a partner in sherri petro cross generational communication in the workplace 2008
TRANSCRIPT
A Partner in
Sherri Petro
Cross GenerationalCommunication in The Workplace
2008
2
The Objectives
♦ Define the generational mix
♦ Discuss the consequences of four generations in the workplace
♦ Share best practices to decrease generational conflict and create better communication
3
The Generation Mix In 2008
♦ Traditionalists – Born 1925-45– 63-83 years
♦ Baby Boomers – Born 1946-64 – 44-62 years
♦ Generation X – Born 1965-80– 28-43 years
♦ Generation Y – Born 1981-?– 18-27 years
4
Current National Landscape
6.5%
41%
30%
22.5%
Traditionalists
Baby Boomers
Generation X
Generation Y
5
Clarifying Question
6
How Workshop Participants Have Answered This♦ Sherri to fill in....
7
We Have Different....
♦ Beliefs♦ Motivators♦ Ways of
expressing ourselves
♦ Power distributions♦ Time sensitivities♦ Action-orientations
♦ Comfort levels with people, processes and technology
♦ Need for space, communication and direction
8
Traditionalists Work Style♦ Respect for authority♦ Loyal♦ Command and control♦ Can be tough for them to use
their own judgment ♦ Why customize? ♦ Believe in the value of work
more than finding personal meaning
♦ Separation of work and home♦ Acknowledged for what they
know as well as what they do
9
Baby Boomers Work Style
♦ All about respect♦ Self-improvement♦ Strong work ethic♦ Desire flexibility ♦ Optimistic and idealistic♦ Struggle with work/life balance♦ Into symbols of recognition as rewards
10
Generation X Work Style♦ Stay in a job for 3.5
years, 2 years in high tech
♦ Money-motivated ♦ Like to solve their own
problems♦ Multi-taskers♦ Fiercely independent♦ Direct communicators
versus reading in between the lines
♦ Job movement♦ Want to be valued
immediately for their skills♦ Informal♦ Results-oriented♦ Quick study♦ Sound byte processing♦ Work solo and yet on
teams♦ Need for external
recognition as reward
11
Generation Y Work Style
♦ Digital natives♦ Menu-driven thinking♦ Work on their own terms♦ Think globally♦ Have positive expectations♦ Want customization♦ Desire interactivity♦ Express to express -- not
impress♦ Looking for an experience
♦ Multi-taskers♦ Desire mutual respect♦ Ready for collaboration♦ Are looking for a cause♦ Want to make a
difference♦ Celebrate diversity♦ Acknowledgement for
being here♦ Relational♦ Missing the financial dot
connection
12
What Else Is Important?
♦ Traditionalists – Commitment– Conformity– Security– Discipline
♦ Boomers– Balance– Spirituality– Relationships– Legacy
♦ X– Global issues– Freedom– Money– Education
♦ Y– Family– Religion– Generosity– Technology
1313
Solutions
14
The Real Issue – Differences In
♦ Assumptions♦ Expectations♦ Priorities♦ Approach to communication♦ Approach to work
15
Communication Solutions
♦ CLARIFY Assumptions♦ MANAGE Expectations♦ SET AND COMMUNICATE Priorities♦ EXPLAIN your approach to communication♦ MODEL your approach to work
16
Solutions: Tapping In
♦ Understand first where you are♦ Understand where other generations are
coming from ♦ Appreciate the differences ♦ Be open to new perspectives♦ Strive to be flexible♦ Accept and respect
17
Start with Similarities*
♦ We receive great reward – For the work we do– From the people we work with– And believe that we are contributing to society
and our current jobs♦ We receive great satisfaction from our
accomplishments at work
• CCL Emerging Leaders Research by Ross DePinto, 2003
18
Generational Similarities*
♦ Harmony is preferred ♦ We want to be on the same wavelength♦ We all need clear communication♦ People do not like to operate out of fear♦ Everyone likes to have fun
* Eric Chester, Generation Why?
19
Solutions
♦ Communication– Have both informal and scheduled times to
brainstorm, update, coach– Commit to dialogue vs debate– Commit to the concept of enlargement– Create guidelines for resolving conflict in a
healthy way– Honor energy, intuition and instincts– Acknowledge effort
20
Solutions
♦ Leverage Technology– Think wiki (open systems)– Internal blog – Virtual assessment techniques– SharePoint– CEO MySpace?
21
Solutions♦ Culture
– Define rules of engagement– Cultivate enthusiasm and commitment to the mission – Conduct a temperature check survey on being valued,
trusted and respected– Commit to explaining the “why?”– Walk your talk – Leverage a coaching philosophy: people are whole,
resourceful and creative– Balance teams with different generations– Capitalize on generational diversity for more than HR
issues
22
Solutions♦ Leadership
– Employ a student and teacher mindset– Deconstruct by starting from your strengths
• Use appreciative inquiry• State the obvious
– Delegate well• Define the objective• Agree that getting to the objective is the most important and not
necessarily HOW – unless unethical– Customize leadership opportunities for those with potential– Encourage critical thinking skills– Think beyond standard leadership training to nonprofit service
and equines, etc
23
The Objectives
♦ Define the generational mix
♦ Discuss the consequences of four generations in the workplace
♦ Share best practices to decrease generational conflict and create better communication
24
