yl symposium 12_april11
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Managing Up, Managing Down: Working with Different GenerationsMolly Foley, Next Generation Consulting
Monday, June 27, 2011
We’ll Talk About...Generational Diplomats
Four Generations in the Workplace
Generational Collision Points
Four Themes that Lead to Harmony
DO’s & DONT’s in Inter-generational Teams
Monday, June 27, 2011
IntroductionsMy name is ___ and I’m generation __Traditionalists, Boomers, Xers, Millennials
I work in a team with 1/2/3/4 generations
If you were describing your generation to someone, what movie might you use as an example OR what celebrity do you most identify with your generation?: ____________________________
Monday, June 27, 2011
“Generational Diplomats” Guiding Principles
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Becoming Generational Diplomats
Principle #1: Seek to put others (generations) in an advantageous, good position.
Monday, June 27, 2011
Becoming Generational Diplomats
Principle #2: Think "Win-Win" how can all (generations) achieve a positive outcome.
Monday, June 27, 2011
Becoming Generational Diplomats
Principle #3: Base your actions on a "cause.”
Monday, June 27, 2011
Becoming Generational Diplomats
Principle #4: Win over the local population (other generations).
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Principle #5: Gain intelligence.
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Meet the Four Generations at Work
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Silents, b. 1925-1942Turned 68-85 years old in 2010Sometimes called “Traditionalists”
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“Hank”
Monday, June 27, 2011
Baby Boomers, b. 1943-1960Turned 50-67 years old in 2010
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“Deborah”
Monday, June 27, 2011
Generation X, b. 1961-1981Turned 29-49 years old in 2010
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“Mark”
Monday, June 27, 2011
Millennials, b. 1982-2001Turned 9-28 years old in 2010Sometimes called “Gen Y”
Monday, June 27, 2011
“Christina” & Friends
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Generations side by side...
Monday, June 27, 2011
Millennials Gen X Baby Boomers Silents
Learning Style Interactive, team-oriented, hands-on, multi-tasking
Adaptable/flexible, independent
Independent, experiential, hands-on
Independent, experiential, hands-on
Preferred Mode of Communication
Email, Texting Email Face-to-face Phone, face-to-face
Dress Casual Semi-Casual Formal Formal
Relationship to Technology
Embrace technology, very tech savvy
Tech savvy, but not as current as Millennials
Not as tech savvy (except when job requires it)
Not tech savvy, though trying
Process vs. Goal-oriented
Goal-oriented Mix of process and goal-oriented
Process-oriented Mix of process and goal oriented
Work Experience Less experienced, but eager to learn
Mid-level experience, up-and-coming leaders
Very experienced, senior staff
Very experienced, senior staff, retired, consult
Company Loyalty Less loyal/committed to company; looking for other opportunities
Depends on years w/ company, experience
Very loyal to company; “they bleed We Energies”
Company loyalty, an obligation
Relationship to Structure and Policies
Question and break rules (e.g. isn’t there a better way?); prefer flexibility to structure
Follow the rules, but question them; prefer mix of structure and flexibility
Rule followers; prefer structure
Duty before fun, rule followers
Life-Work Balance Work to live, want more flexibility
Like to keep work and personal life separate
Live to work, always “on”
Work to provide
Monday, June 27, 2011
Exercise:A “defining moment” that shaped me and my workplace contributions.
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What’s your generation’s legacy?
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When generations collide
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Relationship to Technology
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Relationship to Time
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Relationship to Place
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Relationship between self and others
Monday, June 27, 2011
Four Themes that set the cultural tone and lead to generational harmony (or not)...
Monday, June 27, 2011
Authority
Respect
What does “respect” look like to…
Silents“Hank”
Boomers“Deborah”
Gen X“Mark”
Millennials“Christina”
Achievement Recognition Inclusion
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Phones; one-on-one
Technology and Information SharingWhat’s the preferred technology and way to share information for…
Silents“Hank”
Boomers“Deborah”
Gen X“Mark”
Millennials“Christina”
Phone; Email; prefer one-on-
one
Cell; Email; Easy access, streamlined.
TEXTing; More tech & faster! (very tech savvy)
Monday, June 27, 2011
Dependable, productive, consistent
Work EthicWhat’s each generation’s general “work ethic” characteristics…
Silents“Hank”
Boomers“Deborah”
Gen X“Mark”
Millennials“Christina”
Overachiever, workaholic;
work to point of burnout
Efficient, “smart” workaholic; more
balanced;self-reliant
Goal-oriented; tolerant;
multi-tasking; entrepreneurial
Monday, June 27, 2011
Sacrifice, dedication to organization
Loyalty
What does “loyalty” look like to…
Silents“Hank”
Boomers“Deborah”
Gen X“Mark”
Millennials“Christina”
Sacrifice, devoted to company
that’s loyal, need something to
fight for
Commitment to job/profession; commitment to
people
Self-fulfillment, looking for
other opportunities
Monday, June 27, 2011
Best practices for working in multi-generation teams: 4 Do’s and Don’t’s
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Think beyond the job descriptions
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People who work in their strengths are ten times more productive.
Each person’s greatest area of growth is in their greatest area of strength.
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Focus on the work. (Don’t be a Michael.)
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Surprise them by noticing
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It’s the element of surprise, not the size of the award, that really moves people.
- Dr. Hayagreeva Rao, Stanford
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Stop using “we” and “they” to describe generations
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Final ThoughtsQ & A
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