leveraging and managing generation capital
Post on 19-Oct-2014
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Leveraging and Managing Generation
Human Capital
Alicia Agnew, Moderator Small Business Development Consultant,
African American Chamber of Commerce
Jennifer Gleeson Blue Founder, GenEdge
Ken Haycook Owner, Kendel
Group
Nicole Lipkin Co-Author, Y in the Workplace: Managing the “Me First” Generation
Jennifer Gleeson Blue
FounderGenEdge
Ken Haycook
OwnerKendel
Group
Kendel Group
How to Manage Your New Employees
10/13/2009Kendel Group 5
Kendel Group
It’s important to remember that generalizations about the generations are just that.
Age defines a demographic, not a person.
You have to pay attention to individual personalities
10/13/2009Kendel Group 6
Kendel Group
Background:
◦
Baby Boomers (1946 –
1964)
◦
Generation X (1964 -1980)
◦
Generation Y (1981-2000)(Generation E)
10/13/2009Kendel Group 7
Kendel Group
~70 Million Boomers *
~40 Million Gen X*
~ 68 Million Gen Y *
45% of all businesses are owned or ran by Boomers #
* AARP# US Census Bureau
10/13/2009Kendel Group 8
Kendel Group
Gen X has only 10 % of leadership positions*
89% of graduating Gen Y Seniors expect a job offer, 74% expect 2 offers. #
48% will boomerang, 22% will live with their parents for as long as 6months#
* Careerbuilder Survey# Monster Trak Survey
10/13/2009Kendel Group 9
Kendel Group
Even after being hired, 66% Gen Y’s will continue to job surf #
44% will renege on employee contracts if something better comes along #
56% expect a promotion within 12 months, 61% expect a flexible work schedules and 50% more vacation than normal*
# Monster Trak Survey* Wall Street Journal
10/13/2009Kendel Group 10
Kendel Group
Self-assured◦
Self-inventive/individualistic, Celebrate diversity◦
Rewrite the rules◦
They need to understand the requirements of business
You gotta to take charge◦
Irreverence of institutions with no community involvement◦
Be prepared for demanding, high expectations, high maintenance people◦
They will strive for supervision
Kendel Group
Well Educated◦
Spend time providing information and guidance◦
Offer a customized training plan ◦
Classes should include classic soft skills –
Orientation, Leadership, Communications, Time Management, etc.
Test me◦
Offer Immediate “hands-on”
work
◦
Let them make decisions ◦
Be impressed with their decisions
Kendel Group
Community-awareness◦
Very aware of community problems ◦
Will select responsible companies first◦
You both should look for the noble causes
Let’s have fun◦
Work/life balance◦
Edutainment is required◦
Don’t forget you own sense of humor
Kendel Group
Inclusive◦
Friends are their family too◦
No one is left behind◦
They will collectively quit
Respect me◦
Money is not important (or NOT), respect is◦
Value me as you value the older staff◦
Be prepared to address this issue directly
Kendel Group
Be flexible◦
Telecommuting, Split shifts, job sharing◦
Casual dress every day ◦
Be sure to do an Employee/Employer Contract
Goal Setting and Attainment-oriented ◦
Loyalty is to team or project partners◦
Work well with my friends on my team◦
Accommodate this if possible with a senior mentor
Kendel Group
Can be more productive◦
Excellent Communication skills ◦
Distrust email, over trusts MySpace, etc.◦
You must learn new technology to keep up
Genuinely nice (or NOT). ◦
They were taught proper manners ◦
They have to help people at work
Kendel Group
1.
Always look for a leader in the group.
2.
There will be a re-thinking of work as work.
3.
Job Sites will suffer because Gen Y’s will not use them.
Kendel Group
4.
Work force in the physical labor jobs will be nearly impossible to find.
5.
Entrepreneurship will change.
Kendel Group
6.
International cooperation will increase.
7.
Gen Y’s will work in from 7 –
9 areas (Jobs, companies, countries, etc) before they retire.
8.
The Bad news is this is not an American Problem. ~60 % of the Gen Y Chinese and ~80% of the India Gen Y’s were reported to feel the same way.
Nicole Lipkin
Co-AuthorY in the Workforce: Managing the
“Me First” Generation
• Used to winning and being the best
• They want to impress and do well
• They are thinking of ways to impress and please
• They want to progress quickly
• Hands off ≠
Empowerment
• Effective leadership and management means: – Being present and available– Skill development (technical and people skills)
– High engagement and High support
Gen Y is used to being over‐parented and negotiating: • Providing structure, boundaries and clear expectations
with on‐boarding but revisit through reviews• Role empowerment• Career/leadership development• Clearly identify what is negotiable and what is not• Help them keep score• Let them prove themselves• Demand follow through and consistency
• Look for the natural teachers and relationship builders
• Look for the one’s who are open to learning and being challenged (and also open to
feedback)• Understand the context of the culture, what
initiatives are you trying to drive‐balance between results and behavior
• Look for those that are high in EQ
• Four domains:– Self‐awareness –
Knowing and understanding what you are experiencing– Self‐management – Managing and expressing your emotions in socially
appropriate ways
– Social awareness –
Recognizing and having empathy for how others are
feeling
– Relationship management –
Inspiring and influencing others, conflict
management
• Emotionally intelligent leaders empower and energize others
through:
– Enthusiasm– Inspiration– Ability to reflect on situations– Empathy– Self management emotionally and socially– Effective in understanding what others need in order to develop,
learn
and grow
Nicole A. Lipkin, Psy.D., M.B.A.Business Consultant & Leadership Coach
267‐861‐3685
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