presented by: travis n. attanasio,,, p.e., cfm · presented by: travis n. attanasio,,, p.e., cfm...

Succeeding with Generational Differences

Presented by: Travis N. Attanasio, P.E., CFM, ,

Based on a presentation given by:Alicia Karwoski, P.E., M.ASCEDi t P f i l A ti itiDirector, Professional ActivitiesLeadership Conferences 2009

O tOutcomes

A lt f thi t ti As a result of this presentation, you should be able to:

• Understand the characteristics of the four generations in

d ’ kf d h fif htoday’s workforce and the fifth one that is about to enter

• Use this knowledge to more effectively recruit and lead volunteer and workplace efforts

A th diff ?Are there differences?

• Every generation has had to deal with differences

• The two main sources th t t diff that create differences are:▫ Technology▫ Technology▫ Historical Events

American Generations• Awakening 1701-1723• Liberty 1724-1741• Republican 1742-1766p 74 7• Compromise 1767-1791• Transcendental 1792-1821• Gilded 1822-1842• Progressive 1843-1859• Missionary 1860-1882• Lost 1883-1900• G.I. 1901-1924• Silent (Traditionalist) 1925-1942

B 6• Boom 1943-1960• Thirteenth (Generation X) 1961-1981• Millennial (Generation Y) 1982-1992• Generation C 1992-??

Have you heard this at work before?before?• You’re right, but I’m the boss!

Just do your job!• Just do your job!• I remember when …• The kid wants a promotion after six months on • The kid wants a promotion after six months on

the job!• No! No! • Any others?

Generational Differences

Can you tell me how Kennedy died?T diti li t /B b B• Traditionalists/Baby Boomers:▫ Gunshots in DallasGeneration X: • Generation X: ▫ In a plane over Massachusetts

• Millennials: • Millennials: ▫ I don’t know…something about cancer

Three Answers to One Question

• This example highlights a serious new challenge in the workplacein the workplace

• The challenge is 4 distinct generations working together and often colliding as their paths cross together and often colliding as their paths cross with different values, ideas, ways of getting things done and ways of communicating in the workplace.

Generational DifferencesMath Problems

• 133/4=?▫ 33.25

• 42/18=?▫ 2.333

• Generation X & Y tend to use the technology around them first before relying on their brainpower

• The Traditionalists and Boomers are opposite• The Traditionalists and Boomers are opposite• This isn’t necessarily a bad thing…can anyone in this

room say their production in their companies has l d b f t h l ?slowed because of technology?

Insights intoGenerationsG ti l l flGeneration(date of birth)

Age Now

Cultural Influencers

T diti li t 68 85 G t D i t ld tTraditionalists(1925-1942)

68–85 Great Depression, two world wars, post war boom era, GI Bill

BoomersBoomers

Gen X

Millennials

Ch t i ti f T diti li tCharacteristics of Traditionalists

• 5% of today’s workforcePatience• Patience

• Loyalty & hierarchy• Tried & true• Tried & true• Feel lucky to have a job, job for a lifetime• Driven by Patriotism hard work & respect for • Driven by Patriotism, hard work, & respect for

leaders• In dealing with money: Put it away & Pay cashg y y y

Traditionalists • Hardworking: Raised by turn-of-the-century farmers, Traditionalists brought a strong work

ethic into the factories of industrialized society. Traditionalists grew up during lean times and consider work a privilege. This generation believes you earn your own way through hard work. Traditionalists are willing put in long, grueling hours to get ahead in their careers. ad t o a sts a e g put o g, g ue g ou s to get a ead t e ca ee s.

• Loyal: Traditionalists are civic-minded and loyal to their country and employer. Unlike younger generations many Traditionalists worked for the same employer their entire life and are less likely to change jobs to advance their careers than younger generations.

• Submissive: Raised in a paternalistic environment, Traditionalists were taught to respect authority. Traditionalists are good team players and generally don’t ruffle any feathers or initiate conflict in the workplace.

• Tech-Challenged: Of all four generations in today's workplace, the Traditionalists are slow to g g y p ,change their work habits. As a whole, they are less technologically adept than the younger generations. As technology evolves and changes Traditionalists may struggle to learn new technology and work processes.

• Traditional: Traditionalists value traditional morals, safety and security as well as conformity, it t d i t Th f b i k d t d ti l i tit ti d commitment and consistency. They prefer brick-and-mortar educational institutions and

traditional lecture formats to online, web-based education. In the workplace, they favor conventional business models and a top-down chain of command.

Insights into GenerationsG ti l l flGeneration(date of birth)

Age Now


T diti li t 67 84 G t D i t ld tTraditionalists (1925-1942)


Boomers 50–67 Watergate, TV, Vietnam War, women’sBoomers(1943-1960)

50 67 Watergate, TV, Vietnam War, women s and civil rights movements, first moon walk, rock n’ roll

Gen X

MillennialsMillennials

Ch t i ti f BCharacteristics of Boomers

• 45% of today’s workforce• OptimisticOp s c• Teamwork, team spirit• Wellness

Lead by consensus• Lead by consensus• “Live to work”• Competitivep• In dealing with money: Buy now, pay later!▫ Birth of the credit card - 1958

Boomers• Work-Centric: Baby Boomers are extremely hardworking and motivated by position, perks and

prestige. Baby Boomers relish long work weeks and define themselves by their professional accomplishments. Sine they sacrificed a great deal to get where they are in their career, this workaholic generation believes that younger generations should pay their dues and conform to a o a o c ge e at o be eves t at you ge ge e at o s s ou d pay t e dues a d co o to a culture of overwork. Baby Boomers may criticize younger generations for a lack of work ethic and commitment to the workplace.

• Team Spirit: Baby Boomers are confident, independent and team-reliant. This generation grew up in an era of reform and believe they can change the world. They questioned established

h i d h ll d h I h k l B b B f id f authority systems and challenged the status quo. In the workplace, Baby Boomers are not afraid of confrontation and will not hesitate to challenge established practices.

• Goal-Oriented: With increased educational and financial opportunities than previous generations, Baby Boomers are achievement-oriented, dedicated and career-focused. They welcome exciting challenging projects and strive to make a difference welcome exciting, challenging projects and strive to make a difference.

• Competitive: Since Baby Boomers equate work and position with self-worth, they are quite competitive in the workplace. They are clever, resourceful and strive to win. Boomers believe in hierarchal structure and rankism and may have a hard time adjusting to workplace flexibility trends. They believe in "face time" at the office and may fault younger generations for working trends. They believe in face time at the office and may fault younger generations for working remotely.

Insights into 15

GenerationsG ti l l flGeneration(date of birth)

Age Now






Gen X (1961-1981)

29–49 Fall of Soviet Union and Berlin Wall, Challenger, 24 hour media, personal computer, birth of Internetp ,

Millennials

Characteristics of Gen Xers• 40% of today's workforce• Skeptical, self-reliance• Comfortable with change• Comfortable with change• Creative thinkers• Leadership by competency

h ll• Challenge status quo• Time for family & friends…“Work to live”• CasualCasual• In dealing with money: Cautious &

Conservative; Save! Save! Save!▫ Birth of the 401K 1978▫ Birth of the 401K - 1978

Generation X• Individualistic: Generation X came of age in an era of two-income families, rising divorce rates

and a faltering economy. Women were joining the workforce in large numbers, spawning an age of “latch-key” children. As a result, Generation X is independent, resourceful and self-sufficient. In the workplace, Generation X values freedom and responsibility. Many in this generation t e o p ace, Ge e at o va ues eedo a d espo s b ty. a y t s ge e at o display a casual disdain for authority and structured work hours. They dislike being micro-managed and embrace a hands-off management philosophy.

• Technologically Adept: The Generation X mentality reflects a shift from a manufacturing economy to a service economy. The first generation to grow up with computers, technology is

i h i li A fi i h l i l l G i X h l d d woven into their lives. As firms integrate new technological tools, Generation X has learned and adapted. This generation is comfortable using PDAs, cellphones, e-mail, laptops, Blackberrys and other technology employed in the workplace.

• Flexible: Many Gen Xers lived through tough economic times in the 1980s and saw their parents lose hard earned positions Thus Generation X is less committed to one employer and more lose hard-earned positions. Thus, Generation X is less committed to one employer and more willing to change jobs to get ahead than previous generations. They adapt well to change and are tolerant of alternative lifestyles. Generation X is ambitious and eager to learn new skills but want to accomplish things on their own terms.

• Value Work/Life Balance: Unlike previous generations, members of Generation X work to Value Work/Life Balance: Unlike previous generations, members of Generation X work to live rather than live to work. They appreciate fun in the workplace and a work hard/play hard mentality. Generation X managers often incorporate humor and games into work activities.


Age Now






Gen X (1961-1981)


Millennials (1982-1992)

18-28 Internet, cell phones, Columbine, September 11 attacks

Characteristics of Millennials

• 10% of today’s workforceRealistic and optimistic• Realistic and optimistic

• Problem solvers• Care what mom & dad think• Care what mom & dad think• Want to make a difference• Diversity – okay and expected• Diversity okay and expected• I work to get the stuff that I want• In dealing with money: Earn to spendIn dealing with money: Earn to spend

Millennials (Generation Y)( )• Tech-Savvy: Generation Y grew up with technology and rely on it to perform their jobs better.

Armed with BlackBerrys, laptops, cellphones and other gadgets, Generation Y is plugged-in 24 hours a day, 7 days a week. This generation prefers to communicate through e-mail and text messaging rather than face-to-face contact and prefers webinars and online technology to essag g at e t a ace to ace co tact a d p e e s eb a s a d o e tec o ogy to traditional lecture-based presentations.

• Family-Centric: The fast-track has lost much of its appeal for Generation Y who is willing to trade high pay for fewer billable hours, flexible schedules and a better work/life balance. While older generations may view this attitude as narcissistic or lacking commitment, discipline and d i G i Y f i l h diff i i f k l i d i i i drive, Generation Y professionals have a different vision of workplace expectations and prioritize family over work.

• Achievement-Oriented: Nurtured and pampered by parents who did not want to make the mistakes of the previous generation, Generation Y is confident, ambitious and achievement-oriented They have high expectations of their employers seek out new challenges and are not oriented. They have high expectations of their employers, seek out new challenges and are not afraid to question authority. Generation Y wants meaningful work and a solid learning curve.

• Attention-Craving: Generation Y craves attention in the forms of feedback and guidance. They appreciate being kept in the loop and seek frequent praise and reassurance. Generation Y may benefit greatly from mentors who can help guide and develop their young careers.benefit greatly from mentors who can help guide and develop their young careers.

Generation Quiz

• Take the 13 question quiz to determine what generation you aregeneration you are

• Answer honestly!!!


Age Now






Gen X (1961-1981)


Millennials (1982-)

18-28 Internet, cell phones, Columbine, September 11 attacks

“Generational Cuspers”p• A “Generational Cusper” has the benefit of more

naturally identifying with multiple generations’ y y g p gvalues, beliefs, and interests.

• They have the advantage of being considered “one of us” by the adjacent generation, while one of us by the adjacent generation, while having enough distance from it to create perspective.

• This uniquely positions “Cuspers” to bridge • This uniquely positions Cuspers to bridge generational gaps in the workplace and makes them natural mentors and managers.

Generational CuspersTravis Attanasio(1979)

Barack Obama(1961)

George W. Bush(1946)

Generation CTraditionalists Boomers Generation X Millenials1925 1942 1960 1981 1992 2010

Generation CWhat’s a C?What s a C?

G ti C Generation C

• Connected• Creative• Customized• Community • Curious

•CONTENT

5 Things to Know About Generation C

• Generation C loves creating and sharing content• They are not passive they form social • They are not passive, they form social

communities• They thrive on social media sites where they can

get involved in ideas and cultural conversations• They believe that they are in control of their own

lives and are happy with complexitylives and are happy with complexity• Generation C aspires to work in more creative

industries with less rigid social structures g

WIIFM Generational Similarities• Generation X, Y, & C share a trait of being more concerned with the

“here & now” rather than long term thinking• These generations have accepted the fact that they won’t get to

experience the lifelong job at a company that their parents did• These groups want similar things out of a job ▫ Balance & Control ▫ Don’t want to put in the long hours to “pay their dues” ▫ Live…then work▫ Not letting their work life dictating their future

• Certain type of jobs will not fit well for a Generation X,Y, or C individual unless companies are willing to change the way a individual unless companies are willing to change the way a position is handled

Bad News & Good News• Bad News▫ The WIIFM generational traits are not going to go away simply g g g g y p y

because your company wants them to▫ If your company or organization is not willing to change you can

watch the value of your company get drained by a revolving door of employees

• Good News ▫ If your company or organization is flexible and open to change, y p y g p g ,

welcoming the creativity and constantly changing ways of Generation X,Y, &C, then you will see your company rise to the top quickly (think about Google)

RECRUITMENT

How to Recruit Traditionalists…

• Discuss the future (long term)Provide your history• Provide your history

• Ask them to contribute to the conversation• Open ended questions• Open ended questions• Flexibility

How to Recruit BoomersBoomers…• Discuss the future (intermediate term)

Specify what the job entails• Specify what the job entails• Flexibility• You can be a “STAR” in our organization• You can be a STAR in our organization• We respect your experience & achievements

34

How to Recruit Gen XersGen Xers…• Be personal• Discuss the future (short term)• Discuss the future (short term)• Be open to different experiences• Flexibilityy• Let them know that they can move around

different staff positions

How to Recruit MillennialsMillennials…• Discuss the future (immediate term)

Explain specifically what is involved• Explain specifically what is involved• Expect confidence & optimism• Flexibility• Flexibility• Be fresh—”Only the best & brightest need apply”• Be direct—easy to reach• Be direct easy to reach

How to Recruit Generation CGeneration C…• Focus on sparking conversations in culture, not

one way messagesone way messages• Foster the creativity and allow for co-creation in

your ideasyour ideas• Use the Generation C “active communities” who

can spread your messagep y g• Plan for ideas to you don’t create, building

flexibility into your programs

LEADERSHIPLEADERSHIP

How to Lead TraditionalistsTraditionalists…• Use a personal touch

Sh th th t i i t t • Show them that experience is an asset not a liability

• Ask them to mentor Xers & Millennials• Ask them to mentor Xers & Millennials• Appreciate their dedication

How to Lead BoomersBoomers…• Strengths with teams

Feedback on how things are going face to face • Feedback on how things are going, face-to-face, be friendly

• Let them work hard and give public recognition • Let them work hard and give public recognition for efforts (title recognition)

• Show respect for experiencep p

40

How to Lead Gen XersGen-Xers…• Get the job done on your schedule▫ When a Boomer says to another Boomer, “We need to get the

d ” i i ll i d b h B report done,” it is generally interpreted by the Boomer as an order, it must be done and done now. However, when a Boomer says to an Xer, “This needs to be done,” the Xer hears an observation, not a command, and may or may not do it immediately.

• Make time for those who are struggling• Tap into their adaptability (flexibility)p p y ( y)• Give them leadership roles to keep them

challenged & engaged

How to Lead MillennialsMillennials…• Encourage meaningful efforts• Know that they assess information quickly;

share it effectively with a diverse group of peopleW t t b té é f t diti li t & b• Want to be protégés of traditionalists & boomers

• Offer timely feedback & training

Leading Generationsg• A cross-functional team with individuals from several different generations

has been set up to recommend a solution to a nasty drainage problem. After a couple of weeks, the manager responsible for the team observes that there p , g pis constant bickering and nothing is getting done. What could be causing this problem?

• The Traditionalists on the team are looking for handwritten notes and di ifi f k b d direct, specific requests for work to be done.

• The Boomers do not like to work independently, and they expect to have meetings any time, any place — and it is fine if they are called day or night.

• X’ers do not want to hear about the project outside of work, and don’t you d ll th t h !dare call them at home!

• And the Millennials don’t want any meetings at all, they only communicate via voice mail and e-mail.

• At the beginning of any team formation, an effective leader should consider spending time learning how team members wish to communicate spending time learning how team members wish to communicate.

Recruitment Exercise

• In this activity your goal is to answer 10 questions as you work to recruit and retain questions as you work to recruit and retain Generation X & Y employees

• The goal is not to “pass” the quiz, but to start an The goal is not to pass the quiz, but to start an honest evaluation process that will help you create win-win relationships

• Remember RECRUIT & RETAIN employees

Scoringg• Question 1

▫ A=2, B=10, C=6, D=4, E=8• Question 2

A 4 B 8 C 2 D 10 E 6▫ A=4, B=8, C=2, D=10, E=6• Question 3

▫ A=6, B=10, C=4, D=2, E=9• Question 4

▫ A=4, B=10, C=2, D=9, E=6Question 5• Question 5▫ A=2, B=10, C=8, D=6, E=4

• Question 6▫ A=9, B=2, C=8, D=10, E=4

• Question 7A 2 B 10 C 9 D 6 E 4▫ A=2, B=10, C=9, D=6, E=4

• Question 8▫ A=6, B=4, C=8, D=2, E=10

• Question 9▫ A=6, B=2, C=4, D=10, E=8

Q ti 10• Question 10▫ A=4, B=10, C=8, D=6, E=2

Your Score• 80 - 100 points: You are well on your way to understanding and

supporting the needs of these generations. Hand them the remote control and put them in charge of their work life. Allow them to have ownership of p g ptheir work by paying their dues based on performance, not seniority.

• 60 - 79 points: You've started to accommodate this diverse group of people. But, you may need to examine your paradigms even further. You

b lki h lk b ' lki h lk Th i may be talking the talk, but you're not walking the talk. These generations can see through "phoniness" quicker than any other. If you don't make drastic changes now, they won't stay around to see if you do in the next year.

• Below 60 points: You are in denial that change needs to occur. Xers & Yers don't come to you with that built-in trust and respect of organizations and your authority. You earn this because of who you are and what you do. You don’t want your company think they're entitled to have a work force You don t want your company think they re entitled to have a work force that works like their parents did.

Activity – Situation #1yA newly promoted Project Manager of the “Best Company” is in

her twenties and wants to earn the respect of a fellow Project h d l h d hManager who is a traditionalist. How can she do this?

a. Speak to him respectfully, but with authority, about her long-term goals and clearly define her expectations.

b. Speak to him privately about her fears that he doesn’t respect her and appeal to his humanityher and appeal to his humanity.

c. Join him for dinner and tell him about her family and personal interests.interests.

Activity – Situation #2A Generation X manager tells a Boomer he has been workingA Generation X manager tells a Boomer he has been working too hard and should take time off to take the family on vacation. Instead of saying thanks, the Boomer replies, “I work to get ahead, to get a promotion, not for a vacation.” The next time that situation comes up, what should the manager do? g

a. Offer the employee a bonus instead of time off

b. Offer the employee a chance to develop their teaching and mentoring skills by asking them to mentor the younger employees.p y

c. Both a and b.

Activity – Situation #3yYour Company has a new Gen X project manager who agreed to work over the weekend. The manager gets a call from a friend that they have extra tickets to a out of town concert andfriend that they have extra tickets to a out-of town concert and the manager asks for the weekend off. What do you do?

a. The manager committed to work so hold them to it.

b. Sympathize with the dilemma, and then ask them to find someone to fill in.

c Tell them not to worry about it and find a replacementc. Tell them not to worry about it and find a replacement yourself.

Activity – Situation #4y

You are writing a letter to recruit a new mid-level manager. A colleague of yours is the best candidate and also aA colleague of yours is the best candidate and also a Boomer. What would you include in your letter?

a. The history of the company, the employee roster, and the y p y, p y ,employee handbook.

b. Information about your company’s most successful j t d th fl ibilit f th itiprojects and the flexibility of the position.

c. Information about the company’s team culture, growth opportunities and ways to make a differenceopportunities, and ways to make a difference.

So What Have We Learned

• Traditionalists▫ Values hard work ▫ Values hard work

• Baby Boomers▫ Value loyalty Value loyalty

• Gen Xers▫ Value work-life balance

• Generation Y▫ Values innovation and change

Or In Terms of Negative Stereotypes(which we should avoid)(which we should avoid)

• Traditionalists▫ Are Set In Their Ways ▫ Are Set In Their Ways

• Baby Boomers▫ Are Narcissistic Are Narcissistic

• Gen Xers▫ Are Slackers

• Generation Y▫ Are More Narcissistic than Boomer

No So Fast….Generally We All Want yThe Same Things

• All generations have similar values.• Everyone wants respect.

▫ Everyone wants respect, but the generations don’t define it in the same way. • Leaders must be trustworthy.

f▫ Above all else, people of all generations want leaders they can trust.• Nobody likes change.

▫ Resistance to change has nothing to do with age; it has to do with how much you stand to gain or lose as a result of the changeyou stand to gain or lose as a result of the change.

• Everyone wants to learn.▫ Everyone wants to learn and to ensure they have the training to do their job

well.• Everyone likes feedback.

▫ Everyone wants to know how they are doing and to learn how they can do better.

C l iConclusion

• Know your colleagues & how to interact with themthem

• Ask your colleagues what they value & why it is importantimportant

• Ask your new colleagues what they need & why

• Review your workplace interaction for success & failures

C l iConclusion

• Be aware of generational differences

• Appreciate individual strengths

• Lead & manage differences• Lead & manage differences• Be flexible…understand that each generation will

react differently to the same situation react differently to the same situation

Thank you!Thank you!

References

• Chester, Eric. Getting Them to Give a Damn: How to Get Your Front Line to Care About Your Bottom Line Kaplan Publishing Front Line to Care About Your Bottom Line. Kaplan Publishing, 2005.

• Claire Raines Associates. “Meet the Generations.” Generations At Work, http://www.generationsatwork.com, p // g

• Dittmann, Melissa. “Generational Differences at Work.” APA Online, June 2005. http://www.apa.org/monitor/jun05/generational.html

• Hammill, Greg. “Mixing and Managing Four Generations of Employees.” FDU Magazine Online, Winter/Spring 2005. http://www.fdu.edu/newspubs/magazine/05ws/generations.htmHealy Ryan “3 ways to retain your millennial employees ” • Healy, Ryan. 3 ways to retain your millennial employees. Associations NOW, February 2008, 18.

References

• Jaffe, Leslie and Karl Krumm. “Leadership Post 9/11.” Generations At Work, 2002. ,http://www.generationsatwork.com/articles/leadership.htm

• Kaplan-Leiserson, Eva. “Mind the Gap.” PE Magazine, Jan/Feb 2008. http://www nspe org/PEmagazine/pe 0108 mind the gap htmlhttp://www.nspe.org/PEmagazine/pe_0108_mind_the_gap.html(accessed February 21, 2008).

• Karp, Hank, Connie Fuller, and Danilo Sirias. Bridging the Boomer Xer Gap: Creating Authentic Teams for High p g f gPerformance at Work. Davies-Black Publishing, 2002.

• Kennedy, Marilyn Moats. “Managing Change: Understanding the Demographics of the Evolving Workforce”. 2004.

• Lancaster, Lynne C. and David Stillman. When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work. HarperCollins Publishers Inc., 2002.

References• Mayo Foundation for Medical Education and Research

(MFMER). “Workplace Generation Gap: Understand Diff A C ll ” CNN J l 6 Differences Among Colleagues.” CNN.com, July 6, 2005. http://www.cnn.com/HEALTH/library/WL/00045.htmlml

• McNulty, Eric J. “Can You Manage Different Generations?” Harvard Business School Working Knowledge for Business Leaders Archive April 17 Knowledge for Business Leaders Archive, April 17, 2006. http://hbswk.hbs.edu/archive/5297.html

• Raines, Claire, and Sandy Mazarakis. Connecting , , y gGenerations™, 2nd Edition.

• Zemke, Ron, Claire Raines, and Bob Filipczak. Generations at Work: Managing the Clash of Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. Performance Research Associates, Inc., 2000.

Generational Quiz

1. How did you spend you youthful Saturday nights…. A. At the local Movies and then the drug store B. At the bowling alley with your friends C. Draggin’ main street in your hotrod listening to Blondie D. Talking on the internet with someone from China

2. One of your favorite musicians A. Glen Miller B. Beatles C. Madonna D. Usher

3. The first thing I wanted to buy was A. A home B. A car C. A company D. A personal computer

4. Birthday parties for me were A. Only for rich people B. The day I got to pick what meal and cake I wanted C. For me to come up with a cool new theme each year D. Consisted of a jumping castle, a DJ, and a caterer

5. My favorite childhood toy was…. A. Marbles B. Hula Hoop C. Barbie & GI Joe D. Game Boy/Playstation

6. A favorite childhood drink of mine was….. A. Coca-cola B. Kool-Aid C. Anything diet D. Starbucks

7. I dreamt to become a famous sports star like… A. Babe Ruth B. Joe Namath C. Michael Jordan D. Tiger Woods

8. The worst fashion mistake growing up I made was….

A. Double knit B. Bell bottoms C. Bangs that reached mars D. Baggy low-riding pants

9. When I think of my father, I think about…

A. The good care he provided for my mom and siblings B. The fun family vacations he took us on C. When he left D. My real dad or step dad?

10. If I got into trouble, my mom would …. A. Spank me B. Say “Wait until your father gets home!” C. Put me into time out D. Ignore me until she found a solution in a self-help book.

11. My Brothers/sisters…

A. Played with me and helped me do chores B. Was fun till I became a teen C. I see once a year, we both are so busy D. Which one? Step or real?

12. One of my daily chores might have included…

A. Setting the table or heating water to wash the dishes B. To wash or dry dishes C. Loading/Unloading the dishwasher D. What dishes? We use paper plates

13. When I grew up, I wanted to be

A. A doctor B. The President C. A entrepreneur D. A celebrity

Mostly A’s, you’re a Traditionalist Mostly B’s, you’re a Baby Boomer Mostly C’s, you’re a Gen X’er Mostly D’s, you’re a Millennial Adapted from Graeme Codrington. Compiled by Beth Kneupper and Pam Foster. http://www.coachingandmentoring.com/Quiz/xquiz.html

1. You are advertising for a position in your department. In the advertisement, do you:

a. Describe the 100-year history of your stable, well-established company? b. Discuss the opportunities for learning new skills and working in a

challenging, results-driven organization? c. Emphasize the benefit plan, stressing your excellent retirement/401-K

program? d. Use quotes/testimonials from your senior employees that describe how

much they like working at your company? e. Explain that you are looking for self-starting, motivated people that can

make a difference? 2. During an interview with job applicants, what do you emphasize the most?

a. The work-out room and outside picnic tables. b. Your flexible work schedules and job-sharing program. c. The benefits new employees get after working for one year. d. The company's desire for every person to learn as much as they want and

be successful no matter how long they are with the company. e. The casual atmosphere and your policy on what type of clothing is

"business casual." 3. As a leader, what do you think are the most important behaviors you can exhibit?

a. Your interest in people's personal lives. b. Your mentoring skills. c. Your hands-off style. d. Your ability to relate to this generation. e. Your belief in their ability to take on varied tasks.

4. You are working on next year's training for your department. What does this look like?

a. You have a lot of training scheduled for the first six months of employment.

b. A majority of your courses can be done individually in a self-paced format.

c. A catalog lists the courses and times available, stating that anyone can take one course each quarter if they can document a job-related need.

d. Your courses are available on-line. e. Employees are encouraged to look elsewhere if you don't offer the training

they need. 5. How do you delegate work/make assignments?

a. Assign a lot of work so people don't get bored. Make these assignments based on what they have done well in the past.

b. Discuss the task and help them divide the work into manageable pieces. c. Clearly define the task and associated deadlines. d. Tell them they should come to you first with any questions or when they

need help. e. Parcel out pieces of a task so they are not overwhelmed.

6. As people set out to accomplish a task, do you: a. Encourage them to be creative and innovative in how they accomplish a

task and ask questions as needed. b. Give them detailed instructions and procedures for how the job has been

done successfully in the past. c. Let them know who can be of assistance within your department and

throughout the company. d. Discuss why the task needs to be done and help them see their value-

added contribution. e. Require daily approvals of the work accomplished.

7. How do you go about giving feedback and performance evaluation? a. Let the person review the performance appraisal form so they can be

prepared for their quarterly review. b. Plan some time every day to talk to the person about how their job is

going and see if they have any concerns or questions. c. Provide quick, specific, accurate reflections of their performance. d. Give feedback when it is requested. e. Review their work several times each day.

8. When people participate on your project team, what are the characteristics of the team?

a. The team is comprised of representatives from every department/area so everyone knows what is going on.

b. You are the leader throughout the scope of the project. c. The team is empowered to make decisions and implement solutions. d. Your project teams generally take 6-12 months to resolve their issue. e. Members of the team are selected based on the skill or knowledge they

can bring to the project. 9. How do you provide recognition?

a. Bring in donuts for the coffee room. b. Have an Employee of the Quarter award. c. Pass out T-shirts when your department achieves its goals. d. Frequent, immediate "pats on the back" to individuals when they do

something well. e. Schedule department lunches to honor specific individuals each week.

10. When you try to have some fun at work, you: a. Post cartoons on a bulletin board. b. Have a "costume" day. c. Celebrate every person's birthday. d. Schedule fun events after work or on weekends. e. Pass out mugs with the company logo.

Question # Answer Points 1 2 3 4 5 6 7 8 9 10

Total:

presented by: travis n. attanasio,,, p.e., cfm · presented by: travis n. attanasio,,, p.e., cfm...

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