Tim Elmore calls them an EPIC generation. E for Experiential (they want to see or do something, not just hear something), P for Participatory (they want to express themselves and help in determining outputs), I for Image-rich (they love images, illustrations, demonstrations, show and tell), and C for Connected (both socially and technologically).

At approximately 76 million strong, Millennials (born between 1980-1994) are the fastest growing segment of people entering the workforce today and will probably surpass the 80 million plus baby boomers.

Authors Lynne Lancaster and David Stillman in their book, The M-Factor, share seven trends of this generation.

First, in regards to parenting, you get three for the price of one. In other words, when you hire a millennial, you may also be getting their parents. Millennials are known to show up for job interviews with parents in tow; there’s a reason we talk about helicopter parents who constantly hover by their kids.

Second, this generation has been characterized as entitled. They see themselves as special, in need of promotions, and they’ve been raised with a high focus on self-esteem.

Third, millennials don’t just want a job; they want a meaningful job. They want to contribute to the company, to our country, to a cause, and to their community.

Fourth, millennials have great expectations. They are looking for a lot more out of their job than previous generations and will quickly change jobs if their initial experiences fail to satisfy.

Fifth, this EPIC generation has a need for speed. Millennials grew up with instant gratification. They are multi-taskers moving at the speed of light on multiple fronts—it’s the world they’ve grown up in.

Sixth—social networking. Millennials are socially connected on multiple platforms; they post, chat, and link about politics, religion, culture, etc. They are engaged and networked with many people they’ve never met.

Seventh, millennials are great at cooperation. In school and at home they’ve freely expressed their opinions and this carries over into their work world; they will not stay silent. They’re looking for new forms of leadership that are built around collaboration.

These trends all present numerous challenges and opportunities. Can we all listen, learn, and adjust? This generation needs coaching and mentoring from seasoned leaders. Are we willing to capitalize on their strengths and help them overcome their weaknesses rather than sit back and criticize?