Generations at Work: Skills You Need to Lead in a Multi-Generational Workplace
2009 Mentoring Children of Prisoners National ConferenceApril 7-9, 2010
New Orleans, Louisiana
Donna Billings, Professional Certified CoachProgram Director, Duquesne University Professional Coach
Certification Program
Susan Merrie English, Ed.D, Professional Certified CoachFully Alive Leadership and Life Coaching
Our Leadership Stake for you today: Share our passion for Leadership & Coaching Across
Generations
Facilitate lots of discussion
No one gets to be wrong – or – Everyone is partially right
Every voice is critical
Have fun--and learn, too
--Donna Billings
Outcome for Today Explore the dynamics of four distinct
generations
Discuss the leadership challenges and strategies for recruiting, motivating, and retaining a multigenerational workforce
Multigenerational case study Resources for developing an action
plan in your workplace
A Generation isPart of an
era rather than a birth date
Doing things as no other generation would
Each Generation is Shaped By…
World events
Family life
A unique set of Values
Work style
Employment traits
Motivation traits
Financial style
Benefits desired
The generation before them
What Does Each Generation Look Like?
• Role Models
• World Events
• Technology
• Communication
• Career Challenges & work ethic
• Strengths• Weaknesses• Unique Values• Cultural
Memorabilia – (Cartoon, Jingle or
Commercial)
Duty before pleasure
Stable and loyalDedication and sacrificeRespect authorityExperience!Male-dominated work force
Conformist
Difficulty with change
Techno-dinosaurs
“Proper channels”
Mickey Mouse
Bread lines”, Great Depression” WWII
75 million across two generations
Traditionalists: 1900—1945“We value their wisdom”
Work-centricSelf-centeredPoliticalNot budget-mindedDisillusionedPeace Sign
Youthful identityTeam playersCompetitiveStill learning!Optimistic
80 million
Baby Boomers: 1946 – 1964
“I have new work needs.”
Generation X: 1965 – 1980“How can we hold onto them?”
Entrepreneurial
Self-reliant latch-key kids
Pragmatic
Work-Life Balance
Adaptable, comfortable w/ change
Cynical and skeptical
Impatient
Poor people skills
“My way”
Less loyal
Family centric
46 Million
Generation Y: 1980 – 1994“They learn differently”
Self-absorbed
Short attention span
“I’m entitled”
Inexperienced
Connected 24/7
Global, civic & community minded
Techno-savvy
Non-conformist
Enjoying life > work
Multi-taskers
Sponges for learning
Empowered
Diversity Blind
76 Million
Cuspers: Three Groups“the Fifth Generation”
Traditionists/Boomers (1940-45)
Boomer/GenX (1960-65)
Gen X/Millennial (1975-80)
Why they are important:
Naturals at mediating, translating & mentoring
Make the best managers because they cross generations
Provide a voice for those not heard
Share a common history
Aging Demographics
Baby boomers (in 2006 they ranged in age from 42 - 60) currently represent 1/2 of the U. S. workforce
By 2015 all baby boomers will be 51 - 70 years old
# of workers age 55+ is growing 4X faster than the workforce as a whole
Baby boomers = 50% of all managers & 45% of all professionals (doctors, accountants, lawyers)
Trends:The largest workplace demographic shift
in history of work…
50% of population will be at retirement age within the next 5 years
By 2010 – 31% drop in 35-45 year olds
80% of new businesses started since 2000 owned by Gen-X-ers
“Interesting work” is top priority for 62.5% under 30
The Challenges:
Retain talent to grow your organizations
Develop new generation of leaders
Transfer intellectual knowledge
Create environment to foster innovation
Accommodate multiple views and styles as well as multi-generational employees’ learning styles
75 80 46 76 Million
Workplace of the Future
Flexibility is the compelling business strategy
8%> Women in leadership roles vs. 5%> in men
Work environment focuses on results – not time spent in offices
Base pay and customized career paths are top priorities for New Millennial
Workplace of the Future (cont.)
Success defined by getting what matters to YOU personally – not by rank or seniority
A world of short-term independent contractors and consultants
Job sharing at very senior levels – i.e., CFO job sharing
Communication cross-generationally & cross culturally means packaging messages so every hearer understands
All groups complement and mentor each other
Workforce StrategiesCreate both function- and project-
oriented assignments
Acknowledge strengths and commonalities of each generation & culture
Listen to each other’s viewpoints & ideas
Look beyond appearances
Keep an open mind. It’s a MUST!
Communicate and collaborate: the keys to intergenerational understanding
Test your assumptions
Recruiting in the 21st Century
First, Ban these words from your hiring criteria and from
your mindset:
“You’re Too Young”
AND
“You’re Too Old”
Instead, Ask…Can they do the work that needs to be
done?
Do they know…or can they learn the skills necessary to become up-to-date knowledge workers?
Are they willing to leverage their talents and expertise in collaborative efforts?
Strategies for Recruiting & Engaging Talent -
Ensure your recruiting strategies are directed at and relevant for up to four generational segments
Be clear about how new and current employees at all levels & generations can move within your workplace.
Examine the frequency and quality of recognition, respect and appreciation for all employees -- this is key.
What are your strategies for this Gen-Mix Workplace?
Matures vs Millenials
Matures want
New Careers
Balance between work and pleasure
To Leave a legacy
To be recognized for their knowledge
Millennials want
Challenging & meaningful goals and work
Collaboration & coaching
To reach personal & professional goals NOW
New--Cyclic Lifeplans
Re-Inventing Retirement
Education Work Leisure Death
Old--Linear Lifeplans
What are your Cross-Generational Leadership
Challenges?
Discuss at your Tables1. Which generation is most and which is
least dominant in your workplace?
2. How does this create problems or opportunities for your management?
3. How do you currently bring the generations together at your work?
4. What are your strategies for this Gen-Mix Workplace?
Are you a Mentor or a Coach?
Mentoring is about the relationship
A mentor could be someone within or outside your organization, a friend, someone who doesn’t even know s/he is a mentor.
Coaching is about the process of reaching organizational goals
A Coach is a person who serves as your personal champion and holds you accountable for results related to your goals
Critical Multigenerational Communication/Coaching Skills
Tools of the Trade
Listening and Curiosity Asking Powerful Questions
Positive & Constructive FeedbackAcknowledgment
Celebration
Listening and Curiosity
Listen for•More than words•Concerns, fears•Accomplishments•Needs, values•Motivation•Barriers to progress•Conflicts
Be curious
The Power of Powerful Questions
WHAT…WHEN…WHEREHOW…WHO… WHY
Sample QuestionsAsk your Team at a staff meeting:
1.Where are we going?2.Where are YOU going?3.What is going well?4.What are key suggestions for
improvement?5.How can I help?6.What suggestions do you have for
me?--Marshall Goldsmith
Helping Executives Become Better Coaches
Acknowledging
Cross-Generational Leadership Case Study
Let’s put it all together
Use this time as practice for a “just-in-time” discussion you need to have with your department team.
In Summary—10 Leadership Principles
All generations have similar values; they express them differently.
Everyone wants respect; they do not define it the same way.
Trust matters.
People want leaders who are credible and trustworthy.
Organizational politics is a problem - no matter how old or young you are.
10 Principles (cont)
No one really likes change.
Loyalty depends on the context, not on the generation.
It is as easy to retain a young person as an older one - if you do the right things. Show how their work contributes to the bottom line
Everyone wants to learn - more than just about anything else.
Almost everyone wants a coach - for younger generations, it is most important that their leaders serve as good coaches.
How to Become an Expert Gen Mix ManagerThree Core Competencies Needed
FOCUS--It’s All About the Work
COMMUNICATION Just in Time, All the Time
CUSTOMIZE CUSTOMIZE CUSTOMIZE
--Taken from Managing the Generation Mix™
Key Generational Leadership Skill: Coaching
Your Homework…I/WE
Blue Green
Ask only Powerful Questions
As you practice this week, notice the impact of each exercise on your staff, peers, your clients, significant other, etc etc.
What are you taking away?
Set Your Agenda Aside
Listen, Listen, Listen!!!
Promote Discovery Rather Than Provide Solutions
Encourage Others To Grow!