The millennial generation has adopted the slogan “you only live once,” or YOLO. This often mocked mantra represents this generation’s deep desire to dive in and experience life first-hand. A no-holds-barred approach to life, and learning.

YOLO could quite possibly be a modern-day version of “carpe diem,” coined by the ancient Romans. Whether millennials are seizing the day or living life to the fullest, there’s little doubt this generation has a passion for embracing the moment and making the most of it.

Through the culmination of societal influences, millennials have developed a set of core values that guide them in their decision-making process. According to an infographic by CEB, millennials rank the following values higher than baby boomers: happiness, passion, diversity, sharing and discovery. All of these values are inward-focused values. Not surprisingly, baby boomers ranked the following collective-focused values higher: justice, integrity, family, practicality and duty.

While older generations may have taken a more passive approach to learning, millennials are ready to get their hands dirty. We are transitioning into a new era where passion is purpose and helping others is mandatory to growth. The responsibility to train and coach is no longer resting solely on the training function, and the uninspired leader is losing appeal.

So, what does YOLO look like in the realm of the workplace?

By harnessing the values that are important to millennials, organizations can create engaging learning experiences that connect people and information. Learners would be able to share and discover new ideas with a diverse set of people.

Here are a few ways to incorporate interactive and hands-on learning experiences into your organization:

• Cross training: This method allows employees to experience other jobs, which not only enhances employee skillsets but also provides backup for various positions. Employees are able to see how the organization operates collectively and better appreciate the contributions of other employees.
• Coaching: A manager, supervisor or senior-level employee could serve as a coach or mentor. This informal experience creates a dialogue and allows employees to ask questions and receive feedback related to their work performance.
• Roundtable discussions: Offer collaborative discussions that encourage innovative thinking across generations. This is a great opportunity for knowledgeable veteran employees to pass on their experience to new employees.
• Storytelling: Incorporating stories into the daily workflow can increase engagement and knowledge recall. This technique is extremely effective for leaders when delivering information.

Each generation brings a new set of values and characteristics to the workplace. By taking these values into consideration, organizations can develop highly engaging learning experiences that puts the learner in the driver seat. Giving learners the resources to find the information they need when they need it most, allows them to take control of their learning experience, or seize the day.