitlement

• No one owes us anything. A college degree is not negotiating leverage – it merely makes us eligible to apply. Landing the job is not the end – it’s the opportunity to work.

• Build an appropriate work ethic. Don’t wait until your job is on the line to kick yourself in gear. I’m embarrassed for the young woman in this Wall Street Journal article who felt justified in doing the bare minimum.

• Responsibility and proven value ALWAYS precede any rewards. Ignoring this reality merely reflects immaturity.

2. Polish Up

• Professionalism is not optional. I was appalled to read in this article from the Wall Street Journal about Gen Y-ers who are only now realizing “becoming prompt, dressing more appropriately, following up on obligations, and using better judgment,” positively influence how they’re perceived in the workplace. Not doing these things makes you look unpolished, naive and immature. Also, that super-trendy outfit you’re so proud of might just be causing your Gen X manager to rethink your advancement potential.

• Don’t ignore corporate culture – ever. Learn the political environment and shake hands with the person who signs your paycheck. Sometimes change really is impossible for an organization and inappropriate idealism communicates a lack of knowledge in how the business works.

• Gen Y’s constant need for attention and praise is one of the greatest sources of irritation for Gen X managers. They never needed a professional cheerleader and they usually don’t appreciate being asked to be yours. Show confidence in your decisions, learn from your mistakes and stop expecting a reward simply for fulfilling a job description.

Now, I’m still excited to be a member of Gen Y. Opportunities ahead, for those who get their act together, are limitless. For despite being rough around the edges, Gen Y brings valuable resources to any organization. Here are my favorites:

1. Idealism

• We generate fresh ideas, creativity and innovation with our boldness to challenge the status quo.

• Communicate the business case for your ideas. Learn how the business works and use that knowledge to build leverage for advocating change. Make it easy for management to support your ideas by reducing the risk.

• Don’t burn out spinning your wheels. Organizational processes and values are difficult to change. By accepting a position, you’re also accepting the environment and culture of the organization.

2. Passion

• Our career paths are still unknown and we’re not yet pigeon-holed. Our untainted passion can be harnessed to jumpstart any project or departmental team.

• Blogger Rebecca Thorman describes Gen Y’s need for formal structure to derive value from our passion. Take advantage of organizational resources for support, but remember you weren’t hired to soul-search.

• Gen Y-ers are eager to try new things. We’re not set in process or tradition and thrilled to lead change. However, keep in mind our generation didn’t create the exciting innovations we’re accustomed to – previous generations did. So don’t assume our access to new tools gives us experience or expertise above their creators. We still have a lot to learn from our supervisors and management teams.

So, fellow Gen Y-ers, where will we go from here? Are you content remaining a the proverbial pebble in the shoes of management? I believe we’re masking our greatest assets with a terrible reputation of immaturity, arrogance and insecurity. To be taken seriously as tomorrow’s leaders, we must makeover our generational attitude.